Age: 49. Thats talent optimization: a powerful discipline that helps leaders put people in the right places, at the right times, for the right business needs. Its no surprise employee productivity is a major concern for CEOs. I would investigate the HR world if this is you! Venturer: This person likes to take charge! By submitting your information, you agree to be subject to our Terms of Use and Privacy Policy. Predictive Index Profiles allow us to quickly understand someone's strengths and potential blind spots. Thats a 10% decrease from March 2020. They are someone who brings reliability to the workforce. Real-time trigger alerts. By creating a unique emoji for each of the Predictive Indexs 17 unique reference profiles, users of the PI are able to better understand what each profile entails with a simple glance. The best way to fill those gaps is by surrounding yourself with people who are strong in areas where you are weak. Between navigating the pandemic, the economy, and a remote future, CEOs have critical business problems to solve. I mediate interpersonal conflict among team members at least once a month. For all CEOs, success requires the support of the whole company. As shown below, CEOs that lead almost entirely remote teams are more likely to doubt their teams ability than CEOs with less-distributed teams. Promoters are the kinds of workers that you want on the front lines. When my team faces conflict, it is most often related to: When theres infighting within teams, the most common causes arent business issues, but people ones. According to the Predictive Index, CEOs often have a common behavioral profile. To identify an Analyzer using PI emojis, look out for the magnifying glass. Also, restructuring means new teams are formedand thus, new people problems to address. Another 20% of CEOs said Operational execution was their top prioritya sign that teams are prioritizing the quality and efficiency of existing teams and offerings. Understanding more about the PI test can help you feel prepared if you are ever asked to take this assessment. People who fall into this profile type tend to be naturally introverted and reserved but always prepared with a plan. When senior leadership is making major decisions at lightning speed, its easy for middle managers to lose clarityespecially in a remote environment. It starts with a deep self-awareness and then a desire and clear understanding that your motivational needs may not be the same as others and, therefore, you must learn to adapt, not by making permanent changes but by making adaptations to motivate those around you. Researchers also wanted to better understand how remote work has impacted the effectiveness of executive teams. Copyright 2022 Predictive Success Corporation. And CEOs adapted. Senior leaders must communicate clearly and regularly with the talent responsible for executing strategy. Typically, persuaders do not like to hear the word no. This being said, a sales role would be great for a persuaded! Last year, finding the right talent was the No. These team cohesion issues arent just prevalent; for many CEOs, theyre exhausting. Take the free 6-minute Predictive Index Behavioral Assessment to learn how your natural strengths can help you meet your business goals. Tel:716.328.0678 CEOs have had to navigate entirely new business circumstances due to the pandemic. When my team faces conflict, it is most often related to: When theres infighting within teams, the most common causes arent business issues, but people problems. There is hope for those who do not have the perfect behavioral profile for a typical CEO. Layoffs bring feelings of anxiety and guilt for employees who remain. As of September, 83% of CEOs said their employees are clear on the strategy. Were committed to your privacy. Button CTA. Talent optimization focuses on a businesss most expensive and powerful assetpeople. If youre thinking of hiring a general management consultant, would you value their ability to develop a talent strategy in addition to business strategy recommendations? Employees across the company clearly understand the companys mission and strategy. There are another 6 different profiles that fall under this category: Altruist, Captain, Collaborator, Maverick, Promoter and Persuader. Yet good intentions arent enough to get stuck teams unstuck. We work with management teams to bring our knowledge, experience, and over a decade of partnership with The Predictive Index to work. This guide exists to provide a brief run-down of what each emoji means. CEOs dont just want to inspire employees for the here and now. They approach tasks with an open mind and are friendly, supportive, and patient. As clients adjust to the world of Zoom and Slack, be their virtual liaison. If so, you may fall into one of the profiles under the social type. Otherwise, the work will never get done. Client on-sites arent happening, because clients arent on site at all. As CEO, which of the following are your biggest challenges? After all, profitability depends on productivityand that hinges on people. In the 2020 State of Talent Optimization Report, researchers uncovered the positive results businesses achieve when they align their business strategy with a matching talent strategy. Theres never room for error in their work as they work hard to develop technical expertise and operate within established guidelines. 