This workshop provides a comprehensive tutorial on three Hogan inventories – Hogan Personality Inventory (HPI); Hogan Development Survey (HDS); and Motives, Values, Preferences Inventory (MVPI). Participants attending both days and successfully completing the workshop will be certified to use the Hogan inventories.

The workshop includes all materials, continental breakfasts, lunches, and snacks. Hogan has contracted with the Hyatt Regency Denver Tech Center for a group rate of $153 per night. When booking your accommodations, ask for Hogan’s corporate rate. Please book your room quickly, as it expires July 14, 2014 or when the block is filled.

This program has been approved for 13 (General) recertification credit hours toward PHR, SPHR, ad GPHR recertification through the HR Certification Institute. This program has also been approved by the International Coach Federation for 13 Continuing Education units.

This workshop provides a comprehensive tutorial on three Hogan inventories – Hogan Personality Inventory (HPI); Hogan Development Survey (HDS); and Motives, Values, Preferences Inventory (MVPI). Participants attending both days and successfully completing the workshop will be certified to use the Hogan inventories.

The workshop includes all materials, continental breakfasts, lunches, and snacks. Hogan has contracted with the Hyatt Regency Denver Tech Center for a group rate of $153 per night. When booking your accommodations, ask for Hogan’s corporate rate. Please book your room quickly, as it expires July 14, 2014 or when the block is filled.

Register today for the Hogan Assessment Certification Workshop. The workshop has restricted seating to ensure a high-quality learning environment.

This program has been approved for 13 (General) recertification credit hours toward PHR, SPHR, ad GPHR recertification through the HR Certification Institute. This program has also been approved by the International Coach Federation for 13 Continuing Education units.

Every group I speak to about identity vs. reputation, it seems, contains at least some people who are outraged by the notion that, at Hogan, we focus on reputation while ignoring identity. I think I have heard cries of “Witch!”  “Scofflaw!”  “Heretic!”  “Hotdog!”  from the back of some conference rooms (OK, I might have heard that last one at a baseball game) when I have stated that we focus on making predictions on the basis of one’s reputation, and that we really don’t care so much about trying to make predictions (about job performance, potential, etc.) from one’s identity. Given the outrage that statement produces from some people, I thought it might be useful to clarify 3 points here for those clinging to the notion that identity is the most important—or only—thing to study about the individual if you want to make predictions about the workplace.

The first reason Hogan focuses on reputation is that it is well-understood and easy to study. After all, at Hogan, we like to save time at the end of the day for happy hour, so why not use time efficiently by focusing on phenomena that are scientifically observable, well-researched, and well-understood, rather than spending time on issues like identity, for which there is no measurement base and no consistent measurement taxonomy despite about 100 years of discussion and research. When the Big 5 emerged 60 years or so ago, the study of personality changed; modern views of the structure personality start with the Big 5, or the structure of personality from the observer’s point of view, rather than starting from one’s identity. Using identity as a starting point for studying personality in the workplace at this point in history would be akin to the modern medicine using the medieval diagnostic technique of discerning imbalances in the 4 bodily humours. 

Second, let us assume for a moment that you don’t believe in science as a method for problem solving, so our focus on using science is disturbing to you. It’s important to note that science is not a belief system, so you might as well state that you do not believe in dominos or concrete. Science is a method for problem solving, whether you believe it or not. Moreover, the fact that you believe that you are dashingly handsome, ravishingly beautiful, and the smartest guy or gal in the room (aka, your identity) hasn’t exactly resulted in members of the opposite sex beating down your door, now has it? So perhaps belief shouldn’t be the standard by which you make judgments about science. Science is not a belief system, and the science used in personality psychology is the same as the science used to send a person to the moon; both use the same scientific methodology and the same standards of verifiability, neither of which is subject to belief.

Third, even if we assume for a moment that your disbelief in science nullifies all of the research that leads us to focus on reputation vs. identity, there is a practical matter that you would be wise not to overlook, and it is perhaps the clearest reason why one would want to focus on personality defined as reputation. Please answer true or false to the following questions:

1. Someone other than me decided whether I would be hired into my current role.
2. Someone other than me decides how my performance will be evaluated.
3. Someone other than me decides who will agree to date and/or marry me.
4. Someone other than me decides whether I will get a promotion.

