*This was originally published as a two-part series via Zukunft Personal Blog on June 5 and June 11. It includes a guest article authored by Zsolt Feher, as well as a Q&A piece with the author.
Gaining the best and most suitable employees for your company is the key to success. Nowadays, companies are trying to hire the best of the best and are putting a lot of effort into new and exciting forms of recruiting. While a strong recruiting strategy provides only one major advantage for most companies, it is substantial for other companies.
Hiring the wrong employee for a job can inevitably lead to underperformance, which can cost millions and expose other employees to increased risk. Every year, companies within the EU lose billions of euros from accidents, injuries at work and other damages. In 2017, European companies lost more than € 476 billion, which was a staggering 3.3% of the European Union’s GDP.
It goes without saying that industries with higher levels of physical labor, such as construction, oil and gas, are at greatest risk from accidents at work and injuries. Companies working in security-conscious industries need to take additional measures to ensure that they hire the right people and create a safe environment for their employees.
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On December 14th, 2017 the Australian government launched the Royal Commission into Misconduct in the Banking, Superannuation, and Financial Services Industry. The Commission was launched on the heels of numerous banking scandals involving the Big Four Australian banks. The Commission provided a preliminary report in August of 2018 and the final report was made public in February of 2019. Ultimately, the Commission found evidence of bribery, forgery, inadequate lending practices, lying to regulators, and even charging fees to people who were dead.
The preliminary Commission report concluded that the primary cause of this misconduct was:
“…greed – the pursuit of short-term profit at the expense of basic standards of honesty…From the executive suite to the front line, staff were measured and rewarded by reference to profit and sales…When misconduct was revealed, it either went unpunished or the consequences did not meet the seriousness of what had been done.”
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Are you already Hogan Certified but want to further hone your interpretation or feedback skills? Hogan has you covered.
Earlier this year, Hogan expanded its Global Learning offerings to include the Hogan Advanced Interpretation Workshop and the Hogan Advanced Feedback Workshop. Both workshops were introduced because of popular demand based on survey results from newly Hogan Certified users.
The one-day Hogan Advanced Interpretation Workshop was designed for practitioners looking to gain deeper interpretive insights from Hogan Assessment data. This course teaches professionals to:
- Connect Hogan data points across scales and assessments for more robust interpretations
- Extract maximum value from subscales
- Learn advanced interpretation techniques around low HDS and low MVPI scores
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*This post was authored by ThreeFish Consulting.
ThreeFish Consulting, the authorized
distributor for Hogan Assessments in India, welcomed back Ryan Ross, Managing
Partner of Hogan Assessments, for a series of three client events across the
country to provide thought leadership around the Science of Personality.
The first stop on the tour
was in Pune in the western part of the country. The ThreeFish Breakfast
Roundtable on July 30th at the JW Marriott was well attended by Hogan
Users and a wider audience from a range of industries who were interested in
learning more about Hogan and the Science of Personality. This was a great
“launch” event for Pune as it was the first time ThreeFish-Hogan held a client
event in the city. “The growth of ThreeFish into Pune marks an important
milestone – while support has existed in the local market for several years,
Pune-based businesses are demanding quality assessments, and Threefish is
equipped to meet their need” said Ryan. Given the mixture of current and
potential clients, Ryan’s talk focused on the link between personality, leadership,
and organizational performance. Elaborating on the view, ‘Who you are is how
you lead’, Ryan said “it was such a great event, the way the audience engages
in such a lively and smart conversation is one of the best things about being
in India. Too often participants are quiet or shy, but not in Pune. It was a
thrill from a presenter’s standpoint.“ The engaged audience had a lively
conversation around how our personality affects the way we think, behave, make
decisions, and build relations, ultimately impacting our performance.
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Do us a favor. Go to Google and search for the term “mental toughness.” Then click on “news” to see the latest news on mental toughness. We can almost guarantee that you will find an article published within the past three days. Doing this exercise on August 6, 2019 yielded the results on the right.
The point is, people – particularly sports coaches and athletes – talk about mental toughness as a key ingredient for success virtually all the time. Clearly, the concept of mental toughness is of wide interest and importance. But what is mental toughness exactly and how is it related to personality? A few years ago, we set out to investigate this question. Last week, our findings were published in the journal Personality and Individual Differences. In this post, we summarize the key results.
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At Hogan, we talk a lot about derailers and the dark side of
personality. When the pressure’s on, the line between strength and weakness
isn’t always clear — drive becomes ruthless ambition, attention to detail
becomes micromanaging, perceptiveness turns to cynicism, etc. The dark side of
personality derails careers and companies, but it doesn’t have to.
The Hogan Development Survey (HDS) describes the dark side of personality – the qualities that emerge in times of increased strain that can disrupt relationships, damage reputations, and derail peoples’ chance of success. But, how do these situations play out in the workplace? What kind of behaviors should you be on the lookout for? And, most importantly, how do you derail?
