I believe that the success of any business begins with its people. Strong, thriving teams are built not only on the talents and skills of individuals but also on the alignment of those talents with organizational goals. Through my personal career journey and becoming aware of my unique wiring as an “Individualist” (independent, persistent, analytical, and non-conforming) I was able to find balance in maintaining my individuality while aligning with organizational structures to allow me to thrive, solve complex challenges, and drive meaningful change. As a leader of people and people strategy I have seen firsthand how Predictive Index (PI) transforms the way leaders think about their teams, and it’s become one of the most powerful tools I use to help others unlock their potential.

When I first encountered data analytics through PI, I was intrigued by its ability to go beyond traditional personality assessments. It didn’t just provide a snapshot of individual behavior; it gave leaders actionable insights into how team members could work together more effectively. I realized that PI wasn’t just a tool for hiring or team building, it was a blueprint for creating balance, fostering collaboration through healthy communication, and driving long-term success.

One of the most transformative moments in my career as a leader was guiding another leader through the PI process to address challenges within their team. The organization was struggling with misaligned communication, unclear roles, and a lack of trust. The leader was frustrated and unsure how to move forward. That’s when I introduced them to PI.
We started by assessing the behavioral drives and motivators of each team member. Immediately, patterns began to emerge. We discovered that certain employees were in roles that didn’t align with their natural strengths. For example, a detail-oriented stabilizer was leading a fast-paced sales team, and a creative collaborator was bogged down in a highly structured, administrative role. These misalignments weren’t just frustrating for the individuals they were creating friction across the entire team.

With PI’s insights, we didn’t just identify problems; we found solutions. Together, we redefined roles, shifted responsibilities, and aligned team members with tasks that energized them. Beyond the immediate changes, we worked on creating a culture of understanding by helping the team learn about their own profiles and those of their colleagues. The leader, once overwhelmed, began to see their team in a new light, not as a group of individuals to manage but as a cohesive system with unique strengths that could complement one another.

The results were remarkable. Engagement improved, communication flowed more naturally, and the team began hitting goals they had previously thought were out of reach. But more than that, the leader gained confidence in their ability to guide their team through challenges. They saw the value of investing in their people and the power of aligning individual strengths with business needs.

This experience solidified my passion for helping other leaders use PI to build balanced teams. A strong team doesn’t mean everyone has the same strengths or works in the same way. In fact, the opposite is true— diverse teams thrive when those differences are understood, respected, and strategically leveraged. Through PI, I’ve helped leaders build teams that are not just functional but dynamic where every member understands their role and feels empowered to contribute.

Now, as a consultant, I use PI to guide small business owners and leaders through the same process. I help them uncover what makes their people tick, align those strengths with their strategy, and build cultures where teams don’t just work, they thrive. My mission is to show leaders that talent optimization isn’t just about finding the right people; it’s about creating the right environment where people can be their best. And when that happens, the possibilities are limitless.