PI Power-Ups ⚡

Quick guidance on how to level up your leadership – and maximize your organization’s Predictive Index investment – from ADVISA. We’ll be adding new topics throughout the year, so bookmark this page and check back regularly.


Topics

PI Foundations: Software Basics + New Manager Essentials

Watch this overview to quickly build confidence and fluency in the PI platform to support everyday leadership decisions.

Many leaders know PI software exists but hesitate to use it because they’re unsure where to look. This session builds confidence and drives early adoption. It establishes a shared baseline, so future modules can jump right into application, not navigation.

Highlights

  • Navigating PI software with confidence to find relevant insights quickly
  • Knowing where to go for answers (not memorizing everything)
  • Understanding how PI supports daily leadership moments
  • Common “where do I find this?” scenarios leaders face
  • “If you have this question, go here” framework
  • More in-depth knowledge of Admin controls, Org Domains, and other commonly asked questions

Concrete Examples

  • “I’m struggling to motivate this person” → Management Tips
  • “Why are these two people clashing?” → Relationship Guide
  • “What’s this person’s general style?” → Snapshot
  • Why praise motivates some and makes others uncomfortable

PI Tools Referenced

  • Quick live walkthrough of Snapshot, Placard, Behavioral Report, and Management Tips
  • Emphasis on scanning vs. deep reading

Outcome
Know how to locate relevant insights in PI and understand how the tools connect to real leadership challenges.

Coming Soon!

April: Building Trust Through 1:1s

Before you think about your approach to feedback, coaching, or performance management, focus on this first:

Trust.

Trust is foundational to leadership. Trust as a daily leadership behavior. And trust is built (or broken) in everyday interactions, especially 1:1s. Trust is not one-size-fits-all—it’s built through personalized leadership.

Highlights

  • What trust looks like across different PI profiles
  • Structuring 1:1s to meet individual needs
  • Motivators vs. stressors
  • Connection Competence Model
  • How to prep for a 1:1 using PI insights
  • Adjusting structure, pace, and focus
  • What to emphasize vs. what to avoid
  • Common mistakes (over-accommodating, avoiding tension)

PI Tools Referenced

  • Management Skills
  • Management Tips
  • Relationship Guide

Outcome
Learn how to run more effective, trust-building 1:1s.

May: Motivation & Energy Management

Understand what sustains or drains energy before performance issues arise. Motivation and energy management are natural extensions of 1:1s that remain psychologically safe and preventative.

Highlights

  • What sustains vs. drains energy by drives
  • Motivation vs. rewards vs. pressure
  • Spotting early disengagement signals
  • Adjusting expectations before performance drops
  • Low drives are a clue to what we procrastinate: it tells us the environment they avoid and want to be in
  • Pull in wellness content

PI Tools Referenced

  • Self-Concept
  • Coaching Guide for specific job – another push for hire

Outcome

Know how to intervene early and maintain psychological safety with this preventative skill.

June: Feedback That Lands

Feedback becomes more effective once motivation and energy drivers are understood. Learn how to deliver feedback in ways others can hear.

Highlights

  • Why feedback is misinterpreted – Miscommunication is often a style mismatch, not a skill issue
  • Matching feedback delivery to how people process information
  • Calibrating directness, pace, and detail
  • Managing reactions without softening the message
  • SBI model

Concrete Examples

  • How the same message can land very differently depending on delivery
  • SBI: adjust the impact of message based on their drives. High A = the impact has to do with the win. High B= impact is of perception. High C= impact for process. High D= impact for correctness.
  • Keep, stop, start on strengths

PI Tools Referenced

  • Relationship Guide

Outcome

Increased confidence as a manager of people, awareness of avoidance behaviors, and clarity on how to navigate tension without full conflict.

July: Reducing Team Friction

Once leaders understand individuals, they are ready to manage complexity at the team level. In this PI Power-UP session, we’ll zoom out from individuals to team dynamics.

