Predictive Index (PI) Application

in Leadership and Managerial

Training

Contents of this paper:

Introduction
Concept and Root
Predictive Index Types

Predictive Index Behavioral Assessment in Leadership Training (PIBALT) model

Train Your Personality (TYP)
References

Introduction
Leadership is a fundamental skill amongst many professionals such as managers,
team leaders, CEOs, and many more with varying schools of thought behind every
leadership method and technique. But regarding leadership, a fundamental question
that kept arising as a trend is how can the psychology of leaders be used to train
leaders and leadership?

Predictive Index (PI) Application in Leadership and Managerial Training 1

 Psychology has given a way to answer these questions through various different
methods and techniques. One of these techniques used here is the Predictive
(Personality) Index which simplifies the general way of how people can be
categorized into different personality types. Keeping the predictive index
methodology in mind, how can we quantifiably and qualitatively measure leadership
and its various other characteristics in people?
These are just a few of the questions that this application of the theoretical model
aims at answering through spread-out data and simple leadership psychometric
analysis. The thought behind the entire model runs behind the strengthening of
leadership experiences in the youth and especially students, who are the budding
and growing next-generation leaders and change bringers.

Concept and Root

The base of the idea was designed through the leadership development model and
techniques used in AIESEC, the world’s largest youth run organization that focuses
on building leadership in the youth.
The idea aims at building the right leadership skills in the people by answering a few
questions such as:

1. How do we train better leaders?

2. What do we consider while aiming to create a society with competent leaders?

3. How can we identify the skills and knowledge that the students lack and train
them for the better?

These questions were key guiding directions for the concept of Predictive Index to
also be linked to the idea.

Predictive Index - The Core

Predictive Index (PI) Test, formerly known as Professional Learning Indicator
(PLI), is a personality assessment test that is employed and administered by
recruiters to evaluate the compatibility of a potential employee in a particular
department or organization.
Predictive Index Assessment is based on understanding the personality and
overall intelligence aspect of a person’s cognition and behavioral aspect. This is

Predictive Index (PI) Application in Leadership and Managerial Training 2

 used as a step in the recruitment process of many companies and is a two-part
test designed to assess a candidate’s strength and weaknesses.

🗨 In this particular model that is to be followed, we follow a time based

assessment model that is focused on conversations and team building
to come up with the perfect analysis. The analysis is not based on
recruitments, but is more based towards building the analysis during
onboarding and training the employee in the places that they need
more extensive care and development.

Predictive Index Types

Under the PI umbrella, a potential employee or a person undertaking the test can fall
under the following different types of personality profiles and types:

1. Adapter - Adaptive people in nature and are versatile in nature in the team

2. Altruist - Team players who are accommodating, cooperative and look into what
the team feels and thinks

3. Analyzer - Natural problem solvers who are very detail oriented

4. Captain - Innovative people in nature who are risk takers and are independent
and strong willed

5. Collaborator - Very people oriented and can get along with each other very
easily

6. Controller - Specialists in their field who drive others to do anything in the right
way

7. Craftsman - Stabilizing force, who are calming and sensitive and are always in
need of a person or leader to follow

8. Guardian - Unselfish yet resistant to change and are protectors of an

organization

Predictive Index (PI) Application in Leadership and Managerial Training 3

 9. Individualist - Analytical and strong minded individuals who tend to thrive in
autonomy

10. Maverick - Goal oriented leaders who are innovative and can delegate tasks
professionally

11. Operator - Dependable individuals who remain calm and composed and can
operate in any environment they are put in

12. Persuader - Inspirators, motivators and leaders who are wordy and can
motivate others into doing something

13. Promoter - Extraverted individuals who are brand promoters of an organization

14. Scholar - Data driven employees who are extensively reserved yet good
decision makers

15. Specialists - Loyal employees who are specialists in what they are doing and
accept the company policies that they work under

16. Strategist - Natural leaders who look at the organization’s bigger picture

17. Venturer - Identifying potential opportunities for the organization

The above are the different types of personality that a person can be predicted into
being through the PI Test and Analysis.

This is also categorized under the Predictive Index Behavioral Assessment

(PIBA) - a personality based assessment that measures the following behavioral
parameters in a prospect employee:

a) Dominance: desire to exert your influence on others

b) Patience: desire for stability and consistency

c) Extraversion: desire to have interactions and social-interactions with others in

the team

d) Formality: desire to follow rules and structure

Predictive Index Behavioral Assessment in

Leadership Training (PIBALT) model
The Predictive Index Behavioral Assessment in Leadership Training (PIBALT)
is a leadership (or) management model that is used to assess the personality

Predictive Index (PI) Application in Leadership and Managerial Training 4

 and behavior type of a potential employee and train them to become
competent to take up further leadership positions in the organization.

