Distributor Spotlight: After a Decade of Success, Mobley Group Pacific Continues to Deliver Stellar Results

MGP Logo_Big Size

When American psychologist, Dr. William H. Mobley, founded Mobley Group Pacific in 2004 in Shanghai, he had a vision to revolutionize the development of China’s business community. In 2007, he made the decision to put his entire staff through Hogan Certification, and MGP became an official member of the Hogan Distributor Network. Fast forward 10 years, it is quite apparent that his vision has become reality.

Focusing on executive assessment for senior executives, leadership teams, and emerging leaders, MGP has used the Hogan assessment suite to enhance the effectiveness of organizations across the Greater China region, covering Mainland China, Hong Kong, Macau, and Taiwan. The diversity of their client portfolio, including industries such as automotive, healthcare, manufacturing, and food & beverage, is a true testament to the versatility of Hogan products. In 2015, MGP deployed a Hogan-centric coaching program for a large, international pharmaceutical company, and recently shared how they implemented it:

“A leading multinational in the pharmaceutical industry initiated an organizational change in the beginning of 2015. To facilitate such a change, the client wanted to increase its leaders’ awareness of what such changes may bring. The entire process started with a Hogan-based development feedback and coaching session. MGP worked with the top-200 leaders in China over a period of 18 months. The feedback we gathered from such a process was that we successfully kicked off the change process through cultivating an in-depth self-understanding. On top of the individual sessions, we also conducted (over different cohorts) Hogan-based group analyses, helping the senior executive and the program champion to form a high-level understanding of whom do they have, how their leaders lead, as well as the implications to such a big change.” 

The implementation of such a comprehensive leadership development program is a daunting task for any organization, regardless of industry or company size. With the help of MGP, organizations across China have seen significant outcomes, and the region can expect many more years of superb service and stellar results.

Hogan Assessments has experienced a great deal of success through the years, and this is largely due to Bob Hogan’s emphasis on generating results that help a company’s bottom line. When partnering with organizations across the globe like MGP, those results are delivered frequently, and all parties involved benefit greatly.



Hogan to Speak at 32nd Annual SIOP Conference

SIOP17_email_plainI-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 30 sessions, symposia, panel discussions, practice forums, and poster sessions at the 32nd Annual SIOP Conference in Orlando, April 27-29. #SIOP17 #HoganatSIOP

Thursday, April 27

Asia 2
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

Australia 3
Giving Top Performers the Star Treatment: Is Meritocracy Overrated?
Should organizations especially single out—and disproportionally recognize and reward—star performers? Do stars really contribute disproportionately to organizational success? What are unintended negative consequences of meritocratic practices? These and related questions will be debated by a distinguished panel representing both sides of the meritocracy question.
Tomas Chamorro-Premuzic

Atlantic BC
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.
Heather Hayes, Brandon Farrell, Blaine Gaddis

Asia 4
Millennials Versus Millennials Debate (and No One Gets a Trophy)
As scientist–practitioners, industrial-organizational psychologist must understand each side of the Millennial debate. The current session presents the different viewpoints through an interactive scripted debate and panel session. Panelist will “argue” both sides of the Millennial debate, then present an overview of their own experiences managing generational issues in the workplace.
Amber Smittick

Asia 1
What a Difference a Boss Makes: Leveraging Leaders to Enhance Employee Engagement
Given the impact that leaders have on employee engagement, this panel will focus on techniques to identify, select, develop, and evaluate engaging leaders. Panelists will share benefits and challenges associated with current practices used in their organizations and provide recommendations for other organizations to enhance employee engagement through improved leadership.
Jocelyn Hays

Hemisphere E2
Will Technology Make Assessment Obsolete?
How will assessment evolve in the next decade? Industry experts will explore how trends such as big data, artificial intelligence, virtual and augmented reality, social media, and the Internet of Things will force assessment to change. The session will offer guidance to those working to push forward.
Ryan Ross

Hemisphere A3
One Type to Rule Them All? Debating Predictors in Selection
In this presidential-style debate format, 4 panelists, each representing a common selection method including cognitive ability, personality, situational judgment, and simulation, will respond to judge panelists’ questions on how they can help organizations in 2 fictitious business scenarios. Fun and engaging conversation is assured to invigorate the audience.
Steve Nichols

Atlantic BC
Derailers Versus Personality Disorders: What are the Differences?
There remains little consensus regarding the structure and meaning of personality derailers. This research aims to fill this gap by comparing items from the HDS and the PID-5.  Results support the concept of derailers as personality constructs that align with disorders but are not clinically debilitating.
Heather Hayes, Jeff Foster, Blaine Gaddis

