PBC Workshop: Virtual Hogan 360 Certification Workshop
📅30th October 2024 🕜10:00 – 12:00 PM (AEDT) | 12:00-2:00 PM (NZDT) Join us for a comprehensive 2-hour virtual workshop designed for professionals seeking certification in the Hogan 360 assessment. Hogan 360 certification enables coaches, managers, and professionals to gain the skills to help leaders understand their reputation at work using an industry-leading, data-driven assessment. […]
Upcoming Webinar: Safety Month – Using Psychometrics to Measure Safety
🕙Wednesday 16th October at 10:00-11:00 AM (AEDT) | 12:00-1:00 PM (NZDT) Understanding attitudes and behaviours towards safety and safe working are key to building safe workplaces. Hogan Assessment’s Safe System has been providing insights to safety attitudes for decades from selecting those candidates who are more likely to demonstrate safer behaviours, developing individuals and teams’ […]
Upcoming Webinar: Identifying and Developing High Potential Talent
🕙Tuesday 24th September at 11:00-11:45 AM (AEST) | 1:00-1:45 PM (NZST) The war for talent is a constant challenge for many organisations. This webinar will discuss PBC’s approach to defining, identifying, measuring and improving your high potential talent. We’ll explore various models of high potential and take a deep dive into Hogan’s model of high […]
The Hogan Coaching Protocol
What does it mean to coach the Hogan way? Effective Hogan coaching follows a specific protocol that is founded on principles of assessment-based coaching and a better definition of leadership. It helps leaders understand their reputations and modify their behaviour for team effectiveness. Recently on The Science of Personality, cohosts Ryne Sherman, PhD, and Blake Loepp spoke with Trish […]
How to Develop High-Potential Employees
Knowing how to develop high-potential employees starts with identifying them. A high potential is usually considered to be someone with the personality characteristics, experience, and readiness to step into senior leadership. So, how can organisations build an effective high-potential development program? Recently on The Science of Personality, Christopher J. Duffy, MBA, managing partner at Hogan Assessments, […]
Working with Derailers: Coaching Insights at the Top of the Stress-performance Curve
Derailers are important because they are the habitual behavioural patterns that can get in our way. Typically operating below the level of conscious awareness, these behaviours are often easy to ignore. But when overused, they hinder performance. Coaching people to learn to work with derailers and manage stress can be a gateway into new understanding […]
Case Study – Graduate Selection
Background University graduates in Australia are competing for new employment opportunities that are being offered by a wide range of employers. It is against this backdrop that in 2015 the NSW Public Service Commission (PSC) invited Peter Berry Consultancy (PBC) to facilitate a process that would attract talented new graduates to enrich the public sector. This innovative, […]
Case Study – Supervisor Selection
Challenge In 2007 PBC was engaged by a significant Global Resources Company to develop a profiling assessment that would predict performance of its contracted construction supervisors (with a particular focus on safety competencies). And had to eliminate the following: Ineffective interactions with customers Emotionally-charged reactions to crisis situations Poor vigilance in high risk situations Lack of […]
Case Study – Flight Attendant Selection
Challenge Peter Berry Consultancy was engaged by this regional airline in 2006 to conduct research to develop a customised Hogan profile for selecting their flight attendants. The customised Hogan report had to: Predict occupational success Measure organisational fit Be able to meet the unique requirements of the aviation industry Assist with improving employee engagement Provide […]
Case Study – Hogan Profiling, Leadership and Team Development
Challenge Peter Berry Consultancy was asked to use Hogan Personality Profiling for the playing and coaching group to build individual and team awareness. We were asked to provide an assessment that would allow the coaches to better manage and coach the players. We were also asked for advice about selecting a stronger player leadership group, that could […]
