Chess Pieces

TALENT OPTIMIZATION

Most companies don’t know how to assemble high-performing teams.  They don’t know how to manage employees in a way that pushes everyone to the top of their game. They create a business strategy. They monitor their business results. But they don’t do the key “people work” in between—and they fail to reach their goals.  This is where talent optimization can help.  

Talent optimization is a four-part discipline that aligns your business strategy with your people strategy for optimal business results.  At its core is the collection, analysis, and application of people data. Talent optimization utilizes quantitative data and analytics so you can comprehend job requirements, identify the best candidates, understand the team dynamics needed to accomplish business goals, and manage employees in a way that pushes everyone to the top of their game.

Here are the four aptitudes of Talent Optimization:

  1. Diagnose: Measure critical people data, analyze that data in the context of your business, and prescribe remedies as needed.

  2. Design: Create and continuously evolve your people strategy.

  3. Hire: Use talent optimization insights based on people data to hire top talent and build cohesive teams.

  4. Inspire: Use data to drive important employee-oriented activities such as career pathing, maintaining organizational culture, and managing people and teams.

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PI • DIAGNOSE

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Are you losing money to disengagement?

The average company loses $2 million in productivity per year due to disengagement. The culprit? The four forces of disengagement: mismatches between your employee and their role, manager, culture, and team. These four forces result in employees who do the bare minimum to keep their job. What could you accomplish with a fully engaged team?

Do you know what drives engagement?

The PI Employee Experience Survey™ allows managers to easily gauge employees and gather candid, confidential feedback on their work experience. The survey algorithm pinpoints the strengths and improvement areas that will have the most impact on engagement at your company

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Insight at every level

Once the survey closes, you’ll receive engagement trends at every level of your organization—whether that’s a team, a department, or your entire company. This insight will allow you to customize your actions based on group strengths and needs—and improve engagement at micro and macro levels.

You finished the survey. What now?

Most engagement surveys provide insight, but lack action. The PI Employee Experience Survey bridges data with results by delivering custom action plans, so you can fix what’s broken. The half-day Take Action on Engagement workshop empowers managers and leaders to share results with their teams and establish a path to high-impact organizational change.

A coach at your side

You don’t have to go it alone. With the Employee Experience Coaching package, your PI Certified Consultant can assist and guide you every step of the way. From survey setup to plan implementation, you’ll have a trusted ally by your side as you take the necessary steps to drive a world-class organization.

 

PI • DESIGN

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Is your leadership team 100% aligned?

On average, senior leaders agree on just 70% of their strategic goals. The PI Strategy Assessment™ uncovers strategic misalignment—so tough conversations can happen and executives can get aligned.

You can’t build a house without a foundation.

Likewise, you can’t hire, manage, or organize your people without an agreed-upon business strategy. The PI Strategy Assessment measures executives’ perceptions, agreement, and confidence in their business strategy, and their confidence in the company’s ability to execute the business strategy. Stop wondering whether you’re pursuing the wrong strategic goals—and start moving forward with confidence.

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Senior leader behaviors matter.

Having confidence in your ability to execute your business strategy starts with having the right senior leaders in place. The PI Behavioral Assessment™ maps leaders’ behavioral patterns to the chosen strategy. It uncovers gaps so you can make a plan, like where to tap into others within the company to achieve your strategic goals.

Get expert guidance every step of the way.

Navigating strategic conversations and gaining leadership alignment can be exhausting and frustrating. But with the half-day Execute Strategy with Confidence workshop, a Certified PI Consultant will guide your leadership team to an agreed-upon business strategy so you can design a talent strategy to match. Participants will leave with actionable next steps to mitigate execution risks.

PI Design Animation Explainer Video.

View the 2 minute video below for more & contact us for a no charge demonstration with your team.

EXTRAVERSION: The degree to which an individual seeks social interaction with other people.

PATIENCE: The degree to which an individual seeks consistency and stability in their environment.

FORMALITY: The degree to which an individual seeks to conform to formal rules and structure.

OBJECTIVITY: The degree to which an individual prefers objectivity when processing information.

 

PI • HIRE

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Objective hiring is smart hiring.

Bring predictability and reliability to your hiring process. Gut feel is not a good enough reason to hire someone. Neither is relying solely on past performance indicators like GPA, references, or a pedigreed resume. Instead, turn to hiring tools that incorporate behavioral and cognitive insights. This is the best way to predict how a candidate will think and work

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Ready. Aim. Hire.

Know who you’re looking for before they step into your office for an interview. Start by defining job requirements. The PI software guides you through setting behavioral and cognitive Job Targets. If you’re not sure where to begin, tap into the wisdom of thousands of hiring managers by using a benchmark.

Save time with Match Score.

Cut down the time it takes to screen candidates. As they complete their PI Behavioral Assessment™ and PI Cognitive Assessment™ they’re assigned a Match Score from 1-10. The best fits for the role float to the top of the list. Mark your favorites to speed up your hiring process.

Interview with confidence..

To bring structure to your interviews, the Interview Guide shows you how a candidate’s behavioral drives and needs align to the the target you have set. Use the recommended questions to probe for gaps and to confirm fit.

The Predictive Index Behavioral Assessment™  is designed to be the most effective, simple, and easy to use science-based assessment. It provides an accurate depiction, or pattern, of an individual's core drives, and insight into their needs and behaviors.​

The assessment has been used by thousands of businesses around the globe for over 60 years to tie their people strategy to their business strategy.  The Behavioral Assessment is used to assist in hiring, coaching, motivating, and developing employees.

How does the assessment work?
Individuals are presented two lists of descriptive adjectives. The first asks respondents to select ones they feel describe the way they are expected to act by others. The second asks them to select ones they feel really describe them. Each term is associated with one of the five drives below.

What does the assessment measure?

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DOMINANCE: The degree to which an individual seeks to control their environment.

EXTRAVERSION: The degree to which an individual seeks social interaction with other people.

PATIENCE: The degree to which an individual seeks consistency and stability in their environment.

FORMALITY: The degree to which an individual seeks to conform to formal rules and structure.

OBJECTIVITY: The degree to which an individual prefers objectivity when processing information.

 

PI • INSPIRE

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Unleash the power of your people by understanding what truly drives them.

Build an award-winning culture by encouraging all of your employees to take the six-minute free-choice PI Behavioral Assessment™, proudly share their findings, and learn what drives them and those around them. Doing so allows conversations to become easier, conflicts to be avoided, and decisions to be made faster.

Understand your people.

Building better working relationships requires an understanding of the interplay between different behavioral drives. With the Relationship Guide, it’s easy to see how two people’s strengths combine and where they may need some guidance.

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Build better managers

Leverage the Manager Development Chart to help your managers understand their strengths, caution areas, and tips for improving.

 

Then use the Management Strategy Guide to custom tailor their management styles for each of their direct reports’ behavioral drives and needs to build strong reporting relationships.