A Giving Guide: Local Non-Profits That Support Women

How to Use Your Time and Resources to Help Local Women this Season

Group of Diverse Women

Hire for Hope was founded with the mission of providing sustainable funding for organizations who support women who are in need of help. In fact, if it weren’t for the organizations that dedicated their daily work to helping women in need, Hire for Hope may not even exist today.

This holiday season, we encourage everyone who has the time and resources to find a way to give to these organizations in our community that change the lives of women every single day. Here are some of the organizations doing the powerful work of changing women’s lives in West Michigan and how you can get involved.


The YWCA’s mission is eliminating racism, empowering women and girls and promoting peace, justice, freedom, and dignity for all. They provide community support for domestic and dating  abuse, sexual assault, child sexual abuse and prevention and empowerment. They offer a variety of ways to get involved including financial support, donation of goods, volunteering, advocacy and programs to promote change through education. 

If you’d like to make a financial gift to the YWCA this holiday season, feel free to do so on their donations page. If you’d like to help supply their domestic abuse emergency shelter with items from their wishlist, visit their wishlist page. Please note that YWCA asks you to first contact Jennifer Timmer at jtimmer@ywca.org before purchasing and dropping off any donations.

Learn more about the YWCA. 

Women’s Resource Center

The Women’s Resource Center equips women for workplace success. They offer a variety of services including a Business Center where women can go to conduct online job searches, update resumes and apply to jobs, computer classes, resume coaching, a scholarship program and a Business Boutique where women can shop for affordable professional outfits. 

Their Business Boutique accepts donations of clothing that is clean and in excellent condition, from the current season and made within the past three years. Be sure to call (616) 458-5443 to complete the pre-screen and set up an appointment to drop off your donation. 

Learn more about the Women’s Resource Center.

Mom’s Bloom

Mom’s Bloom connects families with newborns to local volunteers who can help with a variety of things around the house including watching and caring for the newborn(s), watching their siblings, completing light housework, giving mom a break for self care, emotional support and meal preparation. Their vision is for every family with a newborn to have support, community and confidence. This is especially vital for families who have extended families geographically dispersed, away at work or simply unable to help. 

This organization is funded by the generosity of individual and corporate donors along with Kent County taxpayers and the voter-approved Ready by Five Early Childhood Millage. You can get involved by considering donating or volunteering to be a mom support or to be on a committee.

Learn more about Mom’s Bloom. 

Alpha Women’s Center

Alpha Grand Rapids offers free and confidential services regardless of income, race, ethnicity, sexual orientation, age, religion, nationality, or residence to women who are experiencing an unplanned pregnancy. Their offerings include pregnancy testing, ultrasounds, STD testing, mentoring/coaching, job and career support, support groups for single moms, GED completion programs, parenting classes, pregnancy education classes and English as a Second Language (ESL) classes. 

There are a variety of volunteer opportunities from working directly with the clients to working behind-the-scenes. You can also choose to donate in the form of a financial gift or items like infant and maternity clothing, diapers, formula, and other infant necessities. View their full wishlist here

Learn more about Alpha Women’s Center. 

Women At Risk, International

Women At Risk (WAR), International addresses a variety of risk issues for women—poverty, inequality, violence, abuse and more, but they are we are most known for their fight against human trafficking. They are Michigan-based, but run a variety of global programs including international safehouses, domestic safehouses, micro enterprises, education, orphanages, outreach, medical aid and emergency intervention.

Warchest Boutique is a shop created by this organization to produce sustainable funding for their mission. If you’re looking to purchase beautiful jewelry, ornaments, spa products or small gifts for Christmas this year, consider shopping here for beautiful and unique items that help fight human trafficking. (Bonus- they do take orders online and recommend placing your order before December 17th to arrive in time for Christmas.) You can also make a financial donation and choose which area of their work you’d like your money to go to. You can also volunteer at their HQ or at WAR events. 

Learn more about Women at Risk. 


Do you know of any amazing non-profit organizations doing life-changing work? We’d love to hear about them! Leave a comment below!

How to Increase Employee Engagement

Establishing a Solid Employee Engagement Strategy


Group of workers at a table - engaged employees

by Tasia Allison

What is employee engagement?

Simply put, employee engagement is a measurement.

Too simple?

Let’s clarify. Employee engagement typically measures an employee’s productivity and their discretionary effort—this is an employee’s willingness to go the extra mile.

Is that it?

