3 Minute Mile is a London-based consultancy that has been working with Hogan for more than 15 years. The 3MM team works with organizations, including some of the largest globally, to help them achieve peak performance through agility and effective leadership.

The bold choice to name the company 3 Minute Mile reflects a commitment to excellence and pushing the boundaries of human performance. At one point, many believed that it would be impossible for humans to run a sub-four-minute mile. However, on the May 6, 1954, Roger Bannister did just that at Oxford University’s Iffley Road Track. The three-minute mile is now the new frontier for mile runners to pursue.

About 3MM

The 3MM team values progress, impact, excellence, detail, and respect. You can expect them to create innovative approaches to solve problems, deliver solutions based on validated personality assessments, and provide responsive and efficient service. Their main areas of expertise include leadership, personality, and inspiration, and they implement those in executive development and coaching projects. They also offer a variety of competency-based strategies to assist prestigious clients around the world.

How 3MM Aligns with Hogan’s Values

Hogan commitment to customer relationships is mirrored by the 3MM team’s stellar reputation for customer service. At the beginning of 2021, all organizations were beginning to reemerge and readjust to life in our new world. While much has changed, the 3MM team knows how important the customer is and remains committed to delivering world-class service. At Hogan headquarters we consistently get feedback that responses from 3MM are swift, valuable, and friendly. You can always expect to get service with a smile and a wave from 3MM!

2021 Wins

This has been a successful year. Here are just a few of 3MM’s accomplishments:

• Assisting a worldwide sustainable technology brand for selection and development purposes. The organization began using Hogan’s Leadership Forecast Series at the senior executive level and has expanded to using the Hogan competency model as well.
• Working with a multinational information technology and electronics company to use Hogan’s assessments for executive assessments. 3MM was able to beat out another assessment firm who was the incumbent provider.
• Setting up an integration with a multinational telecommunications company. We are excited to see the impact of embedding Hogan in the company’s programs!

The phrase “Fortune favors the bold” is appealing on the surface, especially to those who watch others take extraordinary risks without anything to lose themselves. And, in reality, often times fortune does NOT favor the bold, particularly when starting a new business.

However, that did not deter our friends at IAssessment from launching their business under extreme conditions of risk and uncertainty. And, even in the direst of circumstances, the company has thrived and grown Hogan’s presence exponentially in the Spanish market. 

In the latest edition of the Distributor Spotlight Series, IAssessment’s Managing Partner, Juan Antonio Calles, tells the story of how the company started and the work they’ve done to improve the Spanish workforce.

When we signed our collaboration agreement with Hogan, we were at the dawn of the worst economic crisis in decades in Spain. Our friends and colleagues showed concern and surprise for the launching of a new venture in such uncertain and turbulent times. Now? Why not wait? Are you crazy? These were the words we most commonly heard in those days.

And our answer was the always the same: “Now is when decisions about people in organizations need to be based, more than ever, on scientific, objective, and professional criteria. We can´t wait, because we have spent years looking for a partner to open business opportunities for us and strengthen our consulting proposal to the Spanish market. And yes…we are a little crazy…”.

Eight years later we have among our clients some of the biggest and well-known consulting businesses and organizations in the country, while developing an important international practice. Being a Hogan distributor has allowed us to consolidate our consulting services by offering a mix based on knowledge, proximity to real business issues and professional excellence that only a few can offer. And we have done this through our non-negotiable values: collaboration, transparency, respect, fair-play…and lots of hedonism.

And we have never stopped being a little crazy, imagining a better future…that is almost here, and for which we are already working.

Digital experts agree that hyperconnectivity, netarchy and network-based organizations are key factors in the digital era. We are permanently connected with an average of 150 people, each of whom is connected with another 150, so we can impact 3M people. Threat or Opportunity?

Globalization allows 1,3M professionals in Spain to work virtually today, and we expect 52% of European professionals to work in project mode by 2020. Are professionals ready to work in liquid organizations, to specialize in value-adding knowledge, and to grow a personal brand that brings them business?

