TALK
B OOK C LU B
SELF AWARENESS Endless days during lockdown of staring out of the window when not scrolling and scribing of emails, turned my vision dull. I have turned my inner eye to the task of finding a benchmark as to what and why I am doing what I am doing. The answer to this hasn’t been as obvious as it should have been without the stimulation of regular human contact and the opportunity to travel. I was very pleased during lockdown to be able to renew my acquaintance with Predictive Index (Pi) therefore and find through the suite of tools and insights they provide the chance to connect with myself again and how I can relate to others. Very happy to say that thanks to my association with Humanostics, I am able to share some of those with you free of charge.
Pi is one of the oldest of the tools created after World War II to help the US Military to optimise the talent they had at their disposal. It is based on the 5 big personality traits and works on the basis of seeking to predict performance based on
behavioural characteristics, measuring the motivating needs and drives of an individual. The scoring of the assessment produces a graphic behavioural pattern It is used in the selection, coaching, motivation and development of employees.
HOW IT WORKS?
The survey is untimed, generally takes 6 minutes to complete, and is administered. The Behavioural Assessment (BA) has been in widespread commercial use since 1955 and is backed by required scientific studies and hundreds of validity studies that confirm the instrument’s reliability and validity. Intended as a management tool and based largely on the personality trait theories of physiological psychologist William Marston (1928), the BA focuses on several core motivating needs and drives of an individual. These include the drive to exert one’s influence on people and situations, the drive for social interactions with others, the drive for consistency and stability, and the drive to conform to rules and structures. All people have these drives, and an individual’s specific combination of these drives forms a predictable picture of how he or she is most likely to behave at work. The BA employs a free-choice (as opposed to forced-choice) response format, in which individuals are presented with two questions, each followed by a listing of