Yes—that’s it. But, now that you know what employee engagement is, you should probably start thinking about an employee engagement strategy. Employee engagement strategies should connect your business strategy with your people strategy and your people strategy with your business results. However, so often they fail and do more harm than good. 

Here are a few reasons companies, even with the best of intentions, fail at employee engagement strategies:

  1. Their engagement strategy doesn’t connect to their business and people strategy. Or they don’t have a people strategy at all. For instance, if your engagement survey measures autonomy and independent decision making, but your organization has a very structured hierarchy, your people strategy and your business strategy aren’t connected.
  2. Engagement is owned solely by Human Resources. While we love our passionate HR teams, they can’t single-handedly own engagement strategies. They have to be owned by every member of your leadership team.
  3. Failure to act. Companies collect oodles of people data, but they don’t respond to it. Conducting engagement data without the support, intentions or resources to react to the data does more harm than good. Employees get a false sense of action and excitement only to be later disappointed.
  4. Timeliness isn’t valued. The frequency of your measurement should be directly related to the speed of your organization. If your organization is fast and agile, but you’re only measuring engagement annually, you’re missing out. You’re using a tricycle to keep speed with a race car.
  5. They focus on employee “happiness.” While we all love a happy employee, this is an ever changing target. Companies who go after making all employees happy all the time, often end up with more initiatives than they can manage and just as many unhappy employees as when they started. 

Ok, we know why they fail, but how do they excel?

  1. The organization has a clearly established business strategy and people strategy and they measure engagement based on both and they stay focused here. While successful organizations want their employees to be “happy” and they may still respond to unhappy employees, they don’t lose sight of their people strategy.
  2. Employee engagement is owned by leaders at every level. Read that again. It’s not just your lovely Human Resources team—they may be the most passionate about it, but every leader needs to be engaged. If you have people leaders who don’t find your talent strategy a priority, it’s time to reevaluate the influence they have on it.
  3. Organizations are ready and committed to act and have a plan. This goes hand-in-hand with every leader being engaged, but the success of your people and engagement strategy will come down to having a plan, especially for derailers. What will you do when leaders are “too busy”? When teams reorganize? During seasons of growth or season of loss?  Build a plan that accounts for challenges and make use of beneficial planning strategies like pre-mortems.
  4. The organization engages a strategic partner. There are a lot of great free resources to help organizations get started, but that can often leave teams feeling overwhelmed and lost. Organizations that don’t have time or resources to spare engage with consultants or firms early on in their process that can quickly and efficiently get them up and running.

Interested in learning more about developing your people strategy and getting started with employee engagement? Let’s connect and talk about what impact the right resources can have on your organization.


Transferrable Skills for Changing Careers

Thinking About a Career Change? Here Are the Skills That Will Make You Hirable Across the Board.

by Nicole Degi

Have you been thinking of making a career change for quite some time? Have your fears and sense of familiarity been holding you back? Have you been asking yourself, “How do I know when it is time to make the change?” and, “How do I know if I have the correct skillsets to make this change?” If so, you are not alone.  I was right there with you, just a few months ago. In fact, I battled with the thought of changing careers for years.

When making a career change, there are a few things that were helpful to me when understanding how I could stand out amongst other candidates. First, it is important to not let the fear of being comfortable hold you back and the fears of not knowing the ins and outs of an industry hold you back. It is also important to know that there are some key skills called transferable skills, and they apply to all occupations. These are the skills that make you highly hirable, no matter your career. If you can adopt the skills listed below, you will set yourself up for success and will be a viable candidate across multiple professions.


This is key. How many times have you heard someone with in your organization say, “we are not good at communication” and how many times have you thought to yourself this is frustrating? I know I have been one of these people many times. If you can focus on a few vital communication skills, they will take you far in any company. Focus on listening to understand rather than just waiting for the next thing to say. Focus on thinking through what you say and how you say it. Also, having an understanding about how your communication comes across in writing is very essential.


Stay current with technology!  Teach yourself basic technical skills and office programs that majority of companies use. This will help you grow professionally and give you stability.

Critical Thinking

Problem-solving skills has been a vital skill set since grade school. Utilize them to think professionally, to problem solve and come up with logical solutions.  Ask questions, create pro & con lists, and think about key factors to help create effective results.


This will vary from person to person. Some people enjoy working more independently than others and there is nothing wrong with that! What is important is making sure that you have an understanding that a team is made up of many different background and personality types and how important it is to be respectful of that. Remember that everyone is important to the organization so teach yourself how to efficiently work with multiple people.


