*This is a guest post authored by David Biggs, PhD, of Advanced People Strategies.
I have always been fascinated with teams and their impact on organizations. My most recent work in this area has been using the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) from Hogan Assessments.
- HPI – Measures everyday personality and can be used to predict job performance.
- HDS – Identifies potential personality-based performance and derailment behaviors.
- MVPI – Reveals a person’s core values, goals, and interests.
One of the advantages of using psychometrics is the ability to quickly discover a team’s underlying motivations and personality factors.
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We’re excited to announce that our very own Dr. Robert Hogan was given the 2020 RHR International Award for Excellence in Consulting Psychology at the Society of Consulting Psychology (SCP) annual conference on February 8 in Philadelphia, Pennsylvania.
The award is granted to individuals who epitomize the standards of excellence that RHR and the SCP seek to perpetuate. Dr. Hogan received the award in recognition of his distinguished career and his significant contributions to the practice of consulting psychology.
“Bob Hogan has made an extraordinary contribution to the understanding of how leaders can leverage strengths and avoid derailing behaviors as they lead organizations,” said Dr. Paul Winum, senior partner and co-head of Board & CEO Services for RHR International. “He is a well-deserving recipient of the RHR Award for Excellence in Consultation and embodies the professionalism and impact our firm seeks to deliver and recognize through this award.” Read More »
Three weeks ago we revealed the eight most common personality types found via the Hogan suite of assessments. We have already taken an in-depth look at Rebels and Marketers. This week, we continue our dive into these personality types by closely examining the personality profile of Proletarians.
Proletarians make up approximately 14% of the working population. Their Hogan profile is highlighted by mostly average scores on the MVPI with a slightly lower than average score on Affiliation; a flat and normative set of scores on the HPI with slightly lower than average scores on Sociability and Inquisitiveness; and high scores on the so-called moving away cluster of the HDS, which includes the Excitable, Skeptical, Cautious, Reserved, and Leisurely scales. See Figure 1 below for the full profile. Read More »
The amount of text data we send out in the world is staggering. On average, there are 500 million tweets sent per day, 23 billion text messages, and 306.4 billion emails. Everything we say, every email we send, and every word on our resumes can be used to not only understand the world around us, but as clues about the individual speaking, typing, and writing.
Unfortunately, text data does not fit into the traditional structured format of rows and columns. Text data is messy, unstructured, and not easily analyzed using classical statistical methods. Enter natural language processing, or NLP. NLP is a type of artificial intelligence that uses machine learning to break down, process, and quantify human language. NLP helps us understand the hidden stories within text-based data. Read More »
Two weeks ago, we revealed the eight most common personality types found in the Hogan suite of assessments. Last week we took an in-depth look at the first personality type, Rebels. This week we continue our dive into these personality types by closely examining the personality profile of Marketers.
Marketers make up approximately 18% of the working population. Their Hogan profile is highlighted by high scores on Recognition, Power, Commerce, Aesthetics, and Science on the MVPI; high scores on Ambition, Interpersonal Sensitivity, Inquisitive, and Learning Approach, with only moderate Prudence on the HPI; and high scores on the so-called moving against cluster of the HDS; Bold, Mischievous, Colorful, and Imaginative. See Figure 1 below for the full profile. Read More »
Last week we revealed the eight most common personality types found in the Hogan suite of assessments. Starting this week, and in the following weeks, we will take a deeper look at these eight profiles. This week we take a deep look at the personality profile of Rebels.
Rebels makeup approximately 8% of the working population. Their Hogan profile is highlighted by high scores on Recognition, Power, Hedonism, and Commerce on the MVPI; low scores on Adjustment, Interpersonal Sensitivity, and Prudence as well as high scores on Sociability and Inquisitive on the HPI; and high scores on most of the HDS scales except for Diligent and Dutiful, with especially high scores on Excitable and Skeptical. See Figure 1 below for the full profile. Read More »
*This is a guest post authored by Lynne Cruickshank, senior consultant at Peter Berry Consultancy (PBC).
A clear link has been established between how leadership drives engagement, which in turn drives performance. However, one of the challenges that leaders face is how to engage a multi-generational workforce that consists of people who differ in their perceptions and approach to work. Through developing an understanding of the unique motivators, drivers, and values of their workforce, leaders can identify the kind of approaches and work environments that are most likely to engage and motivate their employees from all generations.
So, what motivates different generations?
Research conducted by PBC revealed that people from younger generations in the Australian workforce (i.e. Generation Y [born 1978-1992] and Generation Z [born 1993-present]) tend to have distinctly different values and motivators compared to those from older generations (i.e. Generation X [born 1965-1977] and Baby Boomers [born 1946-1964]). Read More »
Hogan’s distributor in Indonesia, Experd Consulting, welcomed Krista Pederson, director of Asia Pacific business development at Hogan, to Jakarta. While she was there, the group visited the University of Indonesia’s psychology department, where Krista alongside Emilia Jakob, Experd’s vice president, taught a class on “Hogan Personality Assessments and Cross-Cultural Leadership” at a department-wide event. Afterward, they spent time with the dean of the psychology department discussing potential cooperation and research projects.
During Krista’s time in Jakarta, Eileen Rachmann, CEO of Experd, arranged several business development meetings with major Indonesian banks and financial institutions to discuss using Hogan for talent and leader selection, especially with regard to making sure there is a company culture fit. Krista also shared Hogan’s findings on what Indonesian leaders’ personalities look like as compared to the leader personalities of their major trading partners, Japan, India, US, South Korea, and Singapore. Read More »
When discussing personality, it’s common to hear people refer to themselves or others as “Type A” or “Type B.” Or, for those who have taken the Myers-Briggs Type Indicator, acronyms like ISTJ or ENTP or INFP are so commonplace they frequently show up in online dating profiles.
At Hogan, we’ve historically steered away from labeling people as a certain “personality type” based on their assessment results. The primary reason for this is that personality trait scores lie on a continuum and dividing people into convenient buckets sacrifices precision. Further, even two people with highly similar personality profiles can be dramatically different from each other if they only differ on a single scale. Read More »
*This is a guest post authored by Adrian Chew, principal consultant at Peter Berry Consultancy (PBC).
Globalization and the expansion of organizations across international borders have created opportunities and challenges for current and future leaders. As a consultant, psychologist, and coach, I am excited to see more organizations around the world investing in psychometric and multirater feedback data for leadership development.
Having reputational data available can be tremendously helpful to leaders for understanding and narrowing down key areas to focus on for development. Many multirater assessments allow leaders to compare themselves to other leaders around the world using global benchmark scores (for example, the Hogan 360°, powered by PBC, does this). Having the ability to use benchmarks to understand how leaders differentiate themselves is great, considering how globally connected we are. But given how diverse we are from country to country and culture to culture, are we missing any critical nuances that need to be considered when supporting our leaders and managers in their development? Read More »