The document discusses how the Predictive Index survey can be used to tap into inner motivation at work by providing insights into an individual's behavioral drives and how they are motivated. It describes how the Predictive Index can be applied to tasks like matching people to jobs that suit their behavioral profile, managing employees in a way that connects with their motivational needs, and getting the most out of team members. The goal is to leverage understanding of individual motivations to improve performance, productivity, hiring and talent management.

1. Predictive
Index®
Predictive Index ®
& Tapping Inner Motivation
in Work
Paul Dumouchelle
Management Consultant
614-789-9222
pdumouchelle@advisausa.com

2. Tapping Inner Motivation in Work Predictive
Index®
Why You Should Care
What is the difference in value contribution between:
a “clock-watcher” - and - a motivated team-member?

3. PI Overview Predictive
Index®
Background & Validity of Survey
The PI Survey originated in 1955 and is used globally by
thousands of clients including some of the largest
corporations in the world.
The Survey has been statistically validated in hundreds of job
assessment studies where differences in PI measures have
been proven to link to differences in job performance.
Complete information is available at www.piworldwide.com

4. PI Overview Predictive
Index®
What Is The PI Survey?
A behavioral instrument that helps us understand how
someone responds to their environment and the people in it.
PI helps answer questions like:
• What motivates people to action?
• For what kinds of work are people best suited?
• What meets peoples’ needs, and therefore unleashes their
greatest energy and best efforts?
• How do people reach their judgments about people and
things?

5. PI Overview Predictive
Index®
PI Measures Motivating Needs
Motivating Needs & Drives are a core element of personality.
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6. PI Overview Predictive
Index®
Why You Should Care
Why is what PI measures important to you?
The primary distinguishing characteristic of a Manager
compared to a non-Manager is that a Manager is responsible for
the contribution of other people.
PI is a tool that can make you a better Manager by . . .
• Improving selection decisions
• Managing people in ways that connect with them best
• Building a stronger team
. . . and through these steps, help you achieve your targets.

7. PI Measures Behavioral Drives
Low High
A DOMINANCE
LOW Relative to Norm NORM Relative to Norm HIGH
AVERAGE
B EXTROVERSION
LOW Relative to Norm NORM Relative to Norm HIGH
AVERAGE
C PATIENCE
LOW Relative to Norm NORM Relative to Norm HIGH
AVERAGE
D FORMALITY
LOW Relative to Norm NORM Relative to Norm HIGH
AVERAGE

8. PI Overview Predictive
Index®
Using Behavioral Drives
Understanding a person’s behavioral drives provides
insight into how best to manage them.
Breaking the “Golden Rule” – what matters most is
managing people in a way that best connects with them!
When you understand WHY people do what they do, you
can modify your interaction to get the most from them.

9. PI Overview Predictive
Index®
Sample Pattern Analysis
Responses Drives positioned to Drives positioned to
Per Drive the Left of the the Right of the
triangle are “Low” triangle are “High”
“M” = The triangle This profile is:
Response marks the point
Level • Highest D (Formality)
of average Drive
position • Lowest A (Dominance)
• High B (Extroversion)
• Low C (Patience)

10. PI Overview Predictive
Index®
Operational & Strategic Uses
Tapping Inner
Motivation in Work
Affects Major Areas
of Performance and
Productivity

11. Tapping Inner Motivation in Work Predictive
Index®
Why Use PI?
Recall that PI helps us answers questions such as:
• For what kinds of work are people best suited?
• What meets employees’ needs, and therefore unleashes
their greatest energy and best efforts?
This is valuable whenever placing a person in a job
The person can be a new-hire, a transfer or a promotion.
In addition, every day Managers face decisions about how to
interact with their team – PI provides insights about what
to do with each member of your team to unleash their best
efforts.

12. Tapping Inner Motivation in Work Predictive
Index®
PI & Matching People to Jobs
Step 1: Step 2: Step 3: Step 4:
Analyze Complete Validate Conduct
the the PRO the Results Fit/Gap
Position Form Analysis

13. Matching People to Jobs Predictive
Index®
Analyze the Position
Define jobs in a way that includes behavioral
characteristics of the job (e.g. Will all of your new
sales people be able to “ask for the order”?)
• Does the job require high degrees of detailed compliance?
• Does the job carry a very high cost from failure?
• Is the job methodical or subject to great variety?
• Is the job more social or more technical?
Job Descriptions are a key input as a common point of reference.

14. Matching People to Jobs Predictive
Index®
Complete the PRO Form
The PRO Form is a standard PI format that yields a
“target” PI Profile for a job. PRO stands for
Performance Requirement Options.
The PRO consists of a series of questions which are answered by
key stakeholders in the job design process. Certified PI Analysts
are trained in the PRO process. A sample PRO is shown below.
Sample PRO Result

15. Matching People to Jobs Predictive
Index®
Validate the Results
The PRO yields a good theoretical target for a
position but it must be validated against real-world
examples.
This validation can be done in two ways:
2. Qualitative comparison of the PRO to a small number of PIs
from exceptional current incumbents in the position. We
modify the PRO if the real-world examples indicate this is
appropriate.
3. Quantitative statistical analysis of a large number of PIs
representing a wide range of performance from incumbents to
determine statistically significant factors in performance.

16. Matching People to Jobs Predictive
Index®
Conduct Fit/Gap Analysis
The Fit/Gap Analysis assesses a job candidate’s fit
with the PRO and identifies the key issues when gaps
exist. This can also be done with incumbents.
Sticking exactly to the PRO is rarely a hard & fast rule.
The available pool of candidates may not include enough exact
fits and your current incumbents may not be exact fits.
You may decide a particular location or site or team requires
more or less of certain abilities.
A candidate’s non-PI factors (experience, education,
demonstrable skills) may outweigh the gap.

17. Matching People to Jobs Predictive
Index®
Analysts’ Role in Analysis
PI Analysts evaluate candidates’ PI and how well
they “fit” with the PRO.
The candidate’s fit with the PRO could be rated on a five-point
scale from “Very Strongly” to “Very Weakly.”
PI Analysts will recommend areas for the Hiring Manager to
investigate in an interview based on the PI.
You can also use the Fit/Gap information in making managerial
decisions about current incumbents.

18. Matching People to Jobs Predictive
Index®
Sample Fit/Gap Analysis Form
Predictive Index Analysis
Candidate's Name: Date:
Position Being Considered For:
Position Manager's Name:
The responses on the survey indicate the respondent fits the PRO for this position:
Very Strongly Strongly Somewhat Weakly Very Weakly
Candidate's Profile Summary:
Based on the above, interview questions and objective observations should focus on the
following:
Additional Comments:

19. Matching People to Jobs Predictive
Index®
Hiring Manager Role in Fit/Gap
The Hiring Manager should take into account the
information provided from the PI Analyst and
then conduct the interview.
After the interview a follow-up discussion with the Analyst is
advisable before making a hiring decision.

20. Tapping Inner Motivation in Work Predictive
Index®
Managing People in Their Jobs
Matching a person to a job based on their behavioral drives is
just the beginning. Using PI you have insight into how best to
manage them IN THAT JOB.
When you understand WHY people do what they do, you can
modify your interaction to get the most from them.
Before using PI information with incumbents, have a
discussion with a PI Analyst about he best ways to use this
information to achieve your goals.