Distributor Spotlight: Mentis Partners with Mercer-Sirota to Develop Engaging Leaders

1785104_logo_1450243705It is no secret that the Hogan International Distributor Network, spanning nearly 60 countries, has played a vital role in the company’s overall success. With the firmly held belief that the Hogan Assessment Suite is the best way to predict work performance, this robust network is responsible for making the global workforce more skilled when it comes to selection, leadership development, and overall business success.

One particular area where Hogan has placed an emphasis over the years is making leaders more engaging. Through collaboration with our friends at Mercer-Sirota, Hogan launched The Engaging Leader Report, which was designed to help leaders understand who they are, how they behave, and how they affect your team.

Of course, it’s great to have an effective report, but it’s equally important to have high quality delivery and implementation. Over the past year, Mentis, a Hogan distributor, delivered stellar results to a major telecommunications company, and set the standard with their impeccable work. Read More »

Self-Awareness in the Age of Individualism

Academics and businesspeople agree that self-awareness is a key aspect of improving performance. Studies show that without it, people tend to be closed-off to feedback, difficult to coach, overestimate capabilities, and ultimately struggle to build and maintain high performing teams. Conversely, awareness of one’s own behavioral tendencies facilitates leadership effectiveness.Self-Awareness

As it’s generally understood that self-awareness is essential for improvement, it might follow that investment in leadership development would result in increased effectiveness. But there is actually a strong negative correlation between spending on development and confidence in leadership, which highlights an unfortunate conclusion: The majority of managers and executives aren’t receiving interventions that move the needle. In fact, at least half of all leaders get in the way of team productivity and don’t live up to their full potential. And, perhaps even more concerning, executive turnover costs organizations somewhere between 50-200% of a leader’s annual salary—thus making it vastly consequential to the bottom line.

Why aren’t interventions changing the behavior of bad leaders and improving financial results? I think it’s because many researchers and practitioners use an individualistic (and inaccurate) definition of self-awareness that emphasizes self-knowledge and strengths over ways to improve one’s reputation with others. From my perspective, the goal of self-knowledge and celebrating yourself is inward looking, antisocial, and selfish—when leadership is a team sport and function for the group, as opposed to a source of personal privilege and individual power. Read More »

A Quick and Dirty Guide to Validity & Reliability

Choosing the right assessment for selecting or developing employees can make or break the success of a talent initiative. Why bother using assessments that don’t predict performance, or that fail to resonate with your business leaders?

When deciding on the right assessment for your valuable talent, pay attention to the scientific rigor with which the instruments have been tested. Any good tool should have concrete data demonstrating its validity and reliability. Validity and reliability can tell you two general things: 1) that the assessment is measuring what you want it to, and 2) that it will reliably assess the same thing each time – ensuring that the results you get aren’t a one-off.

An easy way to think about this concept is with a bullseye metaphor: The very center of the bullseye is exactly what you want to assess.



Reliable but not valid means that you are consistently testing the same thing over and over again, but it’s not testing what you want to test.

Valid but not reliable means that the average scores align with the goals of the test, but individual scores are inconsistent.

Both reliable and valid means that the test will consistently measure what it is supposed to over a period of time – it’s consistently hitting the bullseye.

Read More »

Podcast: Hogan CEO Discusses His New Book

Too often, HR practitioners and talent management experts rely on intuition when it comes to identifying and developing key talent, even when armed with an overwhelming amount of data and objective tools that contradict their instincts. The problem is that the data they ignore is right in almost every case.Talent Delusion

When these “experts” are wrong, it costs organizations all over the world billions of dollars each year in turnover and wasted development expenses. Unfortunately, all of that money could have been salvaged if organizations instead relied on data over intuition in their selection and development practices.

In a recent collaboration with National Business Review Radio and Spotify, Hogan CEO Dr. Tomas Chamorro-Premuzic spoke with Andrew Patterson to discuss his new book The Talent Delusion – Why Data, Not Intuition, Is the Key to Unlocking Human Potential. The book aims to education HR practitioners and leaders on how to measure, predict, and manage talent.

