Don’t Miss Early-Bird Registration for RELEVANT´s “JAM SESSION” in Frankfurt


Time is running out to register for RELEVANT´s JAM SESSION in Frankfurt, Germany, at a discounted price of EUR 79 plus VAT. The early-bird registration is open until February 28, with the price increasing to EUR 99 plus VAT on March 1.

The event, hosted by RELEVANT Managementberatung, an authorized Hogan Assessments distributor from Germany, will be held on July 4 and will also feature presentations by corporate and consulting experts. Moreover, they will welcome Dr. Robert Hogan as well as Hogan CEO, Dr. Scott Gregory, as special guests who will also be on stage.

RELEVANT’s interactive session, “New Leadership? Authentic in Turbulent Times,” provides the opportunity for all RELEVANT customers, partners, and friends to come together, learn from case studies, and discuss how leadership in times of continued transformation might change, how it affects managers, and how managers can be supported addressing turbulent times in a way that is true to their personality.

Space is limited, so register here today

Personality Assessment and Performance Management


*This article was authored by Hogan Chief Science Officer Ryne Sherman, and was originally published by Training Industry on December 10, 2018.

A critical task for leaders is to ensure that their followers are working efficiently toward the organization’s goals. In business, employees whose work is aligned with the organization’s objectives are more productive. So-called “performance management processes” are intended to create alignment between the employee’s work and the organization’s goals. A typical performance management process might include planning and setting goals, monitoring progress toward those goals, development and improvement, and periodic performance appraisals (or reviews). These performance management processes could be substantially improved by the use of personality assessments.

Personality is related to every meaningful individual difference. Scientifically validated personality assessments can predict substance use and abuse, longevity, relationship satisfaction, job performance, criminality, and occupational choice, just to list a few examples. Beyond these applications, well-validated personality assessments provide individuals with insights into their own motives, reputations and destructive behaviors, many of which they may not be aware. Employees can use such strategic self-awareness to modify their behaviors at work to be more in line with the expectations of management. Consider the following (real) example.

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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 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!

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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

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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!

Super Bowl LIII: A Lesson in Potential and Effective Leadership


In January of 2017, Les Snead, the general manager of the Los Angeles Rams, had a tough choice to make. Hired in 2013, his team had not had a winning record since 2003 and had moved from St. Louis to Los Angeles just a year earlier. Expectations in LA were high, and it was time for Snead to find a new head coach. The safe and easy choice would be a seasoned, veteran head coach who was no stranger to the biggest stage in American sports. Jon Gruden, who won a Super Bowl in 2003 (2002 season), seemed to be an obvious candidate. Or, you take a look at successful college coaches, such as Nick Saban, who has won six NCAA championships as head coach at the University of Alabama and Louisiana State University. Both of these coaches had proven records as head coaches and were realistic candidates to fill the Rams’ coaching vacancy.

Instead, Snead hired Washington Redskins Offensive Coordinator Sean McVay, who also was a former assistant wide receivers coach under Gruden in 2008. At 30 years old, McVay was the youngest coach in NFL history. The results have been tremendous. In two seasons McVay has lead the Rams to a 26-9 record (including playoff games). On February 3, just nine days after his 33rd birthday, McVay will coach his team against the New England Patriots in Super Bowl LIII.

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VIDEO: Bob Hogan on the Nature of Human Nature

According to Hogan Assessments founder Robert Hogan, life is about competition. There’s competition within groups to attain status, and those who win generally are those with good social skills. There’s also competition between groups, and the groups with the strongest leaders win in this arena.

Competition within groups is what fascinates and entertains people. However, competition between groups, such as the increasing rivalry between the United States and China, has real worldwide consequences.

In a new video, Robert Hogan takes on these topics and more, in “The Nature of Human Nature.”

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.

Humility: The Cure for a Know-It-All

No one likes a know-it-all.

They’ve annoyed us all by talking down to us about anything and everything, even when it’s obvious they know far less than they believe. But know-it-alls don’t just ruin watercooler gatherings and dinner parties. When they rise to positions of power, they can wear away at productivity and trigger costly mistakes.


Joann S. Lublin wrote an entertaining article on the subject in the Wall Street Journal. She interviewed a number of self-professed former know-it-alls that caused major problems for themselves and their companies, such as losing over $2 million on a home purchase, hiring an unsuitable job candidate, and not asking subordinates for their input.

The know-it-all causes all kinds of professional headaches. They don’t try to learn about an issue or ask for help, which leads to poor decisions. They ignore some people or are condescending to others, which leads to a toxic work environment. They project a false aura of power and knowledgeability, which gets them promoted into jobs they might not actually be able to perform.

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