Scoring and interpretation (count each “True” answer as 1 point)       

• If you scored 4 Points, you now understand why reputation is superordinate for study in the workplace and identity is not; all consequential decisions in life involving other people are based on who they think you are, not who you think you are.
• If you scored <4 points – you may be self-employed and lonely, independently wealthy and lonely, or schizophrenic and lonely.
• As a practical matter, other people make and act on decisions about you all day every day—and those are based on your reputation, not on your identity. Given the importance of reputation, don’t you want to understand something about it?

Every group I speak to about identity vs. reputation, it seems, contains at least some people who are outraged by the notion that, at Hogan, we focus on reputation while ignoring identity. I think I have heard cries of “Witch!”  “Scofflaw!”  “Heretic!”  “Hotdog!”  from the back of some conference rooms (OK, I might have heard that last one at a baseball game) when I have stated that we focus on making predictions on the basis of one’s reputation, and that we really don’t care so much about trying to make predictions (about job performance, potential, etc.) from one’s identity. Given the outrage that statement produces from some people, I thought it might be useful to clarify 3 points here for those clinging to the notion that identity is the most important—or only—thing to study about the individual if you want to make predictions about the workplace.

The first reason Hogan focuses on reputation is that it is well-understood and easy to study. After all, at Hogan, we like to save time at the end of the day for happy hour, so why not use time efficiently by focusing on phenomena that are scientifically observable, well-researched, and well-understood, rather than spending time on issues like identity, for which there is no measurement base and no consistent measurement taxonomy despite about 100 years of discussion and research. When the Big 5 emerged 60 years or so ago, the study of personality changed; modern views of the structure personality start with the Big 5, or the structure of personality from the observer’s point of view, rather than starting from one’s identity. Using identity as a starting point for studying personality in the workplace at this point in history would be akin to the modern medicine using the medieval diagnostic technique of discerning imbalances in the 4 bodily humours. 

Second, let us assume for a moment that you don’t believe in science as a method for problem solving, so our focus on using science is disturbing to you. It’s important to note that science is not a belief system, so you might as well state that you do not believe in dominos or concrete. Science is a method for problem solving, whether you believe it or not. Moreover, the fact that you believe that you are dashingly handsome, ravishingly beautiful, and the smartest guy or gal in the room (aka, your identity) hasn’t exactly resulted in members of the opposite sex beating down your door, now has it? So perhaps belief shouldn’t be the standard by which you make judgments about science. Science is not a belief system, and the science used in personality psychology is the same as the science used to send a person to the moon; both use the same scientific methodology and the same standards of verifiability, neither of which is subject to belief.

Third, even if we assume for a moment that your disbelief in science nullifies all of the research that leads us to focus on reputation vs. identity, there is a practical matter that you would be wise not to overlook, and it is perhaps the clearest reason why one would want to focus on personality defined as reputation. Please answer true or false to the following questions:

1. Someone other than me decided whether I would be hired into my current role.
2. Someone other than me decides how my performance will be evaluated.
3. Someone other than me decides who will agree to date and/or marry me.
4. Someone other than me decides whether I will get a promotion.

Scoring and interpretation (count each “True” answer as 1 point)       

• If you scored 4 Points, you now understand why reputation is superordinate for study in the workplace and identity is not; all consequential decisions in life involving other people are based on who they think you are, not who you think you are.
• If you scored <4 points – you may be self-employed and lonely, independently wealthy and lonely, or schizophrenic and lonely.
• As a practical matter, other people make and act on decisions about you all day every day—and those are based on your reputation, not on your identity. Given the importance of reputation, don’t you want to understand something about it?

Emotional intelligence, or EQ, is the ability to identify and manage your own and others’ emotions. While this is important in any business, it is especially integral in the healthcare industry.

Other than better bedside manner, what does EQ have to do with medical care, you may ask? According to the Journal of the American Medical Association, 40% of patients who unexpectedly returned after an initial primary care visit had been misdiagnosed, and almost 80% of the misdiagnoses were tied to problems in doctor-patient communication.

That’s not okay.

Considering the typical doctor’s office visit involves 15 minutes or less with a physician, it isn’t surprising that communication is a problem. Unfortunately, the U.S. faces a growing shortage of primary care physicians, so 15-minute interactions are likely to remain the norm.