All organizations have problems, and they nearly always concern people. Psychology, the main science for understanding people, should be a pivotal tool for solving those problems.


Hogan X Launches Consumer-Facing Platform


Hogan X, the innovation division of Hogan Assessments, has launched a new consumer-facing personality platform that helps people understand themselves, their motivations, interests, strengths and challenges.

HoganX Updated LogoThe interactive assessment, which takes just minutes to complete, provides users with the answer to the key question everyone asks themselves at some point in their lives: “Who are you?” The new tool, Hogan X’s most advanced to date, dynamically generates over 2,000 different personality descriptions.

“At Hogan X, we are passionate about helping people understand themselves and others, so they can make their lives better,” says Dave Winsborough, the head of Hogan X. “That’s why we were adamant about making this tool completely free. We believe that self-knowledge is a right and should not come with a price tag.”

The assessment leverages Hogan Assessments’ four decades of personality research and data, which is widely accepted as the most reliable personality science in the world. It is the first time Hogan X and Hogan Assessments have moved away from the world of work to focus solely on people.

“By combining Hogan personality science with cutting-edge technology, we are quickly positioning ourselves at the forefront of our industry in both reliability and technology,” says Uri Ort, Hogan X’s Manager of Innovation. “And, this is only the beginning. We have numerous projects well underway, which will continue pushing the boundaries of personality science.”

To take the assessment or for more information, visit HoganX.io or connect with Hogan X on Facebook.

Distributor Spotlight: metaBeratung Focusing on Innovation in Leadership

It’s no secret that technology is affecting all facets of our lives. Social media has affected how organizations attract new customers. Smartphones have put the internet at our fingertips, which has changed the way we communicate, how we access information, and even how we order lunch. But, how will it affect leadership?metaBeratung Logo

metaBeratung, a Hogan Distributor in Germany, Switzerland, and Austria, is staying at theforefront of this issue as it is hugely impactful to the global workforce. Organizational landscapes have changed and continue to change. Therefore, what it takes to be an effective leader has also changed. metaBeratung, in conjunction with IMD Business School, recently examined the qualities and competencies that translate to effective leadership in today’s workforce.

Agile Leadership in an Age of Digital Disruption

In 2017, metaBeratung became an official partner of IMD Business School in Switzerland, and conducted a study that revealed why leaders need to adapt their approach to leadership.

“This is a win-win collaboration for us,” says Nicole Neubauer, managing director of metaBeratung Switzerland. “On the one hand, will we be working together on joint research, on the other, we are able to offer IMD executive programs to our clients based on individual development needs. A perfect match.” Read More »

Podcast: Dr. Hogan Discusses Future of High Potential Programs

HRD Connect LogoIt’s no secret that identifying high potentials (HIPOs) is a hot topic in the global discussion on talent management, and for good reason. Those who hold leadership positions today will inevitably move on or retire. Thus the need to identify and develop successors is vital to the future of organizations worldwide.

Numerous organizations across the globe have implemented HIPO programs to groom the next generation of leaders. Unfortunately, most organizations are not very good at identifying HIPOs. Instead of using data and objective measures that are backed by science, companies tend to promote those who emerge, such as the confident, charismatic, and politically savvy individuals. However, science tells us those who emerge are often ineffective.

In an interview with HRD Connect in Amsterdam, Dr. Hogan addressed the HIPO topic, and offers his top tips for assessing employee potential.

If HIPOs are critical to the success and sustainability of your organization, contact a Hogan consultant or visit hoganhipo.com.

SIOP 2017: Collected Wisdom from Orlando

The 2017 SIOP Conference was the largest in history, and several Hogan representatives presented on a wide variety of topics. For those of you who were unable to attend or for attendees interested in accessing the Hogan presentations, here is a recap with links to many of the Hogan presentations at this year’s conference.

*Please note that symposium titles will differ from linked content. The content provided is to a paper within the symposium.

