Engagement backed by behavioral science.
Most organizations measure engagement once a year and hope the score goes up. We take a different approach — using Predictive Index to build the organizational conditions that make engagement the natural state, then using the PI Employee Experience survey to confirm it's working.
Our approach
Certified Predictive Index Partners
Kish & Partners are certified Predictive Index partners. We use PI's Talent Optimization framework — backed by 70 years of behavioral science — to help leadership teams build organizations where people are in the right roles, managed in the right way, and set up to succeed. We don't just implement PI for you. We certify your team so the knowledge stays.
What is Talent Optimization?
Talent Optimization is a PI framework that aligns your people strategy to your business strategy — across four disciplines. Together they close the gap between the organization you have and the one you need.
Design
Understand your team's collective behavioral drives, align them to your goals, and structure roles so the right people are doing the work they're naturally built for.
Hire
Use 70 years of behavioral science to hire and promote with certainty — evaluating candidates on the top two predictors of on-the-job success, not gut feelings.
Inspire
Employees don't leave companies — they leave managers. PI Inspire gives every manager the behavioral insights to coach, develop, and motivate each direct report individually.
Diagnose
Stop disengagement before it becomes attrition. Collect continuous, anonymous employee feedback and get prioritized action plans — not just survey scores.
Talent Optimization starts with the business strategy. Unlike traditional HR approaches that start with people programs, PI starts with what the business needs to achieve — then builds the people strategy around it. That's why it works for CEOs.
Measuring engagement with PI Diagnose
Most engagement surveys stop at the score. PI Diagnose reveals what's driving engagement and equips leaders to take action. By combining validated behavioral science, real-time analytics, and manager-ready playbooks, it transforms engagement data into measurable improvements in performance, retention, and business results.
Job fit
When someone's natural behavioral drives don't align with their role, frustration grows and motivation declines. PI Diagnose surfaces this before it becomes a retention problem.
Manager fit
The relationship between an employee and their manager is the #1 controllable driver of engagement. PI Diagnose measures whether people feel understood, supported, and managed effectively.
Team fit
Team dynamics that ignore behavioral fit create friction that shows up as disengagement. PI Diagnose identifies where team cohesion is strong and where it's creating drag.
Organizational fit
Confidence in senior leadership and connection to the company's mission is a foundational engagement driver. PI Diagnose measures it directly — and ties findings to clear action plans.
PI Diagnose doesn't stop at reporting — it provides action plans and prioritized recommendations so you know exactly what to fix first. Not "engagement is low in the sales team" — but precisely which of the four drivers is the root cause, and what to do about it.
How we set your organization up for success
Running the EX survey without having built the right conditions first just measures a problem you can't fix yet. We work with leadership teams to apply all four Talent Optimization disciplines — so that when you measure, the scores reflect real organizational health.
Start with the PI Certification
We don't just implement PI for you — we transfer the knowledge to your team. The PI Professional Certification gives your HR leaders, people managers, and executives 70 years of behavioral science in their hands. Three high-impact sessions covering behavioral assessment, hiring with certainty, and developing effective leaders. The goal: your team can apply PI independently, long after we've finished working together.
Design roles around behavioral fit
Most engagement problems are created before the first hire — when roles are designed without understanding the behavioral drives they require. We use PI Design to map your team's collective strengths, align them to your strategy, and identify where behavioral gaps are creating friction. The right person in the wrong role will disengage regardless of how well they're managed.
Build managers who inspire — not just manage
PI Inspire gives every manager in your organization a science-backed understanding of what drives each direct report — and how to adapt their leadership style accordingly. Managers get personalized coaching tips, relationship guides for any two people, and the tools to have meaningful 1:1s. The PI Behavioral Assessment takes 6 minutes. The impact on retention lasts years.
Obi by Predictive Index — PI's AI agent that puts 70 years of behavioral science in every manager's pocket. Before a difficult conversation, a feedback session, or a conflict, Obi generates manager-ready talk tracks in seconds — grounded in how that specific person actually receives feedback. Your coaching, in every conversation that counts. "It's like a pocket PI."
Diagnose continuously — act immediately
PI Diagnose collects continuous, anonymous employee feedback across the four engagement drivers. We help you run it at the right cadence, interpret the results, and build data-backed action plans — not generic engagement programs. Turnover is a silent killer. The best way to prevent it is by catching disengagement before it becomes attrition.
