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17.02.2012
When it comes to personality, the line between strength and weakness isn't always clear. The Hogan Development Survey is a proven assessment tool that uses 11 personality scales to help leaders recognize shortcomings, maximize strengths, and build successful teams.
click here to see more www.howdoyouderail.com
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Welcome to the Hogan Newsletter, providing monthly industry insights, events, and the latest Hogan developments.
Personality, Leader Behavior, & Overdoing It
Historically, leadership research has minimized the role of personality. Yet, decades of failed executives and recent scientific study demonstrate not only that personality predicts leader performance, it also appears to be the strongest single domain of individual differences related to leadership.
"Personality, Leader Behavior, and Overdoing It," by Joyce Hogan and Robert Kaiser, tests the links between personality ratings of four leader behavior styles and examines the assumption that strengths can become weaknesses by determining the level of personality scores associated with rathings of the right amount versus too much of the leader behaviors.
The integral role of personality in leadership seems well understood by managers, consultants, and talent management professionals who have used personality assessment in selection and development for decades (e.g., Moore, 1987; Scott & Reynolds, 2010). A case can be made that leadership research has lagged behind practice in this regard. The present study is designed to help bridge this gap by examining theory-based relationships between a broad range of personality dimensions and four specific leader behaviors. This research also examines a common assumption in leadership practice that has received little empirical attention - the assumption that strengths can become weaknesses when overused.
READ PERSONALITY, LEADER BEHAVIOR, & OVERDOING IT
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Values Report Launch
Values – the core motives, interests, and beliefs that determine what we desire and strive to attain – have tremendous consequence in terms of what type of work we find fulfilling, how we operate within a team, and how we fit into an organization.
As the international authority in personality assessment and consulting, Hogan has more than 30 years of experience identifying and developing successful leaders. We are excited to launch the revised Leadership Forecast Series Values Report.
We will activate the new report in HALO on January 17, at which time it will replace the old report in the system.
For more information regarding the new Leadership Forecast Series Values report, its activation in the HALO system, or how it will affect you, please visit the Values Report launch site.
VALUES REPORT LAUNCH
The Power of Unconscious Biases
When Jeffrey Skilling took control of Enron, he had a reputation as a smart, extremely competitive business man with a penchant for risk taking – qualities that led to early success and facilitated his rise to the executive suite.
These values became counterproductive, however, when Skilling’s unconscious biases began to shape Enron’s culture. Lauding of creative risk-taking and fierce internal competition coupled with huge incentives led to not only stretching, but circumventing and breaking legal and ethical boundaries to bolster short-term performance.
Obviously, Skilling’s was an extreme case, but although unconscious biases – the unconscious projection of our values onto others – aren’t always counterproductive, they are always impactful.
“The Power of Unconscious Biases” explores leaders’ values and unconscious biases, and their potentially devastating consequences.
READ THE POWER OF UNCONSCIOUS BIASES
A Victor in the Science Wars
In science, wars are fought over disputed intellectual territories. According to “A Victor in the Science Wars,” a recent article on Forbes.com, one such battle, which has been waged for the past 50 years, is over what constitutes one’s personality.
The ancient warrior faction argues that personality is your internal identity. You think about who you are, and how you’ll act, and your self-perceptions and this is your personality. The neophyte faction, led by Robert Hogan, argues that in the workplace it’s not who you think you are, but what everyone else thinks about you that matters. The practical question is: which tribe wins the contest?
READ A VICTOR IN THE SCIENCE WARS
Strength in Science
In the fast-moving business world, getting the right person in the right position is critical. Although, personality assessment can be a powerful talent management tool, with thousands of assessment providers in the U.S. alone, finding one that meets your company’s needs can be a challenge.
Hogan’s foundation in science and dedication to research distinguishes it from the competition. “Strength in Science” is a one-page overview of the Hogan Research Division (HRD), an industry-leading group of doctorate- and masters-level Industrial-Organizational Psychology professionals. Grounded in more than 30 years of research and scientific prediction, HRD plays a central role in developing and applying the Hogan assessments to employee selection and development.
READ STRENGTH IN SCIENCE
Hogan Out and About
EVENTS
2012 Human Capital Institute Summit
March 5-7, 2012
Scottsdale, Arizona
Register
SIOP 27th Annual Conference
April 26-27, 2012
San Diego, California
Register
The Death of Leadership
What is driving the death of leadership and how do we secure quality leaders for the future? Dr. Rodney Warrenfeltz will discuss the driving factors contributing to the death of leadership, why it is happening and how to prevent it from destryoing your company at the Metro - NYU Wasserman Career Center on January 12 at 6pm.
