Benefits of Sharing PI Software Access

Smart organizations are always looking for ways to improve communication, understanding, and teamwork among their teams. Allowing leaders access to see the Predictive Index^® (PI) behavioral results of their teammates throughout the organization will do just that. Jump into the benefits of providing PI access, common concerns, and how to set your organization up for success, leaving your leaders so elated they could high-five a cactus.

Why give leaders access to the Predictive Index Software?

Accessing the PI Software is the best way to get widespread use of the Predictive Index tools at your organization. When leaders can directly log in and get data on their team, you’ll expedite the impact of workforce analytics (that means more winning). There are three important reasons why you should give your leaders access to the Predictive Index software:

1. Enhanced Understanding: When leaders can see the PI results of their teams and colleagues, it helps them understand each others’ behavior and work styles better. This promotes empathy, reduces misunderstandings, and creates a more inclusive and supportive work environment. Managers can easily access their employees’ data and use it to better lead and manage their teams.
2. No Need for Centralized Administration: Granting access to PI results eliminates the bottleneck of having one person or department (we’re looking at you, HR!) having to generate all requested reports. Team members can independently explore the various reports and interpret the insights provided by the assessments.
3. Improved Team Communication: When employees can see each other’s PI results, they can adapt their communication styles to better match their colleagues’ preferences and strengths. This leads to more effective collaboration, increased productivity, and stronger team dynamics.

When you have tools and data this good, keeping it to yourself is like keeping a lamp extinguished in the darkness, denying others the chance to illuminate their own paths.

Can the Data be misused?

When leaders have access to everyone’s PI results, you can rest assured that even if the leaders don’t yet understand how to apply the data efficiently, Predictive Index reports are all strength-based. So no one will feel embarrassed or exploited for their deficiencies – they’ll only see the good in their reports. Further training, education, and internal communication around expectations will only enhance their abilities to use people data through the organization.

When you train leaders on how to apply people data, you’ll avoid making decisions about hiring, promotions, or other employment decisions solely based on Predictive Index results. Instead, you’ll use PI insights as an “AND”; a way to look at true strengths and avoid other natural biases. Organizations are responsible for following the guidance of the Equal Employment Opportunity Commission (EEOC).

Simply put, we’ve always seen success with sharing PI Software access because there’s nothing to break. Rather, opening the floodgates of access inspires more use of people data, better conversations, and improved team dynamics.

Best Practices When Sharing PI Access

Here are the basic first steps to set your leaders up for success, even if they haven’t been fully trained via one of MindWire’s workshops:

1. Make a plan! You’re already on the right path by reading this article. Plan who will get access, when you will roll out this initiative, and how you will communicate the plan– as well as who will be the administrative champion of creating users.
2. Set clear expectations. Once a decision is made, establish clear expectations and communicate to your organization how Predictive Index access will be used. This should include who can access PI data, how it will be stored, and how results will be used at your org (for coaching, managing, relationships, teambuilding, interviewing, etc.).
3. Pilot access with a group of interested, invested leaders. Before rolling it out across your organization, select a few leaders to give access to first and test the waters. Ask your pilot leaders and their team members for feedback on how access to PI data has impacted their team.
4. Provide training. Leaders should receive training on how to use the information to remove bias in talent decisions and avoid discrimination. This training can be short, like a PI Light Session, and should cover topics like how to interpret behavioral data, data privacy, unconscious bias, and fair hiring practices. In addition, leaders should be trained on what they CAN do with the data such as creating personalized development plans, team building opportunities, and increasing their own leadership effectiveness.
5. Get feedback. Obtain feedback from leaders on how PI has impacted their team, if there are any challenges, and opportunities for improvement.

Giving Access in the PI Software

Once you’ve decided to give leaders access to the PI software, here are the steps to take to ensure success:

1. Communicate what’s going to happen: Who is going to access, why, and expectations.
2. Create new users in the software: Set up leaders in the PI software to allow them to see the PI Behavioral Results of their team, their colleagues, their own manager, and themselves. 
3. Train your leaders: Train those with access on both how to navigate the platform and how to use the tools available to them. (Want to save time? MindWire provides software demos and leader training sessions.)
4. Create an audit process: Your internal process should include a data audit to ensure that your PI data accurately reflects who is employed at your organization, and who has access to the data. Administrators can make appropriate updates and remove access as necessary.

When you complete this kick-off and give leaders software access, you’ll be more popular than the free sample workers at Costco.

In Conclusion

Granting access for everyone in the organization to see the Predictive Index results of their colleagues can bring significant benefits. Improved understanding, better communication, and efficient teamwork are just the beginning. Designing an intentional roll out approach to address concerns, establish clear policies, and train users is the path to success. Welcome to the future of people analytics.