Diversity and the Dark Side

Diversity in the workplace remains a top concern for HR professionals and hiring managers. Changing the hiring process is a necessary step in preventing discrimination and keeping ahead of the competition --  a recent study from the Center for Talent Innovation found workplaces that ensure diversity enjoy more success and attract more innovative employees than workplaces that don’t.

However, any institutional change will fail if leaders and hiring managers aren’t driven to build a climate that encourages diversity. It’s not always easy to spot those who will let their biases negatively impact those around them, but early research suggests those with high Bold and Excitable scales might not foster inclusive environments.

Hogan’s in-house research team is always looking to find new applications for our assessments. With that in mind, Brandon Ferrell and Steve Nichols conducted a meta-analysis of results from four Hogan Development Survey (HDS) studies to measure which personality scales hinder leaders’ ability to leverage diversity.

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Hogan Sponsors the MEA-ATP in Abu Dhabi

The Middle East and Africa Association of Test Publishers (MEA-ATP) held their inaugural conference entitled “Education Technology in the Middle East and North Africa: Unlocking Student Potential,” in Abu Dhabi on January 28-30. As a gold sponsor, Hogan sent now-former CEO Scott Gregory, Senior Consultant Darin Nei, and Director of Asia Pacific Business Development, Krista Pederson to attend and present on various topics along with several of Hogan’s distributors in the region, including Career Connections in Kenya, Mentis in the UAE, UK, and Thailand, Baltas in Turkey, and JvR Africa in South Africa.

Scooping up the first speaking session of the day, Scott and Krista presented Hogan’s take on using personality to assess General Employability, while Madeleine Dunford of Career Connections, and Andrew Salisbury of Mentis, followed by sharing Hogan case studies.

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Get Hogan Certified in 2019!

Whether getting Hogan certified is one of your New Year’s resolutions or something you’ve been planning to cross off your bucket list, there are several Hogan Assessment Certification Workshops planned throughout the United States in 2019. By completing this two-day program, you will be able to administer and interpret Hogan’s three core assessments: the Hogan Personality Inventory, the Hogan Development Survey and the Motives, Values, Preferences Inventory.

If you are already Hogan certified and want to hone your feedback skills, you should consider registering for the Hogan Advanced Feedback Workshop, previously known as Hogan Level 2 Certification. This one-day workshop was designed for practitioners who want to receive more extensive instruction and opportunities to practice delivering effective feedback.

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WEBINAR: Talent Quarterly to Discuss Humble Leadership with Ryne Sherman

At Hogan, we work with organizations every day to help them identify effective leaders using a data-driven approach leveraging the predictive power of our personality assessments. To ensure our services are the best in the business, we have spent decades studying successful and failed leaders.

Our data show that three psychological factors have a profound influence on leadership effectiveness: charisma, narcissism, and humility. Charismatic and narcissistic CEOs have plagued organizations for decades. However, their strong political skills and ability to stand out from the rest of the pack have helped them emerge as leaders within their organizations. On the other hand, humble leaders often go unnoticed, largely because they focus primarily on their teams and not drawing attention to themselves, but research shows they are more likely to be effective leaders.

Join Ryne Sherman, chief science officer of Hogan Assessments, for a webinar hosted by Talent Quarterly 10 am EST on Monday, February 14 as he discusses these three leadership qualities and why “The Charismatic CEO is Dead.” Register here!

VIDEO: The Hogan High Potential Talent Report

Over the years, we’ve discovered growing enthusiasm for identifying leadership potential, since talented leaders drive success. Unfortunately, many organizations make a critical mistake at the very beginning of the process – they don’t define potential in a way that leads to the selection of strong leaders.

Through our decades of research, we’ve found the person who draws attention to himself and performs well at his role may turn out to be a dud as a manager. And those who might perform best at the role might never get the opportunity to lead since they focus on their job and don’t draw attention.  

The Hogan High Potential Talent Report can help. This new video will walk you through the process, from our streamlined definition of success to personality characteristics of effective leaders.