Register
HOGAN IS HIRING
Hogan has an immediate need for a Consultant in the Corporate Solutions practice to deliver selection and development services. This position will provide direct and indirect consulting services to a wide range of private and public sector clients. Specifically, our Consultants work to design and implement validated selection processes for all levels of employees across organizations. They also drive strategic self-awareness among mid- to senior-level leaders through leadership development assessments and talent development programs. Successful candidates will have demonstrated experience with selection and development practices as well as key client management experience.
Read more and apply
WORKSHOPS
The Hogan Assessment Certification Workshop provides an in-depth understanding of how to use and interpret the Hogan personality suite - HPI, HDS, and MVPI.
Atlanta, Georgia
February 21-22, 2012
Download workshop brochure
Leadership Formula combines the powerful strategic self-awareness of Hogan's assessments with the skills-based training of executive coaching. Leadership Formula is a modular program offered as a standalone workshop on location or part of a broader leadership development effort.
Contact us for more information.
WEB COURSES
HBRI Certification provides a comprehensive tutorial on how to interpret the Hogan Business Reasoning Inventory (HBRI). This is an online session and available any time.
Hogan Development Feedback Certification is recommended for individuals who wish to increase their proficiency in coaching or delivering feedback to candidates using Hogan personality data (HPI, HDS, and MVPI). This is an online session and available any time.
From the Blog
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30.01.2012
Чекор нагоре
Штотуку сте промовирани на раководна позиција? Или се подготвува Вашата промоција? Сé што знаете е дека имате кратко време да стасате на врвот од новата позиција и продолжите напред. Можеби сакате да покажете дека сте подготвени за следното скалило, да бидете забележани како потенцијален менаџер?
Една од посложените транзиции во кариерата е онаа од извршител во улога на раководител.Сега имате можност добро да се подготвите и да осигурате успех! Работилницата FIRST TIME MANAGER Ви овозможува стекнување знаење и вештини за справување со трансформацијата во раководна улога и одговорностите на ефективно управување.
Програмата на обуката и дискусиите ќе Ве натераат да ги преиспитате сопствените обрасци на раководење во такви кои ja негуваат креативноста и создаваат организациска култура во чие ткиво е вткаена иновативноста на тимовите.
Во текот на работилницата, низ вежби и активности дизајнирани за симулирање одредени предизвици во улогата на раководење со тимови, ќе развиете стратегиска самосвест и лична агенда на раководење за првите 90 дена, како и сет на нови алатки за раководење во Вашата организација.
Теми опфатени низ програмата
- Вашето позиционирање во улога на раководител
- Направете сопствена промоција- изградете почетна видливост
- План за преод
- Забрзајте го своето учење
- Прилагодете ја сопствената стратегија на опкружувањето
- Остварете брзи резултати
- Преговарајте за успех
- Усогласете се
- Изградете моќен тим
- Иновативноста како клучна одлика на Вашиот тим
- Умешно менторство и коучинг
- Креирајте партнертва
- Одличност на учинокот
- Вашиот план за раководење за првите 90 дена
- Сочувајте баланс - стратегии за управување со стрес и време
- Внесете темпо, остварете резултати, осигурајте успех
Кој треба да присуствува
Програмата е наменета за:
- вработени со висок потенцијал, кои се подготвуваат да предводат и сакаат во кусо време да развијат вештини на раководење
- ново-назначени раководители, кои се наоѓаат во периодот на ориентација на своите нови работни позиции.
- професионалци кои се подготвуваат за следниот чекор во кариерата – менаџерска позиција
Обучувачи
Тереза Серафимова – Консултант за човечки ресурси www.aag.com.mk/hogan
Наташа Ивановска – Сертифициран тренер и Бизнис коуч
Време, место и цена на одржување
Февруари 28 и 29 2012, од 10:00 – 16:00, АМЧАМ Македонија. Цена: 6100 МКД.
Пријавување за настанот направете на: aag@aag.com.mk.
HoganNews
Welcome to HoganNews, providing monthly industry insights, events and Hogan developments. To receive even more Hogan updates, opt in for email announcements.
