Our report, The Leadership Divide: Global Insights on Who Leads vs. Who Should, recently inspired Hebba Youssef’s article “Promoting the Wrong People,” exploring the gap between leadership emergence and leadership effectiveness.
Allison Howell, CEO of Hogan Assessments, says growing workplace disengagement reflects a deeper issue explored in the new Leadership Divide report: the qualities that get people into leadership roles often don’t match what employees actually want from their leaders.
Hogan Assessments compared personality data from more than 21,000 executives with survey responses from nearly 10,000 full-time employees worldwide. Surprisingly, there is zero overlap between the top five competencies executives display and the top five leadership traits employees say they want.
Will you be at the NYU Coaching and Technology Summit in New York on June 15 and 16? We will! Please visit our exhibit table.
How do you build leadership capability that scales with the business? For PayPal, the answer started at the top and grew from there.
Hogan Assessments is pleased to announce that a new publication from Robert Hogan, PhD, Personality and the Secret Life of Organizations, is now available.
Our new global research reveals a striking disconnect between the characteristics executives display and the qualities employees say define effective leadership. In fact, there is zero overlap between the top five competencies leaders demonstrate and the top five characteristics employees say they want from leaders.
In the latest episode of The Science of Personality, Ryne and Blake are joined by Dr. Victoria Grady, Associate Professor of Management at George Mason University’s Costello College of Business, to talk about change.
Ryne Sherman, PhD, chief science officer at Hogan Assessments, joined The HR Room podcast to discuss the dangers of dependence on AI tools. In this episode, you’ll hear how over reliance on AI can quietly erode critical thinking and decision-making at work and how HR leaders can ensure AI adoption enhances human capability rather than… Read more »
Allison Howell, CEO of Hogan Assessments, says AI hiring tools can unintentionally reinforce bias when screening candidates. Research shows factors as simple as names or gendered activities on a resume can influence how algorithms rank applicants, sometimes disadvantaging women and other underrepresented groups.