In this video, co-workers Kevin, Tina, Diego, Janice, and Lawrence give us an up-close look at the Dark Side of personality. For more information, visit www.howdoyouderail.com.
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*This post was authored by Ryne Sherman and Brandon Ferrell.
recently published study suggests that some of
the most common personality assessments (i.e., one’s based on the Big 5) don’t
work in other countries. The study was published in a prestigious journal (Science
impact factor > 12), and it has already gained prominent media attention.
One outlet said that these personality tests don’t hold up around the world. NPR said that personality
tests don’t reveal the real you. Reading these articles
might make you conclude that personality assessments just can’t be used in
other countries. Fortunately, despite what the economists who contributed to
the article and the journalists who are covering it might have you believe, such
a conclusion is just wrong. In what follows, we show you why.
Across Borders and Languages
you had a rod that measures 1 meter in Australia, but 2 meters in Kenya, you
have a big problem. Clearly, the term “1 meter” doesn’t mean the same thing in
different locations or different languages. As a principle of measurement, you
want to be sure that whatever you are measuring in one location (or one
language) is the same thing that you are measuring in another. In terms of
personality assessment, comparing countries (or languages) absolutely requires
that the assessments are used in the same fashion across countries and
languages. Psychologists use a metric called the congruence coefficient to determine the degree
to which instruments are measuring the same thing. Scores on the metric can
range from -1.00 to +1.00, with higher scores indicating greater similarity. The
accepted standard for declaring the instruments as similar is a congruence
coefficient > .84. The recently published study found average congruence
coefficients of .73 and .71 in survey data gathered in so-called non-WEIRD countries (e.g., Kenya, Philippines,
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RELEVANT Managementberatung, an authorized Hogan distributor in Germany, recently hosted its JAM SESSION titled ‘New Leadership? Authentic in Turbulent Times’ with more than 100 attendees on July 4 at the Klassikstadt in Frankfurt. The purpose of the event was to bring clients, HR professionals, and business leaders together to jointly discuss opportunities and risks of leadership in the context of new work.
RELEVANT partnered with Odgers Berndtson to host the event, which featured the following speakers:
- Dr. Robert Hogan, Hogan Assessments – Dr. Hogan spoke to the crowd about how humility outperforms charisma when it comes to effective leadership.
- Dr. Scott Gregory, CEO, Hogan Assessments – Dr. Gregory served as a speaker of one of five breakout sessions. His discussion focused on the science of personality and how to derive value from big data. The other four sessions featured representatives from CMS Legal, Fondsdepot Bank, Beiersdorf, and Daimler.
- Dr. Niklas Friedrich, Vodafone – Dr. Friedrich, who serves as Vodafone’s Head of People & Organizational Strategy, presented to the crowd about Vodafone’s initiative to “futurize leadership” across the organization.
- Marcus Reif, HR expert, speaker and blogger – Mr. Reif spoke about “how to stay relevant in turbulent times” before the official agenda was concluded and the networking continued.
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Our friends at metaBeratung, an authorized Hogan distributor in Germany and Switzerland, recently hosted events in Zurich and Munich, featuring Hogan Founder and Chairman Dr. Robert Hogan, Hogan CEO Dr. Scott Gregory, IMD Business School Professor John Weeks, and metaBeratung CEO Nicole Neubauer.
The events, titled ‘Future of Leadership: From Charisma to Humility,’ were held at Hotel Widder in Zurich on July 2and at Hotel Bayerischer Hof in Munich on July 3, and the events were attended by more than 140 business leaders and talent management professionals in Zurich and more than 70 in Munich.
With humility being the core theme of the events, Dr. Hogan spoke about the importance of identifying and promoting humble leaders, as opposed to their charismatic, and likely ineffective, counterparts. Organizations for decades have heavily leaned toward the promotion of charismatic leaders because they are socially and politically skilled. However, Hogan’s research on leadership shows that although these leaders tend to emerge within organizations, they historically are less effective than humble leaders.
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*This article was written by Dr. Robert Hogan and Dr. Ryne Sherman for a special issue of Personality and Individual Differences.
People are the deadliest invasive species in the history of the earth. People have the potential to kill every living thing and, in certain instances have already done so (e.g., passenger pigeons, western black rhinoceros, great auk) or are on their way to doing so (e.g., sea turtles, elephants, tigers, polar bears). Given their frightful potential and world-wide presence, it would be useful to know something about people. Personality psychology is the “go-to” discipline for understanding people; personality psychology is the only discipline whose primary focus is the nature of human nature. What does personality psychology tell us about human nature? The answer depends on whom you ask; or more precisely, to which theory of personality you subscribe.
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