Predictive Index, Bob Wilson & Associates

Michael,

I agree with you completely on the value of Predictive Index (PI) as a useful tool. Not only is there value in understanding yourself and the people you are dealing with but it has great advantages in understanding a team or who you are putting on that team. An example might be an entire team of highest A personalities can spend a huge amount of time on issues since they all could be operating in the win/lose mode rather than actually addressing the issue. You can build in a mix of people so you have the highest A's but also have people with the drive to facilitate the team.

At the risk of picking nits you have described it as a personality test which it is not. It looks at your drives which are different. As you mentioned drives can be characterized as the root causes of your behaviour. They don't change. I have been tested 3 times over the last decade and the results are always the same. It is repeatable although you need to understand that once a person takes the test (5-10 minutes) they can most probably figure out how to adjust the results to some degree if they choose to answer the questions with less integrity.

We have used the system in South Africa and have data from Australia. Gary Cone has an earlier blog that reveals results he got in the US and South America. The tool is effective across international boundaries and cultures.

Just my opinion.

Michael,

Would you share your profile with us? Both self and self-concept reveal a lot about us and how we are repsonding to our environment.

My self profile is highest A, lowest B, low C, and high D.

My self concept is similar except I am trying to move by B up and C down.

Those that know me agree the profile describes me perfectly.

You will also find that the PI has been in use in Brasil in conjunction with Six Sigma for longer than it has here in the US.

Gary,

Highest A, Low B, Lowest C barely high D. The spread is wide - approximately 4 sigma high on the A - so my drives show up very quickly when people meet me. Who'd have guessed.

Self concept isn't much different except the A is slightly lower.

As you know this is pretty accurate for me. I am surprized your D is high.

Mike,

My high D only shows up on things that are important to me. It's about half way between the the middle and my A. The D is supposed to be a detail orientation, a sense of right and wrong, and show how likely you are to delegate. I don't think it fits my day to day behavior... but there are times.

I would still be interested in the patterns of Misters Marx and Cyger.

I do know some of Michael Marx profile but it isn't mine to disclose. It would be intersting to see them both.

The D on yours is still a surprize. I have never known you to be risk averse. Probably conditional or possible I just don't have that level of knowledge on interpreting this (Bob is probably sitting in his office reading this shaking his head).

Mike Carnell and Gary,

It took me a while to find them (I had to ask one of my colleagues to dig out the PI folders as I can't seem to find anything in my office any more).

Here's my PI profile:
High A
High B
Low C
Average D

What do you think, Mike? As you imagined? :)

Best regards,
Mike

Mike,

Once I thought about it you had to have an entrepenurial (spelling? it is 4 am here) profile so the A, C & D had to be there. You do a great job of containing the High A but that may just be in the spread of the profile (Bob is definately shaking his head at this point and Heather is probably laughing).

They do have a tool for that office issue - I think it is called 5S. There is a website that can help you with that.

Still can't talk Michael into posting his profile?

Regards,
Mike

It would be interesting to do the PI work around some of the Innovators/inventors (if somebody ever defines what the two are) and see if there is some commonalities to those profiles. I don't have any data but I have to believe there is something in the drives on someone who can innovate repeatedly (using Lupienski's guide 1time is random chance, twice is coincidence, 3 times is a trend). If you read that book on Edison they speak about his how he behaved so it might be interesting to have someone like Bob take a shot at what he was and then see how he matches up with other people who have done it successfully more than once or twice.

Maybe try those iPod innovators?

Regards,
Mike

Ah, where to begin. So many have wondered what I'd have to say, so, I may as well bring my two cents to the fore.

First, to Michael Marx. I sympathized with your foot and then went out and broke 5 of my own bones crashing my bike. I'm on a crutch, but mobile, kind of. Best wishes to you and you can pass them to me, in kind. And, thank you for the kind words about Heather, P. I. and myself. As you know, P. I. can be an extremely valuable tool in understanding how people work together and how they can work together better.

Carnell's first notes are right on. The only thing I'd add is that I don't think a major lightening strike / hurricane / tornado would change anything about Mike's personality - let alone his P. I. But, that doesn't mean I like him any less.