So, how can doctors improve patient communication within such limited interaction? By upping their EQ. A study published in Academic Medicine showed that as doctor’s attention to feelings, empathetic concern, and degree of perspective taking – all factors of EQ – increased, so did the quality of doctor-patient communication.

Needless to say, increased communication can lead to better patient outcomes as well as fewer malpractice lawsuits. A study published in the American Journal of Medicine compared physicians’ patient satisfaction survey scores with unsolicited complaints and risk management episodes. It found that, compared to doctors in the highest third of patient satisfaction, doctors in the middle third had 26% higher rates of malpractice lawsuits, and patients in the lowest third had 110% higher rates. What a difference!

Higher EQ also leads to better handoffs and transitions between shifts and departments as well as better healthcare leaders. Learn more and find out what techniques coaches can employ for more emotionally intelligent (and safer) healthcare workers.

Emotional intelligence, or EQ, is the ability to identify and manage your own and others’ emotions. While this is important in any business, it is especially integral in the healthcare industry.

Other than better bedside manner, what does EQ have to do with medical care, you may ask? According to the Journal of the American Medical Association, 40% of patients who unexpectedly returned after an initial primary care visit had been misdiagnosed, and almost 80% of the misdiagnoses were tied to problems in doctor-patient communication.

That’s not okay.

Considering the typical doctor’s office visit involves 15 minutes or less with a physician, it isn’t surprising that communication is a problem. Unfortunately, the U.S. faces a growing shortage of primary care physicians, so 15-minute interactions are likely to remain the norm.

So, how can doctors improve patient communication within such limited interaction? By upping their EQ. A study published in Academic Medicine showed that as doctor’s attention to feelings, empathetic concern, and degree of perspective taking – all factors of EQ – increased, so did the quality of doctor-patient communication.

Needless to say, increased communication can lead to better patient outcomes as well as fewer malpractice lawsuits. A study published in the American Journal of Medicine compared physicians’ patient satisfaction survey scores with unsolicited complaints and risk management episodes. It found that, compared to doctors in the highest third of patient satisfaction, doctors in the middle third had 26% higher rates of malpractice lawsuits, and patients in the lowest third had 110% higher rates. What a difference!

Higher EQ also leads to better handoffs and transitions between shifts and departments as well as better healthcare leaders. Learn more and find out what techniques coaches can employ for more emotionally intelligent (and safer) healthcare workers.

Here at Hogan we have a lot of conversations about pretty complicated stuff, and odds are, if you are reading this, you have at some point been on the other end of one of those conversations. It is always our goal to simplify concepts into language that is more readily understood. It’s not that we are more intelligent than those with whom we speak, but we live and breathe personality assessment and the vast majority of people (read: normal people) don’t. One concept that seems frequently misunderstood is identity vs. reputation. Identity is how we view ourselves, reputation is how others view us.

The easiest way to explain this concept is in terms of American Idol. Even if you don’t typically watch the show, you have probably seen at least one audition from someone who either blew the judges away with their talent, or their horrendous lack thereof. Let’s focus on the latter: the people we’ve watched get crushed by the judges’ words. What’s fascinating is that at some point those poor souls decided that they possessed the vocal vigor to become a star. According to their identity, they could actually do something great. Their reputation is what the judges perceived, and as we’ve all seen, there is often a significant disparity between the two.

Why is this so important? If the contest were to be based on performers’ own perceptions of their talent, the show would need to be called “American Idols,” as everyone would be a star. The truth is that performers’ assessment of their own talent is largely irrelevant – success depends on how others rate their ability to sing and perform. The same can be said for the vast majority of our daily activities and interactions, particularly in occupational settings. Business success depends on results, not sense of self. Challenges to getting along and getting ahead emerge when we fail to realize that our internal story is trivial to others; it is the external perception of our behavior that truly matters. As harsh as it sounds, unless you are on a first date or sitting around a table of drinks with friends, the story that makes you you just doesn’t matter.

Now, I can see your wheels turning and hear the words formulating in your head: “But wait a minute…I have seen a Hogan assessment and it asks people to answer questions about themselves. If reputation is more important, then why do you ask someone about their identity?” It’s an excellent question and the answer is much more straight forward than the means through which it was accomplished. The Drs. Hogan found that, although relatively irrelevant, identity is a very reliable means of predicting reputation. The assessments do ask identity based questions, however, the results report how others generally perceive people who answer the questions in that way. To make that simple, we are not going to tell you about yourself, as you know a lot more about you than anyone else. We will, however, tell you how others are likely to describe you based on how you describe yourself. Furthermore, we will help to provide you with the wisdom to become an American Idol, or perhaps to know when you should walk away from the stage.