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Hogan released its second annual Business Outcome Highlights report today. The document synthesizes results from more than 30 ROI studies conducted in 2009 and 2010 and provides detailed case studies that demonstrate the positive impact of assessment-driven solutions on key performance indicators. Points of interest from the study include:
- 88% of studies showed a strong, positive impact on key performance metrics
- High-fit managers exceeded profitability goals by $80,000 over moderate fit groups and by $180,000 over no fit groups
- Employees hired using the Hogan Safety Report had 40% fewer accidents
- Hogan solutions given usefulness rating of 96 out of 100 by nearly 500 leaders at a Fortune 100 technology company
- More than 20% increase in predictive power over other selection systems
Built on more than a century of scientific study, Hogan's personality assessment solutions are backed by an unmatched archive of more than 300 criterion-related validity studies and the largest team of dedicated doctorate- and masters-level Industrial-Organizational Psychology professionals in the industry.
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Dealing appropriately with failure and blame is paramount to managerial success.
Unfortunately, it is also the area of personality in which many people display dysfunctional tendencies - extrapunitive types are prone to unfairly blaming others, while impunitive types refuse to acknowledge failure or deny their role in it. Intropunitive types often judge themselves too harshly and imagine failure where none exists.
Dr. Robert Hogan and co-author Ben Dattner explore these three broad categories of personality and how each deals with failure in their article "Managing Yourself: Can You Handle Failure?" published in the March edition of the Harvard Business Review.
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Last year produced some of the worst workplace tragedies in recent history: an offshore oil rig explosion killed 11 and spilled more than 200 million gallons of crude into the Gulf of Mexico; a West Virginia mine coal mine explosion killed 29 workers; and an explosion at an under-construction Connecticut power plant killed six and injured 30 others.
Unfortunately, so long as safety initiatives follow conventional wisdom, this year's headlines will likely tell of similar incidents. Hogan's latest safety whitepaper, "Averting Disaster," explores the impact of individual personality on some of 2010's worst workplace catastrophes and how they could have been avoided.
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Executive coach Ben Dattner's new book, The Blame Game: How the Hidden Rules of Credit and Blame Determine our Success or Failure, explores how evolution, personal history, and personality impact how we assign and react to credit and blame in the workplace.
Learn more or order The Blame Game
Nothing can build a company, turn it around, or sink it as quickly as its recruiting and hiring decisions. In his new book, Million Dollar Hire, Growth Ventures Inc. president David P. Jones demonstrates how any company can add millions to the bottom line by reinventing its hiring process.
Learn more or order Million Dollar Hire
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Occupational Health & Safety Magazine spoke recently with consultant Dr. Kevin Meyer about personality assessment and Hogan's innovative approach to workplace safety, which combines traditional education and training with I-O Psychology to identify accident-prone workers and managerial disconnects and create a corporate culture of safety awareness. An exerpt follows:
Would your coworkers describe you as a Defiant Dave or a Debbie Downer? Or are you more of a Cheerful Charlie or Happy-Go-Lucky Lucy? Your personality traits-how you react to bad news, your reasoning ability, and how inquisitive you are-could determine whether or not you get hired for a job or how your job performance is evaluated.
According to Hogan Assessment Systems, a consulting firm that specializes in personality assessment, a burgeoning trend in workplace safety is merging traditional safety education and training with industrial and organizational psychology. Hogan Assessment says companies need to delve deeper into the psyche of employees in an effort to resolve existing safety issues or establish a solid culture of safety.
Read the full Occupational Health & Safety Magazine blog
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Hogan is again setting the standard in management consulting practices.
The company recently announced a strategic partnership with Seldman Learning and the official premier of Leadership Formula, a powerful tool that marries the self-awareness of personality assessment with the skills-based training of executive coaching.
Based on the Hogan personality assessments, Leadership Formula is an outstanding solution for leaders looking to leverage their test results to improve personal and team performance.
Download brochure
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We've moved the Hogan blog from Google Blogger to the Hogan website. In addition to the latest observations from Hogan, you'll find profiles for all of our contributors and the ability to search by blogger if you happen to enjoy a particular writer. To keep up with the latest, please subscribe to our new RSS feed at thescienceofpersonality.com.
Personality Differences in the Real World
Dave Winsborough, Guest Blogger
Excuse Avenue or Opportunity Road?
