John Broer

Why does talent development still feel like a guessing game? It’s usually because we’re trying to develop people in a way that doesn’t naturally fit with their 'wiring'. People have internal drives that ultimately present themselves as behaviors in the workplace. Some serve us well while some can become barriers to higher performance. This session will use ‘people science’ to reveal the natural drives in people and help build an understanding of the predictive nature of performance. It will explore the dynamics that take place within people that determine how they "show up” in ways that are either help them or derail them. The analytics used in this session are based on nearly 70 years of research and scientific validation using The Predictive Index. As part of this offering, all attendees will be able to complete their own PI Behavioral Assessment prior to the session and participate in a group read back of the results.

The statistics on disengagement are clear - there is an alarmingly high number of people that consider themselves disengaged or actively disengaged in organizations today. What companies fail to realize is that the statistics on disengagement tell us a story “after the fact” - they are lagging indicators. Our attention needs to be on leading indicators that focus on the drives and traits necessary to be successful in a particular job or role and matching our people and their natural drives and traits with those jobs. This is what we call “Re-Fit” - analyzing and aligning our current work force to jobs that leverage their natural strengths and increase the likelihood of job satisfaction, increased performance, and enhanced engagement. This will also require companies to be more creative about the positions that exist in the company and consider how those positions change and how new positions are created to facilitate a better climate of productivity and increased morale. This highly in

It is common practice these days for companies to invest heavily in the analysis of every part of their business - capital equipment, acquisitions, mergers, expansion and modernization. Big data and analytics are central to virtually every business function yet the application of science when it comes to selecting and developing people is still inconsistent. Without “people science” and behavioral data we only see a small part of the person who actually shows up at work each and every day. The lack of substantive people data makes talent management more of a guessing game than a function of the business that has the ability to drive productivity and preserve profits. This session will focus on the nearly 70 years of research and validated science of The Predictive Index. Additionally, every participant will have the opportunity to complete their own complimentary PI Behavioral Assessment to use through the program.