Multitasking is a very desirable skill amongst hiring managers. If you can stay organized and establish priorities, you will feel accomplished at the end of the day. This will look different for everyone. For me I love to make lists, in fact the more lists the better! Lists help me stay on track; I like to physically cross things off a list to feel accomplished at the end of the day. I also utilize my calendar a lot! I add tasks to my calendar in blocked out times which helps me stay organized and get the multiple things I need to get done in a day done.


I would suggest thinking to yourself: Can you allow yourself to think outside of the box? Can you affectively bring these ideas to the table for your organization and will these ideas produce results?


This is the most in-depth skill amongst them all because it varies not only from person to person but also between every organization. This will ultimately be a combination of all the above skills. Leadership takes hard work and dedication. One key thing to think about is: are your actions inspiring others to learn, act and grow?

Embrace these skills and reflect on how your strengths and weaknesses can adapt to them and you will go a long way when making a career change. You will become a candidate that is appealing to multiple industries! Reference how these skills are reflective of you when you are interviewing and how they will be used in the day to day of your new career.

These are a few things that helped me make a career change, the skills may look a little different for everyone, but they are key ingredients to becoming a successful employee!

What is the Strategy Assessment?

Why The Strategy Assessment is Critical For Your Business Going into 2021

Predictive Index Strategy Assessment Professionals Meeting

Companies now, more than ever, must be aligned on strategic priorities going into the coming calendar year. With strategic planning sessions around the corner, there is no room for error. Leadership teams must be aligned on the objectives, priorities, and goals to drive companies into the future – But that is only step one. The second hurdle that many companies miss the mark on, is identifying the strengths and weaknesses of the leadership team to see if they are aligned to accomplish the strategy in the first place.

At many organizations, strategic priorities are accomplished through its people. Think about a game of chess. You have a variety of pieces in a standard set, from the king down to the pawn. Each piece serves a purpose and has a role to play. Each has its own unique ability. The organizations who understand how to identify those unique abilities in their employees and synchronize the strengths of individuals at each level in the organization are the ones who are set apart from the competition. These are the organizations that win. Are you utilizing the abilities of each piece to its fullest potential? The Strategy Assessment will help you answer that question.

Being a quality leader of a company is far from an easy task. There is constant pressure to create a good work environment, make sure tasks are achieved and that employees are happy. During these ever-changing times, it has been harder than ever to keep businesses on track. But despite these challenges, it is your job to make sure your team is performing at their best ability. If you’re wondering how to do this, we have a solution for you: The Strategy Assessment by the Predictive Index.

What is the Strategy Assessment?

The Strategy Assessment is designed to bring back the excitement and inspire your team to achieve their goals. This is the only assessment that can evaluate any team’s strategic goals and its collective identity. Once evaluating the team, your team will be better aligned to achieve strategic goals with confidence.

What the Strategy Assessment provides your team the ability to:

  • Uncover the team’s strategic misalignment
  • Discover what is holding your team back from reaching their full potential
  • Identify each person’s leadership style and how each one differs
  • Discover how well your team’s strengths align with the work to be done
  • Reveal executives’ perceptions, agreement, and confidence in their business strategy
  • Uncover gaps so you can make a strategic plan going forward

How does the Assessment work?

The assessment takes place as a half-day Execute Strategy with Confidence workshop. Your team will get expert guidance every step of the way and they will help navigate strategic conversations between you and your team. Gaining leadership alignment can be exhausting and frustrating, but through this assessment, participants will leave with actionable next steps.

The Strategy Assessment, when combined with a clear understanding of your leadership style and business strategy, can ultimately improve the overall ability to achieve your company’s strategic goals. It will provide you with insights into how to put the right senior leaders in the right place in order to properly execute the business strategy. The first step to developing this strategy is having tough conversations for strategy alignment. Don’t leave your company’s success to chance.

Are you interested in learning more about the Strategy Assessment and Hire for Hope’s Talent Optimization division? Learn more at our Talent Optimization page or reach out to speak directly with a Talent Advisor.


My Life as a Captain

How the Predictive Index Helped Me Decide Which Opportunity to Pursue

Predictive Index Captain Tasia Allison

by Tasia Allison

Hi all, Tasia here! I’m Hire for Hope’s newest Recruiter + Business Development Specialist! I fell in love with Talent Development early in my career and have spent the last decade honing my recruiting and leadership skills and I am more than excited to start sharing them. I was quite at home in a small manufacturing company in Rockford for the last five years helping them set their talent strategy and evolve their culture when I, like many, found myself displaced due to COVID. This left me both devastated and excited! I knew I would miss my coworkers and my team and have serious FOMO for what I had to leave behind, but I was so excited for the new possibilities before me!