In terms of Cone (hi Gary, haven't seen you for a while)and Carnell's high D (in both cases) they represent about the same risk bandwidth (relative distance between A and D). Because the A is significantly higher than D in both cases, their way carries significantly more weight than the right way. The high D is significant in that they both hate making mistakes. What differentiates that from highest D's is that they (Cone and Carnell) both determine to a great degree what the mistake is from which they feel pain - as opposed to having "the right way" pre-set by history.

I'm out of space so will send in another comment shortly.

Hi Bob,

What is it with people within the Six Sigma community crashing on bikes, motorocycles. etc. recently? Hope you feel better soon!

BTW, I have Specialized StumpJumper that I'm looking to sell now! :)

Best,
Mike

Part deux.

There is no question that entrepreneurs are very likely to be High, if not highest, A's. The last time I checked (several years ago) 80% of the CEO's we'd surveyed were high A's, >50% highest A's. Probably only half of these started their own companies - the rest were in family or public businesses. The only time you find non A greater than D entrepreneurs is when starting the business isn't a risk (a consultant is offered a better job as a consultant than what he's got with a company, for example). Risk taking (like problem solving), is by it's nature, a high A enterprise.

Many moons ago (15 or more years) there was academic research (as I recall) comparing corporate creativity to P. I. The most creative people within organizations were surveyed and, as expected, the results came back high a low b and low d. Not a surprise based on what we know and see; nor against what would be predicted.

As to Edison, Einstein and the world's great inventors (and I just saw the bio on Brando on TCM - he'd likely profile this way too) they likely fall into the category alluded to above - high A, high C, Low B and Low D. These are the true inventors - intellectual, iconoclasts, deeply introverted and sometimes just weird. But, they can be a lot of fun too.

Best to you all and don't hesitate to drop me a line directly.

bob wilson
bwilson@bobwilsonconsulting.com

Bob, Thanks for your comments. Sorry to hear about your broken bones. I wish you a speedy recovery.

I happen to know quite a bit about the tool you are discussing. My graduate thesis was on the use of psychometrics in organizations. The PI, while very popular in business and industry, is just one tool. There are other assessments that are higher in reliability and validity and are peer reviewed. The primary problem is in misuse of any of these assessments -- won't go into a tirade here but the misuse in hiring and "pigeon holing" people is abusive and borderline illegal in some cases. Be extremely careful in how these are used! The MBTI for instance, should only be used for informational and appreciation in team building or personal use.

What will you guys make of this profile?

High A
High B (lower than A)
Low C
Average D

It will just be interesting to have your comments.

Wale

Hi Psychometric Joe

I agree PI is just one tool. Would you mind sharing the names of the tools that are "higher in reliability and validity and are peer reviewed". Pls also define peer reviewed.

Thanks

Steve

Hi Wale

It's simplistic to talk about a profile in these terms. Send me the profile and I'll happily comment.

All best
Steve
steve@pisouthafrica.co.za

I believe I am going to have to take the test for a recruiter. I have taken Myers Briggs and understand the breakdwn of that eval. My question is, how do you answer the first portion? Seems difficult to stay focused on what I think others expect from me? Is that reall like saying, whats a misconception people have about you? HELP!! I am trying to answer it honestly byt after a couple of minutes I can hear myself say "i have no idea what others expect from me"?

Your insight?

Thanks

SMA

I've been trying to do some research on the PI for my boss and I stumbled on this blog. Can anyone share ballpark pricing so I don't have to be bombarded with sales pitches (until I'm ready)? For example: How the PI is priced - per test, subscription...

Thanks!

Hi Mike,
My PI chart shows pattern 22 which has following values:
Self:
Low A(3), Moderate B(5), High C(6), Highest D(9),M-23
Self-concept:
Lowest A(1), Low B(2) & C (2),Moderate D(5), M-11
Synthesis :
Low A(4), Moderate B(7) & C(8), High D(14), E-9 & M -34.
Comment on the above values

Bob, Mike, Michael, Gary & Steve,

Somehow I missed all these reindeer games. The great part about coming in late is that all the responses are here so you don't have to wait to see what someone said (low C?)

Hey, hey, hey, hey Bob you are talking about Gary and I choosing our way over the right way as if there would ever be any difference. What is that all about.

I know we can take this to some level of academic "you have to know this" or "you have to know that" or whatever. We have a successful profile. I am sure over time we could, would, will or have found our profile where it was not successful. Here is the point. We know certain profiles make really poor BB's. Bob saw the profiles and made the call on some high D's before we even hit the point where we knew for sure. At the end of the day PI is sort of like a hypothesis test. It gives you some level of confidence which is better than what we had after some one produced some legalized group hug called a 360 to select candidates from. The PI thing has stats behind it and it works. I working with that.

