Author: SGregory

Our Assessments Don’t Discriminate, But Many Do

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Recent EEOC agreements with two major US companies have once again raised concerns about adverse impact resulting from personality assessment use in hiring. Just as every automobile, electrical appliance, or medicine can negatively impact people’s lives if manufactured poorly or used improperly, assessments can be poorly developed, haphazardly applied, or purposefully misused to negatively and… Read more »

Homeostasis and Organizational Evolution

Living organisms are characterized by a drive for homeostasis, or consistency. For example, most of us prefer consistency in our lifestyles, the types of people we hang out with, and in the foods we eat. Although we often like to think of ourselves as adventurous and free-spirited, research shows that we actually make choices that… Read more »

3 Tips for Combining 360 and Personality Assessment Feedback

When introduced and interpreted effectively, both 360 feedback instruments and personality assessments play significant roles in helping participants develop greater strategic self-awareness. Here are three tips on introducing the feedback combination to participants:

12 Days of Development

As I was running on the treadmill at the gym today, I noticed a sign on the wall that was titled The Twelve Days of Fitness. I was intrigued. Not because I’m an athlete – after all, the only action shot of me in our high school yearbook pictured me lying on the floor, catching… Read more »

Identity Vs. Reputation II

Every group I speak to about identity vs. reputation, it seems, contains at least some people who are outraged by the notion that, at Hogan, we focus on reputation while ignoring identity. I think I have heard cries of “Witch!”  “Scofflaw!”  “Heretic!”  “Hotdog!”  from the back of some conference rooms (OK, I might have heard… Read more »