I took the Predictive Index when I first started my own employment search and instantly fell in love! I’m no stranger to the assessment world, DiSC, Devine, Hogan, Meyers-Briggs, you name it, I’ve probably even been certified in it! I love assessments and how they can be used as data points to maximize performance or understand candidates—they can truly be the key to unlocking your success. So when I was first introduced to PI, I knew it was going to be a part of my future—I knew for sure, wherever I was going, PI had to be a part of it, so I was over the moon to hear that Hire for Hope was already tightly knit with my new favorite instrument. 

My PI results—a Captain! I wasn’t at all surprised to see the words “restless” and “independent” in my profile. I like many Captains am a driver who, while loves being social and part of a group, is happy to lead the way. 

The best way to work with me? Give me some space to make my work my own, Captains are independent, and they desire to be contributors with a unique touch. Captains also have the gift of gab, so water cooler breaks are always a must. I also need to know rules and guidelines, I’m pretty situational, but appreciate knowing where I stand. Captains also tend to be proactive and quick to connect with anyone.

Believe it or not, seeing my PI results was a big factor in deciding which opportunity to pursue on my job hunt. I used the results I learned about myself to assess future work environments and Hire for Hope was a home run! I’m using PI to make sure I’m getting what I need, but also really making sure I’m giving others what they need to. It has been the perfect way to add balance and awareness to the workplace. When I know I’m adding to my coworkers environment, I know it helps them show up as their best self each and every day and that’s a win for everyone!  


If you’re curious about learning more about Predictive Index and how Hire for Hope can help you and your company uncover the keys to helping your workforce work at it’s best, visit Hire for Hope’s Talent Optimization page or reach out to speak directly with a Talent Advisor.


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What Is The Behavioral Assessment?

The Importance of Putting The Right People in The Right Seats

Woman Taking the Behavioral Assessment

During the hiring process most employers review a candidate’s resume, conduct a general screening interview over the phone, and finally if the person seems to fit the position, they attend an in-person interview. What most people don’t know is that by offering a Behavioral Assessment to the candidate, you can dramatically improve the hiring process and the chances of hiring the right candidate for a given position from the start.

What is a Behavioral Assessment? 

The Behavioral Assessment was created by a company called the Predictive Index. Predictive Index offers a variety of psychometric assessments that can be used to better understand each employee as an individual and within the workplace. 

The Predictive Index Behavioral Assessment is an untimed, free-choice, stimulus-response tool that measures much more than a standard personality test. This assessment has been used for more than 60 years by thousands of businesses around the world. The Behavioral Assessment is used to uncover the top five behavioral traits that are scientifically correlated to an employee’s success in the workplace. Another way to use the PI Behavioral Assessment is during the hiring process. This assessment helps identify candidates who are hardwired to be a great fit for the job.

What does the Behavioral Assessment Measure? 

The Behavioral Assessment measures five key factors that are associated with workplace behavior; dominance, extraversion, patience, formality, and objectivity. These five key factors, or key behavioral drives, provide a framework for understanding your employees’ and candidates’ workplace behaviors. Behavioral testing can dramatically improve the hiring process by measuring and predicting these five behaviors in candidates:

A.  Dominance is the drive to exert influence on people or events.
B.  Extraversion is the drive for social interaction with other people.
C.  Patience is the drive for consistency and stability.
D.  Formality is the drive to conform to rules and structure.
E.  Objectivity is the basis of judgement.

How does the Assessment Work? 

Individuals are presented two lists of descriptive adjectives. The first list asks respondents to select the adjectives they feel describe the way they are expected to act by others. The second list asks them to select the adjectives they feel really describe them. Each term is associated with one of the five key factors (A, B, C, D, E). If you think back to stats class, the figure below represents the scale in which each individual is measured on a bell curve.


Equal Opportunity for All  

The Predictive Index Behavioral Assessment is scientifically validated and complies with EEOC regulation (the Equal Employment Opportunity Commission). There have been over 400 scientific validity studies conducted using the Behavioral Assessment in the workplace, and it is verified by the American Psychological Association, the Society for Industrial & Organizational Psychology, and the International Test Commission, to name a few.

