Infelligent Coaching & Consulting, Hogan’s distributor in Taiwan, hosted a “Refresh Mindset for Leadership Forum,” on April 12. Their audience of nearly 100 guests was comprised of many distinguished corporate leaders. Ken Sun, General Manager of Microsoft Taiwan, and Enid Tsai, General Manager of Hiwin Technology, shared their success stories based on Hogan related concepts. Abby Hsieh, Managing Director of Ogilvy Group Taiwan acted as the moderator.
In his opening remarks, Jim Hwang, General Manager of Infelligent, shared insights on transforming talent selection strategies. Based on Hogan’s research on Humility and Emergence vs Effectiveness, he suggested that corporations should not identify talent only based on performance approval, likability and willingness – these are common traits we often find in charismatic people who are not necessarily effective leaders. Studies show humble people make the effort to develop teamwork and help others; they focus more on team success rather than personal glory. Identifying high potential candidates with scientific assessments like the Hogan assessments, differentiates emergent leadership (generated by charisma) and effective leadership (generated by humility) and finds the leaders who are focused on building effective teams; who invites new ideas and feedback; who are willing to admit mistakes; and who gives credit to the teams and colleagues.
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Advanced People Strategies (APS), authorized Hogan distributors for the UK, has once again, teamed up with Corporate Research Forum (CRF) to explore the implications of Digital Disruption for leaders and leadership development.
We live in an era of digital disruption, characterized by the rise of digital technology, the emergence of new competitors, reshaping of traditional industry rules and boundaries, which brings with it an accelerating pace of change and increasing complexity. For organizations, future success and business sustainability rely on the ability to adapt to these changes. To succeed in this new economy, organizations are having to build the capacity for fast innovation underpinned by:
- Agility: The ability to anticipate changing market conditions and adjust quickly.
- Rapid decision making and prototyping through collaborative team working.
- A culture of curiosity, experimentation, and learning.
- A tolerance for risk.
- Pragmatic vision and the skill to devise corresponding objectives, boundary parameters, key results, and metrics that matter.
Leaders need to both develop these capabilities themselves and foster them within their organization. In short, leadership must evolve in response to the changing context.
The research report explores the implications of the Digital Age specifically for leadership and leadership development. We examine how the role and expectations of leaders are changing in the Digital Age and review the implications of these changes for leadership development practices.
Interested to read the report? Contact APS today!
*This post was authored by the Corporate Research Forum.
Hogan was honored to host
a special event on May 21 featuring Stanford University Professor Michal
Kosinski, a world-renowned data scientist and psychologist.
Remember Cambridge Analytica? You know, the political consulting
firm that mined personal data from Facebook users without their consent to
influence the 2016 Presidential Election? Well, Kosinski was the data scientist
who first demonstrated one’s Facebook “likes” can predict their personality
better than friends or family.
Kosinski had been warning the public of the risks and
challenges brought by the digital revolution long before Cambridge Analytica’s
inception, and he turned down an opportunity to work with the organization
because of the legal and ethical implications that were inevitably to follow.
Since then, his research has been brought to the forefront, including a cover
story for The Economist, an interview with Fareed Zakaria to discuss the role
of big data in the 2016 election, and he authored an op-ed in the New York
Times about how Facebook sells data despite its claims.
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Have you ever taken a Buzzfeed quiz to tell you what Harry
Potter house you’re in? Or maybe what character from The Office you are most
like? How much weight do you put on the results of those quizzes? Would you
want companies making hiring decisions based on similar assessments?
In March, Hogan Senior Research Consultant Karen Fuhrmeister
gave a TEDx Talk at the University of Tulsa on “The Science Behind Hiring
Assessments: It’s Not a Waste of Time.” The talk aimed to inform students and
other attendees about the use of personality assessments in the workplace, and
how this trend isn’t going away any time soon. In fact, it’s becoming more and
more likely that those going through the interviews will be asked to take one
of these assessments.
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*This post was co-authored by Robert Hogan and Rob Kaiser, and was originally published by Hunt Scanlon Media.
In the final analysis, business is
about money and people. By definition, successful private equity firms understand
finance, but on average they tend to be less sophisticated about people issues.
