How does use of the Predictive Index® (PI) help you develop your people and plan for future growth?

The Predictive Index® (PI) cultivates organizational development (OD) by helping people do their current jobs well today while developing them for even greater achievement for their organizations tomorrow. Some of the most important aspects to organizational development are:

• team building
• organizational assessments
• career development
• training
• coaching
• leadership development
• change management

The Predictive Index helps you approach each area strategically and successfully.

Step-by-step organizational development with PI

Organizational development step 1: PI's Performance Requirements Options (PRO) model identifies specific behaviors that lend themselves to superior performance in a particular job. Comparing individuals' PI's with job requirements, highlights fits and gaps for current employees, which can then initiate management strategies such as training or coaching to fill the gaps. You can also outline long-term management development strategies for greater success and also fine-tune your immediate recruitment strategies.

Organizational development step 2: PI helps you chart your organization's future by objectively looking at the drives, capacities and motivations of the leadership team that is planning and will execute that future. Managers can become more effective by understanding how their behaviors impact the teams they manage. The executive team can evaluate key management roles and provide the additional support and training necessary to have all leadership operating at optimal levels.

With this human asset management tool, you can explore key organizational development strategies for company leadership; who is truly best suited for top management? Organizational information provided by the Predictive Index may green-light existing division/department heads for greater responsibilities. Or it may raise a red-flag that PI can help you address. An example of this might be: PI indicates that a senior technical manager's behavioral strengths lie in the details of the job. That manager would struggle in a senior leadership role. The solution might be: Explore internally or from the outside management talent whose behavioral patterns indicate they can push the company to greater levels of success through skillful management of the company's human resources.

PI advances organizational development goals

Maria Jones, Senior VP of Human Resources for Texas Bank, summarizes her organization's PI commitment in its vision statement: "Texas Bank builds success for our employees by creating a positive environment that nurtures teamwork. The vision of TexasBank is simple. We focus on people. Our customers, employees, communities and shareholders are central to everything we do. We build success. PI has had a positive effect on our teams and the bank's performance."

Lumbermen's, a distributor of building supplies, Vice President of Operations Steve Petersen described PI's organizational development effect: "PI has improved communication between managers and has become part of our corporate language. It has helped put all of us on the same page when it comes to managing people and reduces the stress usually associated with solving employee performance issues."

For more information about how PI Worldwide's services will work toward your organization's continuing success, click here.