Automation is an important issue. It will affect 30% of current jobs and professions in 2025, according to Oxford University, and it will bring coexistence with robots on the job.

This paradigm change has a big and deep impact on how professionals face this new era, as many of them work in non-digital organizations that will need to change their business model or value proposition, thus changing the personal competences and skills needed to perform in the digital era.

Right now, Hogan Assessments can help identify a new career goal to many professionals, leveraging their bright side and values, not forgetting their dark side, to achieve enough digital employability to fit into liquid organizations in which to develop a new successful career.

IAssessment´s main strategic goal is to support professional refocusing to adapt to the new paradigm, by offering digital employability support programs. Based on Hogan methodology, our programs allow professionals to gain awareness on their reputational strengths and improvements, and start developing digital competencies that are aligned with their talent, capitalizing their long previous non-digital experience…in other words, to keep on being a successful professional.

When Bob and Joyce Hogan set out to develop better solutions to improve the global workforce, they knew they would need people and organizations from all over the world to help them sell these solutions. This resulted in the formation of a robust international distributor network spanning 56 countries. However, there was one key value each Hogan distributor was required to uphold: A commitment to excellence.

Excellence is defined as “the quality of being outstanding or extremely good”. For Career Connections, a Hogan distributor located in Nairobi, Kenya, excellence isn’t just found in the quality of the organization’s work, but also in the organization’s longevity.

Celebrating 20 years in business, Career Connections has evolved into one of Africa’s most prominent talent consulting firms. Under the leadership of Founding Director and Managing Director, Madeleine Dunford, the company continues to thrive in an area that is overflowing with potential. In our latest Distributor Spotlight, Madeleine gives us an overview how they increase ROI for their clients using the Hogan Assessment Suite.

Career Connections  is the largest specialized talent consulting firm in East Africa and recently celebrated its 20^th Anniversary in 2017. Although the firm is headquartered in Nairobi, we service clients across Africa, excluding South Africa, in 3 broad areas: Executive Search; Executive Coaching and Accredited Coach training (in partnership with the Academy of Executive Coaching); and Assessments for selection or development. We have been a Hogan distributor for 12 years and in 2017 generated over 7,000 Hogan reports.

We often get asked to demonstrate ROI by our clients. One example was for East Africa Breweries (EABL), which has majority shareholding from Diageo. Africa is an important market for Diageo and in 2014 they were concerned that survey feedback showed that annual scores on the line manager’s ability to give feedback, inspire, and work on their team’s personal development were falling substantially. Leadership engagement scores demonstrated a culture of being directive, whereas employees desired more participative leadership.

This sentiment was confirmed during a ‘test trial’ of a small group of 15 managers who completed the Hogan LEAD and the Leadership Versatility Index 360 tool (LVI) which showed that leaders were not empowering. We designed a programme called the ‘Amazing Line Manager Programme’ for EABL which was rolled out to 440 leaders across the wider East African region in 2015-2016. The programme premise was simple: firstly, raise the leader’s self- awareness of the impact they were having, through feedback on their Hogan LEAD and LVI reports. Secondly, supporting that feedback with the use of accredited coaches to challenge the line managers to take responsibility for change.

One of the ways we tracked the impact of the programme was through the annual Diageo Net Promoter Score (NPS) that simply asks team members to rate their line manager. Within Diageo the NPS is considered before promoting a leader. In 2014 the EABL overall score was 2%. After the programme, the score rose to 40% in 2015 and 44% in 2016- the highest increase globally within Diageo. Uganda’s score moved from 9% in 2014 to 71% in 2015- the highest rated country worldwide. East Africa was placed into the ‘green spot’ on employee engagement and performance enablement as a region for the first time.

When correlating the individual’s assessment data to degree of change, it was evident that leaders who were rated as enabling, with low need for public recognition and moderate amounts of ambition were most likely to show the highest shift in NPS. They tended to also be moderately cautious and bold; extreme Hogan or LVI scores were unlikely to drive positive NPS change.

