VIDEO: Dr. Hogan Discusses the Importance of Values
Values are the DNA of culture, and culture is incredibly stable over generations. That explains why parent-child voting preferences and religious preferences have correlated so strongly throughout human history. Values are what drive prejudice, and the clash of values is what has caused so much unrest and conflict across the globe.
Values are also directly related to organizational success and failure, and the culture of an organization is defined by the values of the people at the top. You can have the world’s most effective business strategy but, if your organizational values are not aligned, you’re doomed.
High-performing groups will have similar values and you have to determine exactly what they are. In this video, Dr. Hogan discusses the importance of values, and how organizations need to put less of an emphasis on descriptive values and focus more on prescriptive values.
[embed]https://www.youtube.com/watch?v=DxFKtwTzBJE&t=18s[/embed]
How to Make Work More Meaningful for Your Team
There is a well-known story about a cleaner at NASA who, when asked by JFK what his job was, responded “I’m helping to put a man on the moon.” This anecdote is often used to show how even the most mundane job can be seen as meaningful with the right mindset and under a good leadership.
Today, more and more employees demand much more than a good salary from their jobs. Money may lure people into jobs, but purpose, meaning, and the prospect of interesting and valuable work determines both their tenure and how hard they will work while they are on the job. Finding meaning at work has become so important that there are even public rankings for the most meaningful jobs. Although there are many factors determining how appealing jobs tend to be, those that contribute to improving other people’s lives are ranked top (e.g., health care and social work). Interestingly, meta-analytic studies indicated that there is only a marginal association between pay and job satisfaction. A lawyer who earns $150,000 a year is no more engaged than a freelance designer who earns $35,000 a year.
Research consistently shows that people experiencing meaningful work report better health, wellbeing, teamwork and engagement; they bounce back faster from setbacks and are more likely to view mistakes as learning opportunities rather than failures. In other words, people at work are more likely to thrive and grow when they experience their job as meaningful. This is why businesses with a stronger and clearer sense of purpose tend to have better financial performance. Unsurprisingly, the most successful companies in the world are also the best places in the world to work.
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Hogan Interview – by Skye Trubov
*This article was originally published for The Association for British Psychology.
Has your empathy and compassion ever led to anxiety about what others think of you? Has your competitive nature ever made enemies? Has your persuasiveness ever led to manipulation? We all possess dark side traits which may have helped us achieve success in the past but if we don’t keep these traits in check, they’ll eventually catch up and may well lead to detrimental outcomes. Given the topical nature of toxic leadership and scandalous behaviour, we found ‘The Dark Side’ to be a fitting theme for the Association for Business Psychology (ABP) conference this year in October.
As an ABP Committee member, I’ve had the distinct pleasure of interviewing the one and only Dr. Robert Hogan, who started Hogan Assessments with his wife Joyce in1987 and put dark side traits on the map. We discussed the dark side of personality, what it is and why it’s crucial for organisations to pay attention to.
Read More »Too Much Charisma Can Make Leaders Look Less Effective
Conventional wisdom suggests that the most charismatic leaders are also the best leaders. Charismatic leaders have, for instance, the ability to inspire others toward higher levels of performance and to instill deep levels of commitment, trust, and satisfaction. As a result, they are generally perceived by their subordinates to be more effective, compared with less charismatic leaders.
But our research shows that while having at least a moderate level of charisma is important, having too much may hinder a leader’s effectiveness. We conducted three studies, involving 800 business leaders globally and around 7,500 of their superiors, peers, and subordinates. Leaders occupied different managerial levels, ranging from supervisors to general managers. Our paper is forthcoming in the Journal of Personality and Social Psychology.
First, it’s important to understand what charisma is. Traditional models of charismatic leadership state that charisma is not a personality trait, but simply exists in the eye of the beholder. In other words, charisma is attributed to someone, as opposed to being grounded in one’s personality.
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I’m an Executive…Get Me out of Here!
Externally recruited CEOs are almost seven times more likely to be dismissed within a short tenure than those who are promoted from within the organization. No matter how much a board learns about an outside candidate, executive stakeholders simply have a better understanding of an internal contender’s strengths and weaknesses, especially as they relate to the current business landscape and strategic objectives. In 2014, 78 percent of S&P 500 CEOs were sourced internally; most companies are paying attention to building a sustainable leadership pipeline that readies executives and potential executives to advance. But when succession plans are enacted, those high potential managers entering the executive ranks typically face a set of challenges uniquely appropriate for a coach to tackle.
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Leader Focus Report: View Leadership Through the Right Lens
Hogan is excited to launch the Leader Focus Report, a new solution designed to provide leaders with self-insight into their leadership style and strengths so they are able to plan their career and lead teams effectively.
Most organizations classify career advancement as transitioning into a series of people leadership roles. But, what does that mean for an organization’s high performers whose strengths are not aligned with the abilities to manage themselves and others effectively?
“Not everybody is meant to be a good people leader, but there are other leadership styles that could really determine if a person will be a successful manager or leader,” says Hogan CEO Tomas Chamorro-Premuzic. “It is important for organizations to work out what leadership style employees will display and what roles are a good fit for their personal leadership style.”
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Hogan Business Outcome Highlights: Proof Our Science Helps Your Bottom Line
There is nothing that affects an organization’s bottom line more than hiring and developing the wrong employees. In fact, a recent Huffington Post article concluded that an employee making $60,000 annually will cost his or her company between $30,000 and $45,000 to hire and onboard a replacement. That’s an incredible amount of money that could have easily been put to better use.
At Hogan, we have collected billions of data points over the past four decades that we’ve leveraged to help companies large and small across the globe to greatly reduce turnover and positively impact their bottom line. Quite simply, it all comes down to making the right personnel decisions, and our science is the best at doing just that. Read More »