Identifying and developing high potentials — employees ready to take the leadership reins when someone gets promoted, steps down, or gets fired — is the single greatest talent management challenge organizations face today. The problem is, most organizations are really, really bad at it. Practitioners rate themselves as effective at identifying high potentials only about 50% of the time. That means many high-potential identification systems in place today could achieve the same level of accuracy by flipping a coin.
Leading up to the launch of the Hogan High Potential Talent Report, our CEO, Tomas Chamorro-Premuzic, authored numerous articles addressing human potential and how to assess it. Writing for Harvard Business Review, Fast Company, Forbes, and others, here’s a comprehensive list of Tomas’s articles on the subject.
We’re excited to announce the launch of the Hogan High Potential (HIPO) Talent Report, a new product that simplifies the way organizations evaluate and develop talented people. The comprehensive report makes it easier to make informed talent decisions, groom and develop employee leadership competencies, and achieve positive business outcomes.
Team performance depends on having a clear mission—a sense of purpose—and the right people to deliver it.
In the face of widespread and systematic safety failures, including worker deaths, a large organization created a new health and safety team and gave it power and autonomy to identify and fix the problems and policies that were putting their workers in danger. Six months into the mission, the team was meandering and hadn’t made any impact.
Contributed by Lewis Garrad on Mon, Dec 19, 2016
This article originally appeared at Sirota.com.
While so much media has been focused on how technology is going to automate jobs and replace us all with robots, much less attention is being given to the emerging Talent Tech industry.
In fact, there is a good argument that using technology to help us understand our talent and potential is really the most noble and humanitarian of causes; to help us find out how we can continue to learn, grow and stay relevant in the midst of substantial change.
In August, Know Your Crew and Hogan X formed a partnership to advance and revolutionize team building. In combining Know Your Crew’s platform that improves team dynamics with Hogan’s decades of research and team analytics, both organizations aim to maximize their strengths to improve the global workforce.
When the GeneBank (fictional company) board of directors demanded its new CEO double the global supplier of dairy and beef genetics’ revenue to $1 billion, the first thing he did was develop a new executive team.
An individual’s values and preferences hold important implications for vocational success, satisfaction, and person-organization fit. Recognizing this fact, Hogan was the first to assess motives and interests in an organizational context, launching the Motives, Values, Preferences Inventory (MVPI) in 1996. Two years later, we were the first test publisher to develop a web-based assessment platform. After we fully integrated the system to score MVPI results for personnel selection and employee development in 2001, our online platform became the most popular way to complete the MVPI. The assessment is available in over 40 languages worldwide and recently hit a new milestone. In September 2016 we administered the one millionth MVPI assessment on our core platform. Put another way, we’ve administered the MVPI using just this one platform to more people than the entire population of Dallas, Texas.