Under the PIBA Index, there are 17 different personality types that is assessed
through testing and analyzing the personality questionnaire. With respect to
leadership, it is important for us to understand the qualities and attributes that make
a leader. Keeping the same thought in mind, we condensed the 17 types into the
respective profiles and got it down from 17 to 8:

Analytical Profile - analytical mindset, and strategic mindset of a leader

1. Strategist - creating strategies and analyze the success ratio of the strategy
before implementation

2. Venturer - venturing into new opportunities and introducing the opportunities

for the organization

Social Profile - team building and social (people) skills of a leader

1. Captain - team leading knowledge, skills and attitude and team building
attitude and skills

2. Collaborator - team player ability and the feeling of sportsmanship

3. Persuader - motivator and inspirator of the team

Stabilizer Profile - environment creator and team regulatory skills of a leader

1. Adapter - inert or developed ability to adapt to a situation

2. Craftsman - to be able to create and generate the environment in

accordance to the situation and the people and to regulate the team
experience and work ability

Persistent Profile - motivation and related factors or skills of a leader

1. Individualist - being strong minded and taking up motivation towards the

organization individually and working towards the success of the work and
the people

The above profiles and the personality types were chosen and framed with regards
to how and what budding leaders require to train more in and the skills and
knowledge that the beginner leadership positions in organizations require employees
to develop themselves in.

Predictive Index (PI) Application in Leadership and Managerial Training 5

 🗨 Along with the above in mind, the PIBALT model also aims at providing
the perfect Knowledge, Skills and Attitude (KSA) for the potential
leaders, managers or employees. This is done by developing these key
aspects during their growth map or journey in the organization.

The above mentioned model and concept was then put into a physical data backed
format through Google Sheets and then made into the training program - Train Your
Personality (TYP)

Train Your Personality (TYP)

Train Your Personality (TYP) is the practical leadership analysis and training
methodology that is based on the previous PIBALT model.

The model comprises of the 4 profiles mentioned in the PIBALT model - Analytical,
Social, Stabilizer and Persistent profiles - and uses the base concept of the profiles
to create an assessment and training technique.

Aim of TYP
TYP’s core essence is to nurture and grow leadership skills and management
skills in the people through assessment of identification of the inert skills and

Predictive Index (PI) Application in Leadership and Managerial Training 6

 knowledge as well as the skills that are to be developed in them.
While thinking about an idea with leadership at its core, there were a few guiding
statistics that gave our aim the proper shape. According to the research done by
Kristin Kizer from the blog site Zippia - The Career Expert:

1. Though 83% of the organizations strive towards development of leadership

in the employees, only 5% of the businesses have implemented leadership
and leadership development in all departments.

2. Only 10% of the employees in an organization are seen to be “natural

leaders” while another 20% is recorded as people who show basic qualities
of a leader that can be developed into high-quality leadership.

3. Though the above data shows that leadership is in the purview of various
organizations, it is still recorded that 77% of the businesses report that their
organization lacks leadership (good quality leaders and good development
of leaders).

Hence the main aim of TYP came into place:

“To self-assess and provide the right knowledge, skills, and attitude
through assessment of personality and training of the applicable behavior
trait”

Preliminary Research Analysis

To research about the Reliability, Validity and Norms of Leadership, the
research for TYP started out with a Leadership Questionnaire that was floated
out to the population that included students as well as working professionals.
The Google Form Questionnaire can be accessed to here.

TYP Model Framework

The initial model of the TYP Model Framework was called AIESEC ल प (LIPI)
and then after multiple different reiterations, the model then changed into the
TYP Model Framework.

AIESEC ल प (LIPI)
The original model of the AIESEC LIPI was just a training, analysis and
management and also as a leadership development model for the
employees of a particular organization. It was aimed as a 4 week analytical

Predictive Index (PI) Application in Leadership and Managerial Training 7

 model that used different personality behavior types and methodologies to
create a developmental model for employees of an organization and and to
answer basic simple questions that can help bind the model together.
This then led to the

Predictive Index (PI) Application in Leadership and Managerial Training 8