Strategic self-awareness starts with a clear understanding of your assessment results. In this short video, Hogan’s consultants give viewers a basic understanding of personality and what to expect during their Hogan feedback.
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Dr. Robert Hogan dedicated his career to uncovering how personality factors influence leadership effectiveness and predict job performance. In this video, he discusses personality theory and assessment, identity vs. reputation, and faking.
For decades, Hogan has helped organizations find and develop C-suite talent. Now, we’re excited to introduce a report series designed for the middle – the on-the-ground managers responsible for bridging top management with staff and delivering organizational results.
Companies have spent millions of dollars designing complicated competency models, fruitless training programs, and elaborate perks to select, develop, and retain their middle managers. But when you boil it down, only three things really matter:
“You don’t start at the top if you want to find the story. You start in the middle, because it’s the people in the middle who do the actual work in the world.” – Malcolm Gladwell, journalist and bestselling author
Middle managers are perhaps the most maligned individuals in the corporate world. Most view them as roadblocks whose sole purpose is to prevent efficiency or innovation. And when business consultants come in, middle managers are the first to go. At Hogan, we think middle managers get a bum rap. Rather than the useless bureaucrats they… Read more »
Everyone has made a bad hire, and considering they typically cost 150% of their annual salary, chances are you don’t want it to happen again. This new book by Abhijit Bhaduri outlines how employers should weigh education, experience, competence, and personality to hire the right people and drive success at their companies.
As businesses continue to expand into China, and Chinese companies establish operations around the world, employers find themselves having to integrate both Chinese and Western perspectives into their organizational leadership roles. Understanding the inherent differences between Chinese and Western leadership styles is essential for successful talent management programs.
Organizational psychologists often seem content to define and categorize relevant behaviors and stop there. But curious minds wonder about why people do what they do; curious minds want to go deeper into the problem.
Destructive leadership is something we often talk about, but given how often destructive leaders show up in the news; it’s worth another look.