Hemisphere II
The Use and Utility of Big Data in I-O Psychology
Recent SIOP conferences have seen a surge in sessions on big data, most of which highlight future possibilities of using big data techniques in the field.  In contrast, this session will focus on active projects within the field and the real benefits of big data for I-O psychology today.
Brandon Farrell, Jeff Foster, Blaine Gaddis

Friday, April 28

Hemisphere A4
The Hungry Mind: Why Companies Hire and Promote for Curiosity
This panel examines the growing importance of intellectual curiosity in different organizational settings. Six experts from renowned global organizations discuss how they go about selecting and nurturing individuals with a “hungry mind,” why curiosity is critical for employability and career success, and how it impacts on leadership and organizational effectiveness.
Tomas Chamorro-Premuzic

Asia 4
Factors to Consider in 360-Degree Feedback Ratings
The goal of this symposium is to discuss factors that can affect 360 performance ratings. Four studies on the effects and relationships of (a) culture, (b) gender and personality, (c) gender and importance performance, and (d) personality and self–other discrepancies in 360-ratings are discussed.
Karen Fuhrmeister, Derek Lusk

Americas Seminar Room
Identifying Grit in Existing Personality and Other Individual Differences Taxonomy
Proponents of grit treat it as a completely new construct, though a few studies suggest it is indistinguishable from other well-established constructs like Conscientiousness. This session focuses on examining relationships between grit and constructs from personality, positive psychology, and interests.
Brandon Farrell, Robert Hogan

Hemisphere E4
Best Practices in Personality-Oriented Job Analysis
This session explores how to best identify which personality trait scales will be job related using expert judgments. The panel discussion will feature brief presentations from the participants, answers to a series of structured questions, and a question-and-answer discussion with the audience in order to identify cutting-edge job analysis methodologies.
Jeff Foster

Atlantic BC
Differences in Judgment and Decision-Making Across Job Levels
Leadership judgments drive corporate performance. However, it is common for leaders to make poor decisions. Therefore, it is necessary to look at judgment tendencies and the ability to learn from past mistakes. This study examines judgement at different job levels to identify differences in key judgment tendencies.
Michael Tapia, Blaine Gaddis

Atlantic BC
Job Analytic Comparisons of Critical Competencies Across Industries
Using archival job analytic data, authors examined the degree of consistency in competencies required for effective job performance across 10 industries. Findings suggest that characteristics identified as important for jobs in one industry are likely to generalize across industries with few exceptions.
Matt Lemming

Atlantic BC
Validation of an Off-the-Shelf Competency Solution for Nine Job Families
Many organizations develop competency models to guide HRM efforts, but models may be based in business trends more than science, making validity evidence scarce. the authors developed and validated an off-the-shelf competency solution to help organizations identify individuals with personal characteristics aligned with critical competencies for 9 job families.
Blaine Gaddis

Saturday, April 29

Hemisphere A4
Assessments on Mobile Devices: Our Opportunities at Digital Speed
This session will discuss current issues in the use of mobile devices for completing candidate assessments. The IGNITE sessions will cover topics ranging from prevalence of test completion on mobile devices, using mobile assessment technology as a recruitment tool, and key elements of a successful mobile assessment app.
Amber Smittick, Jennifer Lowe

Hemisphere V
Limits of Engagement: A Panel Discussion
Employee engagement is the amount of behavioral, affective, and cognitive energy dedicated by employees in their work. Although there has been widespread agreement about the meaningful positive consequences of an engaged workforce, this panel discussion will address if, when, and how there can be too much of a good thing.
Darin Nei

Hemisphere E3
High-Potential Identification: You’re Doing it Wrong
Although many of the numerous difficulties surrounding high-potential identification and development are well-publicized, this diverse panel seeks to explore high-potential issues and insights that are not commonly addressed in practice. Panelists will answer questions about the nomination procedures, assessment strategies, data inputs and development programs used in high-potential management.
Jackie Sahm, Scott Gregory

Americas Seminar Room
Recent Advances in Personality Assessment and Validation: Beyond Self-Reports
Personality assessments are a mainstay in personnel selection, yet applications to organizational research and practice have been dominated by self-report methods. This symposium showcases 4 papers demonstrating the usefulness of observer reports of personality. Papers advocate for the greater use of multiple sources of personality ratings in the organizational sciences.
Robert Hogan