PI Tools Referenced

  • Group Analytics
  • Design Module

Highlights

  • Where friction shows up in teams
  • Common misinterpretations between work styles
  • Normal friction vs. problematic patterns
  • Resetting expectations without blame
  • Using differences as advantages, not obstacles
  • Keep, Stop, Start based on strengths call back
  • DDM session 5 has more content on this

Outcome

Learn how to make the shift from individual to team complexity, normalize differences, and intervene early.

August: Interviewing & Hiring with PI

Most hiring mistakes come from unclear expectations and unstructured interviews. In this session, we’ll cover some of the most effective ways to use PI as you’re navigating these decisions.

Highlights

  • Understanding and using the Job Target
  • Designing interview questions aligned to behavioral needs
  • Aligning interview questions to the Job Target
  • Separating “culture add” from “culture fit”

Concrete Examples

  • Interview questions that reveal pace, decision-making, and collaboration style
  • Avoiding bias when candidates feel “similar” or “different”

PI Tools Referenced

  • Job Target
  • Structured Interview Guide

Outcome

Know how to lead structured interviews for better, more consistent hiring decisions.

September: Coaching for Growth

In this PI Power-Up, we’ll focus on how to shift from managing to developing, which deepens manager capability. PI supports growth when it is used as a conversation starter—not an answer.

Highlights

  • Self-Awareness
  • Identifying stretch vs. burnout
  • Turning insight into action steps
  • Avoiding “this is just how I am”
  • Staying authentic while flexing
  • Supporting growth without changing who someone is
  • 1 3 1 coaching – ask then questions to identify problem, 3 challenges, and 1 solution to pursue
  • DDM Session 5 has examples

Concrete Examples

  • Coaching someone to flex behavior for a role without asking them to change who they are
  • Turning a perceived weakness into a development opportunity
  • What gets rewarded gets repeated: does not have to be negative coaching

PI Tools Referenced

  • Coaching Guide (attached to a job target) and Personal Development Chart
  • Readbacks – for self-awareness

Outcome
Leaders coach toward performance and growth using practical PI insights.

October: Leader Communication Under Pressure

Complexity and pressure increase as leaders manage performance and change. In this session, we will focus on effective communication in high-stress situations.

Highlights

  • Adapting communication without losing authenticity
  • Translating messages across styles
  • Managing tone, speed, and detail in tense moments
  • Avoiding over- or under-communication

PI Tools Referenced

  • Management Skills Guide

Outcome

Reduce rework and misunderstanding, stay grounded under stress, and know how to build these techniques into performance conversations.

November: Hard Conversations & Performance

Leaders often avoid hard conversations because they fear damaging trust. But with PI and ADVISA, you can gain the skills to tailor difficult conversations. This session will focus on how to address issues early and effectively, how to improve effectiveness of difficult performance conversations.

Highlights

  • Preparing for tough conversations using PI
  • Delivering feedback in a way others can hear
  • Following through without damaging trust
  • LF content – empathetic messaging
  • Could loop SBI back here as a refresher

PI Tools Referenced

  • Relationship Guide insights on stress and feedback
  • Management Tips for follow-through
  • Coaching Guide

Outcome
Leaders handle performance conversations with confidence and clarity. Hard conversations don’t have to damage relationships when approached intentionally.

December: Change, Resilience & Leading Through Ambiguity

Change impacts people differently—and leaders must anticipate those differences. In this PI Power-UP, we will focus on applying PI in uncertain environments and how to support leaders through uncertainty and change.

Key Themes

  • Communicating stability during ambiguity
  • Anticipate reactions to change across different profiles
  • Support resilience during uncertainty
  • Communication changes more effectively
  • Supporting both fast adapters and those who need time
  • Iceberg model from ALA and LF

PI Tools Referenced

  • Relationship Guide
  • Behavioral Report
  • Group Analytics with teams or other departments

Outcome
Leaders lead change more effectively by anticipating reactions and needs.