Introducing the Predictive Index Reference Profiles

Introducing the Predictive Index Reference Profiles

When it comes to understanding workplace behavior, simplicity matters. That’s where the Predictive Index (PI) Reference Profiles stand out.

Reference Profiles are a shorthand way to interpret the more complex four-factor model behind PI:

• Dominance (A) – drive for results and control

• Extraversion (B) – social energy and communication

• Patience (C) – pace, consistency, and steadiness

• Formality (D) – structure, rules, and precision

Rather than forcing leaders, managers, and individuals to memorize endless factor combinations, PI Reference Profiles group behavioral patterns into easy-to-remember profiles that make behavior practical and actionable from day one.

The Four Reference Profile Categories

Each PI Reference Profile falls into one of four easy-to-understand categories:

1. Analytical (Hexagon symbol)

• Focused, precise, data-driven

• Prefer logic, accuracy, and careful decision-making

2. Stabilizing (Circle symbol)

• Calm, consistent, steady

• Thrive in predictable environments and supportive teamwork

3. Social (Triangle symbol)

• Outgoing, persuasive, relationship-driven

• Energized by interaction and collaboration

4. Persistent (Cog symbol)

• Determined, structured, disciplined

• Comfortable taking control and driving execution

These categories make it easy to spot behavior patterns at a glance.

The Symbols Behind the Profiles

Each profile is linked to a simple, visual symbol:

• 🔺 Triangle – Social

• ⚙️ Cog – Persistent

• ⚪ Circle – Stabilizing

• ⬡ Hexagon – Analytical

These icons give people a visual shortcut to quickly remember how someone is likely to work and communicate.

How Reference Profiles Map to PI Design

One of PI’s biggest differentiators is how Reference Profiles connect directly to the PI Design tool.

Each profile naturally fits into one of four strategic quadrants:

• Teamwork & Employee Experience

• Innovation & Agility

• Process & Procedure

• Results & Discipline

This makes it much easier to connect people strategy to business strategy in a way that most behavioral tools simply can’t.

Why This Is a Massive Advantage

Unlike many assessments that sit in a drawer after the debrief, the PI system creates a shared, usable language.

It’s easier to remember.
It’s easier to teach.
And it actually gets used.

That means faster adoption, better conversations, and real impact on performance.

A Real-World Example: Maverick vs. Scholar

Let’s say someone who hasn’t yet learned they are a Maverick needs information from a Scholar.

The Maverick naturally wants to walk up, interrupt, and brainstorm out loud. That feels productive to them.

But for the Scholar, this feels:

• Disruptive

• Frustrating

• Stress-inducing

They prefer:

• Time to reflect

• Structured thinking

• Fewer interruptions

Now imagine both people understand their Reference Profiles and how they work.

Instead of interrupting, the Maverick sends:
✅ A calendar invite
✅ A clear goal
✅ An agenda
✅ The data in advance

The result?
Better communication. Less friction. Faster alignment.

Important Nuances to Understand

Reference Profiles are powerful, but not rigid.

• People can be “stretching” at work — behaving differently due to role demands (see our Self-Concept video).

• We can’t fit 8 billion people perfectly into 17 profiles — but segmentation makes the tool practical and usable.

• Two people can share the same profile but still be different. Think of it like a town:

  • Same postal code (reference profile)

  • Different streets and house numbers (primary factors and intensities)

Ready to Experience It Yourself?

You’ve got two powerful options:

✅ Take a free Predictive Index Behavioral Assessment
✅ If you already know your Reference Profile, book a free Talent Strategy session

In this session, we’ll:

• Map your team inside PI Design

• Show where your team sits across the four strategic quadrants

• Highlight how aligned your team is to your business goals