Infelligent Coaching & Consulting, Hogan’s distributor in Taiwan, hosted a “Refresh Mindset for Leadership Forum,” on April 12. Their audience of nearly 100 guests was comprised of many distinguished corporate leaders. Ken Sun, General Manager of Microsoft Taiwan, and Enid Tsai, General Manager of Hiwin Technology, shared their success stories based on Hogan related concepts. Abby Hsieh, Managing Director of Ogilvy Group Taiwan acted as the moderator.

In his opening remarks, Jim Hwang, General Manager of Infelligent, shared insights on transforming talent selection strategies. Based on Hogan’s research on Humility and Emergence vs Effectiveness, he suggested that corporations should not identify talent only based on performance approval, likability and willingness – these are common traits we often find in charismatic people who are not necessarily effective leaders. Studies show humble people make the effort to develop teamwork and help others; they focus more on team success rather than personal glory. Identifying high potential candidates with scientific assessments like the Hogan assessments, differentiates emergent leadership (generated by charisma) and effective leadership (generated by humility) and finds the leaders who are focused on building effective teams; who invites new ideas and feedback; who are willing to admit mistakes; and who gives credit to the teams and colleagues.

Ken Sun shared how Hogan’s concept of “Leadership Effectiveness” was also one of the keys to Microsoft’s comeback. When Satya Nadella took on the role of CEO at Microsoft, the quiet, humble, and disciplined leader set out to create a culture of “growth mindset” and followed this up with several innovative measures. He successfully reignited the employees’ passion and energy, built up a style of open communication, and completely transformed Microsoft, bringing it back to the leading position in the market.  

Enid Tsai shared about a similar successful transformation that took place at Hiwin Technology. This traditional automated device manufacturer refreshed its culture and explored new applications for these devices. Hiwin achieved global recognition with endless innovative projects such as “The Sound of Blooming,” installation – the world’s largest mechanical flower at Taichung Flora Expo and also a “Smart Coffee Shop”.

These organizations’ leaders worked hard to change the employee mindset, and this drove organizational transformation. When the new values and culture become part of an organization, engagement and inclusivity grows, and innovation grows too. Using scientific, unbiased tools like Hogan, to be able to effectively select leaders who can drive this transformation is key in the entire process.

The event concluded with a dialogue between these distinguished leaders. All of them agreed an organization’s culture is one of the keys to its transformation. A leader’s style directly impacts the culture. Humility in leaders with growth mindset opens the mind to innovation and learning and creates a culture that creates possibilities, and will drive the organizations ahead to the future. Hogan Research has studied humility extensively, and continues to explore its impact on global leadership.

Hogan was honored to host a special event on May 21 featuring Stanford University Professor Michal Kosinski, a world-renowned data scientist and psychologist.

Remember Cambridge Analytica? You know, the political consulting firm that mined personal data from Facebook users without their consent to influence the 2016 Presidential Election? Well, Kosinski was the data scientist who first demonstrated one’s Facebook “likes” can predict their personality better than friends or family.

Kosinski had been warning the public of the risks and challenges brought by the digital revolution long before Cambridge Analytica’s inception, and he turned down an opportunity to work with the organization because of the legal and ethical implications that were inevitably to follow. Since then, his research has been brought to the forefront, including a cover story for The Economist, an interview with Fareed Zakaria to discuss the role of big data in the 2016 election, and he authored an op-ed in the New York Times about how Facebook sells data despite its claims.

Here’s the full-length video of Kosinski’s presentation in Tulsa:

Have you ever taken a Buzzfeed quiz to tell you what Harry Potter house you’re in? Or maybe what character from The Office you are most like? How much weight do you put on the results of those quizzes? Would you want companies making hiring decisions based on similar assessments?

In March, Hogan Senior Research Consultant Karen Fuhrmeister gave a TEDx Talk at the University of Tulsa on “The Science Behind Hiring Assessments: It’s Not a Waste of Time.” The talk aimed to inform students and other attendees about the use of personality assessments in the workplace, and how this trend isn’t going away any time soon. In fact, it’s becoming more and more likely that those going through the interviews will be asked to take one of these assessments.

In this TEDx Talk, Karen explains why these assessments are important to both the organization and the individual, and not just a waste of time.

