Using the Predictive Index Assessments for Succession Planning and Career Pathing

Succession planning and career pathing are essential components of talent management within organizations. These processes help businesses identify and develop their next generation of leaders while providing employees with a clear personal and professional growth trajectory. The Predictive Index (PI) is a scientifically validated behavioural assessment tool that can be a game-changer in streamlining these processes. This article will explore how the Predictive Index can be used effectively in succession planning and career pathing to maximize organizational success and employee satisfaction.

The Predictive Index: A Brief Overview

The Predictive Index (PI) is a comprehensive assessment tool that measures an individual’s behavioural patterns and cognitive abilities. It consists of two primary components: the PI Behavioral Assessment™ and the PI Cognitive Assessment™. The Behavioral Assessment focuses on four primary factors: dominance, extraversion, patience, and formality. These factors help predict workplace behaviour and can be used to determine an individual’s preferred working style. The Cognitive Assessment, however, measures a person’s learning capacity and problem-solving ability.

Using the Predictive Index for Succession Planning

Personal Development Chart Predictive Index
  1. Identifying high-potential employees

The first step in successful succession planning is identifying high-potential employees with the necessary skills and attributes to assume leadership roles. The PI Behavioral Assessment™ can help pinpoint individuals with the right combination of drive, collaboration, and adaptability – key traits for future leaders.

  1. Aligning candidate profiles with leadership or specialist roles

Once high-potential employees have been identified, the Predictive Index can be used to match their behavioural patterns and cognitive abilities with the requirements of specific leadership or specialist roles. This alignment helps ensure that employees are placed in positions congruent with their natural strengths and abilities.

  1. Developing customized development plans

The Predictive Index can also create personalized development plans for high-potential employees. These plans can focus on enhancing the employee’s strengths and addressing any areas for improvement, ensuring that they are well-prepared for their future leadership roles.

Using the Predictive Index for Career Pathing

  1. Understanding employee strengths and preferences

To create effective career paths for employees, it is crucial to understand their strengths, preferences, and natural working styles. The PI Behavioral Assessment™ can provide valuable insights into an individual’s preferred working environment and communication style, which can be used to guide career pathing decisions.

  1. Aligning employee goals with organizational needs

Using the information gathered from the PI assessments, employers can identify employment opportunities that align with their personal goals and the organization’s strategic objectives. This alignment increases the likelihood of employee success and satisfaction, ultimately benefiting the organization.

  1. Facilitating employee growth and development

The Predictive Index can create tailored development plans for employees, helping them acquire new skills and knowledge relevant to their career paths. These plans can include training, mentorship, or job rotation opportunities, ensuring employees have the necessary resources and support to grow and succeed within the organization.


The Predictive Index is a powerful tool for organizations looking to optimize their succession planning and career pathing processes. The Predictive Index enables organizations to make informed decisions about leadership or specialist development and employee growth by providing valuable insights into employee strengths, preferences, and cognitive abilities. Utilizing this data-driven approach can result in higher employee satisfaction, more effective leadership transitions, and a stronger talent pipeline – all of which contribute to long-term organizational success.

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