160 CEOs reveal their top concerns and priorities in a post-COVID remote world. The second-most popular response was Finding the right talent (25%). Consultants who once stressed over delayed flights are now stressing over glitchy meeting technology. They are precise, patient, and cooperative. As municipalities struggle to rein in the virus, CEOs are stressing over their employees and customers. Marketing, Strategic planning & growth could also be areas to consider &/or digital marketing roles. This report was developed with scientific rigor. Critical team issues require critical attentionbut CEOs are busy, especially amid a pandemic. To improve team collaboration, communication, and cohesion in a meaningful way, CEOs must take a new approach to talent strategy: one that requires understanding themselves, their teams, and their strategytogether. Unlike the previous reference profiles, the Strategist is a big-picture character. Artisan: This is usually the person who is considered the backbone of the organization. When cohesion is an issue, conflict typically isnt far behind. Stay compliant all year without having to do it yourself. The traits are: dominance (A), extraversion (B), patience (C), and formality (D) . Not only do they need help with talent optimization; theyre actively committed to it as part of their long-term culture. Expect these workers to present unconventional ideas with characteristically strong conviction. Also, restructuring often means new teams within your client organizationsand thus, new people problems to help them solve. What kind of guidance and help are they looking for? Talent optimization hinges on aligning both sides of the equationso the fact CEOs are struggling with both shows how valuable a consultants perspective can be. She is also the Owner/CEO of a consulting firm. The Predictive Index behavioral assessment is a very popular work-related behavioural assessment, taken by 2.5 million candidates each year. Together, all of this encouraged participant engagement and high-quality responses while collecting in-depth information about team cohesion and performance. Within the stabilizing category, there are four different profile types: adapter, artisan, guardian, and operator. Below are roles that could be a great match if you fall into this category. Characteristically, the Persuader PI emoji boasts a shining microphone as its symbol. Director or VP of. Select all that apply. As a certified partner of PI, Wipfli can help you use this behavior assessment tool to design great teams and lead them through anything . We developed the survey questions according to best practices in survey research, ensuring they were clear, concise, and understandable by people with a variety of backgrounds. They work well with others and thrive in a team setting. Possibly consider being a teacher or social worker if you are an altruist. Learn more about talent optimization, and the dream teams it helps build, below. COVID-19 has radically altered the consulting landscape. In the 2020 State of Talent Optimization Report, researchers uncovered the positive results businesses achieve when they align their business strategy with a matching talent strategy. Try the PI Behavioral Assessment for free. The study asked CEOs to answer the following: To what extent has the strategic direction of your company shifted since March 2020? If you fall under the persistent category type you are typically a confident, analytical, strong-minded individual who approaches challenges with confidence, consistency, and organization. As organizations look to bounce back from 2020, many CEOs have ambitious goals. Browse hundreds of helpful articles on everything business. Do you enjoy structure in the workplace? More than half of the respondents selected Working well remotely. The PI emoji for the controller can be easily recognized by its three linear dials. Toll Free:1.855.430.9788, U.S. Office It was the most popular response by a wide margin. They are able to leverage their personality traits to connect with people and their values, thus improving their abilities to make their dreams a reality. Compared to the 2019 CEO Benchmarking Report, thats a decrease of 12%. The topics were selected based on a set of research questions identified by subject matter experts as being relevant to emerging trends in executive leadership and strategic planning since the onset of the COVID-19 crisis. Administration, logistics, computer technology or clerical work could be great industries to look at. Find opportunities for businesses owned by women and people of color. Dynamic search and list-building capabilities. Save time and make it easy to do your accounting and taxes. COVID