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High-performing teams can provide an undeniable advantage over the competition. However, most managers will tell you that although it is easy to put together a team with great potential, they rarely perform at their maximum capacity. Why? Because you’re doing it wrong.
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Perhaps the best way to understand Kaizen Psychometrics is by considering each part of the phrase separately.
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Dear Prudence,
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Even the most advanced assessment tools won’t do any good if you don’t know how to use them. The Hogan Assessment Certification Workshop and Advanced Interpretation Workshop are tailored for executive coaches, HR directors or generalists, organizational development or training professionals, and industrial/organizational psychologists looking to become certified in the administration, interpretation, and implementation of Hogan assessments.
Workshops are facilitated by seasoned professionals who have in-depth experience with the Hogan inventories, and count toward continuing education requirements for many professions. Check out the 2015 schedule and register.
Certification Workshop
Advanced Workshop
February 17-18, 2015Atlanta, Georgia
March 10-11, 2015Atlanta, Georgia
May 19-20, 2015Atlanta Georgia
September 15-16, 2015Atlanta, Georgia
July 14-15, 2015Atlanta, Georgia
August 25-26, 2015Atlanta, Georgia
December 1-2, 2015Atlanta, Georgia
Delia Ephron, a best-selling American author, screenwriter, and playwright, published an essay in the New York Times on August 31st, 2014 entitled “Ouch, My Personality, Reviewed” that is a superb example of what Freud called “the psychopathology of everyday life.” She starts the essay by noting that she recently used Uber, the car service for metrosexuals, and the driver told her that if she received one more bad review, “…no driver will pick you up.” She reports that this feedback triggered some “obsessive” soul searching: she wondered how she could have created such a bad score as an Uber passenger when she had only used the service 6 times. She then reviewed her trips, noting that, although she had often behaved badly (“I do get short tempered when I am anxious”), in each case extenuating circumstances caused her behavior. She even got a bad review after a trip during which she said very little: “Perhaps I simply am not a nice person and an Uber driver sensed it.”
The essay is interesting because it is prototypical of people who can’t learn from experience. For example, when Ms. Ephron reviewed the situations in which she mistreated Uber drivers, she spun each incident to show that her behavior should be understood in terms of the circumstances—the driver’s poor performance—and not in terms of her personality. Perhaps situational explanations are the last refuge of both neurotics and social psychologists?
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Are you looking for any easy way to sharpen your interpretation of the Hogan Personality Inventory? There’s an app for that.
Now available for iOS and Android tablet devices, Hogan Pick 2 HPI allows you to easily interpret the high or low score implications of any two HPI scores by tapping LOW or HIGH for any two HPI scales. The INTERPRETATION panel will display behaviors you can expect from someone with similar HPI score combinations.
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An unbalanced team can be an operational nightmare – projects stall, ideas dry up, and morale plummets. Fortunately, unbalanced teams manifest themselves in five predictable ways, each of which can be fixed by bringing in people to fill gaps, or reassigning people where too many individuals are trying to fill a role.
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