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THE ALTRUIST LEADER
As a leader, Altruists are proactive in bringing the team together to complete work by “the book,” within accepted standards and policies, and on-time. They can be cautious with delegating tasks due to anxiety of things being done the right way. They are also respectful of authority and considerate of others. THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking WOMEN’S LEADERSHIP CONFERENCES TO ATTEND IN 2021SEE MORE ONPREDICTIVEINDEX.COM
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTSTHE ALTRUIST LEADER
As a leader, Altruists are proactive in bringing the team together to complete work by “the book,” within accepted standards and policies, and on-time. They can be cautious with delegating tasks due to anxiety of things being done the right way. They are also respectful of authority and considerate of others. THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking WOMEN’S LEADERSHIP CONFERENCES TO ATTEND IN 2021SEE MORE ONPREDICTIVEINDEX.COM
THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 THE PI BEHAVIORAL ASSESSMENT TEST FOR The PI Behavioral Assessment is an untimed, free-choice, stimulus-response tool that is far more than a personality test. For more than 60 years, thousands of businesses around the globe have used our EFPA-certified behavioral assessment to understand the personality OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. INTRODUCTION TO TEAM TYPES Just like self-awareness, awareness of your team is critical to successful outcomes. A team is mixed up of so many different individuals that all create a unique blend of skills, behaviors, andideals.
THE PREDICTIVE INDEX LAUNCHES NEW INTERACTIVE TALENT Over 3,500 Leaders Completed the Only Talent Optimization Accreditation Available Today. BOSTON, Mass – June 10, 2021 – The 2021 State of Talent Optimization Report found that companies that practice talent optimization—the discipline of aligning talent and business strategies—fared best during one of the most tumultuous business years on record. HOW TO BE A GOOD INTERVIEWER: BEST TIPS Shelley Smith, CEO of Premier Rapport, Inc. and consultant at PIMidlantic, helps business owners and executives find and repair the “culture leaks” in their organizations that prevent them from being as productive and profitable as they can be.Using a proprietary process of inquiry, awareness and leader development, she helps businesses create the workplace environment teams need to drive TEAM ACTION PLANNING Decades of research have shown that teams who participate in effective planning demonstrate improved coordination, communication, collective efficacy, morale, and overall team effectiveness (Fisher, 2014; Kleingeld et al., 2011; Marks et al., 2001). EXPLORING HOW TALENT OPTIMIZATION BENEFITS NEW GRADS Too often, employers are overly focused on resume, as opposed to behavioral data. A talent optimized approach can help bridge the gap between what employers seek, and what new grads can truly offer. COMPENSATION STRATEGIES FOR ATTRACTING AND RETAINING TOP Compensation matters. The primary purpose of a good compensation strategy is retention and recruitment. Paying well means you can attract better talent and keep them around for longer. In fact, 66 percent of companies surveyed identify retention as the number one reason to have a sound compensation strategy, followed by betterhiring and paying
UNPACKING THE SCIENCE OF DREAM TEAMS Unpacking The Science of Dream Teams June 23, 2021 at 11:00 am . How do you find the perfect person for the job in a stack of hundreds ofresumes?
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking TEAM ACTION PLANNING Decades of research have shown that teams who participate in effective planning demonstrate improved coordination, communication, collective efficacy, morale, and overall team effectiveness (Fisher, 2014; Kleingeld et al., 2011; Marks et al., 2001). SCHOLAR | THE PREDICTIVE INDEX Scholar. Data-driven. Introspective. Deliberate. Organized. Scholars are driven by the desire to achieve mastery of their subjects. Often reserved, they tend to work independently as they pursue that knowledge. Scholars value stability and consistency and are analytical and disciplined—with exceptional follow-up skills. Watch video.PRODUCING TEAM TYPE
Self-aware teams understand their strongest tendencies and blind spots, and they take action accordingly. Producing Teams can take advantage of their strengths while addressing shortcomings, by: Guarding against employee burnout. The high bar your team establishes for itself, combined with its competitive nature, can take its toll onmembers.
