The Keys to Prédom


Prédom evaluates our preferences and not our competencies.

What we like to do and not what we know how to do.

How we manage our energy: A person will be less fatigued if what he/she does is in sync with his/her preferences.

The consequences of our preferences reveal how we function on a daily basis, the nature of our relationships with others, our management style, and how we communicate.

An inventory of our behavioral preferences in a work situation.

Individual profil

Team profil

1. Rigor – Flexibility

Evaluates where we are positioned between:

  • Reasoning based on obligation and reasoning based on pleasure
  • Informing and communicating
  • Consolidation and development
  • Foreseeing and anticipating



2. Emotional – Cerebral

Evaluates where we are positioned between:

  • Detachment and depth
  • Observation and perception
  • Preference for the theoretical and preference for the practical

And the extent to which we judge others for who they are or for what they do.

3. The 4D’s

How are our modes of operation are divided among:

  • The logical-technical dimension
  • The organizational-quality dimension
  • The human-relational dimension
  • The risk-strategy dimension

4. The octants

They describe the relative proportion to which we rely on 8 behavioral components:

  • WHAT. Reasoning: lucid and coherent thinking.
  • HOW MUCH. Assessing: numbers, procedural/organization charts, technicality, return
  • WHEN. Administering: determining actions to be undertaken, ensuring durability
  • HOW. Implementing: action oriented, detail-oriented, evaluation/audit
  • WHO. Sensing: listening to others and to oneself
  • WITH WHOM. Exchanging: relationship oriented, team spirit
  • TOWARDS WHAT: Exploring: risk-taking, proponent for change, curious
  • WHY. Conceiving: global vision, projection into the future

They tell us who we get along with and why. And what we do to expand our relationships with others.



5. The 16 trios


They allow us to go to the crux of how we function. They explain the hierarchy of our priorities among 16 “characteristics”: those which take precedence and those which are less important to us.


6. The 48 expressions


At this level of fine-tuning, there are as many explanations as there are individuals. Each individual has his/her unique combination for: how to approach life on a day-to-day basis, how to establish priorities, and how to nurture relationships.


7. The Dynamic organizes the octants by order of preference.


This classification provides 3 levels of information:

  • Those approaches which lead to success and those which lead to failure
  • how a new situation is approached based on the following criteria
  • global vision
  • analysis of the facts
  • ordering of givens
  • orientation towards efficiency
  • reactivity-improvisation
  • exchange-intuition
  • skepticism
  • daily motivation



8. Preferred decision-making process according to the following criteria :


How we make a decision among:

  • The most logical: the one which best responds to the problem at hand
  • The one which provides the greatest return
  • The easiest to apply
  • The safest
  • The most intuitive: the one which one intuits is the best
  • The most consensual
  • The most innovative or unusual
  • The most strategic or esthetical

9. The Cardinal Points measure where an individual is situated on two directional axes:

  • ATTACHMENT: Proximity (personal involvement) /

DETACHMENT: Distance (detachment and reflection)

  • STRUCTURE: Process and procedures /

MOVEMENT: New ideas and people



Le profil de l’équipe est la compilation des profils individuels.

Il montre comment fonctionne et dysfonctionne le groupe, ses forces et ses faiblesses.


Le profil d’équipe explique les points communs, les différences et les complémentarités entre ses membres. Il permet de dynamiser l’équipe, qu’il s’agisse d’un comité de direction ou d’un service.


Prédom équipe mesure les prédispositions de l’équipe
dans 8 champs d’expression :


  • Réflexion
  • Efficacité
  • Organisation
  • Concrétisation
  • Ecoute
  • Communication
  • Initiative
  • Stratégie


Cette vue ouvre la porte à une double analyse :


Le Profil moyen : comment l’équipe fonctionne, communique, est perçue par l’extérieur

Le Profil d’équipe : comment chacun se positionne par rapport aux autres.


Cette vision précise et quantifiée répond à 4 enjeux :


  • Étudier objectivement le fonctionnement de l’équipe au quotidien
  • Situer les points d’entente et de mésentente entre les membres. Plus précisément, Prédom équipe montre quels sont les points de vues défendus par un membre isolé de l’équipe. Expliquer en quoi il peut avoir raison contre tous. « Réhabiliter » son point de vue devient alors simple.
  • Recruter des personnes complémentaires et préparer l’équipe à leur venue
  • Améliorer la répartition du travail, le choix et le positionnement de chaque membre de l’équipe.



Format: 69 questions to be answered in 8 to 20 minutes


Associated competencies:


Linguistic: Formulation between two axes: clarity and precision.

Social cultural and generational aspects are integrated.


Modelling of behavior: Exercise with respect to linguistic criteria (vocabulary and syntax) of each behavioral preference and its associated perception of the questions.


Psychometric: Mix of 3 types of questions: multiple choice, unlimited choices, forced choices. Weight given to responses based on their attraction.


Mathematical: Relative weight of responses taken into account in determining the total, coherence confirmed by cross-checking of responses.