This makes sense: deal partners and analysts are trained in finance and are good
at spotting undervalued assets. But savvy private equity players also
understand that reviving an underperforming business depends to a large degree
on people issues—in particular, it depends on the leadership of the portfolio
company and its working relationship with new ownership.
Considerable evidence suggests
that PE firms could do a better job evaluating the ability of the leadership
team in their acquired companies. A recent
survey by Alix Partners found that nearly three-quarters of portfolio
company CEOs are removed during the investment life cycle. Over half are
replaced in the first two years; but only 15% are replaced at the outset. These
data suggest that, for 4 out of the 5 replaced CEOs, the decision takes too
long, thereby delaying strategic milestones and prolonging the hold time.
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The Hogan team recently hosted Dr. Adrian Furnham at its
global headquarters in Tulsa for a special visit. As one of leading personality
psychologists in the world, Furnham has a been a vocal advocate of using Hogan
for decades. He regularly points to Hogan in media interviews and articles as
the most accurate predictor of workplace performance in the world, and he also
was a key figure in the 2014 documentary, The Science of Personality.
As part of his visit, Dr. Furnham delivered a special presentation to the Hogan team highlighting the research he’s been doing. Here’s the full-length version of his talk:
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India’s financial and commercial capital, Mumbai, played host to the inaugural Hogan Users Conference organized by ThreeFish Consulting, the Master Distributor for Hogan Assessments in India on February 27th. The series aims to provide an ideal platform for the Hogan Users Community in India to interact with luminaries in the field of leadership and talent development from India along with key global Hogan practitioners and leaders.
inaugural Hogan Users Conference focused the spotlight on the interrelationship
between personality, leadership, and performance, and featured panel
discussions covering a wide range of topics. The list of speakers featured
luminaries in the field of leadership and talent development from India along with
key global Hogan practitioners and leaders, including Ryan Ross, Managing
Partner, Hogan Assessments; Dustin Hunter, Practice Manager, International
Distributors, Hogan Assessments; and Gus McIntosh CEO, Winsborough Consulting,
the New Zealand Hogan Assessments distributor. Delegates also engaged in some
post-lunch fun during the Fireside Chat session, when they shared some
interesting stories using fun props!
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Cybersecurity threats are on the rise. With the rapid increase of security breaches, company hacks and data leaks, cybercrime has become one of the most significant threats to global business. Skilled cybersecurity professionals are key for the safety of companies and governments, but there is an anticipated skills shortage of 1.8 million workers by 2022. The demand for talent in this space is at an all-time high, and there are some unique personality traits that recruiters and companies need to look out for.
At Hogan, we have helped some of the world’s top IT and cybersecurity firms recruit the right individuals. Our science-based assessments and 30 years of validated research found that there are eight personality characteristics best suited to a successful career in cybersecurity.
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Managementberatung and Odgers
Berndtson will host a JAM SESSION on July 4 in Frankfurt featuring Hogan Assessments
Chairman & President Dr. Robert Hogan and CEO Scott Gregory as speakers.
The theme of the event is “New Leadership? Authentic in
Turbulent Times,” and aims to provide an opportunity for all RELEVANT and
Odgers customers, partners, and friends to come together, learn from case
studies, and discuss how leadership in times of continued transformation might
With New Work expected to change everything, leadership faces
completely new challenges. It is clear that there is insecurity in executive
search and selection, management development, and career planning about which
success factors from the past (may) still apply in the future and where new
approaches are necessary. Even current managers are asking themselves whether
they are fit for the future. Therein lies the purpose of this event: What can
we learn from the past and how can leaders be successful and authentic in the
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A newly released book on the history of the Myers-Briggs
Type Indicator (MBTI) has made waves for a round of press questioning the
use of personality
assessment for HR purposes. Time and again, these critiques tend
to fall into one of three broad themes: The tests are biased and discriminatory,
they aren’t relevant for the job, or they simply fail to predict performance.
However, the questions raised by all these articles seem to make one common
error: It’s difficult to distinguish scientifically proven, reliable tools from
those that are poor quality.
Contrary to this recent round of press, high-quality
personality assessments do actually predict performance, and much better than
traditional recruitment methods such as resumés, interviews, and even cognitive
assessments. Personality quizzes and other psychometric tests are quite trendy
at the moment, so inexpensive options are everywhere. Unfortunately, you also
get what you pay for.
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