Defining Personality Profiles of Successful Leaders We are interested in understanding key personality characteristics of leaders responsible for running the most successful companies across the world. What sets the CEO apart from the rest of the senior leadership team? Do more successful C-suites share common values or personality characteristics that impact the company’s financial growth?… Read more »
Descriptive and Prescriptive Approaches to Assessing Fit An Improved Descriptive Values Assessment We are currently testing an updated Motives, Values, Preferences Inventory (MVPI) to describe individual values. The updated assessment will include the same 10 scales as the current MVPI, but will measure new subscales to provide three different insights into people: (a) what types… Read more »
Greater Personal Awareness Can Facilitate Performance “Mindfulness” is a mental state achieved by focusing on one’s awareness on the present moment and calmly acknowledging one’s thoughts and feelings. Already incredibly popular in general society, this topic has gained attention in organizations wanting to improve individual and organizational performance through coaching and professional development. Hogan is… Read more »
What do Other People Think of You? In organizational life, what others think of you (i.e., your reputation) is more important than what you think of yourself (i.e., your identity). Because of this, Hogan remains committed to using all available means to collect data about a person’s reputation. One such method is surveying coworkers, friends,… Read more »
Reducing Unemployment by Helping Employers Find What they Want Unemployment remains a significant societal issue, yet most organizations do not test job applicants for basic employability. To fill this gap, we are developing an assessment-based solution to help measure individual differences in abilities to gain and maintain a job in a formal organization. Our efforts… Read more »
M.I.A. Managers and Wanna-B(FF) Leaders Absentee (or Laissez-Faire) Leadership involves leaders abdicating their responsibilities and leaving employees to fend for themselves, or leaders failing to provide guidance, direction, and feedback in favor of establishing collegial relationships with direct reports. Subordinates of absentee leaders tend to feel a lack of direction and motivation and are more… Read more »
Killing the Myth of the Charismatic Leader This project challenges the assumption that Charismatic Leadership is inherently good for organizations. Instead, we propose that Charismatic Leadership may be dangerous and that Humble Leadership is a much healthier and effective alternative. To date, we have developed a Humility scale and have collected test-retest data supporting links… Read more »