VENTURER | THE PREDICTIVE INDEX Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They're strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems withenthusiasm.
SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over CONTROLLERS IN A TEAM Now that we know which Reference Profiles fall into which quadrants, we can start talking about Team Types. The PI Behavioral Assessment™ provides a deep look into an individual’s workplace behavior by understanding that person’s motivations and needs. However, most of the time, work happens via teams, so it’s important to understand the overall behavioral makeup of a team.COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
HOW TO PERFORM A TALENT REVIEW What is a talent review? A talent review is different than the typical performance review.A talent review asks business leaders to assess employees across the organization on performance and future potential.. Completing a talent review helps companies uncover talent HOW TO CALCULATE EMPLOYEE TURNOVER COST Total employee turnover cost can be broken down into these 5 cost calculations: 1. Benchmark Employee Cost – The total departed employee’s compensation (salary and benefits). You can break this data into daily and monthly rates to accurately prorate across the time the position remains open. 2. COMPENSATION STRATEGIES FOR ATTRACTING AND RETAINING TOP Compensation matters. The primary purpose of a good compensation strategy is retention and recruitment. Paying well means you can attract better talent and keep them around for longer. In fact, 66 percent of companies surveyed identify retention as the number one reason to have a sound compensation strategy, followed by betterhiring and paying
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking TEAM ACTION PLANNING Decades of research have shown that teams who participate in effective planning demonstrate improved coordination, communication, collective efficacy, morale, and overall team effectiveness (Fisher, 2014; Kleingeld et al., 2011; Marks et al., 2001). SCHOLAR | THE PREDICTIVE INDEX Scholar. Data-driven. Introspective. Deliberate. Organized. Scholars are driven by the desire to achieve mastery of their subjects. Often reserved, they tend to work independently as they pursue that knowledge. Scholars value stability and consistency and are analytical and disciplined—with exceptional follow-up skills. Watch video.PRODUCING TEAM TYPE
Self-aware teams understand their strongest tendencies and blind spots, and they take action accordingly. Producing Teams can take advantage of their strengths while addressing shortcomings, by: Guarding against employee burnout. The high bar your team establishes for itself, combined with its competitive nature, can take its toll onmembers.
VENTURER | THE PREDICTIVE INDEX Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They're strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems withenthusiasm.
SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over CONTROLLERS IN A TEAM Now that we know which Reference Profiles fall into which quadrants, we can start talking about Team Types. The PI Behavioral Assessment™ provides a deep look into an individual’s workplace behavior by understanding that person’s motivations and needs. However, most of the time, work happens via teams, so it’s important to understand the overall behavioral makeup of a team.COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
HOW TO PERFORM A TALENT REVIEW What is a talent review? A talent review is different than the typical performance review.A talent review asks business leaders to assess employees across the organization on performance and future potential.. Completing a talent review helps companies uncover talent HOW TO CALCULATE EMPLOYEE TURNOVER COST Total employee turnover cost can be broken down into these 5 cost calculations: 1. Benchmark Employee Cost – The total departed employee’s compensation (salary and benefits). You can break this data into daily and monthly rates to accurately prorate across the time the position remains open. 2. COMPENSATION STRATEGIES FOR ATTRACTING AND RETAINING TOP Compensation matters. The primary purpose of a good compensation strategy is retention and recruitment. Paying well means you can attract better talent and keep them around for longer. In fact, 66 percent of companies surveyed identify retention as the number one reason to have a sound compensation strategy, followed by betterhiring and paying
