3 minute read
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.
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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 descriptive adjectives. Each response list contains the same 86 words. The first question asks respondents to endorse adjectives that they feel describe the way they are expected to act by others, the Self Concept. The second question asks respondents to endorse adjectives that they feel really describe them, the Self. ‘Averaging’ across these two lists yields a third, the Synthesis, which can be interpreted as reflecting an employee’s likely observed behaviour in the workplace.
Each of the 86 items on the Assessment is associated with one of five Factors: Dominance, Extraversion, Patience, Formality and Objectivity and are used to determine the PI BS’s signature graphic behavioural pattern. The patterns are then interpreted by users trained through a Predictive Index Workshop, who utilize the Behavioural Assessment data for the selection, coaching, motivation and development of employees.
I first completed the profile back in 2000 when I was still employed by a large organisation. My core personality profile had changed a little, when I did it again last year, reflecting the substantial life events that had influenced my outlook since then- Covid being just the latest of those. My Self-Concept, how I was looking to moderate the impact of my personality on work, had changed radically to reflect the challenges of running my own business.
Delighted to share a link to complete you own profile and to talk through the nuances. Knowing yourself and how to optimise your talent -and that of your team – will be vital as we enter on the unknown challenges that the new ‘normal’ will require
Simply click here to go to the test - 6 minutes only, I think you will be impressed by the insight: https://assessment.predictiveindex.com/bo/03r/Talkbusiness
Thanks to David Kelham for this interesting insight. If you would like to learn more from David, get in touch:
