*This article was written by Kimberly Nei and Darin Nei, and was originally published by Harvard Business Review on September 10, 2018.
Just becoming a leader is enough to exacerbate some people’s unethical tendencies. But power does not corrupt everyone. Our research suggests that key personality characteristics predict unethical leadership behavior.
We collected personality data and supervisor ratings of ethical behavior (e.g., integrity, accountability) on 3,500 leaders across 30 organizations we had worked with. The organizations included in our study were largely multinational, represented several industries, and varied in size from medium to large. We combined data across these 30 independent studies to examine the relationship between personality and ethical leadership across a range of different settings and situations. We found that characteristics related to certain traits have stronger relationships with unethical behavior.
So, what should today’s leaders do to build trust with their teams and the public? Here are a few tips, based on our findings:
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IAssessment to Host Event on Safety Featuring Ryan Ross and Zsolt Feher
Every year, accidents at work cause unnecessary human tragedies and have serious financial consequences for companies. For decades, organizations have been investing, with good results, in three of the pillars of safety: laws, regulations and procedures; equipment, and training. However, these accidents still happen.
Why is that? What more can companies do to determine and minimize the possibility of these accidents? The answer is the fourth pillar: personality.
Regardless of the industry in which you work – factories, mining, oil, gas, transportation, telecommunications, systems, or banking – there are several security risks that you should consider within your organization, from the simplest drops to security breaches, problems with energy sources, or the hauling of goods.
On October 25 in Madrid, Hogan’s Ryan Ross, Zsolt Feher, and IAssessment Managing Director Juan Antonio Calles will be presenting on the topic of safety to help the audience gain useful and reliable knowledge on how determine safety-related behaviors within organizations.
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PCL to Host Dysfunctional Leadership Conference on November 14 in London
*This post was authored by Gillian Hyde, Director at Psychological Consultancy Ltd.
Destructive leadership can take many forms, from the specific counterproductive tendencies associated with an individual’s dark side profile to a simple failure to take on the responsibilities of a leader.
Register for the Dysfunctional Leadership Conference to hear these themes explored by experts in assessment, psychology and executive coaching.
Introduction
Leadership effectiveness is often seen as an elusive, undefinable quality - something only a few will ever achieve. Dysfunctional leadership, on the other hand, is pervasive and a routine part of many people’s everyday working lives.
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Robert Hogan and Ryne Sherman to Speak in Mexico City on October 16
HRTools, Hogan’s premier distributor in Mexico, is hosting a breakfast event on October 16 in Mexico City featuring Dr. Robert Hogan and Dr. Ryne Sherman as speakers.
Dr. Hogan’s presentation will cover the topic of humility and effective leadership. When organizations search for new leaders, they consciously or unconsciously look for candidates with charisma. However, a robust new line of research on leadership shows that charisma degrades leadership and often creates long-term chaos and ruin within organizations. In contrast with charismatic leaders, humble leaders admit their mistakes, listen to feedback, and solicit input from knowledgeable subordinates, and this creates an environment of continuous improvement.
Here is a brief preview of the presentation from Dr. Hogan:
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WEBINAR: Leaders Are People, Too (*GULP*)
*Hogan Senior Strategist, Michael Sanger, facilitated a webinar hosted by Workforce on Tuesday, September 18. This post offers you a summary of the talk and the presentation in its entirety.
Personality determines the way we lead. The way we lead determines our teams’ performance. And a successful organization is a collection of high performing teams that act in concert. Seems simple enough. So what’s the problem? In a word...humans.
Effective leaders, just like other working adults, are a bunch of grown-up children, only one or two DNA percentage points apart from Chimpanzees. So what differentiates these hominids from the rest of the pack? How are they able to navigate our complex matrices more adeptly than the rest, whilst consistently delivering results? Believe it or not, the prerequisites for advancement in a hierarchy haven’t changed all that much over the last million years (give or take a couple of hundred thousand).
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Relevant Management Consulting Partners with ICF Germany for Inaugural German Prism Award
Hogan distributor, RELEVANT Management Consulting, has partnered with the International Coach Federation Germany chapter to present the inaugural German Prism Award, awarded to companies making a difference in the coaching community through professionalism, quality, and data.
The selection process and criteria were modeled after ICF’s International Prism Award, which has been granted annually since 2005 to companies that stand out through the establishment of a coaching culture with extraordinary results in difficult change processes. Past winners of this prestigious award include Coca Cola, SAP, Airbus, and several other prominent companies.
“Partnering with the ICF to present the first German Prism Award was a perfect opportunity for us,” says RELEVANT owner, Dr. René Kusch. “At RELEVANT, we are fully committed to advancing the coaching profession, and this award is symbolic of that commitment.”
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Hogan Personality Inventory Receives Stellar Review from The British Psychological Society
This press release was originally published on Business Wire on Monday, September 17.
The British Psychological Society (BPS) has completed a test review of the Hogan Personality Inventory (HPI), Hogan Assessments' flagship assessment that describes normal personality. The 15-month process concluded with the HPI receiving perfect four-star ratings in the Documentation, Reports and User Experience categories.
“The Hogan Personality Inventory is a well-established personality measure, being one of the most well-known personality assessments globally,” according to the official report issued by the BPS. “There is a large amount of information provided by the developer/publisher, which is comprehensive and identifies the majority of the necessary information needed for a test user to evaluate the utility of the inventory.”
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Leadership and Organizational Effectiveness: The Case of Florida Atlantic University Football
Sports are an excellent laboratory for understanding how leadership impacts organizational effectiveness. The criteria for success are clear and easily quantified (i.e., winning vs. losing). Moreover, frequent changes in personnel and leadership provide quasi-experimental evidence of how these factors play a role in success. In this essay, I consider the case of the Florida Atlantic University football program.
In the fall of 2011 there was a great deal of excitement in Boca Raton as it was the opening season for a brand new football stadium. The $70 million stadium seats around 30,000 people and is located in the heart of the campus. The season, however, was disappointing for FAU fans. The team finished 1-11 (1 win, 11 losses), dead last in the conference, and had an average attendance of 17,565 (ranking 103rd among its FBS competitors). The legendary Howard Schnellenberger, who had announced his intention to retire prior to the beginning of the season, stepped down as head coach.
The team did not fare much better over the next five seasons. Carl Pelini was hired to begin the 2012 season, but subsequently resigned midway through the 2013 season for alleged illegal drug use. Charlie Partridge took over for the 2014 season and recorded three consecutive 3-9 records before being fired in November of the 2016 season. One month later, FAU hired Lane Kiffin as the head coach of the 2017 season.
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Humility: The Antidote for Bad Leadership
Popular wisdom will have you believe that a leader is someone who exudes confidence and charisma because they appear smart, interesting, and engaging. However, more often than not, these types of leaders wreak havoc on the workplace. A growing body of research suggests that humility is a far more important quality in a leader than charisma.
Organizations tend to favor people who “seem” leader-like. Individuals who are self-promoting, interesting, and politically savvy tend to get earmarked for promotion. These leaders know what it takes to get ahead and get noticed, and they strategically cater to audiences who can offer them power, influence, status, or access to resources.
Charisma is the elusive quality of being charming, captivating, and pleasant to be around. We are naturally drawn to charismatic people because we feel good in their presence. However, charismatic people also tend to have inflated views of themselves and their skills. They also tend to be more self-promoting than others. Too much charisma can make for ineffective leaders as their tendency to be narcissistic can alienate those working under them.
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Don’t Miss Your Chance to Get Hogan Certified in 2018
With four and a half months left in the year, you still have time to get Hogan Certified in the US in 2018. Hogan’s certification and learning programs will equip you to leverage Hogan’s powerful assessment tools to solve critical business problems. Whether you want to select high performers, develop your high potentials, coach executives, or build stronger teams, the first step is to become Hogan Certified.
Hogan offers both Level 1 and Level 2 Workshops.
The 2-day Level 1 Workshop provides and in-depth understanding of how to use and interpret the Hogan Assessment Suite, offering a comprehensive tutorial of three Hogan inventories – Hogan Personality Inventory (HPI); Hogan Development Survey (HDS); and the Motives, Values, Preferences Inventory (MVPI). Participants attending both days and successfully completing the Level 1 curriculum will be certified to use and interpret the Hogan inventories.
The 1-day Level 2 Workshop prepares the learner to apply more advanced feedback models, properly set the frame for a Hogan feedback session, create developmental action plans, and understand best practices for presenting Hogan data.
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