Anna Mason Consulting

This month, I’m getting back to basics: what I do, why I believe in it, and how it can benefit you and your team. When it comes to teamwork, hiring, conflict management, and workplace culture tools, you have a lot of choices. It can be hard to vet which one is right for your organization. What is the Predictive Index? PI is a science-backed, data-driven talent optimization platform that gives organizations critical insights into each employee’s behavioral drives and motivational needs. These insights can be used to hire the right person for the role the first time, align a team that is not functioning at its full potential, develop existing and new leaders, and dramatically boost employee retention. Why Should Organizations Invest in The Predictive Index? ? Attract and retain top talent. Turnover is expensive and it can destroy morale. PI is scientifically proven to help you hire the right fit from the start. ?? Boost performance. Each employee is unique; managing them all as a monolith will get you nowhere. PI helps you understand what drives each team member, so you can lead in a way that boosts and rewards their individual motivations. It’s like magic watching leaders suddenly understand how to align each employee’s role with their strengths and natural behaviors. It leads to greater productivity, results, and growth. ?? Create a truly connected culture. We hear so much about workplace culture: perks, rewards, benefits. But when you dig into why people actually stay and grow at a company, it’s because they feel understood and empowered. Leaders who use PI can build a culture where staff actually want to show up every day, collaborate, and improve. Contact me for a complimentary exploratory conversation about how PI can help troubleshoot your pain points and set the groundwork for a connected, productive culture. Let’s connect: https://buff.ly/3tSfviD #leadershipdevelopment #employeeengagement #recruitment #companyculture

PI is unique among other workplace strengths-mapping tools, personality tests, and teamwork tools because it uses data-driven analysis to understand and predict behavior. It’s a game-changer for individual leaders, employees, and teams. But what does it look like? How does a PI readback session actually work? I break it all down in my latest blog. Thanks for reading and for following. If we haven’t worked together yet, I hope to meet you and share more about how PI and my suite of supporting tools and resources can help give you and your team the “aha” moments – and steady business and team growth – that I’ve found, too. Read about The Predictive Index here: https://buff.ly/43azviz #leadershipdevelopment #employeeengagement #recruitment #companyculture

Hi! ?? I’ve welcomed a lot of new followers over the past several months, and I want to take a moment to reintroduce myself. First, if you’re new here, welcome! I started Anna Mason Consulting because of an “aha!” moment in my own career after I was first introduced to the Predictive Index. It inspired me to share with others the life-changing impact of this simple, yet profound tool. I was working in a high-level leadership position with people I loved, and I couldn’t figure out why I had the nagging feeling that I wasn’t where I was supposed to be. I tended to blame it on myself: I wasn’t confident enough. I could work harder or do more. Then a friend introduced me to the Predictive Index, and this incredibly powerful tool changed everything. PI is a research-backed assessment system that evaluates our intrinsic behavioral drives and helps us understand ourselves and others. See how PI has been a catalyst that my life, and why I believe it can transform your approach to leadership and team culture. https://buff.ly/3sySJMk #leadershipdevelopment #employeeengagement #recruitment #companyculture

When I started Anna Mason Consulting, I wasn’t surprised at the number of leaders who struggled with self-doubt, imposter syndrome, and anxiety around their leadership abilities. I understood them immediately, because I had grappled with these things in my career, too. The Confidence Gap: A Guide to Overcoming Fear and Self-Doubt by Russ Harris was transformative in my thinking about confidence. In this book, we’re taught to explore and understand these emotions rather than “get over” them. I still remind myself and my clients that confidence is a muscle that we have to build and maintain through daily practice. This book is a great starting point for that journey.

Raise your hand ? if you’ve ever struggled with confidence. Maybe you’ve hesitated to share a good idea at a team meeting. Or you feel a nagging imposter syndrome. ? I’ve struggled with self-doubt... I still do sometimes. But now I have a better understanding of confidence in professional settings — and my personal relationship to it. It may seem simple, but this realization is profound: Self-awareness is a building block to emotional intelligence and confidence. See how we tackle this topic in my workshops.

