Ilonka is a driven, independent, and competitive self-starter who works quickly and takes initiative. She is outgoing and enthusiastic in communicating her ideas. As a manager, she would focus on goals and delegate details, be inclusive and team-building, and directly provide feedback. In sales, she would authoritatively guide the process, work flexibly to close deals, and sell intangibles by intuitively adjusting her style. To be effective, she prefers independence, variety, opportunities to prove herself, and freedom from routines in exchange for accountability.
The Predictive Index (PI) assessment: for individuals
The Predictive Index behavioral assessment is the foundation of the Predictive Index system, with more than 2 million assessments completed every year. It is a science-based assessment that provides managers with accurate, actionable data quantifying the unique motivating needs and behavioral drives of each employee and potential employee.
In world of work, the masters of the universe are usually those who have mastered people skills.
Sometimes, these skills appear to be innate. But don’t be fooled; they can be learned.
The key to interpersonal skill mastery is understanding what makes people tick and adapting your style based on that knowledge. Once you’re able to do that, you’ll gain an upper hand for your career.
All business problems are people problems. And if you become a Jedi master of understanding and customizing your approach based on behavioral understanding, you gain an unfair advantage in your career.
The Predictive Index (PI) assessment: for individuals
The Predictive Index behavioral assessment is the foundation of the Predictive Index system, with more than 2 million assessments completed every year. It is a science-based assessment that provides managers with accurate, actionable data quantifying the unique motivating needs and behavioral drives of each employee and potential employee.
In world of work, the masters of the universe are usually those who have mastered people skills.
Sometimes, these skills appear to be innate. But don’t be fooled; they can be learned.
The key to interpersonal skill mastery is understanding what makes people tick and adapting your style based on that knowledge. Once you’re able to do that, you’ll gain an upper hand for your career.
All business problems are people problems. And if you become a Jedi master of understanding and customizing your approach based on behavioral understanding, you gain an unfair advantage in your career.
The Predictive Index is a simple methodology that allows for business owners and managers to understand their employees and potential employees through a very simple personality test. The subject rates themselves according to how others view them, along with how they view themselves. The attributes the individual chooses, along with the consistency between options, provides a remarkably accurate representation of the individual's tendencies and workplace behavior. Use this metric to determine my value to your company or your mission. If you agree with or need those who fit this metric, please don't hesitate to reach out to me.
5 points to giving great employee feedbackPsych Press
You don't have to be a business owner or manager to find yourself in situations where giving well-structured feedback can be the difference between positive work results, or work that leaves much to the imagination where nothing is learnt. While not rocket science, there are certainly ways of giving feedback that are more effective than others, and to make sure you're helping yourself by helping your colleagues it's important to work on your feedback skills! Here are our top four tips for giving feedback the right way…
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Enhancing Employee Engagement - The Role of the Immediate SupervisorSteve Thomas, M.A.
Based on a MSW research study, learn the critical factors affecting employee engagement and how managers can use this information to directly impact morale and productivity though promoting a culture of collaboration.
An able supervisor can make or break the performance of a team. A herd of sheep lead by a lion wins, while a pride of lions lead by a sheep fails. The management has to invest in developing their supervisors to excel in their managerial skills. This presentation lists the skills that are required to excel as a supervisor.
Participants will learn the qualities central to effective supervision and leadership, including patience, commitment, loyalty, respect and good judgment. Participants will also learn how to give and receive recognition and feedback.
The Predictive Index is a simple methodology that allows for business owners and managers to understand their employees and potential employees through a very simple personality test. The subject rates themselves according to how others view them, along with how they view themselves. The attributes the individual chooses, along with the consistency between options, provides a remarkably accurate representation of the individual's tendencies and workplace behavior. Use this metric to determine my value to your company or your mission. If you agree with or need those who fit this metric, please don't hesitate to reach out to me.
5 points to giving great employee feedbackPsych Press
You don't have to be a business owner or manager to find yourself in situations where giving well-structured feedback can be the difference between positive work results, or work that leaves much to the imagination where nothing is learnt. While not rocket science, there are certainly ways of giving feedback that are more effective than others, and to make sure you're helping yourself by helping your colleagues it's important to work on your feedback skills! Here are our top four tips for giving feedback the right way…
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Enhancing Employee Engagement - The Role of the Immediate SupervisorSteve Thomas, M.A.
Based on a MSW research study, learn the critical factors affecting employee engagement and how managers can use this information to directly impact morale and productivity though promoting a culture of collaboration.
An able supervisor can make or break the performance of a team. A herd of sheep lead by a lion wins, while a pride of lions lead by a sheep fails. The management has to invest in developing their supervisors to excel in their managerial skills. This presentation lists the skills that are required to excel as a supervisor.
Participants will learn the qualities central to effective supervision and leadership, including patience, commitment, loyalty, respect and good judgment. Participants will also learn how to give and receive recognition and feedback.
Discover the Predictive Index System. Increase sales, attract the right talent, and lower turnover. Contact Steve Caldwell for a free evaluation for your business.