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 THE STATE OF TALENT OPTIMIZATION 2021 In February of 2021, The Predictive Index surveyed 515 CEOs, presidents, and SVPs from 15+ industries. The goal was to understand how companies that practice talent optimization— the discipline of aligning talent and business strategies —fared in one of the most tumultuous business years on record. As you’ll see, talent optimization is a differentiator. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.84.1.6469 Privacy Policy Version 5.84.1.6469 ANNUAL CEO BENCHMARKING REPORT 2021 The study continued by asking CEOs what’s keeping them up at night. In the 2019 CEO Benchmarking Report, the top answer among respondents was Employee performance and productivity. Thirty-six percent stated it was of high concern. That sentiment skyrocketed in 2020—56% of CEOs now say employee performance is a top concern. OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS PERSUADER | THE PREDICTIVE INDEX The Persuader on a team. Persuaders are team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by THE 17 REFERENCE PROFILES 5 www.predictiveindex.com Signature work styles: Communication Reserved, takes time to think Direct, generalist Delegation Selective in delegating both details and authority Close follow-up to ensure quality Decision making Imaginative problem-solver Drive to make decisions but can ”second-guess” them Action & risk Drive to initiate action Risk-averse, wants all the answers before taking TEAM ACTION PLANNING Decades of research have shown that teams who participate in effective planning demonstrate improved coordination, communication, collective efficacy, morale, and overall team effectiveness (Fisher, 2014; Kleingeld et al., 2011; Marks et al., 2001). SCHOLAR | THE PREDICTIVE INDEX Scholar. Data-driven. Introspective. Deliberate. Organized. Scholars are driven by the desire to achieve mastery of their subjects. Often reserved, they tend to work independently as they pursue that knowledge. Scholars value stability and consistency and are analytical and disciplined—with exceptional follow-up skills. Watch video.PRODUCING TEAM TYPE
Self-aware teams understand their strongest tendencies and blind spots, and they take action accordingly. Producing Teams can take advantage of their strengths while addressing shortcomings, by: Guarding against employee burnout. The high bar your team establishes for itself, combined with its competitive nature, can take its toll onmembers.
VENTURER | THE PREDICTIVE INDEX Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They're strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems withenthusiasm.
SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over CONTROLLERS IN A TEAM Now that we know which Reference Profiles fall into which quadrants, we can start talking about Team Types. The PI Behavioral Assessment™ provides a deep look into an individual’s workplace behavior by understanding that person’s motivations and needs. However, most of the time, work happens via teams, so it’s important to understand the overall behavioral makeup of a team.COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
HOW TO PERFORM A TALENT REVIEW What is a talent review? A talent review is different than the typical performance review.A talent review asks business leaders to assess employees across the organization on performance and future potential.. Completing a talent review helps companies uncover talent HOW TO CALCULATE EMPLOYEE TURNOVER COST Total employee turnover cost can be broken down into these 5 cost calculations: 1. Benchmark Employee Cost – The total departed employee’s compensation (salary and benefits). You can break this data into daily and monthly rates to accurately prorate across the time the position remains open. 2. COMPENSATION STRATEGIES FOR ATTRACTING AND RETAINING TOP Compensation matters. The primary purpose of a good compensation strategy is retention and recruitment. Paying well means you can attract better talent and keep them around for longer. In fact, 66 percent of companies surveyed identify retention as the number one reason to have a sound compensation strategy, followed by betterhiring and paying
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over STRATEGIST | THE PREDICTIVE INDEX The Strategist is a big picture person who looks ahead and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They're decisive, no-nonsense people who like close control of their work.INDIVIDUALIST
Individualist. Self-confident. Analytical. Drives change. Methodical. Individualists march to the beat of their own drum and are always up for a challenge. They're confident, analytical, and persistent—strong-minded people who quickly turn ideas into reality. Hungry to solve problems and move forward, they dislike being boggeddown with the
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
CRAFTSMAN | THE PREDICTIVE INDEX The Craftsman on a team. Craftsmen are calming, stable forces on the team. They’re known to be understanding, straightforward, and deliberate. They thrive in and help contribute to a culture of precision. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helpsorganizations win.
ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over STRATEGIST | THE PREDICTIVE INDEX The Strategist is a big picture person who looks ahead and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They're decisive, no-nonsense people who like close control of their work.INDIVIDUALIST
Individualist. Self-confident. Analytical. Drives change. Methodical. Individualists march to the beat of their own drum and are always up for a challenge. They're confident, analytical, and persistent—strong-minded people who quickly turn ideas into reality. Hungry to solve problems and move forward, they dislike being boggeddown with the
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
CRAFTSMAN | THE PREDICTIVE INDEX The Craftsman on a team. Craftsmen are calming, stable forces on the team. They’re known to be understanding, straightforward, and deliberate. They thrive in and help contribute to a culture of precision. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helpsorganizations win.
ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over CONTROLLER | THE PREDICTIVE INDEX Controllers are self-disciplined and fast-paced— always driving themselves to get things right. Controllers are typically straightforward, responsible, and factual. They work hard to develop technical expertise, respect authority, and operate within establishedguidelines.
VENTURER | THE PREDICTIVE INDEX Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They're strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems withenthusiasm.
PRODUCING TEAM TYPE
Self-aware teams understand their strongest tendencies and blind spots, and they take action accordingly. Producing Teams can take advantage of their strengths while addressing shortcomings, by: Guarding against employee burnout. The high bar your team establishes for itself, combined with its competitive nature, can take its toll onmembers.
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
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PROMOTER | THE PREDICTIVE INDEX The Promoter is hard not to like. Extraverted, harmonious, supportive, and encouraging—they're a valued member of any team. Promoters are charismatic, flexible, persuasive, and highly diplomatic. They love being with, talking to, and getting to know others. MAVERICK | THE PREDICTIVE INDEX The Maverick on a team. Mavericks are natural leaders. They’re known to be task-oriented and persistent. They thrive when given a goal and the freedom to determine how to achieve that goal. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. THANK YOU | THE PREDICTIVE INDEX The Behavioral Score ID is a unique identifier to help you recreate your results if asked to take the assessment again. If a copy of your behavioral report was shared with you, you should be able to locate the ID underneath the Synthesis section of your report. If you don’t have a physical copy of the assessment, you can simply retake the HOW TO COMMUNICATE MORE EFFECTIVELY Conversational capacity is the ability to have constructive, learning-focused dialogue. Learn how to communicate more effectivelywith these tips.
TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over STRATEGIST | THE PREDICTIVE INDEX The Strategist is a big picture person who looks ahead and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They're decisive, no-nonsense people who like close control of their work.INDIVIDUALIST
Individualist. Self-confident. Analytical. Drives change. Methodical. Individualists march to the beat of their own drum and are always up for a challenge. They're confident, analytical, and persistent—strong-minded people who quickly turn ideas into reality. Hungry to solve problems and move forward, they dislike being boggeddown with the
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
CRAFTSMAN | THE PREDICTIVE INDEX The Craftsman on a team. Craftsmen are calming, stable forces on the team. They’re known to be understanding, straightforward, and deliberate. They thrive in and help contribute to a culture of precision. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helpsorganizations win.
ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by TALENT OPTIMIZATION LEADER Talent optimization is a different way to think about people. It’s a framework for understanding yourself, others, and teams—in relation to the business strategy—so you can make objective decisions. Once you start practicing talent optimization, you’ll never go back to “the old way” of leading. high-performing team. THE PREDICTIVE INDEX Sign In. © Predictive Index, LLC 1955 - 2021 Privacy Policy Version 5.83.0.6253 Privacy Policy Version 5.83.0.6253 UNDERSTANDING YOUR BEHAVIORAL ASSESSMENT RESULTS OPERATOR | THE PREDICTIVE INDEX The Operator on a team. Operators are cooperative team players. They’re known to be relaxed, informal, and responsive. They thrive in and help contribute to a culture of stability. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over STRATEGIST | THE PREDICTIVE INDEX The Strategist is a big picture person who looks ahead and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They're decisive, no-nonsense people who like close control of their work.INDIVIDUALIST
Individualist. Self-confident. Analytical. Drives change. Methodical. Individualists march to the beat of their own drum and are always up for a challenge. They're confident, analytical, and persistent—strong-minded people who quickly turn ideas into reality. Hungry to solve problems and move forward, they dislike being boggeddown with the
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
CRAFTSMAN | THE PREDICTIVE INDEX The Craftsman on a team. Craftsmen are calming, stable forces on the team. They’re known to be understanding, straightforward, and deliberate. They thrive in and help contribute to a culture of precision. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helpsorganizations win.
