aligning people, performance & strategybuild trust between team members 3. resolve team conflict...
TRANSCRIPT
![Page 1: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/1.jpg)
Aligning People, Performance & Strategy
Confidential
![Page 2: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/2.jpg)
Sonata Venture Solutions:
Aligning People, Performance & Strategy
Developing strategies and measurement for
Growth
Succession Planning / Exit
Merger & Acquisition
Through strategic marketing, branding, public relations and
human capital alignment & development
![Page 3: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/3.jpg)
Why Sonata Venture to Grow Your Business?
Experience. Expertise. Efficiency. Exacting Results.
With decades of experience in growing businesses,
our team is dedicated to your success. Whether
you’re looking to grow revenue, build a business or
take your company global working with
Sonata Venture can get you there faster
and more efficiently.
![Page 4: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/4.jpg)
History of Predictive Index
What is the PI Behavioral Assessment?• A behavioral instrument that helps us understand how someone
responds to their environment and the people in it.
• Predicts aspects of job performance independent from knowledge, skills or abilities
So… How Do You Know it Works? • More than 2.5 million PI Behavioral Assessments annually
• Backed by scientific studies
• Over 500 validity studies that confirm the instrument’s reliability and validity
• Ongoing research and testing
Arnold DanielsCreator of the Predictive Index
![Page 5: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/5.jpg)
Understand yourself, others & celebrate
the differences…
What do
you see in
this
image?
![Page 6: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/6.jpg)
What does PI cover?
![Page 7: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/7.jpg)
What areas can you assess with PI?In
clu
din
g Jo
b
Ass
essm
ents
![Page 8: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/8.jpg)
Head. Heart. Briefcase.
Head = PI's Behavioral & Cognitive Assessments
Briefcase = Resume
Education
Knowledge
Skills
Experience
Heart = Interview
Values
Interests
What do you do, with the
whole person that shows
up the first day of work?
Predict what a person is
likely to do, rather than
what they can do
![Page 9: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/9.jpg)
What Drives Does PI Measure?
Dominance: The drive to exert
one’s influence on people or events
Extraversion: The drive for social
interaction with other people
Patience: The drive for
consistency and stability
Formality: The drive to conform
to rules and structure
![Page 10: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/10.jpg)
PI Breakdown: A, B, C, D and E
A/D: Comfortable w/ Risk
A/C: Proactive, takes initiative
A/B: Task-Orientated, critical thinker,
inquiring mind
Dominance: Independent, big picture
Extraversion: Private, takes time to trust
Patience: Faster than average work pace
Formality: Understands rules, clarity of
expectations
Decision’ing: Objective
![Page 11: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/11.jpg)
Why create a Board / Team Pattern?
Why consider a Team Pattern?
1. Increase Efficiency of New Teams
2. Build Trust between Team
Members
3. Resolve Team Conflict
4. Increase Performance
5. Eliminate Underperformance
6. Increase Leadership
7. Increase Clarity
8. Eliminate Status Quo
How will DECISIONS be made?
What is the “teams” tolerance for
RISK?
How will the team
COMMUNICATE, internally to
one another and outbound?
![Page 12: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/12.jpg)
Board Pattern
Dominance: The drive to exert one’s influence on people or events
Extraversion: The drive for social interaction with other
people
Patience: The drive for consistency and stability
Formality: The drive to conform to rules and structure
A/C- ACTION:Proactive, takes initiative
A/D- RISK: Comfortable w/ Risk
A/D- DECISION: Likely to be firm and decisive
B/C- COMMUNICATION: Quick to connect, enthusiastic and persuasive, motivating, positive communicator
A/B: Task-Orientated, critical thinker, inquiring mind
![Page 13: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/13.jpg)
The drive for control over people & things
Low Dominance Behaviors:
• Agreeable, cooperative
• Accepting of company policies
• Seeks harmony
• Risk averse
Needs:
• Encouragement
• Supportive team environment
• Understanding supervision
• Freedom from risk decisions
High Dominance Behaviors
• Independent
• Assertive
• Challenging
• Competitive
Needs:
• Independence
• Recognition for own ideas
• Control of own activities
• Individual competition
HSMAI Board Pattern
![Page 14: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/14.jpg)
HSMAI Board Pattern
LOW Dominance Behaviors:
• Agreeable, cooperative
• Accepting of company policies
• Seeks harmony
• Risk averse
HIGH Dominance Behaviors
• Independent
• Assertive
• Challenging
• Competitive
Needs:
• Independence
• Recognition for own ideas
• Control of own activities
• Individual competition
Needs:
• Encouragement
• Supportive team
environment
• Understanding supervision
• Freedom from risk
decisions
![Page 15: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/15.jpg)
B HSMAI Board Pattern
The drive for social interaction and social acceptance