Dr. Kevin Meyer, Consultant
My Left or Your Left
Ashley Palmer, Research
Beware the Ides of March
Dustin Hunter, Consultant
How to Defend Personality Measurement
Dr. Robert Hogan, President
If Your Business Can't Touch Its Toes, You Might As Well Stay on the Bench
Bill Monrose, Director of International Operations
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Events
26th Annual SIOP Conference
April 14-16, 2011
Chicago, Illinois
SHRM - Oklahoma
May 4-6, 2011
Norman, Oklahoma
ASTD International Conference & Expo
May 22-25, 2011
Orlando, Florida
Leadership Development Conference
May 4-5, 2011
New York, New York
Workshops
The Hogan Assessment Certification Workshop provides an in-depth understanding of how to use and interpret the Hogan personality assessment suite - HPI, HDS and MVPI.
Workshop Location: Atlanta, Georgia
Dates: May 10-11, 2011
Web Courses
HBRI Certification provides a comprehensive tutorial on how to interpret the Hogan Business Reasoning Inventory (HBRI).
Where: Online session
When: Any time
Hogan Development Feedback Certification is recommended for individuals who wish to increase their proficiency in coaching or delivering feedback to candidates using Hogan personality data (HPI, HDS, MVPI).
Where: Online session
When: Any time
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Welcome to this edition of HoganNews, Hogan's bi-monthly e-newsletter, keeping you informed of important industry insights, events and Hogan developments. In this edition:
Using the MVPI
Developing the Hogan Competency Model
SIOP Presentation Preview
Hogan and Right Management meet in Paris
What Our Clients Say
Conferences and Workshops
Expanded Roles for Key Executives
Stay Connected to Hogan
The Motives, Values, Preferences Inventory (MVPI) reveals a person's core values, goals and interests. This is invaluable information for determining the kinds of environments in which the person will perform best, and the kind of culture the person will create as a leader.
A large multi-national financial services provider wanted to improve their sales representative selection process in an effort to increase employee satisfaction and decrease turnover. Prior to implementation of the MVPI, the organization reported a turnover rate of 48%. After using the MVPI for one year, analyses showed a significant reduction in sales representative turnover.
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During the past three years, Hogan witnessed an increase in the number of requests for competency-based reports. To identify relationships between commonly used competencies and personality, Hogan developed the Hogan Competency Model (HCM).
The HCM has three advantages. First, Hogan designed the model to have minimal overlap between competencies, allowing better measurement of specific behaviors. Second, the competencies were designed to target specific areas of performance. In contrast, many models target several behaviors with a single competency. Finally, the development process centered on a review of twenty-one competency models used across academic, commercial, and government settings. This both assures that the model is comprehensive and that it can be easily compared to and used in conjunction with other competency models.
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At the 25th Annual SIOP Conference in Atlanta, Georgia April 8-10, the Hogan Research Division will showcase industry-leading research in the form of symposia, panel discussions, practice forums and poster sessions. Just a few of the topics include:
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"Developing a Global Mindset in Future Leaders"
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"A Comparison of Methods for Conducting Generalization of Validity Studies"
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"Moderating Effects of Tenure on the Predictive Validity of Personality"
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"Assessment Trends from a Test Publisher Perspective"
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"Translations and Cultural Adaptations: Challenges, Experiences, and Lessons Learned"
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"Development of a Competency Model for Entry-Level Selection"
Dr. Robert Hogan will also present two papers titled, "Living with oneself versus living with others" and "Putting leadership in (evolutionary) context." He will also serve as a session leader for the "Executive Assessment" workshop.
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Dr. Robert Hogan and Ryan Ross joined 14 Consultants from Right Management in Paris, France on December 15th and 16th. The EMEA Hogan Champions from Right are a select group of internal experts from Right’s major European offices. The two day session was designed to strengthen the team's expertise in providing integrated offerings to current and future clients. 
Robert Hogan presented two different seminars, the first on Leadership, Personality, and Organizational Effectiveness. As organizations continue to focus on talent, using solutions like those provided by Right, personality plays a key role in determining “not who shall lead, but who should lead," as Hogan says. The second seminar was focused on employee engagement and how effective leadership directly impacts employee engagement which is directly related to business performance. Ryan Ross then provided an extended program on the advanced use of the Hogan tools in team building and leadership development activities, as well as introducing the SELECT, DEVELOP, LEAD branding solutions throughout Europe.
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We conducted a study involving more than 350 PepsiCo leaders. Our results provided strong empirical support for the value of the Hogan process in developing leaders. Furthermore, a significant majority of the participants advocated the use of the process for their own development.
