It’s no secret that technology is affecting all facets of our lives. Social media has affected how organizations attract new customers. Smartphones have put the internet at our fingertips, which has changed the way we communicate, how we access information, and even how we order lunch. But, how will it affect leadership?

metaBeratung, a Hogan Distributor in Germany, Switzerland, and Austria, is staying at theforefront of this issue as it is hugely impactful to the global workforce. Organizational landscapes have changed and continue to change. Therefore, what it takes to be an effective leader has also changed. metaBeratung, in conjunction with IMD Business School, recently examined the qualities and competencies that translate to effective leadership in today’s workforce.

Agile Leadership in an Age of Digital Disruption

In 2017, metaBeratung became an official partner of IMD Business School in Switzerland, and conducted a study that revealed why leaders need to adapt their approach to leadership.

“This is a win-win collaboration for us,” says Nicole Neubauer, managing director of metaBeratung Switzerland. “On the one hand, will we be working together on joint research, on the other, we are able to offer IMD executive programs to our clients based on individual development needs. A perfect match.”

Digital Disruption Demands Agile Leaders 

How we approached IMD? Prof. Mike Wade and his team at the Center for Digital Business Transformation (an IMD Lausanne Business School, Switzerland and Cisco initiative) researches and educates organizations to lead in digitally disrupted times. His book ‘The Digital Vortex’ sheds light on how digital disruption is redesigning industries.

So far, no one had looked at changes at the individual level, so the metaBeratung team wanted to shed more light on the individual leadership component of digital disruption. Jointly with Prof. Wade and his team, metaBeratung started interviewing and surveying more than 1,000 executives globally. Running the qualitative interviews, was very interesting for all of us; while some organizations were already well prepared with regards to digitization, others were not at all. This March, the joint research was published at executive forums in Switzerland as well as in Germany (Frankfurt and Munich). With more than 80 executives in each location, it proved once again that ‘agile leadership’ is a hot topic. Both Prof. Mike Wade and Rainer Neubauer presented results.

Now, Taking Results to the Next Level

metaBeratung then approached Hogan Assessments on collaborating together to design a customized report to predict agile leadership around the competencies we identified in our joint research study. Hogan will carry out a validation study and the report will be ready for production in July 2017 and available to all distributors/resellers. Very exciting news – stay tuned!

About metaBeratung

metaBeratung is a Hogan Distributor 2005 in Germany, Switzerland and Austria since 2005. The agile team of 12 (business psychologists, marketing and sales people) is located in Düsseldorf, Zurich and Vienna. Rainer Neubauer, managing director Germany/Austria, has been a PhD student with Robert Hogan back in the day…the main focus of our work is supporting organizations in the area of high potential identification, delivering Hogan Feedbacks, running management audits and certification workshops.

And, we’re hiring! So, if you know someone in your network (senior business psychologist), contact nicole.neubauer@metaberatung.com.

It’s no secret that identifying high potentials (HIPOs) is a hot topic in the global discussion on talent management, and for good reason. Those who hold leadership positions today will inevitably move on or retire. Thus the need to identify and develop successors is vital to the future of organizations worldwide.

Numerous organizations across the globe have implemented HIPO programs to groom the next generation of leaders. Unfortunately, most organizations are not very good at identifying HIPOs. Instead of using data and objective measures that are backed by science, companies tend to promote those who emerge, such as the confident, charismatic, and politically savvy individuals. However, science tells us those who emerge are often ineffective.

In an interview with HRD Connect in Amsterdam, Dr. Hogan addressed the HIPO topic, and offers his top tips for assessing employee potential.

If HIPOs are critical to the success and sustainability of your organization, contact a Hogan consultant or visit hoganhipo.com.

In response to overwhelming customer demand, we have launched a new online Level 1 Hogan Certification course that will serve as a post-certification “refresher” program for Hogan-Certified users. The program will be geared toward the review and reinforcement of basic Hogan interpretation skills gained in the Level 1 Hogan Certification Program.

“With approximately 50,000 Hogan-Certified professionals across the globe, it became clear that our users were hungry for a way to hone their skills and continue to learn more about the Hogan Assessment Suite,” says Jackie VanBroekhoven Sahm, Hogan’s Director of Global Learning. “This new program gives them that opportunity at their fingertips.”

