CLIENT NEWSLETTER APRIL 2022: DRIVING INCLUSION WITH PI, THE GREAT RETENTION GUIDE, THE FIVE CHARACHTERISTICS OF DYSFUNCTIONAL TEAMS, THE PI BEHAVIORAL ASSESSMENT VS. THE FIVE FACTOR MODEL
The PI Behavioral Assessment vs. the Five Factor ModelHow does the PI Behavioral Assessment compare to the Five Factor Model (FFM)? The PI Behavioral Assessment is theoretical in nature, and it is a more specific measure of workplace personality characteristics than the Five Factor Model. This isn’t to say that one model is better than the other. In fact, the FFM enjoys numerous advantages because it is so well-researched and readily accepted as a commercially viable approach to personality-based job prediction. However, when it comes to job-related measures, the research (both that of The Predictive Index and others’) is clear: narrow measures can be very effective, and all four of the PI Behavioral Assessment scales are related to workplace performance, compared to only a handful of the scales in the FFM. PI has hundreds of validation studies and meta-analytic research that show that – even as a six minute assessment – the PI Behavioral Assessment can meet, if not beat, FFM assessments when predicting job performance in most workplace applications. In conclusion, the differences between the FFM and the PI Behavioral Assessment are not likely to be the reason your talent decision-making or talent development work succeeds or fails. The real priorities should be making sure you understand the assessment and its applications, that you are trained on best practices, and that you use the assessment the way it is intended to be used.
The Great Retention Guide
The Five Characteristics of Dysfunctional TeamsIn this blog, The Predictive Index covers highlights from the book ‚The five dysfunctions of a team‘, by renowned author Patrick Lencioni and provides tips on how to build more cohesive teams. The five dysfunctions are: 1) An absence of trust, 2) a fear of conflict, 3) a lack of commitment, 4) an avoidance of accountability, and 5) an inattention to results. You can address some of the root causes of these dysfunctions by using the people data from the PI tools. For example, leaders at all levels must be willing to self-examine and open themselves up to feedback in order to start building trust in the organisation. Employing behavioural data helps you better understand not only yourself, but other team members. Building organisational awareness is an essential component of any sound talent strategy, and by understanding how everyone is wired, you can gain crucial insight into how they prefer to receive information or feedback. The PI Behavioral Assessment promotes individual self-awareness, enabling better hiring strategies, while the PI Design solution enhances awareness at the team level using the Team Discovery tool. With the reports from PI Inspire, managers can leverage these insights to stave off employee disengagement, and get more discretionary effort out of their direct reports.
DRIVING INCLUSION WITH PI
Using behavioural data as part of your hiring process will help you focus less on what the person has done in the past and more on their potential to do great things in a role that fits their behavioural drives and needs. This nurtures inclusivity because you potentially broaden your candidate pool. By comparing your candidate’s PI profile to the specific demands of the job role instead of only looking at the dominant company culture, a more objective and inclusive hiring process is achieved.
When high-quality behavioural assessments like the PI BA are used as intended, they make people aware of their differences and provide a common vocabulary from which to communicate which will help foster an inclusive work environment.
Source: The Predictive Index