Our executive team has the right functional skills, but our interpersonal friction is stalling our weekly Level 10 Meetings. How do we use behavioral assessments like the Predictive Index to align our team strategy?

Question

Tyler Smith · Accepted Answer

Interpersonal friction on a leadership team is rarely a sign of bad intentions. More often, it is a mismatch in behavioral drives and communication styles. To resolve this friction and build a cohesive team, you can use the Predictive Index to understand the natural behavioral wiring of each executive.

The Predictive Index assessments measure an individual's core behavioral drives, such as their need for dominance, social interaction, stability, and structure. By mapping your executive team's behavioral profiles, you can visualize where your natural communication gaps and blind spots lie.

For example, a leader with a high drive for dominance will instinctively push for quick decisions and direct action, which can overwhelm a colleague who has a high drive for stability and needs time to process information. This natural tension can easily be misinterpreted as personal animosity during your IDS® sessions.

Using these behavioral profiles allows you to depersonalize conflict. Instead of accusing a colleague of being difficult, you can recognize that they are simply operating from their natural behavioral strengths. This understanding helps your team adjust their communication styles, build mutual trust, and resolve issues much faster during your Level 10 Meetings™. It turns natural friction into a powerful tool for strategic alignment.