Socioanalytic theory draws on key ideas of Charles Darwin, Sigmund Freud, and George Herbert Mead to explain why people act as they do. All three writers noted that humans evolved as group living animals; we also know that all groups contain status hierarchies and myths about their origins and purpose. This suggests that the big… Read more »
Developed in 1980, the Hogan Personality Inventory, which describes the bright side of personality, has aged like a fine wine. With a commitment to validity and reliability, Hogan’s flagship assessment is continuously updated and analyzed by our industry-leading research division. Whether your goal is to find the right hire or develop stronger leaders, assessing bright-side… Read more »
Hogan was the first personality assessment provider to recognize the value of assessing derailers, or dark side personality, with working adults. First launched in 1995, the Hogan Development Survey (HDS) measures 11 derailing tendencies that can impede career success and interpersonal effectiveness. In 1998, we were the first test publisher to develop a web-based assessment… Read more »
“Why can’t they just act like adults!” “It’s like herding cats!” Although teams are our default organizational unit, team leaders often struggle to get individuals to cooperate and coordinate. Partly, that’s down to the fact that each individual has their own agenda for getting ahead, which they balance with getting along with everyone else. Getting… Read more »
Today, Hogan announced that Scott Gregory will assume the role of CEO, effective March 1, 2018. Current CEO, Tomas Chamorro-Premuzic has resigned and will leave the company on February 28, 2018. “Tomas’ tireless support of the business has been superb,” said Robert Hogan, Founder and President. “He will remain a close friend and valued member… Read more »
This article was originally authored by Geoff Trickey for PCL in January 2018. The use of personality questionnaires has increased quite dramatically over recent years. Test development, publication and usage have benefitted considerably from the opportunities provided by the internet: once a process that relied very much on the professional expertise of the psychologists, personality… Read more »
Most organizations across the globe make it a top priority to identify and develop high potential employees for leadership roles. Unfortunately, organizations large and small have struggled to recognize those with the most potential and, in many cases, select employees with very little potential at all. This is largely due to biases in the identification… Read more »
The war for talent is more fierce than ever, and there is a growing belief that the people who have the highest potential are also your most agile learners. However, defining learning agility, and determining who has more of it, has remained a challenge until recently. The new book, Learning Agility: The Key to Leader… Read more »
Groups are the default human working unit. For most sorts of jobs, people tend to cooperate and collaborate to get the work done. Even when the job doesn’t need collaboration we still prefer to do it in proximity with others – think brew clubs or cruise ships. When the job requires cooperation, people are selected… Read more »
In the 1970s, only 8 percent of S&P 500 CEOs were recruited externally. That number grew to 22 percent in 2014. Yet, outsiders are almost 7 times more likely to be dismissed within a short tenure than homegrown CEOs. No matter how much a board learns about an outside candidate, executive stakeholders simply have a… Read more »