Ethical Considerations in Workplace Assessments
With limited guidelines or consensus on how leaders should choose, administer, and debrief their employees and candidates using workplace assessments, practitioners and academics alike need a code of ethics. The American Psychological Association’s Ethics Code and Principles for the Validation and Use of Personnel Section Procedures exist, but talent management professionals need a comprehensive understanding of how to use […]
Psychological Safety and the Distant Leader
Everyone, including leaders, reacts to stress differently, but the way that leaders respond to stress affects their team members. When leaders react to stress with insecurity, mistrust, hostility, or social withdrawal, their attitudes and behaviours can cause significant damage to team psychological safety. Team psychological safety is the shared perception of whether it is safe or […]
Leadership Emergence vs. Leadership Effectiveness
One leadership skillset concerns advancing into positions of authority and getting to the top of organisations. At Hogan, we call this emergent leadership. A separate skillset concerns leading those organisations to success. We call this effective leadership. Recently on The Science of Personality, cohosts Ryne Sherman, PhD, chief science officer, and Blake Loepp, PR manager, discussed the core […]
How Change Fatigue Derails Teams
Derailers, in Hogan terms, are everyday personality strengths that can become overused—particularly during times of increased stress, pressure, or complacency. When we stop monitoring our strengths, our behaviours can become detrimental. Someone who tends to be supportive and loyal to authority, for example, could begin to seem excessively deferential and ingratiating. Derailment in the individual […]
How to Incorporate Well-Being into Leadership Development
Occupational well-being is an essential part of overall well-being. Effective leadership coaching will personalise developmental feedback to the leader’s needs based on the context of their role, function, and organisation and on their personality. Individual differences in personality reveal how people experience well-being at work and how they manage stress. Leadership development should investigate how […]
4 Ways Personality Tests Improve Your Candidate Experience
First impressions are undoubtedly important in the business world. But to what extent do the importance of first impressions extend to the job candidate experience? Should creating a positive candidate experience be a priority? Candidates are supposed to be the ones impressing you, right? Rather than leave this question to speculation, we sent out a […]
How to Coach Leaders Through Change
Every organisation experiences some degree of change. It’s a constant in business. This fact makes change management a key capability for leaders. How they lead through change affects their personal, team, and organisational success. It also makes responding to change a key theme in leadership coaching. Hogan practitioners can coach leaders through it by helping […]
Empowering the Next Generation of Women Leaders
How should we approach leadership development for college students? How can we use such efforts to empower the next generation of women leaders? Recently on The Science of Personality, cohosts Ryne Sherman, PhD, and Blake Loepp spoke with Jennifer Tackett, PhD, professor and director of clinical training, and Haoqi Zhang, PhD, associate professor of computer science, both at Northwestern University. […]
AI in Psychology
Leadership consultants, executive coaches, industrial-organisational psychologists, and artificial intelligence all have the same goal: to help make people better at what they do. Do you agree? Recently on The Science of Personality, cohosts Ryne Sherman, PhD, chief science officer, and Blake Loepp, PR manager, spoke with Ted Hayes, PhD, a research psychologist in northern Virginia, about the implications of […]
Four-Point Assessments and Norm Upgrades
Our 2023 norm and scoring upgrade is yet another example of Hogan’s strong commitment to actively take part in the promotion of equal employment opportunity and success for all. True to our founding principles of social justice and our core purpose of helping people and organisations succeed using data-driven talent insights, we believe people have […]