Atlantic BC
Beyond Cognitive Ability: Using Personality to Predict Student Retention
This study examined the relationship between personality and student retention. Conscientiousness predicted student retention across 3 years and eventual graduation rates. Researchers and practitioners can use these findings to develop personality-based interventions to increase student retention and reduce costs for colleges and universities.
Matt Lemming

Atlantic BC
Personality Assessment as a Supplementary Predictor of Tenant Behavior
Current tenant screening methods lack thorough research support and may be subject to adverse impact. This study proposes the use of personality assessment as a supplementary tool and provides evidence for the use of personality measures to predict tenant behavior, including payments, vacating, maintenance, cleaning, landlord interactions, and causing damages.
Michael Tapia, Brandon Farrell, Matt Lemming

Atlantic BC
Improving Prediction Through Personality and Criterion ABC Alignment
Authors hypothesize that by aligning the affective, behavioral, and cognitive content of personality and workplace criteria, prediction will be improved. This hypothesis is tested in 2 datasets that have both personality and performance data. The results generally support the hypothesis; there was better prediction of performance on average.
Michael Tapia, Kimberly Nei

Atlantic BC
Dark Personality as a Causal System: A Network Approach
The origin, development, and nature of maladaptive traits are discussed as latent traits (e.g,. narcissism) causing sets of interrelated behaviors (e.g., arrogance). An alternative, network perspective is proposed for conceptualizing dysfunctional tendencies as causal systems of interlocking strategies. Item-level networks of Dark Triad are demonstrated and reproducible R code offered.
Jeff Foster

Hemisphere A3
Using Personality Assessment to Predict Valued Outcomes in Healthcare
The healthcare industry significantly affects people’s lives but relies on objective data. As such, assessments of “softer” individual differences have been underused despite evidence that these constructs predict health-related outcomes. This symposium allows professionals to demonstrate how personality assessments predict a range of outcomes for healthcare providers and recipients alike.
Blaine Gaddis, Kimberly Nei, Derek Lusk

Hemisphere E4
Maladaptation: Building the Nomological Net of Derailing Traits and Behaviors
Despite increasing interest in derailing traits and behaviors, there remains much to be learned about their construct space. By presenting quantitative and qualitative research results, authors seek to deepen understanding of how derailing traits and behaviors relate to other individual differences and work-related outcomes, expanding insight into maladaptation at work.
Brandon Farrell, Blaine Gaddis

Globalizing Selection Systems: What You Need to Know for Success
Hemisphere A1
Panelists will share their experiences related to planning, implementing, monitoring, and validating international selection systems. They will discuss strategies as well as lessons learned from these implementations. In particular, unique considerations important for global launches will be identified.
Steve Nichols

Hemisphere A4
Team-level Interventions: Using Personality Data to Enhance Team Effectiveness
Panel members will discuss their successes and lessons in using personality data for team-based applications. Topics will include best practices and ethical considerations for presenting personality data to teams, examples of creating and using team personality profiles, and other practical applications to improve team effectiveness and business outcomes.
Blaine Gaddis

Hemisphere E1
Mobile Assessment: Small Screens Become Mainstream (Demo & Panel Discussion)
This symposium brings together 3 assessment publishers demonstrating mobile assessment administration formats and comparing and contrasting their effectiveness. Audience members will participate by sampling assessment experiences “live” via mobile device. After demonstration, broader trends on mobile assessment will be highlighted from each publisher, and advantages/disadvantages of mobile assessment formats will be discussed.
Jennifer Lowe

Hemisphere A1
Looking Beyond Validity to Ensure Assessment Success
The successful implementation and sustainability of an assessment program is determined not only by the validity of an assessment but a number of other factors. Practitioners from 5 organizations will share their insights, perspectives, and experiences in how to successfully address these factors.
Jackie Sahm

Hogan Business Outcome Highlights: Proof Our Science Helps Your Bottom Line

There is nothing that affects an organization’s bottom line more than hiring and developing the wrong employees. In fact, a recent Huffington Post article concluded that an employee making $60,000 annually will cost his or her company between $30,000 and $45,000 to hire and onboard a replacement. That’s an incredible amount of money that could have easily been put to better use.

