How to Understand and Build a High-Performing Team with the Predictive Index

How to Understand and Build a High-Performing Team with the Predictive Index

Building a high-performing team isn’t just about finding skilled individuals; it’s about aligning your business strategy with your people strategy for optimal results. The Predictive Index (PI) is a powerful tool that can help you achieve just that. Here, the Predictive Index experts at PI Midlantic outline how to use Predictive Index results to build a high-performing team, all in the pursuit of talent optimization.

What is the Predictive Index?

The Predictive Index is a scientifically validated assessment tool designed to measure the inherent motivating needs and behaviors of individuals. It provides valuable insights into what drives people and how they are likely to behave in various work situations. By understanding these aspects, organizations can make informed decisions regarding team composition, job fit, and talent development.

Understanding Predictive Index Drives

Before you can optimize your team’s talent, you need to learn a little bit more about what motivates your team and how they interact with others. The Predictive Index starts by assessing the motivational and behavioral traits of each team member. These traits are categorized into four primary factors:

A (Dominance)

Individuals with high A’s are assertive, confident, and goal-oriented. They often make excellent leaders and are driven by achieving results. In contrast, a person with a low A is more collaborative, cooperative and harmonious with others. 

B (Extraversion)

High B’s are outgoing, enthusiastic, and people-oriented. They excel in roles that involve networking, relationship-building, and communication while low B’s take more time to trust others and value their privacy. Low B’s like to work with facts and prefer private recognition. 

C (Patience)

Individuals with a high C drive are patient, reliable, and detail-oriented. They are the stabilizers of the team, ensuring consistency and precision. Their low C counterparts need variety, freedom from repetition and the opportunity to juggle multiple priorities. 

D (Formality)

High D’s are analytical, systematic, and cautious. They thrive in roles that require problem-solving, attention to detail, and adherence to rules and processes. Low D’s on the other hand require less structure and tend to be more flexible and adaptable in their approach. 



Building Your High-Performing Team

1. Administer the Predictive Index Assessment

Begin by having all team members complete the Predictive Index assessment. It’s crucial that these assessments are filled out honestly and without any external pressure to ensure accurate results.

2. Analyze the PI Profiles

Once you have the assessment results, take the time to analyze each team member’s PI profile. Pay attention to their primary and secondary drives, workplace behaviors, communication styles, and motivators.

3. Assess Team Dynamics

Evaluate the overall composition of your team. Is it well-balanced across A, B, C, and D drives, or does it lean heavily towards one or two profiles? Identifying potential gaps or areas that may need more diversity in terms of behavioral traits is essential.

4. Leverage Individual Strengths

Encourage team members to embrace and leverage their natural strengths and motivators. High A’s can make great leaders, high B’s excel in client-facing roles, high C’s maintain stability, and high D’s are detail-oriented problem solvers.

5. Enhance Communication

Teach your team members to adapt their communication styles based on the PI profiles of their colleagues. Provide guidelines and training to foster effective collaboration.

6. Set Clear Expectations

Ensure that each team member understands their role and responsibilities. Align tasks and projects with their natural behavioral traits and motivators to increase engagement and productivity.

7. Conflict Resolution

Use PI insights to manage conflicts effectively. Different profiles may have varying approaches to conflict resolution, so encourage open communication and help team members find common ground.

8. Professional Development

Tailor professional development plans to individual PI profiles. Provide growth opportunities that align with their motivators and career aspirations.

9. Regularly Review and Adjust

Team dynamics may change over time, so periodically reassess the team’s PI profiles and adjust your strategies as needed.

10. Feedback and Recognition

Provide feedback and recognition that resonate with each team member’s motivators. Recognize a high A for achieving goals and a high C for their consistent reliability, for example.

11. Monitor Progress

Continuously track team performance and individual contributions. Use PI insights to make data-driven decisions regarding promotions, team restructuring, or additional training.

Start Your Journey to a High-Performing Team with PI Midlantic

Talent optimization is the key to building a high-performing team that can adapt to changing business landscapes and consistently deliver exceptional results. The Predictive Index experts at PI Midlantic are well-equipped to help with all aspects of Talent Optimization, including hiring, communication, leadership coaching, and more. Get started by filling out a FREE behavioral assessment or by calling PI Midlantic today!

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