Anyone ever told you guys about the Greeks and the number of teeth an ox has?

Regards,
Mike

Wale,

Since nobody responded to your request you are stuck with me but just remember I am the one the Psychometric guy was complaining about.

Personally I like the your basic profile. The high A is great - higher is better - the more you spread out that profile the less people have to wonder what your profile looks like and they see it faster also.

Low C great stuff - sense of urgency.

Mid D - its ok - need to see it relative to the A so if it is spread out you get a nice gap between the A and D so you are willing to take some risk.

That High B has me concerned. When you feel the need to communicate just count to 10 and the feeling will pass. You'll still be a high B but you won't act like one so nobody will know.

After all that my advice is to get Bob, Steve or Heather on the phone or email and have a professional explain it. I got a hammer and the world looks more like a nail ever day.

Steve spent time in South Africa with my son and I and explained our profiles to each other. It was great. For the first time my son actually understood some of my behaviour. Of course I already understood his (actually it helped me understand him as well). I have had this involved in my personal life and my professional life and it has always made things better. Can I do more? Probably. Will it make a significant difference? Probably not much.

Just my opinion.

Good luck.

AP Kumar,

There are 3 Mikes in this thread but as Bob already explained my proclivity is to assume you are asking me.

I am sure I will get trashed for this but if you want to be a BB your profile is a disaster. You have a low A which is always a pain in the but to get you guys to drive change.

You have a high D to between the Low A and the High D you are so risk averse you are never going to be satisfied that you have enough data or analysis to pull the trigger and implement whatever solution you have found.

I am certainly not an expert on this so I am the wrong guy to suggest a career path for you but what I see in your profile says that a BB career isn't going to work well for you. The up side is with the Low A is that the lack of success won't be to painful for you.

Just my opinion.

Good luck

Shannon,

The test takes about 10 minutes. You are over thinking this issue.

It is like those ink blots. You just do whatever comes into your head. There is no right or wrong.

Good luck

I am interviewing 9/13/07 for a supervisor position. Can someone read my PI? My supervisor gave me a copy. I dont understand it. Any help will be greatly appreciated.

I will be glad to do what I can but I have superficial knowledge at best. I can do the big points and that is about it.

Try calling Bob Wison or Heather Haas and see if they will do it. If you tell them it is them or me they will probably take pity on you and do it.

You can also try Gary Cone at GPS Consulting. He is in Michigan somewhere. It has been a couple weeks since his annual summer party so he may be coherent by now. Maybe.

If you want me to do it my email is mike.carnell@csintlinc.com. the good part is I just had a 3 day class in South Africa on what the analysis means. You will be my first. That should boost your confidence.

Regards

I just got turned down by my dream job for failing the Personality Index. I was sent the stupid test as an attachment by a recruiter, and the vague instructions left me wondering if I should answer based on myself as a whole or based on my work ethic alone. I didn't want to email or call her because she may think I'm stupid so unsure of what to do I tried my best and failed. I've taken other personality tests and found them accurate but this one does not weigh the extent of how much a term is like you or not. What I'm saying is personality is complex and I don't think this crappy test is accurate!!!!!

Hi everybody,

I have just passed the PI test and I am going to have the interview on friday. Can anyone comment if my results are any good for the Front Office Manager's position at the hotel, please?

Self:
A 8, B 6, C 4, D 18, M 37

Self concept
A 5, B 4; C 2, D 15, M 30

Synthesis
A 13, B 10, C 6, D 33, E 13, M 67


I would be really greatful!
Rasa

I just took the PI Survey for a pre-interview. I was thrown for a loop on the first part b/c I really only checked off a limited number of characteristics that I thought EVERYONE would want to see in people. Obviously, if you're looking for a salesperson, you want to have someone who is assertive, persistent, etc., but not necessarily in another field. I was confused as to whether I was answering the question in general terms, or what I was supposed to think someone expected of me. Did anyone else have the same confusion? Did y'all check off a lot of characteristics on the first question, or only a few? Just curious.

What would you say about the following:

High A
One sigma high D
Average B
Low D

What would be the ideal position for a person with these characteristics?

As their supervisor, what would be your concerns?