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VIDEO: Big Data Is Nothing New to Hogan

The trend toward Big Data shows no signs of slowing down, as businesses, organizations, and governments continue incorporating new technology in the race to collect an almost unfathomable amount of information. But a more critical problem remains – what do you do with all that data? How can you find something useful within?

In this video, Ryne Sherman, Chief Science Officer at Hogan Assessments, discusses how Hogan has embraced Big Data from the very beginning in order to study one of the most complex subjects of all – the human mind.

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It’s Time to Stop Vilifying Ambition

The concept of ambition has a bad reputation in popular culture. The textbook definition – a strong desire to achieve something, typically through determination and hard work – seems innocuous, but the word is often associated with destructive consequences. Napoleon, Stalin, and Hitler were ambitious, and that cost the world millions of lives. On a smaller scale, it’s easy to picture ambitious businesspeople who put their careers ahead of the wellbeing of their employees or family. But at Hogan, we think about ambition in more positive terms, and believe that to ignore ambition is to miss a crucial component of human personality.

For many years, psychological science has ignored, and even vilified ambition. Freud decreed ambitious people to be neurotic and potential father murderers, and Jung felt that ambitious people suffer from a “regressive restoration of the persona” which blocks their potential for personal growth. Even during the development of modern personality assessment, ambition has been ignored. Neither the well-known Five-Factor Model nor the six-factor HEXACO personality inventory assess ambition, and both of these models claim to be comprehensive.

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Agility Today, Something Else Tomorrow

*This article was originally published on November 2 by People Matters.

Agility in leadership is about the ability to effectively balance factors that drive organizational performance at a rapid pace. But does moving quickly, integrating data, and engaging staff really require a different type of leadership?

The leadership consulting industry loves catchphrases. Popular ones include transformational leadership, servant leadership, boundless bravery, coherent confidence, learning agility, grit, and now agile leadership. These are all superfluous words consultants use to keep their work current in the eyes of consumers.

The challenge with all these phrases is the majority are just a repackaging of what we have known for a long time: personality predicts leadership performance. The lens through which personality is viewed – and the buzzwords – can change; but in the end, personality is just that: personality.  

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Hogan to Expand Global Learning Program in 2019

Hogan will expand its Global Learning offerings in 2019 with the new Hogan Advanced Interpretation Workshop. The one-day workshop will focus on how to analyze themes and connect personality scales across Hogan’s core assessments, allowing attendees to gain a deeper understanding of how to extract maximum interpretive value from Hogan scales and subscales. Jackie VanBroekhoven Sahm, Hogan’s Director of Global Learning, said the new program was developed based on two years of participant feedback. “In early 2017 we launched the Hogan Level 2 Certification Workshop, which focused more on advanced feedback delivery of Hogan profiles,” said Sahm. “What we discovered in post-workshop surveys was there was also a popular demand to take a deeper dive into Hogan scale interpretation. So, we decided to expand our program offerings accordingly as part of our commitment to create the best user experience possible.” Beginning in January 2019, Hogan will offer the following workshops in the United States: Read More »

Awair Hosts Italian Hogan Certified Community in Milan

Awair, an authorized Hogan distributor in Italy, Spain, and France, hosted an event on November 14 in Milan attended by nearly 50 members of the Italian community of Hogan Certified talent management experts. The lively session allowed participants to network, expand their knowledge of Hogan competencies, and to share experiences.  Over the years, the community of certified people has been growing significantly, and many of the participants have shown interest in meeting and exchanging ideas. With facilitation by Andrea Facchini, Awair Partner and Hogan expert, Awair launched the first Italian Hogan Certified Community, with a remarkable turnout of people ready to share their Hogan knowledge at the November 14 event. During the meeting, Andrea introduced three main topics requested by participants via survey (Report Selection: How to choose the most appropriate Hogan product. Feedback & delivery: Sharing success and stories and lessons learned, as well as tips for more creative and efficient feedback. Report interpretation: How to handle critical profiles and to look at interdimensional conflicts from a different angle) and then opened the floor to the participants for continued interaction and discussion. Read More »