Not Everyone Wants a Promotion

Working with managers and leaders across organizations and industries, I often wonder if they enjoy their jobs and truly want to lead others. Too often organizations promote talented individuals based on their capability to perform the job in question without considering their desire to perform the job. One critical piece of high potential models that I fear may be overlooked is the individual’s appetite for advanced responsibility. Forget for a moment about whether or not the person will do the job and consider if the person will like the job. A strong individual contributor may enjoy collaborating with others, but have no interest in supervising others. A high potential employee known for generating innovative ideas may prefer to work in one narrow area of expertise rather than applying those creativity skills to overall organizational strategy. 

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Can You Really Improve Your Emotional Intelligence?

  Who wouldn't want a higher level of emotional intelligence? Studies have shown that a high emotional quotient (or EQ) boosts career success, entrepreneurial potential, leadership talent, health, relationship satisfaction, humor, and happiness. It is also the best antidote to work stress and it matters in every job — because all jobs involve dealing with people, and people with higher EQ are more rewarding to deal with. Read More »

5 Ways to Manage Creativity and Drive Innovation

In a society that craves novelty and new technology, staying on the cutting edge is paramount to an organization’s survival. What better way to stay one step ahead in the product line than to have a strong creative team tinkering away behind the scenes. Read More »

Q1 Research Review I – Drivers of Performance

No one has time to read every new piece of research that could impact our field. As a result, it is hard to know what important new findings might pass us by. Luckily, the Hogan Research Division is here to help (and we welcome your contributions in return). Read More »

Way Outside the Box

Is there such a thing as being too creative? Although creativity is largely associated with positive work outcomes, our research shows that, in excess, creativity can be a powerful roadblock to career success.

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Innovate or die. – Dr. Robert Hogan

This axiom is all too relevant for entrepreneurs today. Companies like Google and Pixar embrace a collaborative and innovative culture with unconventional work hours and offices. Why do they go through such great lengths to foster their employees’ creativity? Because that’s what a creative employee’s personality demands.

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