it’s the age-old question of nature versus nurture rephrased: were you born a ceo or did your environment make you into one? to answer the question in a scientific manner, however, let’s start by first determining if there is a universal set of behavioral drives for a ceo. the typical profile of a ceo is someone who has the need to be in control, to dominate, to be autonomous, to take risks, to compete, and to find out-of-the-box solutions. typical ceos embrace change, and they can often be found starting arguments just to stir the pot and see what comes out. if we have established that there are common universal behavioral drives for a typical ceo, we can then ask, are behavioral drives established before we’re born? so the answer is that our dna can play a large role in our propensity for being a successful ceo. if leadership is in our dna and we can’t change our drives, is everyone with other drives doomed to be poor leaders? the answer is: not necessarily. there is hope for those who do not have the perfect behavioral profile for a typical ceo.
the best way to fill those gaps is by surrounding yourself with people who are strong in areas where you are weak. for example, are you on fire with out-of-the-box solutions but have trouble maintaining regular production of last week’s idea? anyway, it is important to take ceo dna with a grain of salt, because, even if you have it, there is no guarantee you can succeed in just any scenario. a strong ceo at one company can move to another and not fit well at all. the goals of the company and the culture of its employees play a big role in the company’s success. the company culture will essentially have to be rebuilt around the new ceo’s behavioral drives in order to thrive. shelley smith is a senior consultant with pimidlantic a management consulting agency located in annapolis specializing in the predictive index. she is also the owner/ceo of a consulting firm. businesstown ® is a registered trademark of businesstown llc.
so tell me a little bit about how you got involved and what you saw in the whole senior temporary element when you got started. mike: no, i would tell you that we used a temp cfo right after we bought the predictive index, and our current cfo was in the process of selling a business, and was not able to liberate himself for six, eight months. kristin: so it starts there to finding the right match of that expertise, to also finding the right culture fit and work style fit. so some of the same skill sets, and i didn’t mean to throw you a curve ball with that, now that you had been executive retained search. kristin: so how can we better predict and put someone in who can be more flexible to some degree of change and flexibility, because even in two months, the business situation can completely change.
kristin: so it takes a couple weeks for the interim executive to be on the job, to say okay, here’s what we didn’t know about, and what we weren’t told, and here’s how we need to adjust. mike: so what would you tell your 2008 self if you had the opportunity to go back and whisper in your ear. it’s not part of our focus and where we want to be in the marketplace as the leading interim executive firm. we look at it compared to probably at least 10 different data points that we gather, and we’ve had one or two situations where all our interactions and all our data points show the executive and their background and their story in one way, and the predictive index, show a couple of inconsistencies with that story that we had. kristin: yeah, and their values, what is it about that some of the scenarios in the predictive index that we didn’t see elsewhere and we dug into it.
according to the predictive index, ceos often have a common behavioral profile. the typical profile of a ceo is someone who has the need to be in control, ceo of the predictive index (pi) mike zani talks with kristen mcalister, co-owner and president of cerius interim executive solutions. this simple leadership attribute makes an everyday difference in how effectively an organization runs if i were the ceo of a sizable company and were., most common predictive index profiles, most common predictive index profiles, predictive index best managers, predictive index for ceo, predictive index leadership styles.
know the people that work for you, their strengths, weaknesses, goals, and aspirations. in the 2019 ceo benchmarking report, ceos said that “getting the most in its 2021 ceo benchmarking report, the predictive index surveyed 160 ceos about their top concerns and priorities in a post-covid remote world. according to in september 2020, the predictive index surveyed 160 ceos about their top priorities and concerns. their answers provide a window into the minds of executive, predictive index captain vs maverick, predictive index cfo profile, what is a captain in the predictive index, predictive index profiles pdf, predictive index captain jobs, predictive index individualist jobs, predictive index personality types, predictive index strategist, predictive index m score meaning, predictive index analyzer jobs. what is the most common pi profile? who designed the predictive index? what kind of company is predictive index? how many pi profiles are there?
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