Maverick

The Maverick is one of the 17 Predictive Index (PI) Reference Profiles. Mavericks are innovative, fast-moving individuals who adapt quickly to changing conditions and generate new ideas on the fly. They are driven to get important things done quickly and thrive in fluid, dynamic environments. This profile reflects someone who values speed, flexibility, and creative problem-solving.

Mavericks are known for their adaptability, innovation, and ability to act quickly. They think outside the box, handle change well, and are highly driven to execute. Their direct communication style and willingness to take risks make them effective in fast-paced environments where quick decisions and creative solutions are needed.

To manage a Maverick effectively, provide flexibility and minimize unnecessary rules or constraints. They perform best when given autonomy and the ability to move quickly. Managers should focus on clear priorities and outcomes, while allowing room for experimentation and rapid decision-making. Avoid overly rigid processes, as they can limit a Maverick’s effectiveness.

On a team, Mavericks bring energy, speed, and innovative thinking. They help teams move quickly, challenge conventional approaches, and adapt to change. However, their preference for speed and flexibility may create tension in highly structured or detail-focused teams—so balancing them with more process-oriented profiles can improve overall team performance.

Reference Profiles are broad, descriptive categories based on results from the PI Behavioral Assessment.

• Every person who takes the assessment is assigned to one of 17 Reference Profiles.
• These profiles provide a general snapshot of workplace behavior without needing to interpret individual factor scores.

Reference Profiles are built from the four primary behavioral drives:

1. Dominance (A)
2. Extraversion (B)
3. Patience (C )
4. Formality (D)

A person’s factor scores act like coordinates. Those coordinates are compared to standardized, prototypical profile patterns. The individual is assigned to the Reference Profile that is closest to their pattern.

The Predictive Index is grounded in behavioral science and validated assessment methodology. It measures core behavioral drives (Dominance, Extraversion, Patience, and Formality) that help predict workplace behavior and performance.

Reference Profiles themselves are not meant to be exact representations of a person, but rather a reliable generalization of behavioral patterns. They are created by comparing an individual’s behavioral data to standardized profile patterns using statistical methods.

Importantly:

• Reference Profiles provide a “general neighborhood,” not an exact house
• Individual patterns may vary within the same profile
• The most accurate insights come from combining the full behavioral pattern + profile

This means PI’s behavioral science is accurate in identifying behavioral tendencies and workplace patterns, especially when used as part of a broader, data-informed decision-making process.

Reference Profile data is used as a starting point for understanding workplace behavior, and helping teams make better people decisions across hiring, management, and team design.

You can use it to:

• Quickly understand behavioral tendencies
  Reference Profiles provide a shortcut to understanding how someone prefers to work, communicate, and make decisions.
• Improve hiring decisions
  Match candidates to roles based on behavioral fit, not just skills or experience.
• Personalize management and coaching
  Adapt communication style, expectations, and feedback based on how someone works best.
• Strengthen team dynamics
  Compare profiles across a team to understand differences, improve collaboration, and identify gaps.
• Guide development conversations
  Use insights to support growth, highlight strengths, and address potential caution areas.

Most importantly, Reference Profiles should be used alongside full behavioral data—not in isolation—to make more informed, data-driven people decisions.