The Most Common PI Profile for Chief Executive Officers

Successful CEOs are as diverse as the organizations they lead. Some thrive in large, highly complex organizations in fast-paced, competitive markets. Others excel in smaller, established organizations that prioritize reputation, steady growth, and strong community relationships. Predictive Index^® Behavioral results won’t determine leadership quality, but will reveal natural leadership styles and the environments where different leaders will likely thrive.

Common Traits of Successful CEOs

First, let’s cover the common traits exhibited by the most successful CEOs:

•   Vision: Clear strategic vision for the future, seeing the big picture, and setting long-term goals.
•   Integrity: Leading with honesty and ethical behavior, earning trust, and fostering a culture of accountability.
•   Resilience: Bouncing back from setbacks and navigating challenges with a positive outlook.
•   Learning Agility: Curious and constant learners, comfortable with complexity and ambiguity.

These traits build trust and a healthy organizational culture. Data shows that employees who feel trusted by their employers are 200% more productive. However, the most effective catalyst to CEO success is self-awareness.

Self-Awareness is Key

Self-awareness is the “strongest predictor of overall success”, according to a study by Cornell’s School of Industrial and Labor Relations. This involves recognizing one’s strengths and caution areas, understanding how these traits are perceived by others, and adapting behavior to be more effective, especially when interacting with those with different motivating needs.

The Best PI Profile for CEOs

As mentioned above – it depends!  The ideal CEO profile depends on factors like the size and stage of the organization, speed of change, and structure. Even with strong self-awareness, a leader placed in a role that doesn’t fit their natural strengths can struggle or burn out quickly. Start by considering the natural strengths and leadership style needed for your organization. Tools like the Predictive Index® (PI) can help identify qualities that will enable your CEO to excel by being the best version of their natural self.

Proactive and Innovative Influencers: The Maverick and the Captain

Successful CEOs must deliver outcomes through people. Mavericks and Captains have traits that align well with this responsibility:

•   Outcome-oriented with a bias toward action
•   Ability to connect quickly with others and build productive relationships
•   Enthusiastic communicators with an informal, flexible approach
•   Comfortable with risk and decisive, prioritizing outcomes over perfection
•   Productive under pressure and comfortable with change

Strengths and Adaptations

Mavericks and Captains thrive when they have control and freedom to innovate, responding positively to pressure and acting quickly with authority. They excel in fast-paced organizations that have aggressive growth plans and continuous change. These profiles need teams that can think on their feet, ask insightful questions, identify potential problems, and relate concerns directly to outcomes. As far as self-awareness, both Mavericks and Captains need to be aware of their authoritative approach as they can be perceived as tough-minded and directive. Both benefit from support teams that can transform big ideas into practical applications and actionable tasks.

What about the Persuader?

A common profile in sales and leadership roles is the Persuader, which, but emphasizes people over tasks. Persuaders rely heavily on social interaction and verbal communication. As CEOs, they need strong self-awareness of their natural strengths and caution areas. They might tell stories and lack verbal economy, which can come across as casual or superficial. While Persuaders can be effective CEOs, they need to balance their natural inclination to influence with the need for directness and authority.

Analytical and Assertive Problem Solvers: The Strategist and the Venturer

The Strategist and the Venturer reference profiles are more analytical CEOs. These CEOs excel in environments where compliance and regulation are critical to success, and where metrics can be measured down to the decimal point. Strategists and Venturers are often described as:

•   Independent and results-driven
•   Task-oriented and analytical problem solvers
•   Driving and assertive, capable of thinking big picture and anticipating problems
•   Prefer working with facts and need opportunities to reflect

Strengths and Adaptations

Strategists and Venturers thrive in a c-suite where they can push forward and hold teams accountable. They enjoy working at a fast-pace and pivoting when flexibility is needed. These profiles will excel in organizations where the focus is on building efficiency and executing initiatives to the finish line. Due to their lower drive for interpersonal connection, both profiles benefit greatly from developing skills to connect with and influence people. Without self-awareness, their communication style can be perceived as “sugar-free,” coming across as formal and cold. They need support teams that humanize strategy and ensure effective communication.

What About the Analyzer?

Like the Strategist, the Analyzer is highly technical and driven to act, but even more reserved and risk averse. They are process-oriented, data-driven, and intense, making methodical decisions and hesitating without all necessary information. Analyzers or Strategists with strong self-awareness may thrive as CEOs in established, technically oriented organizations where data, compliance, and regulation are crucial.

Don’t See Yourself in These Profiles?

That’s okay! Although common profiles are seen in CEO roles, exceptions occur. Two of my clients have CEOs with the Altruist pattern, both perfect for their situations. One started as a healthcare provider 30 years ago and now oversees the same organization. It is a smaller, family-oriented, privately held company where he is known personally by every employee and exemplifies the Servant Leader model. His highly collaborative leadership style fosters a close-knit relationship with his leadership team, emphasizing nurturing company culture, community outreach, and maintaining connections. By instilling and embodying core values, he has significantly contributed to the company’s success. So don’t let these common profiles box you in, there are plenty of ways to do c-suite leadership right.

Conclusion

Great CEOs understand their natural strengths and how to adapt to the needs of their team. Self-awareness is key. They also know how to surround themselves with team members who complement their strengths and shore up their weaknesses. If you’re looking to enhance your leadership or move your organization to the next level, consider partnering with a strategic advisor to guide you toward success.