- Alan Church
VP Organizational Development, PepsiCo
Our need for great leaders requires effective leadership development. Hogan Leadership Forecast Reports and their network of coaches are an integral part of our effort to develop great leaders.
- Brandy Agnew
Global Talent Manager, Dell
We examined 120 executives over a two year period and identified specific personality attributes that can inhibit success at Bank of America. The Leadership Forecast Challenge Report provides the assessment information necessary to coach new executives on these attributes.
- Brian Fishel
SVP Leadership Development, Bank of America
Dr. Robert Hogan will speak at the World Forum on Human Resources in Monterrey, Mexico March 11-12. He will define engagement, put it in the proper conceptual context, evaluate its ROI potential, and encourage organizations to pay close attention. He will also discuss how managerial behavior directly affects employee engagement.
Association of Test Publishers
February 7-10, 2010
Orlando, Florida
Talent Management's Strategies 2010: Harnessing the Power of People
March 3-5, 2010
Atlanta, Georgia
Greg Barnett will speak on "Not Just Public Destruction: The Less Obvious Side of Leadership Derailment."
2010 Human Capital Summit
March 21-24, 2010
Tuscon, Arizona
Hogan Assessment Certification Workshop
Hogan Assessment Certification provides an in-depth understanding of how to use and interpret the Hogan personality assessment suite—HPI, HDS, and MVPI.
Workshop Location: Georgia Tech Global Learning Center, Atlanta, GA
Dates: Tuesday, February 16 & Wednesday, February 17, 2010
Hogan Advanced Workshop: Development*
Development provides in-depth instruction on how to use the Leadership Forecast Reports to build an individual development plan that can serve as the foundation for a coaching engagement.
Workshop Location: Georgia Tech Global Learning Center, Atlanta, GA
Date: Tuesday, March 16, 2010
Hogan Advanced Workshop: Team Building*
Team Building provides in-depth instruction on evaluating team-based data to facilitate team development training and consultation.
Workshop Location: Georgia Tech Global Learning Center, Atlanta, GA
Date: Wednesday, March 17, 2010
Hogan Advanced Workshops: Development* & Team Building*
Development provides in-depth instruction on how to use the Leadership Forecast Reports to build an individual development plan that can serve as the foundation for a coaching engagement. Team Building provides in-depth instruction on evaluating team-based data to facilitate team development training and consultation.
Workshop Location: Georgia Tech Global Learning Center, Atlanta, GA
Dates: Tuesday, March 16 and Wednesday, March 17, 2010
Web Courses
HBRI Certification provides a comprehensive tutorial on how to interpret the Hogan Business Reasoning Inventory (HBRI).
Where: Online Session
When: Any Time
Hogan Development Feedback Certification is recommended for individuals who wish to increase their proficiency in coaching or delivering feedback to candidates using Hogan personality data (HPI, HDS, MVPI).
Where: Online Session
When: Any Time
*As a prerequisite for the Hogan Advanced Workshops, participants must have successfully completed the
Hogan Assessment Certification Workshop.
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As an executive member of the Hogan team for seven years, Aaron Tracy has been promoted from Chief Information Officer to Chief Operating Officer. In his role as COO, Tracy will execute the Hogan company vision by managing internal business processes and ensuring products and services meet the highest standard of quality.
Ryan Ross has been promoted from Director of Alliances and Partners to Vice President of Consulting. Ross has been a significant part of the Hogan team since 1997. He will maintain responsibility for establishing and fostering worldwide alliances and partner relationships, and he will also guide all future consulting efforts at Hogan.
"Both Aaron and Ryan have continually stepped up and played a central role in the development of the Hogan strategic plan, execution of day-to-day operations, and overall growth as a company," says Robert Hogan, President of Hogan Assessment Systems. "As leadership experts, we embrace and grow the talent within our organization, and I am confident in the leadership team we have in place."
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In 2010 Hogan will be implementing short, bi-monthly emails in addition to the newsletter. These emails will provide new product information, research studies, special offers, as well as promotions from the Hogan bookstore. To sign up, please opt-in.
Don't forget about the Hogan blog, The Science of Personality. This month we feature "Who Wants to be a Psychologist?," an exerpt from a fascinating autobiographical piece by Dr. Robert Hogan. During the course of the article, Hogan describes his upbringing, his education, and the curiosity and conviction that led to a life-long career as a preeminent personality psychologist.
We also invite you to follow us on Twitter and join our LinkedIn group by clicking on the icons at the beginning of the newsletter.
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