Low Extraversion Behaviors:
• Introspective
• Task oriented
• Matter-of-fact
• Imaginative
• Cautious around new people
Needs:
• Privacy
• Time to think
• Freedom from office politics
• Recognition for technical
achievements
High Extraversion Behaviors
• Outgoing
• Collaborative
• Optimistic, enthusiastic
• Trusting of others
• Cares about image
Needs:
• Social interaction
• Social recognition
• To build consensus
• Visible signs of position
![Page 16: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/16.jpg)
HSMAI Board PatternBLow Extraversion Behaviors:
• Introspective
• Task oriented
• Matter-of-fact
• Imaginative
• Cautious around new people
Needs:
• Privacy
• Time to think
• Freedom from office politics
• Recognition for technical
achievements
High Extraversion Behaviors
• Outgoing
• Collaborative
• Optimistic, enthusiastic
• Trusting of others
• Cares about image
Needs:
• Social interaction
• Social recognition
• To build consensus
• Visible signs of position
![Page 17: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/17.jpg)
C HSMAI Board Pattern
The drive for familiarity and consistency in one’s environment
Low Patience Behaviors:
• Sense of urgency
• Impatient with routines
• Fast paced; intense
• Wants things done yesterday
Needs:
• Variety
• Fast pace
• Freedom from repetition
• Ability to change priorities
High Patience Behaviors:
• Calm, patient
• Methodical, steady
• Deliberate, consistent• Comfortable with the familiar
Needs:
• Long time affiliation
• Familiar people/surroundings/work
• Stable work environment
• Freedom from changing priorities
![Page 18: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/18.jpg)
C HSMAI Board Pattern
Low Patience Behaviors:
• Sense of urgency
• Impatient with routines
• Fast paced; intense
• Wants things done yesterday
Needs:
• Variety
• Fast pace
• Freedom from repetition
• Ability to change priorities
High Patience Behaviors:
• Calm, patient
• Methodical, steady
• Deliberate, consistent
• Comfortable with the familiar
Needs:
• Long time affiliation
• Familiar people/surroundings/work
• Stable work environment
• Freedom from changing priorities
![Page 19: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/19.jpg)
D HSMAI Board Pattern
The drive for clarity on the rules
Low formality behaviors
• Informal, casual
• Tolerant of risk or uncertainty
• Freely delegates details
• Non-conforming, uninhibited
Needs:
• Freedom from tight controls
• Opportunity for flexible approach
• Informality
• Freedom of expression
High formality behaviors
• Protects against risk
• Diligent, precise
• Attentive to details
• Self disciplined, cautious
Needs
• To understand rules and
expectations
• Specific knowledge of the job
• Time to train and study
• Recognition for error-free work
![Page 20: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/20.jpg)
D HSMAI Board Pattern
Low formality behaviors
• Informal, casual
• Tolerant of risk or uncertainty
• Freely delegates details
• Non-conforming, uninhibited
Needs:
• Freedom from tight controls
• Opportunity for flexible approach
• Informality
• Freedom of expression
High formality behaviors
• Protects against risk
• Diligent, precise
• Attentive to details
• Self disciplined, cautious
Needs
• To understand rules and expectations
• Specific knowledge of the job
• Time to train and study
• Recognition for error-free work
![Page 21: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/21.jpg)
HSMAI Board Pattern – Now What?
A:C Proactive or Responsive
Influencing:
• Responding to Pressure
• Adjusting to Change
• Taking Action
• Listening
A/C is the boards “strongest” Factor
combinations: Dominance and
Patience
![Page 22: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/22.jpg)
HSMAI Board Pattern – Now What?
A:C Proactive or Responsive
Influencing:
• Responding to Pressure
• Adjusting to Change
• Taking Action
• Listening
A/C is the boards “strongest” Factor
combinations: Dominance and
Patience
The Board’s Pattern indicates
![Page 23: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/23.jpg)
HSMAI Board Pattern – Now What?
A/D combinations: Dominance and Formality
A:D Comfortable or Cautious with Risk
Influencing:
• Perception of Risk
• Decision Making
• Needs for Rules and
Processes
• Generalist vs. Specialist
![Page 24: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/24.jpg)
HSMAI Board Pattern – Now What?
A/D combinations: Dominance and Formality
A:D Comfortable or Cautious with Risk
Influencing:
• Perception of Risk
• Decision Making• Needs for Rules and Processes
![Page 25: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/25.jpg)
PI Insights
![Page 26: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/26.jpg)
HSMAI: USING PI
As a board, it will
be important to
leverage one
another’s
strengths to
accomplish your
collective goals
![Page 27: Aligning People, Performance & StrategyBuild Trust between Team Members 3. Resolve Team Conflict 4. Increase Performance 5. Eliminate Underperformance 6. Increase Leadership ... •](https://reader033.vdocuments.net/reader033/viewer/2022050423/5f921e9835eee903f8634b00/html5/thumbnails/27.jpg)
Contact
Laura Meck
CEO
Sonata Venture Solutions
Sonata Signature Services I The
Launchbox I B2B Coaching | Predictive Index
Office: 443.293.7092 x812
Mobile: 443.244.3727
Fax: 443.320.9870
www.SonataVenture.com
www.itsmylaunchbox.com