THE FELDMAN PI PLAYBOOK
The Predictive Index Behavioral Assessment measures four drives — Dominance, Extraversion, Patience, and Formality — that combine into 17 recognizable patterns. Danny is a certified PI practitioner; this is his working guide to the four factors and 17 Reference Profiles, plus a quick tool for reading someone's pattern before you ever see their real results.
4 factors · 17 reference profiles · No email required
THE FOUR FACTORS
The PI Behavioral Assessment measures four core drives, plus a secondary measure of decision-making style. Every one of the 17 Reference Profiles is a particular combination of these five.
The drive to exert influence over people or events.
High: independence, control, competition · Low: cooperation, shared decisions, harmony
The drive for social interaction with others.
High: connection, persuasion, being around people · Low: privacy, focus, working alone
The drive for consistency and stability.
High: steady pace, long-term follow-through · Low: urgency, variety, fast pivots
The drive to conform to rules and structure.
High: precision, defined process · Low: flexibility, informality
Not a drive like the other four — a secondary read on how someone decides.
Left of center: intuitive, subjective · Right of center: objective, data-driven
THE 17 REFERENCE PROFILES
Every Reference Profile is a specific combination of the four factors. These are Danny's own working notes on each one — how to recognize the pattern in a room, and how to actually work with it.
Exacting, disciplined, holds a high bar for accuracy before committing.
Recognize
Asks pointed questions before signing off; uncomfortable with vague direction.
Work with them
Give complete information up front and time to verify it.
Structured and detail-driven, wants the process defined and followed.
Recognize
Brings order to messy situations; tracks details others miss.
Work with them
Give clear expectations and a defined process, not "figure it out."
Deep expertise, precise, cautious, respects the chain of command.
Recognize
Goes narrow and deep rather than broad; double-checks before acting.
Work with them
Let them own their lane and take the time to get it right.
Big-picture, comfortable with complexity, drives hard toward results.
Recognize
Jumps to the implication before you finish the sentence; impatient with excess detail.
Work with them
Lead with the stakes, skip the play-by-play, give room to run.
Self-directed risk-taker who challenges the status quo to hit the goal.
Recognize
Pushes back on "that's how we've always done it"; bored by routine.
Work with them
Give real autonomy and a real challenge — don't micromanage the how.
Cooperative and detail-conscious, keeps the team's harmony intact.
Recognize
The one smoothing tension in the room; tracks who's overloaded.
Work with them
Acknowledge the emotional labor and give clear priorities.
Confident leader who thrives under pressure and likes the hard problem.
Recognize
Steps up when things get chaotic; direct, even blunt, under stress.
Work with them
Give them ownership of the hard problem and be direct back.
Warm and patient, genuinely wants the team to win together.
Recognize
Checks in on people before diving into tasks; avoids conflict.
Work with them
Build the relationship first and give time to process change.
Unconventional and resilient, generates ideas others wouldn't try.
Recognize
Proposes the option nobody else considered; unfazed by a failed attempt.
Work with them
Welcome the unconventional idea before you critique it.
Magnetic and relationship-driven, energizes people around change.
Recognize
Builds buy-in through personal connection; talks the room into momentum.
Work with them
Let them sell the vision to others; don't hand them a rigid script.
Easygoing and persuasive, doesn't need a formal process to move people.
Recognize
Comfortable improvising in front of people; dislikes rigid structure.
Work with them
Keep instructions loose and conversational.
Flexible and situational, adjusts behavior to whatever the moment needs.
Recognize
Can flex into almost any role the team needs that day.
Work with them
Use that flexibility deliberately — don't leave them without a defined role too long.
Accommodating and precise, produces careful work in a stable environment.
Recognize
Quietly meticulous; uncomfortable with constant change.
Work with them
Give a stable structure and introduce change gradually.
Unselfish and approachable, prefers well-defined, skill-based work.
Recognize
Reliable and low-drama; prefers to be asked rather than to assert.
Work with them
Give explicit direction and actively ask for their opinion.
Patient and practical, focused on steady execution and consensus.
Recognize
Prefers the tried-and-true method; seeks agreement before moving.
Work with them
Build in time for consensus — don't force an abrupt pivot.
Independent and results-oriented, comfortable making the unconventional call alone.
Recognize
Doesn't need consensus to move; direct almost to a fault.
Work with them
Give the goal and get out of the way.
Technical and autonomous, wants to fully understand before acting.
Recognize
Asks the deeper technical question; resists acting on incomplete information.
Work with them
Give real data and time to analyze — don't expect a snap judgment.
READ THIS PERSON
Four questions about how someone actually behaves. This gives you a rough factor pattern and the profiles it resembles most — not an official score. Getting them a real PI assessment is still the only way to know for sure.
When there's disagreement in a meeting, this person usually…
In a group setting, this person…
When plans change suddenly, this person…
When starting a new task, this person wants…
Danny is a certified PI practitioner. If this person matters enough to guess about, they're worth actually assessing — for them, and for everyone else on the team.
HOW THIS WAS BUILT
Predictive Index®, PI®, the PI Behavioral Assessment, and the names of its Factors and Reference Profiles are trademarks of The Predictive Index, LLC. The descriptions above are Danny Feldman's own professional notes as a certified PI practitioner, written in his own words — not reproduced from PI's official materials. This page is intended to complement an official PI assessment, not replace one, and the "Read This Person" tool is a rough behavioral read, not a PI score. This page is not affiliated with or endorsed by The Predictive Index, LLC.