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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:
Dr. Robert Hogan featured in CEO Magazine
Dr. Hogan speaks at The Metro
UK Research Study from PCL
Partner Profile: Performance Programs
Hogan ranked #1 in WJM Survey
Research Article: Predicting Job Performance Over Time
What's New in Leadership from PBC
Conferences and Workshops
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One of the most important questions any large company can face is how to identify and nurture the best leaders. Taking the right approach is critical to the success of any long-term strategy but there are those that think many large organizations approach the issue in the wrong way. Dr. Hogan tells CEO Magazine that it might be time to rethink what makes a good leader.
"Leadership is about getting a group to work, so it means empowering employees, not alienating them. You need to show how their jobs affect the performance of the organization." - Robert Hogan, PhD
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In November, Dr. Robert Hogan spoke at the Metropolitan New York 
Association of Applied Psychology. This talk defines engagement, puts it in the proper conceptual context, evaluates its ROI potential, and encourages organizations to pay close attention. Dr. Hogan discusses how managerial behavior directly affects employee engagement. When engagement is high, positive business results follow. When engagement is low, negative business results follow. The link between managerial behavior and business results is mediated by staff engagement. Effective leaders establish employee engagement by setting clear expectations, communicating effectively, making good decisions, managing priorities, and creating a positive work environment. Dr. Hogan also outlines the personality factors that negatively influence engagement.
View the video.
Geoff Trickey, Managing Director and Gillian Hyde, Director of
Psychological Consult ancy, a UK-based psychology consultancy
firm (PCL), recently released a report “A Decade of the Dark Side” fighting our demons
at work.
The report shares insights gained over a decade of professional practice focused on raising awareness of dark side processes, their impact on individual careers, relationships with colleagues and on organizations. The report uses Hogan Development Survey (HDS) data from more than 18,000 UK participants gathered between 1999 and 2009. This baseline data is used to find specific dark side tendencies within different sectors, industries and generations to see
where organizations may be at risk from these potentially destructive
personality traits.
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The boundaries between vendor and customer are often dotted lines in the field of industrial psychology. That’s a good way to describe the mutually supporting relationship between Hogan Assessments and Performance Programs, Inc. It’s a partnership that began from an inquiry at The Society for Industrial and Organizational Psychology (SIOP) annual conference exhibition in the early 1990s.
Paul M. Connolly, PhD, and Clark L. Wilson, Ph.D. needed assistance in developing a personality measure to accompany their 360 assessments. Hogan happened to be exhibiting in the next booth and Connolly, Wilson and Robert and Joyce Hogan started a dialogue around test design and validation.
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"In talking to Bob Hogan, I quickly realized that they were way ahead in the personality assessment business," says Dr. Connolly. "So instead of buying their help, we both bought in!"
Connolly’s business, Performance Programs, Inc., already had an extensive network using his 360 assessments. Today, Performance Programs is a licensed distributor for Hogan products and a primary source for Hogan Assessment certification.
“Hogan is a flagship brand for us,” explains Dr. Connolly. “And their eminence in the field supports our focus on providing our customers with thoughtful access to the best measures in the field of industrial psychology. Hogan is an important part of our success. We are pleased to be part of theirs!”
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