Are you good at reading people? How about reading your boss? In his Huffington Post article “Reversed Leadership: How to Manage Your Boss,” Dr. Tomas Chamorro-Premuzic offers a crash course in behavioral analysis.
 
Is your boss the quiet type? Impulsive? Creative? A hedonistic workaholic? Once you’ve profiled him like the BAU squad in Criminal Minds, check out Chamorro-Premuzic’s advice for how to get around his quirks and idiosyncrasies. “Figure out who he is, what he wants, and why he does what he does; work out the bright- and the dark-side aspects of his personality. Then, adjust your behaviors to fit with his style, values, and interests,” suggests Chamorro-Premuzic. Check out the full article and learn a few helpful tips on dealing with your boss.

"ETC Consult is delighted to be part of Hogan's distributor network and looking forward to promoting Hogan's products to our existing and potential clients across all sectors of the Irish economy," said Patrick Shortt, CEO at ETC Consult.

ETC Consult was established in 1983 as the psychometrics division of Owl Recruitment Limited. Since then, the firm has established itself as one of the leading providers of psychological assessments, pre-employment screening, training, and career guidance to both parts of Ireland.

"Hogan is well regarded as a global leader in assessments, and a large part of that success depends on our worldwide network of partners," said Ryan Ross, vice president of global alliances at Hogan. "With ETC Consult at the helm of Ireland's psychometric market, Hogan Assessments is excited by the enormous potential of this new found partnership."

Welcome ETC Consult!

“ETC Consult is delighted to be part of Hogan’s distributor network and looking forward to promoting Hogan’s products to our existing and potential clients across all sectors of the Irish economy,” said Patrick Shortt, CEO at ETC Consult.

ETC Consult was established in 1983 as the psychometrics division of Owl Recruitment Limited. Since then, the firm has established itself as one of the leading providers of psychological assessments, pre-employment screening, training, and career guidance to both parts of Ireland.

“Hogan is well regarded as a global leader in assessments, and a large part of that success depends on our worldwide network of partners,” said Ryan Ross, vice president of global alliances at Hogan. “With ETC Consult at the helm of Ireland’s psychometric market, Hogan Assessments is excited by the enormous potential of this new found partnership.”

Welcome ETC Consult!

What do Ron Johnson, Robert Nardelli, and Jack Griffin all have in common? All are smart, talented individuals who were hired to repair struggling companies and failed. Each shared a common thread: their ability to lead was undermined by a misalignment of values.

Values, a powerful, inherent part of who we are, shape the choices we make, impacting our careers in four ways:

Drivers Values are key motivators that determine what we strive for and hope to attain

Fit Values determine how well we fit within an organization’s culture

Leadership Style and Culture Values determine what we find rewarding and what we dislike

Unconscious Biases Unconscious biases occur when we project our values onto others

Learn more about how these four aspects of values are affecting your leadership style and how to avoid making a values misstep in our ebook Buyers’ Remorse.

What do Ron Johnson, Robert Nardelli, and Jack Griffin all have in common? All are smart, talented individuals who were hired to repair struggling companies and failed. Each shared a common thread: their ability to lead was undermined by a misalignment of values.

Values, a powerful, inherent part of who we are, shape the choices we make, impacting our careers in four ways:

Drivers Values are key motivators that determine what we strive for and hope to attain

Fit Values determine how well we fit within an organization’s culture

Leadership Style and Culture Values determine what we find rewarding and what we dislike

Unconscious Biases Unconscious biases occur when we project our values onto others

Learn more about how these four aspects of values are affecting your leadership style and how to avoid making a values misstep in our ebook Buyers’ Remorse.

Countless organizations use our assessment solutions to help predict workplace performance and ensure they hire the right people, develop high potential talent and evaluate leadership potential, resulting in reduced turnover and increased productivity. The Hogan Assessment Certification Workshop is a comprehensive course designed to give HR professionals the insight needed to conduct detailed interpretation and analysis of assessment results.

In 2014 the certification workshop will be offered on:

• December 3 - 4, 2013 in Atlanta
• January 21 - 22, 2014 in Seattle
• February 18 - 19, 2014 in Atlanta
• March/April 2014 in Tulsa
• May 6 - 7, 2014 in Atlanta
• June 10 - 11, 2014 in New York
• July 15 - 16, 2014 in Atlanta
• August 26 - 27, 2014 in Atlanta
• September/October 2014 in New York
• October 2014 in Las Vegas
• December 2 - 3, 2014 in Atlanta

REGISTER

• December 10 - 11, 2013 in Westbrook, CT
• March 11 - 12, 2014 in Atlanta
• September 16 - 17, 2014 in Atlanta 

REGISTER

Both programs have been approved for general credit hours toward PHR, SPHR and GPHR recertification through the HR Certification institute. In addition, the workshops have been approved by the International Coach Federation for 13 Continuing Coaching Education units.

Countless organizations use our assessment solutions to help predict workplace performance and ensure they hire the right people, develop high potential talent and evaluate leadership potential, resulting in reduced turnover and increased productivity. The Hogan Assessment Certification Workshop is a comprehensive course designed to give HR professionals the insight needed to conduct detailed interpretation and analysis of assessment results.