The web course provides Hogan users with a thorough review of all 28 scales across Hogan’s three core assessments: Hogan Personality Inventory (HPI); Hogan Development Survey (HDS); and the Motives, Values, Preferences Inventory (MVPI). The course begins with a diagnostic assessment of the learner’s current knowledge of the Hogan scales, and offers appropriate tutorials to strengthen and reinforce interpretation of the Hogan Assessment Suite.

The course will include challenging exercises to both assess and teach scale meanings and their performance implications. Additionally, informational feedback is provided throughout the course to guide interpretive thinking versus rote recitation.

“We’re really excited to launch this new program, but we’re even more excited that we have thousands of Hogan users who already see the value in it,” says Sahm. “It confirms that our users understand the importance of personality assessment and its role in the future of talent management and leadership development.”

The price of the course is $195 USD, and is available via Hogan’s On-Demand Learning Course Catalog. For more information, contact training@hoganassessments.com.

We’re excited to announce that Hogan has partnered with Talent Quarterly, the leading voice for science-based, practical advice on hiring, developing and retaining exceptional talent.

Talent Quarterly, published by The Talent Strategy Group, makes organizations more successful by providing evidence and insights to help leaders make higher-quality talent decisions. With that mission, and a commitment to improve the global discussion around talent management, a partnership with Hogan made perfect sense.

“I’ve been a fan of Hogan for quite some time, and their views on talent management align perfectly with what we’re trying to accomplish at Talent Quarterly,” says Marc Effron, Founder & Publisher of Talent Quarterly and Founder & President of The Talent Strategy Group. “I started this publication because the current dialogue around talent management simply wasn’t sufficient. Hogan has been battling the status quo around personality assessment and leadership development for decades, so this partnership was a natural fit.”

With contributions from some of the world’s leading management authors, consultants, and scholars, Talent Quarterly offers readers a fresh perspective and allows them to view the world’s talent issues through a new lens. Each issue focuses on a particular theme around talent management, including culture, female talent, performance, and engagement. The latest, The Boss Issue, covers such hot topics as curing incompetent leadership, how to become a superboss, and how smart bosses build smarter employees.

The partnership will allow both organizations to continue their mission of improving the global workforce.

“We are quite excited about this partnership,” says Hogan CEO Dr. Tomas Chamorro-Premuzic. Marc is not only a superstar in the world of talent management, but he is also on a quest to educate professionals and leaders in order to make talent practices more data-driven and effective. Talent Quarterly embodies this mission and we are honored to play a part in making it an even bigger success.”

Talent Quarterly is a quarterly print magazine accompanied by a daily digital operation. Print and digital subscriptions, complete issues, and individual articles are all available at talent-quarterly.com. Also, follow them on Twitter: @TalentQuarterly.

When American psychologist, Dr. William H. Mobley, founded Mobley Group Pacific in 2004 in Shanghai, he had a vision to revolutionize the development of China’s business community. In 2007, he made the decision to put his entire staff through Hogan Certification, and MGP became an official member of the Hogan Distributor Network. Fast forward 10 years, it is quite apparent that his vision has become reality.

Focusing on executive assessment for senior executives, leadership teams, and emerging leaders, MGP has used the Hogan assessment suite to enhance the effectiveness of organizations across the Greater China region, covering Mainland China, Hong Kong, Macau, and Taiwan. The diversity of their client portfolio, including industries such as automotive, healthcare, manufacturing, and food & beverage, is a true testament to the versatility of Hogan products. In 2015, MGP deployed a Hogan-centric coaching program for a large, international pharmaceutical company, and recently shared how they implemented it:

“A leading multinational in the pharmaceutical industry initiated an organizational change in the beginning of 2015. To facilitate such a change, the client wanted to increase its leaders’ awareness of what such changes may bring. The entire process started with a Hogan-based development feedback and coaching session. MGP worked with the top-200 leaders in China over a period of 18 months. The feedback we gathered from such a process was that we successfully kicked off the change process through cultivating an in-depth self-understanding. On top of the individual sessions, we also conducted (over different cohorts) Hogan-based group analyses, helping the senior executive and the program champion to form a high-level understanding of whom do they have, how their leaders lead, as well as the implications to such a big change.” 

The implementation of such a comprehensive leadership development program is a daunting task for any organization, regardless of industry or company size. With the help of MGP, organizations across China have seen significant outcomes, and the region can expect many more years of superb service and stellar results.

Hogan Assessments has experienced a great deal of success through the years, and this is largely due to Bob Hogan’s emphasis on generating results that help a company’s bottom line. When partnering with organizations across the globe like MGP, those results are delivered frequently, and all parties involved benefit greatly.