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 […]
Case Study – Frontline Supervisor Leadership Program
Challenge This fast-growing retail chain had recently promoted 60 warehouse staff into leadership positions and engaged Peter Berry Consultancy to develop and deliver a customised leadership program designed to fast-track their development and target specific skills required. Solution The PBC 360 Degree Feedback was used for each of the supervisors prior to the Leadership Program design process. […]
Case Study – Project Intervention (Construction Project)
Challenge This global engineering company was deeply concerned about one of its projects in NSW, Australia. The project was delayed by 6 months, morale had hit rock bottom, it was losing money and the relationship between this organisation and its client was in rapid decline. PBC was engaged to identify the issues affecting the project […]
Case Study – Talent Development – State Government
Overview Like many organisations, this government agency faced issues around identifying and developing talented leaders within the business. To put it simply, in the absence of clear definitions around how leadership effectiveness was defined, managers were nominating all of their team members for accelerated development. While there were likely cases where this was a justifiable […]