I recently had the pleasure of sitting down with Amanda Schank, Manager of Human Resources at the Indianapolis Museum of Art (IMA), who takes her job as their on-site PI Practitioner and Program Manager very seriously. She’s incredibly skilled at talking with employees about Predictive Index®, is passionate about the transformative power of the tool, and is always looking to learn more. In other words, she’s an all star Program Manager. I hope you enjoy her perspective.
What does the PI Program at the IMA look like? How do you use PI now and how do you plan to use it in the future?
Like a Phoenix! I know that is such a corny analogy; but here at the IMA we are in full evolution mode throughout the entire organization. As an HR professional, an exciting piece of that puzzle includes the commitment from our leaders that employee engagement must be a priority. In 2015, we introduced the Predictive Index Behavioral Assessment, and although it was initially met with caution and sensitivity, our staff have truly embraced the results and utilization of the tool. With that enthusiasm and connection, we gained momentum to dig deeper into what PI had to offer us as an organization. The HR team continues to use PI data when dealing with any topic: building teams, employee relations, engaging staff, selecting diversified committee members, etc. As we purposely continue to lace our conversations and interactions with PI, our staff has learned to trust the tool – they have seen the value in the tool! From my perspective, this has helped us lay the foundation to ask for more commitment from our leaders and enrich our PI program for the future. The future of our PI program in 2017 includes: increased HR engagement of the tool (Job Assessment Usage, Team Building, etc), quarterly PI refreshers for all staff, and training sessions for our Managers with ADVISA!
What’s your best advice for someone just launching (or re-launching) their PI program within their organization?
Be strategic in multiple ways!
- BUILD a team of key players to help roll out PI; you will need different levels and a key point person(s) to be your ambassador.
- SPEAK the language every chance you get and be aware of your audience – think about what they want to know, think about their PI!
- REMIND your leaders of the “ROI” by sharing with them examples of how you are using the tool. (Remind yourself that the more you use the tool the more you will trust it…after beating the PI drum for over a year I have GREAT examples of how PI has been the key in turning around situations that felt unmanageable.)
- PUSH for more PI usage; when I hear of an issue, or an exciting new concept we want to roll out, I think about how PI could help – I try to remind our staff that “we can use PI to help with that” and show them how it works.
- STAY connected with your PI Representative, call them/use them when you need help, or advice. I have recently begun biweekly touch-base meetings with our ADVISA Management Consultant and it’s a great way to keep my focus on our PI goals.
What do you like about PI? What are the key takeaways you hope employees at the IMA are getting from your using PI and partnering with ADVISA?
PI helps us communicate with one another and I LOVE that! I have always taken note that many arguments and dissatisfactions in life come alongside miscommunications, or misunderstandings. I like that PI gives us a tool for unraveling complicated employee relation issues. I love that PI provides us with an understanding of how to help staff be engaged in the work they do. It’s nice to work with happy people that feel connected to organizational goals; engagement surveys will confirm that this is a key component to a healthy work environment. It’s refreshing to see our staff be excited about PI and how they can use it. I truly feel that PI is our best tool for showcasing proactive, caring steps towards overall employee engagement at every level and beneficial for any interaction we have.