forced organizations to learn and adapt. The trends were clear on both sides of the strategic fence: Ninety-four percent of CEOs said they needed help with business strategy, and 91% with talent strategy. A business manager role would also be a great option to consider if you are a specialist. Each of these adjectives falls within one of four broadly construed personality characteristics. Researchers asked them the following: As of September 2020, in which areas could you benefit from a consultant to help with talent strategy? You can think of these as easy-to-reference groupings of the characteristics of people who have similar drives. Because we wanted to explore the practices of people who directly set and influence business and talent strategies, we partnered with Qualtrics, an organization that specializes in surveying executive audiences. The study asked CEOs to list their three biggest challenges in this new normal. Teams arent just newtheyre virtual. As of September 2020, in which areas could you benefit from a consultant to help with talent strategy? Take the free assessment to find your Predictive Index type here! Red Wolf Group founder and CEO, Alicia Lykos, tells you all you need to know about each Predictive Index reference profile to help you understand each indivi. And that means building a talent strategy that prepares employees for the work ahead. Do you enjoy structure in the workplace? Maybe you have been thinking of starting your own business? For example, one executive team may discover its a Cultivating Team. The Predictive Index Human Resources Services Westwood, MA 52,445 followers We empower businesses to align talent & people strategy with business strategy through our talent optimization platform. Thats an eye-popping 17% increase from the 2019 CEO Benchmarking Report. Forty-eight percent of CEOs say theyve lost sleep over how the virus is impacting their business. These traits are measured against the result of the assessment to determine how the candidate falls into each category. When senior leadership is making major decisions at lightning speed, its easy for middle managers to lose clarityespecially in a remote environment. First, researchers asked CEOs whether at least 90% of their employees were currently working remotely full-time. Moving forward, we plan on allowing remote work: Remote work brings new challenges for clientsand new opportunities for you. Fifty-eight percent of respondents either agreed or strongly agreed.. Analyzer: Someone who likes to gather and review the data before making a thorough and detailed decision. How are CEOs feeling, months into the pandemic? Often perfectionists who are steady and dependable, this reference profiles PI emoji is symbolized by a beaming lighthouse. By mobilizing groups and teams, Persuaders possess the ability to rally workers toward a single, unified goal. Take the first steps toward Individualist: Do you have a desire to move the organization forward and constantly solve problems within the company? Of the organizations that restructured, 28% let go at least one-fourth of the company. If you are a collaborator, consider being an account manager or a role that works with a team to create results. COVID-19 has upended the nature of work. As of September, 83% of CEOs said their employees are clear on the strategy. By leveraging these data points, leaders can build dream teams that are cohesive, trusting, and intentionally designed to tackle the work at hand. Researchers had them give two answers: one for how they were feeling at the time of the study (September 2020) and another for how they felt back in March 2020. Venturer Anyway, it is important to take CEO DNA with a grain of salt, because, even if you have it, there is no guarantee you can succeed in just any scenario. Talent optimization hinges on aligning both sides of the equationso the fact CEOs are struggling with both shows how valuable an outside perspective can be. Access tools to help you manage income and expenses. Get full access to view . Responses revealed a common thread: Executive and critical teams are struggling to get along and deliver on strategy. These workers value stability and consistency. If leadership is in our DNA and we cant change our drives, is everyone with other drives doomed to be poor leaders? COVID-19 has upended the nature of work. Are you deliberate, cooperative, reliable, and easily adaptable to situations? The study asked CEOs to answer the following: To what extent has the strategic direction of your company shifted since March 2020? Scheduled Infrastructure Maintenance. The topics were selected based on a set of research questions identified by subject matter experts as being relevant to emerging trends in executive leadership and strategic planning since the onset of the COVID-19 crisis. Researchers provided CEOs the following statement and asked them to respond via a 5-point Likert scale (1=strongly disagree, 2=disagree, 3=neither agree nor disagree, 4=agree, 5= strongly agree): I mediate interpersonal