The Behavioral Assessment was created with diversity, equity, and inclusion (DEI) in mind. Predictive Index provides functionalities with DEI at the forefront. The Behavioral Assessment:

  • Has the ability to be administered in over 80 languages, including braille.
  • Has the ability to be reported to the administrator in over 80 languages, including braille.
  • Has the ability to be completed at the administrator’s organization for individuals with limited access to technology.
  • Removes bias in the pre-hire process.
  • Provides objective data points to incorporate into an evidence-based selection process.

The Benefits of the Behavioral Assessment

The Behavioral Assessment is not a pay-per-drip assessment tool, but is provided to the employer with unlimited use to assess all candidates and employees. This removes the temptation for employers to only administer the assessment with specific candidates or employees due to cost, which is not EEOC compliant and can result in a breach of legal compliance. Our unlimited use of assessment tools adheres to EEOC standards in the workplace.

The behavioral data acquired by the Behavioral Assessment is leveraged through the entire employee lifecycle and used for:

  • Hiring and selection
  • Onboarding and orientation
  • Awareness of self and others
  • Equipping managers with objective data
  • Standardizing employee reviews
  • Conflict resolution
  • Building a winning culture
  • Career mapping
  • Succession planning
  • Creating a “common language” in the workplace
  • Designing winning teams
  • Selection for special projects or assignments
  • Increasing retention

Chick-fil-A®, Nissan, and Jim Koch, owner of Sam Adams Brewing | Boston Beer Company, are some of the adapters of the Predictive Index Behavioral Assessment tool. Check out other customer success stories here. This tool is applicable to all types of organizations and industries that accomplish business results with and through people. If you are ready to join thousands of companies using the Behavioral Assessment tool, Hire For Hope is here to help.

Behavioral testing, when combined with a clear understanding of cognitive ability, can dramatically improve the hiring process and the overall work environment for the entire lifecycle of the employee. It can give the employer a very solid understanding of what the candidate or employee will need in a role, how they will act and what will motivate them. It allows open conversation surrounding the type of environment an individual needs in order to thrive, how they best communicate, their strengths and their common traps. It can give employers a blueprint of how to work with each person in their company, or how a candidate will appear on day 30, not just at the interview.  The first step to optimizing your workforce is understanding it — that’s where the Behavioral Assessment can help you get it right. 

Are you interested in learning more about the Behavioral Assessment and Hire for Hope’s Talent Optimization division? Learn more at our Talent Optimization page or reach out to speak directly with a Talent Advisor

My Life as a Persuader

Finding A Greater Understanding of Myself Through Predictive Index

by Nicole Degi

I would describe myself as a very social, outgoing person who loves meeting new people, but I wasn’t always this way. Growing up, I was very shy. Even in college, I was not overly extroverted in classes. If you would have asked me years ago if I would be in sales and happily attending networking events the answer would have been “no.”

Now here I am, a recruiting and business development specialist at Hire For Hope who loves relationship building and fast-paced environments. I quickly found at my first job in sales that this type of career is for me. I love the feeling of making a new connection and being able to provide a service for someone. 

I was recently introduced to the Behavioral Assessment through Predictive Index when I started my role at Hire For Hope. I have taken enneagram tests in the past but nothing that was as in depth as the BA. It provided insight into my strengths and weaknesses as well as my preferred work style.

My profile type, a Persuader, hit the nail on the head for me. Persuaders are known as team players. They are understanding, people-oriented, and persistent. They thrive in and help contribute to a culture of teamwork. You can often catch me chatting it up with just about anyone. I love to work with people and build relationships and I love flexibility and variety.

The Behavioral Assessment has not only given me a deeper understanding about myself but also about how others view me in the workplace. This knowledge has given me an awareness on what to pay attention to in my work style. I have always known I can be a “get to the point” type of person and expect things done quickly. The BA has taught me it is okay to take a step back and realize that not everything has to be done right now. Every individual has a different pace and way in which they prefer to work.

Being self-aware is so important and it is vital to grow both personally and professionally which is why PI is such a significant tool. It is interesting to learn behavior types and why people do what they do, especially when working with them! After all, we spend so much of our time at work.

I am grateful to work at an organization that understands the different behavior types of everyone on the team. Once you have taken the BA, you will understand how you are wired and how to best communicate with and understand the people around you. Having a balanced viewpoint in your relationships both at work and at home will be so impactful. I now am telling everyone I know about the Behavioral Assessment through Predictive Index!


If you’re curious about learning more about Predictive Index and how Hire for Hope can help you and your company uncover the keys to helping your workforce work at it’s best, visit Hire for Hope’s Talent Optimization page or reach out to speak directly with a Talent Advisor.

