As professionals in the architectural, engineering, and construction (AEC) space, we're known for leading and taking on complex and challenging projects. Whether planning, design, or construction, we put a lot of pressure on ourselves and our teams to deliver successfully on every project. Clearly, it's essential to have a team with the right skills, behaviors, and attitudes, and this is where my work in building high-performing teams with the Predictive Index (PI) and talent optimization comes in.

The Predictive Index is a tool that measures four primary behavioral drives: dominance, extraversion, patience, and formality. Dominance is the need to exert influence over people or events. Extraversion is the drive for social interaction with people. Patience is the need for consistency and stability. Formality is the drive to conform to rules and structure.

Understanding where you and your people land on these drives gives insight into your own or employees' natural behaviors and how they will likely act in different situations. Armed with this information, you'll be able to build high-performing teams inside your firm and make great hires who are a good fit for your company.

While getting to know your people is a necessary part of running a great company, the real power of talent optimization comes when you begin combining all the people data you have. We do this in two ways. First, we can use the people data to understand the team in front of you and their natural strengths and potential caution areas. Second, we then overlay the team type you have on top of the business strategy you are tackling. This process involves assessing a company's current talent, identifying gaps in your ability to execute, and creating a plan to hire, develop, and retain the right people. By following the talent optimization process, you build strong project teams, improve employee engagement, and drive better business outcomes for your firm.

AEC firms like yours can use the Predictive Index and talent optimization in a number of ways:

1. Hiring: Use the PI tool to identify the critical behavioral traits for success in a particular role. Whether you're hiring a project manager, engineer, architect, or skilled trade, this information can help you hire individuals who fit your company and team culture and have the right skills and behaviors for the job.
2. Team building: AEC firms can use the PI to build high-performing teams. We accomplish our work primarily through project teams. When we understand each team member's behavioral tendencies, we can assign tasks and responsibilities that play to team member strengths and help them work together more effectively.
3. Leadership development: The PI tool can identify high-potential employees and develop their leadership skills. When you understand their natural strengths and potential caution areas, you can provide targeted coaching and development opportunities to help your high potentials become more effective leaders.
4. Succession planning: As the leader of your firm, you can use talent optimization to plan for the future. No one is in their job in perpetuity, and it's your responsibility to create a talent strategy that supports your departure and the departure of key people in your firm. By identifying potential gaps in your talent pipeline, you can create a succession plan to develop and promote employees from within the organization, hire the right people from outside the organization, and ensure you have the right people to drive future success.

In summary, you can leverage the Predictive Index tool and talent optimization process to build high-performing teams, improve employee engagement, and drive better business outcomes. By understanding your team member's natural tendencies and aligning your people strategy with your business strategy, your firm can create a culture of success and deliver world-class projects.

Want to discuss your situation? No obligation ... call/email/text me today!