Organizations need teams that can rise to the challenges and opportunities of today!
All teams, regardless of level, now face problems that are novel, complex, and urgent.
63% of organizations say their team development efforts are ineffective
Successful teams take responsibility for each other's performance, learning, and well-being.
Forming effective agile teams has become a business imperative because they will be your competitive advantage. Is your organization ready?
We design, diagnose and develop agile teams at all levels of the organization.
Our method results in greater team cohesion, and enhances team effectiveness and leadership.
Predictive Potential helps teams get ready with our unique performance improvement method.
How it works:
We begin with a discovery session.
All team members take an online assessment measuring 26 natural competencies and 85 behavioral traits, including agility.
We analyze the results and deliver one-on-one individual feedback.
The results are then analyzed in aggregate within the framework of a team efficacy model. We evaluate your team using 3 key performance indicators:
Results and insights into individual and team agility and specific team dynamics are discussed with the manager to determine a team development plan.
A Team Development plan is implemented through a combination of a workshop and team coaching.
Validated tools we use
Each has been proven in the field during decades of use.
1
SuccessFinder
It's a best-in-class predictive behavioral analytic tool specifically designed to help unlock the workplace potential of people by providing them with awareness of their behavioral preferences.
View More DetailsSuccessFinder platform
SuccessFinder is a best-in-class predictive behavioral analytic assessment that is explicitly designed for making high-stakes decisions, whether at the individual level in terms of leadership development and career planning or from an organizational perspective in terms of selecting, developing, and designing high-performing teams.
Measures
SuccessFinder measures 26 competencies and 85 behavioral traits that predict job fit, and identifies high-performers, and transferable skills. This granularity helps identify and unlock the workplace potential of people by providing them and organizational decision-makers with an awareness of individuals’ behavioral preferences and blind spots.
Based on 40 years of research
The SuccessFinder assessment is a game-changer with its competency model for driving top performance at three leadership levels, with 500+ “high performing” benchmarks across industries and levels.
Developed and validated according to established standards and principles
SuccessFinder adheres to standards established by the American Psychological Association and the Society for Industrial and Organizational Psychology. These standards designate it as sufficiently valid to be safely used to make important life decisions by individuals or by professionals making career recommendations.
2
Talent Integrator
The Talent Integrator is a web-based application that enables fully customized searches of aggregate propensity data to identify individuals who match specified search criteria. When integrated with an organization's HRIS, it can be used to generate reports on career.
View More DetailsThe Talent Integrator helps certified practitioners systematically improve the health of
the human system by:
Identifying internal candidates based on suitability and satisfaction to increase retention, intrinsic motivation and the probability of high performance
Enhancing team dynamics, capacity, and functionality by adding required behavioral competencies, including leadership competencies
Streamlining investment in training and development by screening for propensities that can realistically be enhanced
Systematically diversifying organizational propensities to build a workforce that’s agile and resilient in changing circumstances
Resourcing project teams and seeding new talent with the agility for change as a resourcing criterion
Making resourcing decisions that optimize placement of required talent throughout an organization’s structure
3
Circles of Trust
We use this proven methodology to create safe and meaningful spaces for individual and shared learning experiences in our Self-Leadership Retreats, so people can nurture personal and professional discovery and the confidence to act on their new understanding.
View More DetailsIt features a 2-hour discernment process that protects individual identify and integrity
while drawing on the wisdom of other people to help that individual arrive at a higher
level of self-understanding.
The underlying premise is simple but crucial
Each of us has an inner teacher, a voice of truth, that offers the guidance and power we
need to deal with our problems. But this inner voice is often garbled by various kinds of
inward and outward interference, leaving us struggling to hear it clearly and move
forward on its promptings.
Our Retreats include helpful Clearness Committees
The purpose of the committee is not to give advice or “fix” people from the outside-in but
to create a safe space, so that they can discover their own wisdom from the inside out.
The role of the committee is to ask honest questions that can help each person
find his or her own answers.
A transformative depth of self-knowledge
Participants in a Circle of Trust gain a new depth of self-understanding, so they can
better shape personal and professional lives for success and satisfaction. By following
their new understanding, they can develop a renewed passion for their life and their
work.
4
Meaning System Mapping
How we make meaning is central to our experience of life. It's how we make sense of ourselves and understand what matters to us. It also helps us understand the impact our patterns of behavior have on ourselves and others.
View More DetailsAs our awareness grows, we can see how we can enable greater flourishing for
ourselves, others, and the organizations in which we work.
If you would like to learn more about Meaning Mapping, we recommend that you
download the book, Meaning Mapping, by co-founder Germaine Watts. You’ll find the
link on the Resources page of our website.
2
Efficacy Models
We use three efficacy models. They provide the natural steps that enable successful achievement of the outcomes for individuals, teams, and organizations.
View More DetailsWe use three efficacy models. They provide the natural steps that enable
successful achievement of the outcomes for individuals, teams, and organizations.
The three models enable all users to visualize the cumulative impacts of behavioral
propensities and engage with others to enhance team and organizational functionalities
for improved performance.
Each model takes the user through four levels of personal clarification.
1. Meaning and purpose
2. Relationship and engagement
3. Goal definition and related tasks
4. Choice – the step that determines the viability of your decisions, taking into consideration personal, financial and other influences.
These steps ensure that all layers are harmonized on your inner of self-discovery so that you can achieve a successful outcome.
The Individual Model allows a person to understand his or her behavioral propensity profile, so he or she can make informed decisions about what actions to take.
The Team Model helps members understand how they individually contribute to a team and where the team is likely to excel or struggle, based on their combined behavioral propensities. As a result, the members can adjust their behavior and team composition to optimize outcomes.