Join us for Safe Haven’s Virtual Fundraiser Event

Help Individuals and Families Find Freedom From Domestic Violence

Safe Haven Fall Event 2020

Hire for Hope team with Megan Hopkins, Safe Haven’s Director at Safe Haven’s 2019 Fall Luncheon 

After years of working alongside Safe Haven Ministries, we are honored to be a part of Safe Haven’s Fall Fundraiser! Please join us virtually on Tuesday, September 29th at 6:30 for an event that enables us to work toward creating a safer community.

Safe Haven Ministries offers a wide range of services designed to help individuals and their children find refuge, hope, and healing. They focus on empowering clients, domestic violence and faith, and prevention through education.

The staff and volunteers at Safe Haven work around the clock to offer our community:

Emergency safe shelter

Domestic abuse support groups

Individual support from our advocates

A plan to avoid dangerous situations

Free and confidential: (616) 452-6664

Support for children affected by domestic abuse

Resources and training for the entire community

Click here to Register. We cannot wait to see you there!


All About Athena

Celebrating the Leaders in our Community

Ashley Ward Athena Awards 2020

The Grand Rapids Chamber stopped by to congratulate Ashley!

We are thrilled to celebrate our very own founder and CEO, Ashley Ward, among the other incredible finalists at this year’s ATHENA Awards! We hope you join us in virtually celebrating this year’s event, Beyond the Bios. The event will be held virtually on Thursday, September 24, 2020 from 4:00 – 5:00 p.m. 

You can register here and join us in celebrating Ashley and all of this year’s finalists. Thank you to the Grand Rapids Chamber for bringing us all together to celebrate these outstanding leaders in our community.

ATHENA Organizational Leadership Award Finalists

ATHENA Leadership Award Finalists

ATHENA Young Professional Leadership Award Finalists

My Life as a Promoter

The Profile That Perfectly Describes Me

Regan Lang

by Regan Lang 

Throughout high school and during my first few years in college, I did very few tasks and activities independently. I preferred to invite friends to run errands, workout and even study with me. Although enjoying group work is not a bad thing in itself, I went through a phase where I struggled to work on tasks alone. It was not until my later years in college that I realized the reasons why I prefer this social lifestyle. Naturally, I am a good communicator and relate well with a variety of people. This allows me to work well with many different types of people and enjoy doing so. With this being said, I am a person who  strongly values relational connections. As I am getting closer to my college graduation, I have now figured out how to work successfully independently while still being able to enjoy time spent with friends.

 I first was introduced to the Behavioral Assessment from Predictive Index when I was applying for the internship position at Hire for Hope. Previously, I have taken the enneagram test and StrengthsFinder Test both of which provided me with insights as to the type of person I am. However, the Predictive Index (PI) test was able to provide me with an even further evaluation of my strengths, preferences, natural tendencies and weaknesses. By taking the PI test, not only was my employer able to evaluate the right position for me, but I was able to understand the concepts behind the assessment which allowed me to have a deeper understanding of the type of worker I am and where I have the best opportunity for success.

 By taking the PI test, I was able to discover that I am the Promoter profile type. A Promoter is a casual, uninhibited, and persuasive extrovert with a tendency for informality. I am collaborative and sociable and am most comfortable working closely with others. Having these attributes allows me to work extremely well with a team and focus on the common goal above my own personal goals. However, with being a relational person, it is important I do not get derailed with the social aspect that I do not focus on completing the task at hand. 

 I was especially surprised by how accurate my PI Test results were regarding my needs, strengths and weaknesses. One aspect of my results states how I need “a clear, specific description of the given task or the responsibilities expected of me.” I am someone who needs to first form a detailed list of tasks to be completed, including each of the rubrics for the tasks, prior to completing a project. I see this trait in both my work life and school life. When completing an assignment, I prefer to always be given a rubric with specific instructions of what the professor expects to see from my work. I then am able to complete each assignment knowing I am checking all of the boxes. 

 One of the best ways I have used my results moving forward is to understand my personal strengths and challenges with the people around me. Once you have your PI Test completed, you are able to see the evaluation of your profile type and how to best relate with someone else with different personality traits. This allows you to realize and understand the wants and needs of the people around you in order to work together to achieve a common goal or to further the relationship.

If you’re curious about learning more about Predictive Index and how Hire for Hope can help you and your company uncover the keys to helping your workforce work at it’s best, visit Hire for Hope’s Talent Optimization page or reach out to speak directly with a Talent Advisor.