In 2014 the certification workshop will be offered on:

• December 3 – 4, 2013 in Atlanta
• January 21 – 22, 2014 in Seattle
• February 18 – 19, 2014 in Atlanta
• March/April 2014 in Tulsa
• May 6 – 7, 2014 in Atlanta
• June 10 – 11, 2014 in New York
• July 15 – 16, 2014 in Atlanta
• August 26 – 27, 2014 in Atlanta
• September/October 2014 in New York
• October 2014 in Las Vegas
• December 2 – 3, 2014 in Atlanta

REGISTER

In addition to the certification workshop, we also offer the Hogan Advanced Interpretation Workshop, which provides in-depth instruction on using configural interpretation to deepen one’s expertise with Hogan profile interpretation. This advanced course, eligible for participants who have already completed the certification workshop, will be offered on the following dates:

• December 10 – 11, 2013 in Westbrook, CT
• March 11 – 12, 2014 in Atlanta
• September 16 – 17, 2014 in Atlanta 

REGISTER

Both programs have been approved for general credit hours toward PHR, SPHR and GPHR recertification through the HR Certification institute. In addition, the workshops have been approved by the International Coach Federation for 13 Continuing Coaching Education units.

What if you had been the head of a company your junior or senior year of college? Do you think it would have changed your career trajectory or given you more insight into leadership? That’s the idea behind Odgers Berndtson’s CEO X 1 Day. This month, the leading global executive Canadian search firm launched its program that places third and fourth year university students in the shoes of CEOs at leading Canadian organizations for one day.

By shadowing some of the biggest decision makers in Canada, CEO X 1 Day gives students “a tremendous opportunity to observe a talented CEO in action - providing them with inspiration, role modeling and a road map for their careers," said Carl Lovas, Canadian Chair at Odgers Berndtson, in a recent press release. It is “designed to uncover Canada's most promising future talent, while giving CEOs an opportunity to connect and better understand what drives this next generation of leaders,” he continued.

As part of the application process, applicants are given the Hogan Personality Inventory (HPI) and the Motives, Values, Preferences Inventory (MVPI) to assess their leadership aptitude. Characteristics factored into this aptitude include confidence, ambition, effective stress management, political savvy, values and the ability to develop new skills – all characteristics of a successful senior leader.

Throughout their one day, finalists will spend valuable one-on-one time with CEOs learning about their background, career path, and how they create value in their organization. The objective is to create a meaningful experience for both students – who will learn what it takes to be the leader – and CEOs – who will benefit from the students’ nubile and fresh perspectives as well as get a glimpse of Canada’s next generation’s up and comers.

Participating Canadian CEOs include: Elyse Allan, GE; Nitin Kawale, Cisco; Jim Gabel, adidas; Patrick Nangle, Purolator; Ellis Jacob, Cineplex; Ian Troop, Toronto 2015 Pan Am; Kirstine Stewart, Twitter; Marc Bertrand, MEGA Brands; Manon Brouillette, Videotron; Yannis Mallat, Ubisoft; and Thierry Vandal, Hydro Quebec. Performance Programs Inc., a Hogan partner, is working in conjunction with Odgers Berndtson during the applicants’ selection process.

What if you had been the head of a company your junior or senior year of college? Do you think it would have changed your career trajectory or given you more insight into leadership? That’s the idea behind Odgers Berndtson’s CEO X 1 Day. This month, the leading global executive Canadian search firm launched its program that places third and fourth year university students in the shoes of CEOs at leading Canadian organizations for one day.

By shadowing some of the biggest decision makers in Canada, CEO X 1 Day gives students “a tremendous opportunity to observe a talented CEO in action – providing them with inspiration, role modeling and a road map for their careers,” said Carl Lovas, Canadian Chair at Odgers Berndtson, in a recent press release. It is “designed to uncover Canada’s most promising future talent, while giving CEOs an opportunity to connect and better understand what drives this next generation of leaders,” he continued.

As part of the application process, applicants are given the Hogan Personality Inventory (HPI) and the Motives, Values, Preferences Inventory (MVPI) to assess their leadership aptitude. Characteristics factored into this aptitude include confidence, ambition, effective stress management, political savvy, values and the ability to develop new skills – all characteristics of a successful senior leader.

Throughout their one day, finalists will spend valuable one-on-one time with CEOs learning about their background, career path, and how they create value in their organization. The objective is to create a meaningful experience for both students – who will learn what it takes to be the leader – and CEOs – who will benefit from the students’ nubile and fresh perspectives as well as get a glimpse of Canada’s next generation’s up and comers.

Participating Canadian CEOs include: Elyse Allan, GE; Nitin Kawale, Cisco; Jim Gabel, adidas; Patrick Nangle, Purolator; Ellis Jacob, Cineplex; Ian Troop, Toronto 2015 Pan Am; Kirstine Stewart, Twitter; Marc Bertrand, MEGA Brands; Manon Brouillette, Videotron; Yannis Mallat, Ubisoft; and Thierry Vandal, Hydro Quebec. Performance Programs Inc., a Hogan partner, is working in conjunction with Odgers Berndtson during the applicants’ selection process.

The Max Planck Institute for Evolutionary Biology posed this question using standard game theory – strategic decision making – in a recent social experiment. In the experiment, two people interact, each with the option of competing or cooperating. If both cooperate, both win; if one competes while the other cooperates, the selfish person wins even bigger.

Participants were provided information regarding the other person’s reputation as either selfish or cooperative. As expected, if a person expected to interact with someone with a reputation for selfishness, he or she would behave selfishly, but if a person expected to interact with someone with a reputation for cooperation, he or she would tend to cooperate.

The real kicker, however, concerned a particular wrinkle. In some cases, researchers would provide participants with both data regarding the other person’s performance and description of that person’s reputation. Participants invariably trusted the reputation rather than the data.

What does this mean? That reputation trumps fact in some cases. That’s why self-awareness and reputation management are essential to the success of our daily interactions. To learn more about how reputation can affect every aspect of your work relationships, check out our ebook Who Are You?