The Dark Side of Creativity: How Imagination Derails Performance
Most of us have encountered a leader who uses meetings as personal brainstorming time. Everyone leaves feeling confused or uncertain about what to do next. That same leader might also have a reputation for rapidly expressing several vague ideas at once. These ideas might even be so vague as to seem contradictory, yet nonetheless, the […]
PBC Webinar – Measuring What Matters: A Smarter Way to Lead Safer Workplaces
📅13 November 2025 🕑12:30-1:30 PM (AEDT) | 2:30-3:30 PM (NZDT) Join Dr. Xander Van Lill and Andrew Morris on 30 October for a high-impact webinar that leverages current evidence about workplace safety. In this session, we’ll explore why Australia is outperforming certain global safety benchmarks, highlight encouraging trends, and examine why there’s still room for improvement. […]
Rethinking Leadership: The Core5 Model of Leadership Effectiveness
At PBC, we’ve spent decades helping organisations measure and improve leadership. Why? Because leadership drives engagement, and engagement drives performance. Yet so many organisations still get leadership wrong. Our new whitepaper, The Core5 Model of Leadership Effectiveness, introduces a powerful framework that distills what the very best leaders do differently. It combines years of research, […]
Enabling the SES Performance Leadership Framework through leveraging the Hogan 360 in Performance Assessment
With Departments and Agencies amid the annual performance management cycle and reporting on SES performance leadership maturity, now is a timely moment to reflect on how the Hogan 360 requirement and its data can support broader performance assessment objectives. Based on our review of the maturity model and a deep understanding of Hogan 360 data, […]
The Hidden Cost of Toxic Employees – Why “People Problems” Are Every Leader’s Biggest Challenge
r. Ryne Sherman, Chief Science Officer at Hogan Assessment Systems and co-host of the “Science of Personality” podcast, delivered a presentation on the impact of a toxic workplace and the hidden costs of toxic employees. The webinar highlighted how leadership and talent issues, particularly those related to problematic employees, are central challenges for organizations today. […]
The Science of Personality Podcast: Listener Questions
Personality will always be important because human behaviour will always be important. On episode 133 of The Science of Personality, cohosts Ryne Sherman, PhD, and Blake Loepp answer these listener questions about personality: To what extent is personality universal versus shaped by cultural context? How do routine behaviours reflect deeper personality traits? Are authentic leaders more authentic to […]
Coaching Around Low Moving Toward Profiles
High Moving Toward profiles are those with high scores on the Diligent and Dutiful scales. Higher scorers appear very conscientious and eager to please, particularly during times of increased stress. They tend to seek guidance from their superiors and may struggle to make decisions on their own. With their direct reports, they may exhibit micromanaging […]
Coaching Around Low Moving Away Profiles
People with high Moving Away profiles avoid making true connections with others due to their high Excitable, Sceptical, Cautious, Reserved and Leisurely tendencies. During times of stress, these individuals are likely to move away or distance themselves from others, or others may move away from them. People with low Moving Away profiles, however, may lack […]
Coaching Around Low Moving Against Profiles
High Moving Against profiles reflect high scores across all or most of the following scales: Bold, Mischievous, Colourful, and Imaginative. Higher scorers likely push against others when they are under stress or when they stop self-monitoring their behaviours. They tend to not back down from a fight, or they argue that they are right even […]
Where’s all the Yellow? – All Low HPI Scales
When interpreting profiles with all low HPI scores, you will want to discuss individuals’ strengths first. These individuals are very open to feedback and will be receptive to any information you provide. Because they will tend to focus more on the negative feedback, you will need to redirect them to think about the positive implications […]