Here at Hogan we have a lot of conversations about pretty complicated stuff, and odds are, if you are reading this, you have at some point been on the other end of one of those conversations. It is always our goal to simplify concepts into language that is more readily understood. It’s not that we are more intelligent than those with whom we speak, but we live and breathe personality assessment and the vast majority of people (read: normal people) don’t. One concept that seems frequently misunderstood is identity vs. reputation. Identity is how we view ourselves, reputation is how others view us.

The easiest way to explain this concept is in terms of American Idol. Even if you don’t typically watch the show, you have probably seen at least one audition from someone who either blew the judges away with their talent, or their horrendous lack thereof. Let’s focus on the latter: the people we’ve watched get crushed by the judges’ words. What’s fascinating is that at some point those poor souls decided that they possessed the vocal vigor to become a star. According to their identity, they could actually do something great. Their reputation is what the judges perceived, and as we’ve all seen, there is often a significant disparity between the two.

Why is this so important? If the contest were to be based on performers’ own perceptions of their talent, the show would need to be called “American Idols,” as everyone would be a star. The truth is that performers’ assessment of their own talent is largely irrelevant – success depends on how others rate their ability to sing and perform. The same can be said for the vast majority of our daily activities and interactions, particularly in occupational settings. Business success depends on results, not sense of self. Challenges to getting along and getting ahead emerge when we fail to realize that our internal story is trivial to others; it is the external perception of our behavior that truly matters. As harsh as it sounds, unless you are on a first date or sitting around a table of drinks with friends, the story that makes you you just doesn’t matter.

Now, I can see your wheels turning and hear the words formulating in your head: “But wait a minute…I have seen a Hogan assessment and it asks people to answer questions about themselves. If reputation is more important, then why do you ask someone about their identity?” It’s an excellent question and the answer is much more straight forward than the means through which it was accomplished. The Drs. Hogan found that, although relatively irrelevant, identity is a very reliable means of predicting reputation. The assessments do ask identity based questions, however, the results report how others generally perceive people who answer the questions in that way. To make that simple, we are not going to tell you about yourself, as you know a lot more about you than anyone else. We will, however, tell you how others are likely to describe you based on how you describe yourself. Furthermore, we will help to provide you with the wisdom to become an American Idol, or perhaps to know when you should walk away from the stage.

Patient safety is a major concern for the medical industry. A study in the Journal of Patient Safety found between 210,000 and 440,000 patients each year suffer some type of preventable harm that contributes to their death, and a separate study found that nearly one third of medical injuries were due to error, costing patients and hospitals more than $1 billion each year.

Although hospitals and medical systems have put in place increasingly advanced systems to monitor and improve patient safety, these numbers have remained stagnant because these systems largely ignore one of the largest drivers of patient safety: emotional intelligence.

Emotional intelligence can improve patient outcomes by:

1. IMPROVING DOCTOR-PATIENT COMMUNICATION
2. IMPROVING HANDOFFS AND TRANSITIONS
3. IMPROVING OFFICE STAFF AND ADMINISTRATORS

Learn how EQ makes such an impact on healthcare employee/patient safety in our complimentary ebook High EQ Can Save Your Life.

Patient safety is a major concern for the medical industry. A study in the Journal of Patient Safety found between 210,000 and 440,000 patients each year suffer some type of preventable harm that contributes to their death, and a separate study found that nearly one third of medical injuries were due to error, costing patients and hospitals more than $1 billion each year.

Although hospitals and medical systems have put in place increasingly advanced systems to monitor and improve patient safety, these numbers have remained stagnant because these systems largely ignore one of the largest drivers of patient safety: emotional intelligence.

Emotional intelligence can improve patient outcomes by:

1. 1. 1. 1. IMPROVING DOCTOR-PATIENT COMMUNICATION
         2. IMPROVING HANDOFFS AND TRANSITIONS
         3. IMPROVING OFFICE STAFF AND ADMINISTRATORS

Learn how EQ makes such an impact on healthcare employee/patient safety in our complimentary ebook High EQ Can Save Your Life.