conflict among team members at least once a month. Please check your email for your account information. Positions that would be good for a promoter profile include; public relations, marketing, social media, event and hospitality roles. An analytical, innovative individual who is willing to take calculated risks. This designation helps CEOs better understand the behavioral makeup of their team. Analyzers are detail-oriented and thorough workers. Mavericks also tend to be leaders which make them good entrepreneurs. Forty-eight percent of CEOs say theyve lost sleep over how the virus is impacting their business. The trends were clear on both sides of the strategic fence: Ninety-four percent of CEOs said they needed help with business strategy, and 91% with talent strategy. Controllers are self-disciplined and fast-paced. Interestingly, only 17% of CEOs said Talent strategya 13% decline from 2019. As of September, 78% of CEOs believed their executive team had strong cohesion. They understand that the future of work has changed forever, and they know they must adapt to remain competitive. A whopping 79% of CEOs indicated theyve used consulting software for help with business strategy, talent strategy, or both. By submitting your information, you agree to be subject to our Terms of Use and Privacy Policy. This is usually the person who is considered the backbone of the organization. COVID forced organizations to learn and adapt. After a thorough analysis of millions of Behavioral Assessments, the PI Science Team identified 17 "Reference Profiles" that create a behavioral map for different types of people. Extraverted and charismatic, these workers are hard not to like. This profile type would excel at data entry, clerical, executive assistant, or customer service. Below are roles that could be a great match if you fall into this category. As CEOs make critical decisions about the future of their business, the shift in strategy hasnt been without bumps in the road. Thousands of leaders use Predictive Success, a leader in Talent Optimization, to create teams that win and execute on strategy. It relies on objective people data, such as cognitive ability and behavioral fit. Companies have generally stabilized since the onset of the pandemic. The findings stood out immediately: As shown in the table below, CEOs whose operations are almost entirely remote tend to experience greater team struggles than CEOs with less-distributed teams. It relies on objective people data, such as cognitive ability and behavioral fit. Together, all of this encouraged participant engagement and high-quality responses while collecting in-depth information about team cohesion and performance. And this starts with helping clients build dream teams that get the work doneno matter what the future holds. They are visionaries and are able to see the big picture. Researchers asked CEOs how confident they are in their executive teams ability to deliver on short- and long-term strategic goals. You could adapt well in several positions, whether it be customer service or arts and entertainment. And CEOs adapted. Get a D&B Hoovers Free Trial. When COVID set in, CEOs and their teams had to move quickly to adapt. The Adapter PI emoji can be recognized by the animated chameleon. Only two profile types fall into this category: an. While these alone are critical findings, they lead to something even more striking: Ninety-one percent of CEOs indicated they needed help with both business and talent strategies. Researchers asked CEOs to answer the following: Which of the following best describes the culture of your current executive team? Most of us CEOs have probably considered this before and have some thoughts one way or another about ourselves. And, these executives need a consultant to help them do so. By adopting a discipline like talent optimization, you can build off a proven framework, customizing your recommendations based on the needs of your clients. The results are read from left to right. By leveraging these data points, leaders can build dream teams that are cohesive, trusting, and intentionally designed to tackle the work at hand. Researchers asked CEOs to answer the following: Which of the following best describes the culture of your current executive team? Only two profile types fall into this category: an individualist and a scholar. While a portion of CEOs tied conflict to competing goals or contrasting views of how work gets done, the largest proportion36%said conflict ties back to interpersonal struggles. Sixty-nine percent of those surveyed said their company suffered layoffs or furloughs since March 2020. Download report This profiles PI emoji is characterized by spinning gears. A Predictive Index (PI) test allows recruiters to evaluate the cognitive abilities, personality traits and behavioral tendencies of a potential employee, to determine if they are the right fit. What percentage of your companys employees have been laid off or furloughed since March 2020?
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