Dr. Hogan to give a breakfast talk with Odgers Berndtson
Looking for commitment? Date the nice, quiet guy.
They may like it, but extroverted people are less likely to put a ring on it.
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Launch of GMAC Reflect
Dr. Hogan on Redefining Leadership
Although it is one of the most researched topics in the world, the academic study of leadership has failed to produce any applicable results.
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Is your personality ready for bikini season?
Did you know your personality could be slimming?
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2012 Business Outcomes
We Want Mr. Personality
Although it sounds like the plot from dozens of bad romantic comedies, recent research suggests that who you are on the inside (your personality) is more important than how you look when it comes to catching the eye of that special someone.
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CEOs Aren’t Like Us
What makes a great chief executive? Although leadership is one of the most studied subjects in academia and the business world, there is no clear answer to this question, in part because so little research has been done examining what separates CEOs from the rest of us.
To answer this question, Hogan partner Winsborough Limited analyzed a database of New Zealand chief executive applicants along three dimensions: bright-side, or normal personality, values, and dark-side personality, or derailers.
Winsborough research describes three types of CEOs, their typical derailers, and the development needs of most CEOs.
Occupying the top role is not the same as being effective in it. This research identifies the characteristics of the average CEO. However, these are not necessarily characteristics of a successful CEO. A good team can carry a mediocre CEO. A good CEO cannot carry a mediocre team. Thus, good CEOs build high-performing teams.
To find out how CEOs are different from us, read the white paper.
The Chain of Screaming
In season 3, episode 15, of the CBS sitcom “How I Met Your Mother,” one of the characters introduces the gang to a workplace phenomenon called the chain of screaming. I’ll let the video clip below do the heavy lifting, but it basically works like this: my boss’s boss screams at my boss, who in turn screams at me, after which I scream at one of my subordinates, and so on.
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