Conceptual Foundations of Personality Assessment in Organizations: “Useful” to “Optimal”

Interest in personality assessment in organizations continues to grow.  However, criterion-related validities are only at the “useful” level currently.  Three personality models are presented that have organizationally relevant labelling and are more differentiated at the primary factor level.  These models should help personality validity reach “optimal” levels.
Jeff Foster, Steve Nichols

Development of Empirically Based Short Form Personality Assessment

Short form personality assessments are nothing new, but many existing forms are constructed with an emphasis on internal reliability rather than predictive utility. A short form was developed using an empirical approach that simultaneously optimizes reliability and criterion validity. Evidence supporting the utility of the short form is provided.
Brandon Ferrell, Blaine Gaddis Read More »

Hogan Launches New Online Post-Certification Course

In response to overwhelming customer demand, we have launched a new online Level 1 Hogan Certification course that will serve as a post-certification “refresher” program for Hogan-Certified users. The program will be geared toward the review and reinforcement of basic Hogan interpretation skills gained in the Level 1 Hogan Certification Program.Certification Banner

“With approximately 50,000 Hogan-Certified professionals across the globe, it became clear that our users were hungry for a way to hone their skills and continue to learn more about the Hogan Assessment Suite,” says Jackie Sahm, Hogan’s Director of Global Learning. “This new program gives them that opportunity at their fingertips.”

The web course provides Hogan users with a thorough review of all 28 scales across Hogan’s three core assessments: Hogan Personality Inventory (HPI); Hogan Development Survey (HDS); and the Motives, Values, Preferences Inventory (MVPI). The course begins with a diagnostic assessment of the learner’s current knowledge of the Hogan scales, and offers appropriate tutorials to strengthen and reinforce interpretation of the Hogan Assessment Suite.

The course will include challenging exercises to both assess and teach scale meanings and their performance implications. Additionally, informational feedback is provided throughout the course to guide interpretive thinking versus rote recitation.

“We’re really excited to launch this new program, but we’re even more excited that we have thousands of Hogan users who already see the value in it,” says Sahm. “It confirms that our users understand the importance of personality assessment and its role in the future of talent management and leadership development.”

The price of the course is $195 USD, and is available via Hogan’s On-Demand Learning Course Catalog. For more information, contact training@hoganassessments.com.


Hogan Forms Partnership with Talent Quarterly

We’re excited to announce that Hogan has partnered with Talent Quarterly, the leading voice for science-based, practical advice on hiring, developing and retaining exceptional talent.

Talent Quarterly, published by The Talent Strategy Group, makes organizations more successful by providing evidence and insights to help leaders make higher-quality talent decisions. With that mission, and a commitment to improve the global discussion around talent management, a partnership with Hogan made perfect sense.TQ Cover

“I’ve been a fan of Hogan for quite some time, and their views on talent management align perfectly with what we’re trying to accomplish at Talent Quarterly,” says Marc Effron, Founder & Publisher of Talent Quarterly and Founder & President of The Talent Strategy Group. “I started this publication because the current dialogue around talent management simply wasn’t sufficient. Hogan has been battling the status quo around personality assessment and leadership development for decades, so this partnership was a natural fit.”

With contributions from some of the world’s leading management authors, consultants, and scholars, Talent Quarterly offers readers a fresh perspective and allows them to view the world’s talent issues through a new lens. Each issue focuses on a particular theme around talent management, including culture, female talent, performance, and engagement. The latest, The Boss Issue, covers such hot topics as curing incompetent leadership, how to become a superboss, and how smart bosses build smarter employees.

The partnership will allow both organizations to continue their mission of improving the global workforce.

“We are quite excited about this partnership,” says Hogan CEO Dr. Tomas Chamorro-Premuzic. Marc is not only a superstar in the world of talent management, but he is also on a quest to educate professionals and leaders in order to make talent practices more data-driven and effective. Talent Quarterly embodies this mission and we are honored to play a part in making it an even bigger success.”

Talent Quarterly is a quarterly print magazine accompanied by a daily digital operation. Print and digital subscriptions, complete issues, and individual articles are all available at talent-quarterly.com. Also, follow them on Twitter: @TalentQuarterly.