As businesses continue to expand into China, and Chinese companies establish operations around the world, employers find themselves having to integrate both Chinese and Western perspectives into their organizational leadership roles. Understanding the inherent differences between Chinese and Western leadership styles is essential for successful talent management programs.

To pinpoint the differences between Chinese and Western leadership styles, Hogan consultants Jarrett Shalhoop and Michael Sanger collected personality data from 992 Chinese business leaders who met three criteria:
1. They were born and educated in Mainland China.
2. They were working in Mainland China at the time of assessment.
3. They had direct reports at the time of assessment.

They compared this sample to business leaders in the U.S. (4,184), Germany (1,779), and Australia (4,864), regions selected because of their large trade interests with China.

Shalhoop and Sanger examined three kinds of data: bright-side personality, also called normal personality, dark-side personality, and values. Together, these three dimensions accurately predict individuals’ strengths, weaknesses, and leadership style.

Read the results of the study to understand the differences between Chinese and Western leadership styles.

Providing candidates with accurate feedback about the behaviors they should keep doing, stop doing, and start doing is the first step to improving their interpersonal effectiveness. The Hogan Personality Inventory, Hogan Development Survey, and the Motives, Values, Preferences Inventory provide useful feedback about what individuals need to do to improve their performance at work. This interpretation guide uses a simple, but focused, series of steps to help affect behavioral and repetitional change for the coaching candidate. Visit our bookstore to purchase Coaching Strategies.

Dr. Hogan to speak on personality assessment, leadership, and organizational effectiveness.

They may like it, but extroverted people are less likely to put a ring on it.

Dr. Tomas Chamorro-Premuzic, Hogan’s vice president of research and innovation, and his colleagues surveyed more than 16,000 people to examine how personality influences relationship style. They found that extroverted people tend to be more passionate in their relationships, where conscientious people tend to favor intimacy and commitment. Agreeable individuals tend to be intimate, committed, and passionate.

They also found that two out of three relationship styles were significantly related to how long a relationship lasted. People with a committed relationship style tended to have longer-lasting relationships, where passionate relationship style was negatively related to relationship length. That is, if you tend to be more passionate, your relationship is likely to end more quickly.

Find out how else your personality is affecting your love life.

Although it is one of the most researched topics in the world, the academic study of leadership has failed to produce any applicable results.

Why? Dr. Robert Hogan explains.

Did you know your personality could be slimming?

In a 2010 article in the Journal of Social Psychology, Dr. Tomas Chamorro-Premuzic, vice president of research and innovation at Hogan, and colleagues examined the influence of personality information on men’s ratings of the physical attractiveness of photographs of women varying in body size from emaciated to obese.

Their results showed that personality information had a significant effect on the range of body sizes that participants judged to be physically attractive. Providing positive personality information resulted in participants rating a wider range of figures as attractive compared with the control group. Negative personality information resulted in a constricted range of figures being rated as attractive.

How else is your personality affecting your love life?

When you use one of Hogan’s assessment solutions, you can trust that it works. Hogan conducted 40 ROI studies in 2011 and 2012 for clients ranging from retail to manufacturing. Year after year, we provide empirical evidence, from increased store sales to improved organizational safety, of how our assesments impact clients’ bottom lines. Regardless of industry sector or job type, Hogan’s assessments provide a significant, long-term return on investment.

Read the overall findings of our ROI study.

Although it sounds like the plot from dozens of bad romantic comedies, recent research suggests that who you are on the inside (your personality) is more important than how you look when it comes to catching the eye of that special someone.

Hogan recently asked 1,177 participants what was most important in a romantic partner: physical attractiveness, personal style, earning potential, education, social status, or personality.

Respondents were 40.3% male and 59.7% female.

82.1% said personality was most important in a partner
5.5% said personal style
4.9% said physical attractiveness

Want to know what else we found out?

Dr. Blaine Gaddis and Ashley Palmer will speak at the Academy of Human Resource Development in Arlington, Virginia, February 14-16. They will discuss the Development of a Competency Model for Entry-Level Selection.

Hogan uses personality to forecast performance in competencies critical for entry-level jobs. Using job analysis evidence and existing research, Blaine and Ashley identified competencies required for success in entry-level jobs and developed algorithms to predict performance. They will present meta-analysis results validating the utility of these competency algorithms for selection into entry-level jobs during their discussion.