ADAPTER | THE PREDICTIVE INDEX Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by SPECIALIST | THE PREDICTIVE INDEX Specialist. Precise. Accepting of company policies. Highly responsive. Matter-of-fact. Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over CONTROLLER | THE PREDICTIVE INDEX Controllers are self-disciplined and fast-paced— always driving themselves to get things right. Controllers are typically straightforward, responsible, and factual. They work hard to develop technical expertise, respect authority, and operate within establishedguidelines.
VENTURER | THE PREDICTIVE INDEX Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They're strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems withenthusiasm.
PRODUCING TEAM TYPE
Self-aware teams understand their strongest tendencies and blind spots, and they take action accordingly. Producing Teams can take advantage of their strengths while addressing shortcomings, by: Guarding against employee burnout. The high bar your team establishes for itself, combined with its competitive nature, can take its toll onmembers.
COLLABORATOR
The Collaborator on a team. Collaborators are natural team players. They’re known to be understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizationswin.
THE PREDICTIVE INDEX Predictive Index, LLC 1955 - 2021. Your privacy is important to us.Privacy Policy..
PROMOTER | THE PREDICTIVE INDEX The Promoter is hard not to like. Extraverted, harmonious, supportive, and encouraging—they're a valued member of any team. Promoters are charismatic, flexible, persuasive, and highly diplomatic. They love being with, talking to, and getting to know others. MAVERICK | THE PREDICTIVE INDEX The Maverick on a team. Mavericks are natural leaders. They’re known to be task-oriented and persistent. They thrive when given a goal and the freedom to determine how to achieve that goal. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win. THANK YOU | THE PREDICTIVE INDEX The Behavioral Score ID is a unique identifier to help you recreate your results if asked to take the assessment again. If a copy of your behavioral report was shared with you, you should be able to locate the ID underneath the Synthesis section of your report. If you don’t have a physical copy of the assessment, you can simply retake the HOW TO COMMUNICATE MORE EFFECTIVELY Conversational capacity is the ability to have constructive, learning-focused dialogue. Learn how to communicate more effectivelywith these tips.
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> I know a good tool when I see it, and I think ultimately what I > liked the most is how granular got. I really haven't seen not > only this level of granularity in a product, but really how > can also make it meaningful to themselves. And the fact > that it integrated with our hiring tool...these end to end solutions > don't really exist out there in the market. Kasey Konkright, Director of TalentLearn More
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> What I've always felt very strongly about is not just hiring > somebody to fill the seat, but I wanted to feel with passion and > conviction that I had hired the very perfect person...And with , > I was able to say just that. Susan Ross, Senior Director of RecruitingLearn More
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> We now have the right people in the right roles, and that is having > a positive impact on customer service and return visits. The PI > Behavioral Assessment pays for itself. Harold Jackson, Franchise OwnerLearn More
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> The most impactful result of our people strategy has been achieving > alignment at the senior leadership level and being able to pass that > down to our middle management and front line personnel. It has > greatly enhanced our interpersonal communications and clarified our> messaging.
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> I know a good tool when I see it, and I think ultimately what I > liked the most is how granular got. I really haven't seen not > only this level of granularity in a product, but really how > can also make it meaningful to themselves. And the fact > that it integrated with our hiring tool...these end to end solutions > don't really exist out there in the market. Kasey Konkright, Director of TalentLearn More
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