at SIOP 2019
I-O experts from Hogan’s Research and
Consulting divisions will showcase advances in personality research during an
impressive 19 sessions, symposia, panel discussions, practice forums, and
poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6.
Visit us at booth #303. #hoganatsiop
Thursday, April 4
Understanding Curvilinear Relationships in Selection Research and Practice
Understanding how individual characteristics influence
various organizational outcomes, particularly in curvilinear fashion, is
crucial for selection research and practice. Five studies are presented that
utilize a variety of methods to demonstrate curvilinear relationships between
individual characteristics and organizational outcomes. Findings are discussed
in a scientist–practitioner framework.
Kimberly Nei, Michael Tapia, Matt Lemming, Karen
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The Hogan team including Dr. Robert Hogan, Ryan Ross, Wendy
Howell, and Krista Pederson joined Hogan distributor Optimal Consulting in
Singapore last week for two days of events.
On February 28, Hogan and Optimal cosponsored the HR Tech Conference in
Singapore which covered topics related to digital technology, AI, and
maintaining a future outlook for the HR Industry in Asia. As the keynote to the
conference, Dr. Hogan spoke on Personality and the Fate of Organizations and
presented an elite invite-only session on Identifying the Future-Oriented High
Potential. Ryan Ross led a panel about Skilling Your Workforce from 3.0 to 4.0,
and Krista and the Optimal team held further discussions about Hogan at the
Hogan Optimal booth.
Following up with the topic of Technology and the HR field
in Asia, Dr. Hogan presented on Digital Leadership at an exclusive event held
by Optimal on March 1. He discussed about how the characteristics for good
leaders including Integrity, Competence, Judgment, and Vision, do not change
based on technology. He maintained that these characteristics are essential for
growing and maintaining high performing teams. He warned, however, that if leaders
do not pay attention and adapt to new technology, these leaders will quickly
fall by the way side.
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On February 13th, the Nevada assembly heard a proposal for a new bill, Nevada AB132. The bill itself is only 2.5 pages long and is pretty easy to read, but effectively has two parts:
- Making it unlawful to deny employment on the basis of a marijuana screening test
- Making it unlawful to condition employment on the completion, or results, of a personality test
The first part of the bill concerning pre-hiring marijuana testing has received a fair amount of local news coverage, and is outside of my areas of expertise. However, I will say it does seem odd that one can be excluded from a job for testing positive for a drug that is recreationally legal in the state. If an alcohol test could determine if you drank alcohol at any time over the past, say 30 days, should people of legal age to consume alcohol be excluded from jobs on the basis of that test result?
The second part has received far less attention, but is nonetheless disturbing. The key part of the bill reads:
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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!
*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
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 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
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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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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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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!
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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