Key learning from the programme was to start with the end in mind – what did we aim to change? Executive buy-in and participation made a big difference, as did briefings and programme launch events. We maintained momentum through video testimonials, and branding the programme. The programme showed you can deliver tremendous change with no classroom learning. The ALM format was adopted globally within Diageo, using their in-house tools.

When Chloë Touati and Stéphanie Le Ferrand co-founded Authentic Talent in Paris, it was obvious they each had three things in common: passion, energy, and a bold vision to make Hogan’s assessments the preferred assessment tools in the French market. And, if there’s one thing we at Hogan have learned in working with both of them, there are few who can match their drive and desire to improve the French workforce.

In the final edition of the Distributor Spotlight in 2017, Chloë and Stéphanie tell the story of how and why they founded Authentic Talent, and the unique adventures and challenges they’ve experienced along the way. Cheers to a great year, and happy holidays from your friends at Hogan!

Today, we want to tell you a little bit about us, two Paris-based HR consultants at Authentic Talent. Previously, Chloë Touati, who has a master’s degree in HR, was working for a small consulting firm as the manager of Talent Development. Stéphanie Le Ferrand, an occupational psychologist, was working as a senior consultant at Cubiks. In our respective roles, we both have significant experience working within consulting firms and many well-known tests publishers, such as OPP (European distributor for MBTI) and SHL. We understand and are accustomed to dealing with a complex and immature market. Although France is a large country with a lot of test providers, personality questionnaires are not that widely used. 

We are convinced that the assessment market in France is undergoing a paradigm shift and that opportunities are plentiful. Therefore, we joined forces to launch Authentic Talent, a company dedicated to helping individuals, teams, and organizations with all human resource-related issues. We wanted to reconnect with our personal values and offer companies and people a different experience that is more aligned with authenticity and a concern for quality.

We wanted to stay true to our values but are also wondering how to offer premium service within the existing market in France. We are driven by our desire to build amicable but uncompromising relationships with our clients by offering tailored and not just off-the-shelf solutions. We wanted to promote transparency to ensure long-term partnerships with our clients by selling solutions only if we are strongly convinced of the added-value for the company and its employees.

It is difficult to offer a high quality strategy to clients who are used to listening to consultants selling tools like they are crystal balls. The assessment and development market is still driven by HR people who are decidedly not psychologists and mostly subjective in their approach. In France, gut feelings and aesthetics are often still considered to be important criteria. Competitors are selling solutions that are shiny and pretty on the surface, but are unreliable and of poor quality. Therefore, we are required to do a lot of heavy lifting from morning to night, getting up early in the morning, teaching clients until late in the evening.

A partnership with Hogan Assessments is the ideal solution! This company is known internationally for its high level of quality, the precision and nuance in their measurement of personality, and their unique approach of assessing the dark side. This partnership allows us to use and prescribe a “new” measurement of personality. We appreciate our close relationship with the head office in Tulsa and their US-based team. Thanks to that relationship, we are able to effectively support our clients with training or technical support. When we are in the question phase, there are always distributors ready to share experiences and advice to help us to promote quality in our market. This allows us to be flexible in our proposals to clients, to offer a different and constructive experience.

After the first main steps in this Authentic adventure, we have built strong relationships with clients in several sectors, positioning Hogan tools as the premium brand on the market targeted at the leadership population. We have been able to promote the assessment and development of talent with a high-quality approach driven by authenticity. This period has not been easy; we are still a very young firm. But every day we meet with challenging clients who share our convictions. In the short time since our creation, we have received excellent feedback from existing and potential clients.

We have already started the Hoganization with some fantastic groups with whom we are conducting enthusiastic projects, including Hogan for selection and development purposes. We are building a strong community with the certified users and offer them the opportunity to further develop their Hogan expertise. We are highly motivated to continue adding more business in the future!

We would be more than happy to welcome you all to Paris to meet us and spend some time together, sharing a glass of wine and a Hedonestic meal!