Understanding the identity of a company’s workforce can offer clarity for an organization, especially when it comes to managing them. Behavioral assessments are one of the tools leaders can leverage when it comes to better understanding an employee’s behavior tendencies. This multifaceted Spotlight Webinar will showcase the stories of two organizations that have integrated behavioral assessments into their people management process. The first speaker Suzanne Farmer, AVP organizational development and training for UT Southwestern Medical Center will share how leaders are leveraging assessment data in determining employee potential and movement. The second speaker, Ryan Smith, chief operating officer of Raidious, a full service digital agency, will unveil how leaders leverage the Predictive Index Behavioral Assessment as a key tool for onboarding and supporting new hires to understanding how one’s behavioral traits influence team collaboration.
During this webinar:
Recognize how behavioral assessment tools can be leveraged through all phases of the employee lifecycle.
Hear how behavioral assessments can enhance team communication and provide insight on employee work and communication styles.
Observe how assessments are influential beyond HR leaders but to executives across an organization.
The Predictive Index Behavioral Assessment objectifies workplace behaviors so you can predict the drives and motivations of others and communicate more effectively.
It is a highly effective, yet simple, scientifically-validated assessment that measures four core behavioral drives. Where these drives fall creates a behavioral pattern that provides a simple framework for understanding the workplace behaviors of people.
1. Summary of Predictive Index® Results
Ilonka Laurens
Survey Date : 7/3/2014
Report Date : 7/4/2014
The results of the Predictive Index® survey should always be reviewed by a trained Predictive Index
analyst. The PI® report provides you with a brief overview of the results of the Predictive Index® and
prompts you to consider many aspects of the results not contained in the overview. If you have not yet
attended the Predictive Index Management Workshop™, please consult someone who has attended in
order to complete the report.
STRONGEST BEHAVIORS
Ilonka's PI Pattern is extremely wide, which means that her behaviors are very strongly expressed and
her needs are very strongly felt.
Ilonka will most strongly express the following behaviors:
Intense proactivity and aggressiveness in driving to reach her goals. Actively and boldly
challenges the world, her business, and even others' areas within her business.
Strongly independent in putting forth her own ideas, which are innovative and original, and if
implemented, will change the organization. Resourceful and forceful in overcoming obstacles,
she vigorously and directly attacks problems; fights back hard when challenged.
Incredibly strong sense of urgency; she's in nearly constant motion, putting pressure on herself
and others for immediate results. Unable to do routine work.
Connecting very quickly to others, she's strongly motivated to build and leverage relationships to
get work done. Openly and easily shares information about herself.
Strikingly expressive, effusive, and verbal in communicating; she talks a lot, and very quickly.
Enthusiastically persuades and motivates others by adjusting her message and delivery to the
current recipient.
2. Ilonka Laurens
Page 2
Very collaborative, she works almost exclusively with and through others. Strong intuitive
understanding of team cohesion, dynamics, and interpersonal relations.
SUMMARY
Ilonka is a confident, independent self-starter with competitive drive, initiative, a sense of urgency, and
the ability to make decisions and take responsibility for them. She can react and adjust quickly to
changing conditions and come up with ideas for dealing with them.
Her drive is purposeful, directed at getting things done quickly. She responds positively and actively to
challenge and pressure, and she has confidence in her ability to handle novel problems and people. She
is an outgoing, poised person, a lively and enthusiastic communicator, tending to be a little more
authoritative than persuasive in her style. Ilonka talks briskly, with assurance and conviction and is a
stimulating influence on others, while being firm, direct, and self-assured in dealing with them.
Her work pace is distinctly faster-than-average. She learns and takes action quickly. On the other hand,
she will become impatient and restless working repetitively with routine details or structured work, will
delegate such work if her position permits, and will follow up, focusing on completion and
accomplishment, rather than how things were done. With an interest in other people and their
development, Ilonka will delegate authority, limiting such delegation to people in whom she has high
levels of confidence, and following up with pressure for timely results.
She makes decisions about people and situations quickly. She assesses what's generally going on, and
rather than exhaustively research, pulls together the information she has and takes action forcefully.
She's confident in her assumptions about any missing information, and is comfortable acting even in the
absence of complete information. For Ilonka, continual progress towards the general goal is more
important than always being exactly on track; she's flexible and will make course corrections as
necessary, when the time arises.
Sure of herself, Ilonka sets high standards of achievement for herself and others and looks for
opportunities to compete and to win. Venturesome, she is stimulated by new challenges and situations,
and is generally driving herself and others to new horizons. She is ambitious both for herself and for the
business which employs her.
MANAGEMENT STYLE
As a manager of people or projects, Ilonka will be:
Broadly focused; her attention is on where she's bringing her team, and what goals she wants
them to achieve, rather than on the specifics of how they will get there
Comfortable delegating details and implementation plans
Reluctant to delegate true authority; she will discuss ideas with others, and is open to their view
points, but will only change her mind when the idea better helps her overall goal
Quick to follow-up on delegated tasks, generally asking more whether it's finished than how it
was accomplished
Constantly looking to improve performance and ability to compete
Inclusive and team-building
Direct and quick to voice her opinion of how things are going.