We cover Florida for Predictive Index and I'd be happy to give any of you in our territory a complete interpretation of your PI. If you have not taken it yet, contact me and I'll arrange it. As many of you mentioned, it's very accurate and insightful.

Steve Waterhouse
904-269-2299 x102
steve@predictiveresults.com

so basically stay away from the negative words like "Exciting" "Sophisticated" cynical, fussy

what are they trying to figure out... If am going to kill someone or if am going to snap?

How does one answer these 80 words? to land a job?

any insight?

All,

I've not paid attention to this stream since June and it appears things have strayed from reality a little since then. Let me try to help with some of your questions.

First, there's a ton of information about P. I. on www.advisausa.com. Click on the Resources link and read away. That should answer many of the above questions.

Predictive Index (P. I.) is an assessment that measures a person's drives. We all have these drives (hungers, needs) but in different amounts and degrees. Drives tend to be consistent within people and most would say that in adults they don't change much (while behaviors can).

The needs / drives that we all have are neither good or bad. They simply are. Understanding them is the value of P. I. Some people are driven to win (High A's). Others want achieve perfection (High D's). Others want to be noticed positively (High B's). Organizations use the instrument to match people to jobs - because the needs that people have are either well suited to a job or they aren't.

Most BB Jobs (not all) are suited for High A's because they demand a person who is comfortable with conflict (Low A's are uncomfortable with conflict). Putting a person into a job for which they are ill suited does no one a service. Almost all organizations (with >100 employees) have jobs for everyone.

More important than placing people in jobs, P. I. is used to understand how to create an environment that will maximize each person's productivity. High A people want independence, freedom, challenge; High D people want structure, rules guidance. Creating an environment for individual success is where management can go from good to great.

Overall advise: if you run into a P. I. as part of an application process, fill it out as honestly as you can. It will assure the likelihood of your being placed into a job you'll enjoy. Also, know that the companies that are using P. I. are doing their best to create a workplace of satisfied employees.

I personally think the Bob's and Mike's are in a deluded sense of reality. Everyone's perception is different , their environment at the time of the test, as well as their understanding of the instructions of these tests. This just seems like another way for a business to make money, sell a product to management that needs excuses for hiring practices as well as to give them an inflated ego into who they are. Do you think that it does not prejudice the test in some way to totally understand it? How could you possibly justify the scewed results?

would you pls interpretate DTR B? tks in advance!

Bob Wilson,

Your answer is the most complete and succint answer I have found and I have been researching this for hours. Thank you so much!

Marisa

Hi,

My company uses PI as well to filter employees, before they will have any interview at all.


My PI diagram shows the following figures:
A7, B11, C4, D11, M33
A7, B7, C2, D12
A14, B18, C6, D23, E11, M65
Pattern: 36

Don't have a clue when a figure is high or low.

I am a management assistant and really would like to know more about my profile.

All help on this is welcome.

Brgds, Ellen

Would you please tell me something about DTR+A pattern ?

Thanks alot

Hi, I've been trying to research about PI's and what it fully incorporates. Thanks Bob, your post made so much sense. But what does C stand for, i just got my PI scores and i was confused. I just need to know what the C stands for please?

P.I. research brought me here - very interesting comments. I took the test thinking work-oriented and it's close but perhaps I should have thought more overall when I took it.
SELF: A3, B0, C5, D17 M25
SELFCONCEPT: A1, B1, C6, D12 M23
SYNTHESIS: A4, B1, C11, D29, E8, M48
I'd like to know what the E is about.

I found this information somewhere on the web:

A low A equates to unassuming, unselfish, team-oriented behavior, while a high A indicates dominant, assertive, individualist behavior.

A low B is reserved, introspective, with energy coming from within, while a high B is more extroverted, sociable, with energy coming from others.

A low C points to a driving, intense, multitasker,
while a high C points to a patient, relaxed, single-tasker.

Finally, a low D is indicative of an informal, independent and unstructured person,
while a high D a more formal, conforming, structured person.

Relationships exist between the traits as well.
For instance, there is a relationship between traits A and B and A and D.

If A is further to the right (higher) than the B, an individual is more interested in things, figuring things out.

If B is higher than A, the individual is primarily interested in people.

A higher A than D is indicative of a risk-taker,
while a higher D than A indicates a more cautious person.

The test also measures employees' morale at the time the test was taken and their energy level.