Can we all agree to retire the idea of the “self-made leader”? It’s not just outdated; it’s flat-out misleading. Think about it: Have you ever seen anyone achieve and maintain a position of leadership completely alone? The truth is, no one reaches a position of leadership or power entirely on their own. Leadership isn’t about solitary success — it’s about relationships, collaboration, and how we interact with others along the way. Some of my clients have viewed this go-it-alone ethos as a manifestation of strength. They believe they must be seen as strong in order to gain the trust (and control) of others. Through coaching, I explore with these clients where this perspective comes from, and we often find that it stems from deeper fears or insecurities. The self-made leader style might work for a little while, but it never succeeds in the long run. That’s because no matter how talented, driven, ambitious someone is, they must engage with others to grow. Here are three “aha” moments that help turn the self-made leader into a team player. ? No one is emotionless. There’s a misconception that leaders need to be tough and detached to command respect. In reality, authentic leaders show vulnerability and emotional intelligence. These traits create deeper connections and build an environment where people feel heard and valued. ? Empathy Is a leadership superpower: Empathy is quickly emerging as one of today’s most critical leadership skills. A 2021 study found that 76% of people who experienced empathy from their supervisor reported they were engaged in their work, compared with only 32% who experienced less empathy. Today’s leaders must be able to understand and relate to their teams’ experiences and emotions. ? It’s about relationships: Leaders interact with people every day — colleagues, direct reports, peers, and clients. Effective leaders invest in relationships because they understand that people are the heart of any organization. My Elite 5 Leadership Training addresses these. Message me to learn more and get on the waiting list! https://buff.ly/42n72pq

Sometimes this gig comes with major purr-ks. ?? As you can see, my clients vary, but one thing stays the same: We always have fun! Recent clients include Pella Products of Kansas and Project7 Design, featuring CEO (Cat Executive Officer) Kevin.

Seven decades of helping businesses understand their people better—what an incredible milestone! PI has been a game-changer in how organizations build teams, develop leaders, and create workplaces where people thrive. As a PI Certified Trainer, I’ve seen firsthand how these tools make a real difference. If you’ve ever been curious about using PI to improve hiring, team dynamics, or leadership development, let's chat!

Do you feel confident in your work? In your role? Around your supervisor and coworkers? Our confidence at work is linked to how well we understand ourselves and how we interact with others. But self-awareness can be tricky: We all have blind spots. And sometimes, our own perceptions of ourselves can be skewed by biases, high or low self-esteem, and assumptions. Self-awareness is at the root of many of the leadership challenges my clients experience. None of us truly know how we are perceived by others, or how our attitudes and behaviors impact our colleagues. But self-awareness makes a huge difference in our work relationships and ultimately our work results… which drives – you guessed it – confidence! That’s why an objective external perspective can be a transformative tool for managers. Enter The Predictive Index. This diagnostic tool provides deep insight into our natural work styles and the drives that influence how we interact with others. I’ve worked with leaders and teams to use PI and its data insights to totally transform and improve how they work together. It’s no surprise that better working relationships almost always lead to better work results. ?? Stronger Communication: Knowing your own behavioral tendencies allows you to adjust your communication style to connect better with others. Whether you’re more extroverted or introverted, assertive or reserved, understanding these dynamics helps you tailor your approach for more effective interactions. ?? Building Trust: Confidence comes from understanding who you are. When you’re self-aware, you’re less likely to act in ways that cause misunderstandings. This builds trust with your coworkers and team members. When employees feel understood and respected, it leads to a more collaborative environment. ?? Managing Expectations: By recognizing your own natural tendencies, you can better manage your expectations of others and vice versa. For example, if you tend to be very detail-oriented and thorough (a typical pattern for someone with a high “D” drive in PI), you can adjust when working with someone who’s more big-picture focused, fostering smoother collaboration. ?? Effective Leadership: For leaders, self-awareness is critical when managing direct reports. Understanding your leadership style — and how it aligns or differs from those you lead — can help you motivate and develop your team with greater empathy and effectiveness. ?? Personal Growth and Confidence: When you understand your strengths and areas for growth, it becomes easier to build genuine confidence. You’ll know when to lean into your natural strengths and when to seek out support or development in areas that require improvement. Sound like skills you’d like to build for yourself or your team? Schedule time with me for a complimentary conversation about how we could work together: https://buff.ly/3WATjrh

A great morning setting goals together!