How Prédom can assist you

CommunicationTeam dynamicsManagementPedagogyMarketing



To know where we are going, we need to know where we are now.

Because it provides a photo of our preferential way of functioning, Prédom elucidates how we work on the job, and, more specifically, how we argue and how we manage.





What does Prédom bring to you?

Precise information concerning:

  • The person’s approach to contact with others: Is it only to inform or to establish a connection?
  • The person’s approach to convincing another person: Is it to demonstrate, to prove, to implicate the other person, or to inspire the person?
  • What kind of arguments does he or she find convincing?
  • What kind of vocabulary and sentence structure does he or she prefer to use?

And when this information is considered as a whole, it will tell you:

  • How to identify and to convince individuals with each type of profile
  • How to generate a communication that speaks to an audience with diverse profiles


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?

  • Depending on the profile, whether the individual requires abundant or limited communication
  • Whether the individual is more of an idealist (“It would be necessary to…”) or a realist (“It is necessary to…”)
  • Whether the person communicates indirectly (“Has the work been done?) or directly (“Have you done the work?”)
  • What the person relies on to be convinced and to convince others. Is it facts? Numbers? Ideas?
  • How to identify the person’s preferences through his or her nonverbal language: quantity of gests, amplitude of the gests, tone of voice


Team dynamics



What does Prédom bring to you?

Precise information concerning:

  • How the team functions as a whole: What are its strong points and operational priorities? What are its weak points causing underperformance?
  • How the different members of the team interreact with each other: their dissimilarities, their oppositions, their complementarities?
  • The implication of the team in corporate life, its rapport with others.
  • What is needed to reinforce the team.


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?


  • Does the team require abundant or limited communication?
  • How does the team operate on a daily basis? Does it reason by objective? By mission? By task?
  • Where is time lost? In communication? In implementation?
  • Does the team work primarily in a preventive mode or to fix problems?
  • How do exchanges among team members take place? Formal meetings, informal meetings, preferred ways to communicate?
  • What type of information does the team deem it important to have? Factual or numerical? Synoptical? Concrete and illustrated by example?





What does Prédom bring to you?

Precise information concerning:

  • The extent to which an individual’s management style is: participative? leading? directive? accompanying?
  • Delegation: Does he/she delegate easily? Not so easily? By objective? By precise directives?
  • Motivation: Challenge? Imitation? Perspective?
  • Definition of objectives: Better if quantitative? qualitative? Better if individual? Or group?
  • Organizing and running a meeting: The correlation between timing and subject matter? Level of required participation?
  • Productivity: Is it a means or an objective? How much weight should be placed on arriving at a specific conclusion?
  • Conflict resolution: Is it necessary in all cases or only when conflict interferes with the productivity of the team?
  • Informing: How do people obtain information? At what level of the organization?
  • Innovating: Leader? Follower? Coach?


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?

  • How implicated he/she is as a team member: Coordination, conflicts
  • How close he/she is with other members of the team.
  • Does he/she function better hierarchically or as part of a network?
  • Does he/she reason by “function” or “mission”?
  • The extent to which he/she allows team members to take initiative.
  • How he/she relates to efficiency? To organization? The extent to which he/she is open to technical or human relationship aspects.
  • Communication: Does he/she only inform or does he/she implicate others?




What does Prédom bring to you?

To what extent does a person have the profile of a:

  • Professor”: Expert on a subject, oriented to the “contents”
  • Practician”: Practical, oriented to “exercises”
  • Facilitator”: Mediates, oriented to “participation.”
  • Theorist”: Offbeat, oriented to “comprehension.”


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?

  • How the person conceives the profession of trainer? Is he/she more at ease preparing, facilitating, or following a training module? Does he/she focus more on the contents or on the participants? On the theory or the practice?
  • How to make progress? If the person has the profile of

a “professor”, to become more attuned to his/her audience

a “practician”, to improve his/her overall perspective

a “facilitator”, to become more demanding

a “theorist”, to become more realistic

  • How to cover the 4 drivers for learning: learn, understand, take in, implement
  • How to design a training module adapted to all profiles


Marketing and sales



What does Prédom bring to you?

  • Which of the following seven key rudiments does the person prefer and perhaps overly emphasize? numbers, security, sympathy, novelty, comfort, originality, ecology? What are those that he/she neglects or perhaps doesn’t even realize exist?


Going beyond the interpretation of the profile of the individual, what does Prédom also tell us?

  • Based on the particular profile of the person we are dealing with, how to identify his/her motivation to buy: by the number and amplitude of his/her gests, by his/her tone of voice, and by his/her syntax and vocabulary.
  • How to construct a persuasive argument.
  • How to adapt our marketing/sale to our target.



For whom?”: This question is evident!

How?”: This aspect is more complex!

Predom shows its full value by answering “how”.


Prédom tells us:

1.What are the drivers for change in an individual?

For example: To perform better? To avoid inertia? For better well-being?

2.How far is he/she from reaching his/her objective?

Close? Far? Very far from his/her natural tendencies…

3.What his/her natural rhythm for evolving?

Progressive, over the long term? More dynamic, more intense? In what relative proportion?

4.How to establish a relationship with the individual?

Based on reliability? Enthusiasm? Proximity? Methodology?

Above all Prédom lays a foundation for dialogue.


What does Prédom offer?

The profile provides a snapshot of the potential of a candidate over and above his/her existing competencies.


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?

Prédom reveals the individual’s aspirations, exposes possible boredom with his/her current position, and uncovers new possibilities for professional development. It indicates options for evolution and identifies factors that result in frustration or growth of the individual.


Because Prédom is dedicated to the way we conduct ourselves it is an excellent tool for coaching.




What does Prédom offer?

Another profile of the candidate: How will he/she approach the position.

To what extent will he/she


  • Have an approach “diagnosis-solution”
  • Be comfortable with or need procedural /organization charts, indicators of return and the like
  • Be structured
  • Want to do things well
  • Be open to other ideas, listen before pronouncing
  • Integrate and share with others
  • Have vision, a sense of what is fundamental


Going beyond the interpretation of the profile of an individual, what does Prédom also tell us?


  • To what extent do the characteristics of the candidate correspond to those required by the job description?
  • Another view of the candidate: How will he/she fit into the team?
  • In what ways will the candidate be complimentary to other members?
  • To what extent will the candidate function like the other members?
  • Going beyond his/her particular competencies, what will the candidate bring to the team?