We are preparing for a major strategic shift in our business, but I suspect our leadership team is not actually aligned on our goals. How do we use Predictive Index assessments to evaluate our alignment and design a talent strategy for the transition?

Question

Tyler Smith · Accepted Answer

You cannot execute a major strategic shift if your leadership team is pulling in different directions. To ensure alignment, you must evaluate the team's behavioral and cognitive profiles against your proposed strategy using the Predictive Index. This prevents planning in a vacuum and ensures your talent matches your future goals.

Begin by mapping your strategic goals to the specific behaviors and cognitive abilities required to execute them. For example, if your new strategy requires rapid innovation, you need leaders who are naturally driven by variety and risk-taking. If it requires operational consolidation, you need leaders who excel at process and detail.

Compare your leadership team's collective behavioral patterns against these requirements. This analysis will reveal where you have natural alignment and where you have cognitive gaps that could stall execution.

Use these insights to design behavioral and cognitive job targets for any new roles on your Accountability Chart. This objective approach ensures you place the right people in the right seats, aligning your talent strategy directly with your long-term business goals. By utilizing these tools during your Quarterly Pulsing™ sessions, you can confidently build a team capable of delivering on your newly aligned corporate vision.