At Hogan, we have collected billions of data points over the past four decades that we’ve leveraged to help companies large and small across the globe to greatly reduce turnover and positively impact their bottom line. Quite simply, it all comes down to making the right personnel decisions, and our science is the best at doing just that. Read More »

Distributor Spotlight: Advanced People Strategies Developing UK’s Next Generation of Leaders

At a time when organizations across the globe are struggling to identify and develop the right leaders, Hogan has made it a priority to leverage decades of research to ensure all of its clients and partners are equipped with the best tools available. As a result, the Hogan Distributor Network has experienced a great deal of success against its competition, and the result is a much more effective global workforce.

A prime example of implementing a leadership development program “the Hogan way” is Hogan’s UK distributor, Advanced People Strategies (APS). Led by Managing Director Chris Humphreys, APS has more than 15 years of experience in helping organizations develop leaders both in the UK and abroad. Most recently, they spent a year assisting one of the UK’s top engineering firms with the implementation of a robust leadership development program.  Read More »

Emergence versus Effectiveness

There is an old adage that cream always rises to the top. In talent management, that means people who are fit to lead an organization will rise to the corner office on their own. Although many organizations operate this way, the truth is that the best leaders rarely end up in the corner office, which is probably why half of new leaders fail.

Failed leaders can cause big problems. Leaders should drive employee engagement, yet only 30% of employees are engaged, costing the U.S. economy $550 billion a year in productivity loss. Moreover, a large global survey of employee attitudes toward management suggests that a whopping 82% of people don’t trust their boss, and over 50% of employees quit their job because of their managers. Read More »

Hogan to Feature Two Speakers at 2017 ATP Conference

Hogan representatives Dave Winsborough, VP of Innovation and head of Hogan X, and Blaine Gaddis, Sr. Manager of Product Research, will both present at this year’s ATP Innovations in Testing Conference in Scottsdale, AZ next week. The conference, which brings assessment industry professionals together, provides a venue for attendees to learn from and collaborate.

Winsborough will facilitate a Featured Speaker Session titled “Disruption of Traditional Assessment Systems: Are We the Walking Dead?” The session will focus on how digitization has created a fundamentally different testing landscape, and how these changes have enabled significant forces that disrupt traditional assessment. Given the choice between being disruptors or being disrupted, this session also seeks to discuss which kinds of response should be taken. The session will occur at 4:30 pm on Monday, March 6. Read More »

Distributor Spotlight: A&D Resources Helps Drive Hogan’s Global Proliferation

Hogan’s reputation as the global leader in personality assessment and leadership development didn’t form overnight. In the organization’s early years, Bob and Joyce Hogan knew the only way to improve the global workforce was through the use of the Hogan assessments, and that meant putting the products in the hands of those who could spread their message far and wide. What started as a daunting endeavor eventually evolved into the Hogan Distributor Network – a robust collection of the world’s finest I/O psychologists and HR practitioners spanning 60 countries.

A&D Resources, a 15-year Hogan distributor serving Denmark and the Benelux region, is a perfect example of Bob and Joyce’s original vision – empower talented people with the best personality assessments in the industry and then get out of their way. That’s exactly what A&D Founder & Managing Director Joan Jakobsen did. She is solely responsible for introducing the Danish adaptation of Hogan products, and has since built a team of extremely talented psychologists to build on that success. Her passion and drive continues to elevate the Hogan brand and develop more Hogan advocates. This was demonstrated recently in a LinkedIn post authored by Thomas Hedegaard Rasmussen, Vice President of HR Data & Analytics at Shell, who worked with Joan to implement Hogan tools at his organization. Read More »

Infographic: There’s a Leadership Crisis Developing

Before organizations can identify and develop high-potential employees, they have to define potential in a manner that works across all departments and job levels. And, in attempting to do so, many organizations end up with a complex concept of potential that satisfies no one. The Hogan High Potential Model is based on Leadership Foundations, Leadership Emergence, and Leadership Effectiveness. For more information, check out the infographic below or visit hoganhipo.com.

Read More »

Charisma Is Clogging Up Your Leadership Pipeline

When it comes to who we want to work for, everyone thinks they want the same thing: a charismatic leader whose engaging personality and sweeping oratory inspires his or her followers to greatness, like every coach in every sports movie ever made, ever. Including this one by Al Pacino in Any Given Sunday.

Screen Shot 2017-01-18 at 3.10.23 PM.png
Read More »

Engaging high potential employees – it’s not as simple as it sounds

6pf6daiwz48-rayi-christian-wicaksonoCoaching high potential employees to find impact, challenge and meaningful relationships at work can help create stronger motivation, commitment, and retention.

If identifying high potential employees is the most important talent management Read More »