Businesses have long used the powerful information contained in personality assessments to facilitate leadership performance and outcomes. Understanding an individual’s personality—or their unique characteristic ways of being—can be helpful when seeking to identify those who may be well-suited to leadership roles (i.e., selection), as well as to improve the performance and outcomes of those already inhabiting leadership roles (i.e., development).
Read More »Staying Creative in a Virtual World
“Creativity is intelligence having fun” -Albert Einstein
Globally, since the pandemic began, we are working more hours, engaged in more meetings, sending even more emails, and finding the performance-like nature of video calls exhausting. As many of us adapt to new environments, it can be difficult to find the time or energy for creativity. However, creativity is what’s needed most if our businesses and organizations are going to survive.
Read More »Six Safety-Conscious Personality Traits for the Post-COVID Workplace
With many workers returning to their offices, preventing the spread of COVID-19 and protecting employee health is a top priority for business leaders. While initiatives like enhanced sanitation and social distancing policies are a must, the biggest threat to workplace health and safety is often overlooked by managers—recruiting safety-conscious staff.
The Hogan Safety Report, which scores candidates on several components of safety-conscious behavior, has identified six personality traits that recruiters should look for in new candidates.
Read More »How to Use Existing Resources to Address Difficult People Issues
Many of our clients use Hogan Assessments to support selection and talent development programs. Due to the pandemic, however, selection has (understandably) been cut back dramatically. Now, HR teams have to focus on more difficult people issues while learning and development programs may be put on hold.
Read More »The Dark Side of Entrepreneurship: Avoiding Personal and Organizational Derailment
Entrepreneurs tend to have a heroic status around the globe — and for good reason. Entrepreneurialism encourages individual proactivity, creativity, and economic vitality, yet a significant number of startups fail for many well-documented reasons. The organizational psychologist in me wonders: What does personality psychology have to say about derailed entrepreneurial enterprises?
As noted, entrepreneurs play a key role in keeping economies competitive. They are known for removing the old and inefficient and replacing it with the new and improved, which suggests that entrepreneurs are creative people. Michael Kirton’s work on creative problem-solving shows how entrepreneurial people often take an innovative approach by questioning assumptions, redefining the problem, and introducing different solutions.
Read More »Parkinson’s Law in the Age of the Pandemic
C. Northcote Parkinson (1909—1993) was a British naval historian, lecturer, and novelist; he formulated his famous law in an essay in The Economist in 1955. Parkinson’s law was intended to describe the behavior of managers in the British Navy and British government, but it is also a pretty good description of work in most organizations. The July 11th, 2020 issue of The Economist provides an update of Parkinson’s astute generalization about organizational behavior.
Read More »Personality and the Problem of Police Brutality
The cases of George Floyd and Breonna Taylor represent just two recent and horrific examples of police brutality resulting in unnecessary loss of human life. The awfulness of these cases is amplified by fact that African Americans—both George Floyd and Breonna Taylor are black—are more than 2.5 times as likely to be killed by police than white Americans. Although statisticians, social scientists, and activists dispute the root cause of this difference (e.g., systemic racism, crime rates, culture, socioeconomics), one thing is for sure: when a police officer takes the life of another person the responsibility for doing so lies ultimately with that officer.
Read More »Q&A: Natural Language Processing
The amount of text data we send out in the world is staggering. On average, there are 500 million tweets sent per day, 23 billion text messages, and 306.4 billion emails. Everything we say, every email we send, and every word on our resumes can be used to understand the world around us, and it also gives us clues about the individual speaking or writing. Hogan’s Data Science team is exploring how best to capture text data and harness its power in understanding human nature. Below are some frequently asked questions that people unfamiliar with text-based machine learning often ask us.
Q: What is NLP?
A: NLP is a type of artificial intelligence that uses machine learning to break down, process, and quantify human language. NLP helps us understand the hidden stories within text-based data. Read More »
Hogan Launches The Science of Personality Podcast
We’re excited to announce that Hogan has officially launched The Science of Personality podcast, which explores the impact of personality on life, leadership, and organizational success.
The Science of Personality is hosted by Hogan Chief Science Officer Ryne Sherman, PhD, a world-renowned personality psychologist, along with Hogan Public Relations Manager Blake Loepp. In each episode, Ryne and Blake will discuss current trends in personality psychology, leadership, and popular culture and how these affect our personal and professional lives.
Read More »Leveraging Personality in Onboarding
We’ve all experienced that feeling of excitement and energy on the first day of a new job. The feeling that emerges after walking through those doors is almost entirely dependent on the organization and its selection and onboarding processes. Many resources from Hogan discuss the importance of selecting the right candidates, including a variety of case studies from clients who have successfully implemented our assessments in their selection processes. But onboarding, while tremendously important, is often overlooked as a factor in the success of new hires.
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