The Engaging Leader: How Do You Become One?

Written by guest blogger Nick Starritt
Managing Director of Sirota, Europe, Middle East, Africa

Isn’t it curious how peoples’ engagement varies inside an organisation? Why do some teams become evidently more committed and productive than others? The graph below shows the distribution of team engagement (how people feel, think and act towards the company), across 500 teams inside a very large FMCG corporation, as measured by a consistent set of questions. Remember – this is the same company, with the same policies and procedures; the same overarching business strategy and the same set of values.

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Losing Sight of the Individual in Group Development Programs

I often come across articles focused on development efforts for women and millennials. These two demographics – gender and age – are treated as key considerations in employee development program design. The thought seems to be that if organizations could only figure out how to develop women and young professionals, they could solve myriad talent woes from homogeneous leadership teams to high potential retention. While there is value in addressing the unique needs of demographic groups (I’ve blogged about developing women leaders in the past), by focusing solely on demographics we are missing individual characteristics that should be examined when investing in development efforts.

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Star Performers vs. Effective Team Performance

Written by Dr. Robert Hogan and Dr. Kimberly Nei

In a fascinating and counter-intuitive paper, two Harvard economists (Housman and Minor) suggest that it makes better financial sense not to hire toxic workers than to hire star performers. Toxic workers engage in theft, property damage, sexual harassment, and workplace violence and destroy the culture of the workplace. Not all toxic employees are delinquents, however. Housman and Minor examined data from over 50,000 workers across 11 firms and found that narcissistic, self-regarding people are also likely to be terminated for toxic behavior. They also note that toxicity in one employee breeds toxicity in others.

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2015 Hogan Publications

Screen_Shot_2016-01-26_at_9.23.16_AM.png Hogan’s scientific foundation and commitment to research distinguishes us from the competition. Each year, Hogan and our affiliates publish works that contribute to the knowledge and development of Hogan assessments and the field of personality and psychology. These publications build the Hogan brand and allow us to better serve our clients worldwide.

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Talent Quarterly publishes The Dark Side Issue

talent-banner-1.jpgIt may be the secret of our of success or the root of all evil, but the dark side of our personality fundamentally shapes who we are as leaders. The latest issue of Talent Quarterly focuses on how this dark side can create brilliant success or tragic failure. The world-class lineup of authors in this issue describe how to understand and manage this challenging but powerful force. Take a look at some article exerpts or purchase the full publication.

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2016 Hogan Certification Schedule

We’re pleased to announce our 2016 certification schedule. The Hogan Assessment Certification Workshop and Advanced Interpretation Workshop are tailored for executive coaches, HR directors or generalists, organizational development or training professionals, and industrial/organizational psychologists looking to become certified in the administration, interpretation, and implementation of Hogan assessments.

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Hogan Announces 2015 GSD Award Recipient

Dr. Joyce Hogan’s business philosophy was simple: get stuff done. It’s because of this approach that our organization experiences continued success year after year.

In honor of Joyce’s legacy, we’re proud to announce that this year’s recipient of the Joyce Hogan GSD Award, an annual award given to the Hogan employee who most closely embodies the GSD attitude, is Rebecca Callahan.
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