PI and exIQtive — better together
Predictive Index answers the behavioral question: is this the right person for this role? exIQtive answers the readiness question: is this person capable of performing the role to the required standard? Together they give you the full picture.
Job fit starts with behavioral science — not intuition.
- Behavioral profile matches the role
- Manager style fits the individual
- Team dynamics are constructive
- Engagement is measured across four factors
- Strategic direction is understood and trusted
Capable. Growing. Fairly paid.
- Responsibilities are defined and owned
- Readiness is measured with evidence
- Growth path is visible and achievable
- Pay is tied to readiness — mathematically
- Progress is tracked in real time
A person who is behaviorally well-suited to their role but has no clear path to grow will disengage. A person who is growing and fairly paid but fundamentally mismatched to their role will also disengage. PI and exIQtive close both gaps — together they cover the full engagement picture.
Good to know
Do we need to already be using Predictive Index to work with you?
No. We introduce PI as part of our engagement work with clients. If you're already using PI, we build on what you have. If you're new to it, we guide you through implementation as part of the engagement program.
How is PI Diagnose different from a standard engagement survey?
Most engagement surveys stop at the score. PI Diagnose reveals what's actually driving engagement across four behavioral and organizational drivers: job fit, manager fit, team fit, and organizational fit. It doesn't just tell you where engagement is low — it gives leaders prioritized action plans to fix it and turn the data into measurable improvements in performance and retention.
How long does it take to set up Talent Optimization properly?
A meaningful foundation — strategy alignment, behavioral assessments, and an initial EX survey — can be established in 60–90 days. Sustained results build over 6–12 months as the disciplines become embedded in how the organization hires, manages, and develops people.
How does Talent Optimization connect to the exIQtive method's five pillars?
PI's Talent Optimization framework directly supports Pillar III (Engagement) and Pillar I (Strategic Intent) of the exIQtive method. Together with exIQtive's Readiness and Fair Pay modules, they cover four of the five pillars — making the combination unusually comprehensive for organizations serious about scaling.
Can smaller organizations benefit from this — or is it only for large companies?
Talent Optimization is particularly powerful for organizations between 20 and 500 people — large enough that behavioral mismatches create real drag, but small enough that fixing them has immediate, visible impact. This is precisely the range where Kish & Partners works.
Engagement backed by behavioral science.
Most organizations measure engagement once a year and hope the score goes up. We take a different approach — using Predictive Index to build the organizational conditions that make engagement the natural state, then using the PI Employee Experience survey to confirm it's working.
Our approach
Certified Predictive Index Partners
Kish & Partners are certified Predictive Index partners. We use PI's Talent Optimization framework — backed by 70 years of behavioral science — to help leadership teams build organizations where people are in the right roles, managed in the right way, and set up to succeed. We don't just implement PI for you. We certify your team so the knowledge stays.
What is Talent Optimization?
Talent Optimization is a PI framework that aligns your people strategy to your business strategy — across four disciplines. Together they close the gap between the organization you have and the one you need.
Design
Understand your team's collective behavioral drives, align them to your goals, and structure roles so the right people are doing the work they're naturally built for.
Hire
Use 70 years of behavioral science to hire and promote with certainty — evaluating candidates on the top two predictors of on-the-job success, not gut feelings.
Inspire
Employees don't leave companies — they leave managers. PI Inspire gives every manager the behavioral insights to coach, develop, and motivate each direct report individually.
Diagnose
Stop disengagement before it becomes attrition. Collect continuous, anonymous employee feedback and get prioritized action plans — not just survey scores.
Talent Optimization starts with the business strategy. Unlike traditional HR approaches that start with people programs, PI starts with what the business needs to achieve — then builds the people strategy around it. That's why it works for CEOs.
Measuring engagement with PI Diagnose
Most engagement surveys stop at the score. PI Diagnose reveals what's driving engagement and equips leaders to take action. By combining validated behavioral science, real-time analytics, and manager-ready playbooks, it transforms engagement data into measurable improvements in performance, retention, and business results.
Job fit
When someone's natural behavioral drives don't align with their role, frustration grows and motivation declines. PI Diagnose surfaces this before it becomes a retention problem.
Manager fit
The relationship between an employee and their manager is the #1 controllable driver of engagement. PI Diagnose measures whether people feel understood, supported, and managed effectively.
Team fit
Team dynamics that ignore behavioral fit create friction that shows up as disengagement. PI Diagnose identifies where team cohesion is strong and where it's creating drag.
Organizational fit
Confidence in senior leadership and connection to the company's mission is a foundational engagement driver. PI Diagnose measures it directly — and ties findings to clear action plans.
PI Diagnose doesn't stop at reporting — it provides action plans and prioritized recommendations so you know exactly what to fix first. Not "engagement is low in the sales team" — but precisely which of the four drivers is the root cause, and what to do about it.
How we set your organization up for success
Running the EX survey without having built the right conditions first just measures a problem you can't fix yet. We work with leadership teams to apply all four Talent Optimization disciplines — so that when you measure, the scores reflect real organizational health.
Start with the PI Certification
We don't just implement PI for you — we transfer the knowledge to your team. The PI Professional Certification gives your HR leaders, people managers, and executives 70 years of behavioral science in their hands. Three high-impact sessions covering behavioral assessment, hiring with certainty, and developing effective leaders. The goal: your team can apply PI independently, long after we've finished working together.
Design roles around behavioral fit
Most engagement problems are created before the first hire — when roles are designed without understanding the behavioral drives they require. We use PI Design to map your team's collective strengths, align them to your strategy, and identify where behavioral gaps are creating friction. The right person in the wrong role will disengage regardless of how well they're managed.
Build managers who inspire — not just manage
PI Inspire gives every manager in your organization a science-backed understanding of what drives each direct report — and how to adapt their leadership style accordingly. Managers get personalized coaching tips, relationship guides for any two people, and the tools to have meaningful 1:1s. The PI Behavioral Assessment takes 6 minutes. The impact on retention lasts years.
Obi by Predictive Index — PI's AI agent that puts 70 years of behavioral science in every manager's pocket. Before a difficult conversation, a feedback session, or a conflict, Obi generates manager-ready talk tracks in seconds — grounded in how that specific person actually receives feedback. Your coaching, in every conversation that counts. "It's like a pocket PI."
Diagnose continuously — act immediately
PI Diagnose collects continuous, anonymous employee feedback across the four engagement drivers. We help you run it at the right cadence, interpret the results, and build data-backed action plans — not generic engagement programs. Turnover is a silent killer. The best way to prevent it is by catching disengagement before it becomes attrition.
PI and exIQtive — better together
Predictive Index answers the behavioral question: is this the right person for this role? exIQtive answers the readiness question: is this person capable of performing the role to the required standard? Together they give you the full picture.
Job fit starts with behavioral science — not intuition.
- Behavioral profile matches the role
- Manager style fits the individual
- Team dynamics are constructive
- Engagement is measured across four factors
- Strategic direction is understood and trusted
Capable. Growing. Fairly paid.
- Responsibilities are defined and owned
- Readiness is measured with evidence
- Growth path is visible and achievable
- Pay is tied to readiness — mathematically
- Progress is tracked in real time
A person who is behaviorally well-suited to their role but has no clear path to grow will disengage. A person who is growing and fairly paid but fundamentally mismatched to their role will also disengage. PI and exIQtive close both gaps — together they cover the full engagement picture.
Good to know
Do we need to already be using Predictive Index to work with you?
No. We introduce PI as part of our engagement work with clients. If you're already using PI, we build on what you have. If you're new to it, we guide you through implementation as part of the engagement program.
How is PI Diagnose different from a standard engagement survey?
Most engagement surveys stop at the score. PI Diagnose reveals what's actually driving engagement across four behavioral and organizational drivers: job fit, manager fit, team fit, and organizational fit. It doesn't just tell you where engagement is low — it gives leaders prioritized action plans to fix it and turn the data into measurable improvements in performance and retention.
How long does it take to set up Talent Optimization properly?
A meaningful foundation — strategy alignment, behavioral assessments, and an initial EX survey — can be established in 60–90 days. Sustained results build over 6–12 months as the disciplines become embedded in how the organization hires, manages, and develops people.
How does Talent Optimization connect to the exIQtive method's five pillars?
PI's Talent Optimization framework directly supports Pillar III (Engagement) and Pillar I (Strategic Intent) of the exIQtive method. Together with exIQtive's Readiness and Fair Pay modules, they cover four of the five pillars — making the combination unusually comprehensive for organizations serious about scaling.
Can smaller organizations benefit from this — or is it only for large companies?
Talent Optimization is particularly powerful for organizations between 20 and 500 people — large enough that behavioral mismatches create real drag, but small enough that fixing them has immediate, visible impact. This is precisely the range where Kish & Partners works.