 

The Hogan team recently hosted Dr. Adrian Furnham at its global headquarters in Tulsa for a special visit. As one of leading personality psychologists in the world, Furnham has a been a vocal advocate of using Hogan for decades. He regularly points to Hogan in media interviews and articles as the most accurate predictor of workplace performance in the world, and he also was a key figure in the 2014 documentary, The Science of Personality.

As part of his visit, Dr. Furnham delivered a special presentation to the Hogan team highlighting the research he’s been doing. Here’s the full-length version of his talk:

India’s financial and commercial capital, Mumbai, played host to the inaugural Hogan Users Conference organized by ThreeFish Consulting, the Master Distributor for Hogan Assessments in India on February 27^th. The series aims to provide an ideal platform for the Hogan Users Community in India to interact with luminaries in the field of leadership and talent development from India along with key global Hogan practitioners and leaders.

The inaugural Hogan Users Conference focused the spotlight on the interrelationship between personality, leadership, and performance, and featured panel discussions covering a wide range of topics. The list of speakers featured luminaries in the field of leadership and talent development from India along with key global Hogan practitioners and leaders, including Ryan Ross, Managing Partner, Hogan Assessments; Dustin Hunter, Practice Manager, International Distributors, Hogan Assessments; and Gus McIntosh CEO, Winsborough Consulting, the New Zealand Hogan Assessments distributor. Delegates also engaged in some post-lunch fun during the Fireside Chat session, when they shared some interesting stories using fun props!

The highlight of the conference was undoubtedly the Keynote Address delivered by Dr. Robert Hogan, who held the audience spellbound with his perspective on why organizations should look for humility and not charisma in leaders.

More than 100 Hogan practitioners, business leaders, HR leaders, and consultants in the talent management space attended the conference. The event was a huge success!

ThreeFish Consulting is now looking forward to welcoming Ryan Ross back to India for a series of Breakfast Roundtable events in July and TechHR 2019.

*This post was provided by Indrani Gupta of ThreeFish Consulting.

RELEVANT Managementberatung and Odgers Berndtson will host a JAM SESSION on July 4 in Frankfurt featuring Hogan Assessments Chairman & President Dr. Robert Hogan and former CEO Scott Gregory as speakers.

The theme of the event is “New Leadership? Authentic in Turbulent Times,” and aims to provide an opportunity for all RELEVANT and Odgers customers, partners, and friends to come together, learn from case studies, and discuss how leadership in times of continued transformation might change.

With New Work expected to change everything, leadership faces completely new challenges. It is clear that there is insecurity in executive search and selection, management development, and career planning about which success factors from the past (may) still apply in the future and where new approaches are necessary. Even current managers are asking themselves whether they are fit for the future. Therein lies the purpose of this event: What can we learn from the past and how can leaders be successful and authentic in the future?

In addition to Hogan and Gregory, other featured speakers for talks and interactive breakout sessions at the event include RELEVANT Managing Director Rene Kusch, Daniel Nerlich of Odgers Berndtson, Dr. Niklas Friedrich of Vodafone, Jana Schlinsog of Daimler, Dr. Matthias Lichtblau of CMS Legal Services EEIG, Sebastian Henrichs of Fondsdepot Bank, Dr. Kevin-Lim Jungbauer of Beiersdorf, and Marcus K. Reif, one of Germany’s leading HR thought leaders.

We do hope that our friends in Germany and throughout Europe are able to attend this very special event. The price to attend is €99 plus VAT, and you can click here to register. We’ll see you there!

On Friday, March 22, Empower Leaders Consulting (ELC), one of Hogan’s China distributors, hosted a half-day Hogan event in Shanghai for its clients and their Hogan certified network. Nancy Zhang, founder and CEO of ELC, invited Hogan representative Krista Pederson to announce ELC’s official launch of the updated Hogan Assessment Certification Workshop and Advanced Certification Workshops in China.

ELC also invited two important clients, Dowell Real Estate Group and Faurecia Services Group, to share case studies on their Hogan use. Huang Xue, Director of HR Talent Development and Head of Culture at Dowell shared how Hogan has transformed Dowell company culture and become a crucial part of the entire employee lifecycle, from external and internal selection to high potential and leadership development. Wei Wei, Director of HR for greater China at Faurecia, explained how they have used Hogan for over a decade and how it has helped them address various talent needs during different cycles in the market.

Finally, ELC invited a panel of Hogan Certified coaches, including Linda Zhang (Columbia University Certified Coach & ICF MCC) and Sun Yongbo (Former Director of L&D for China’s Bank of Communications and Standard Charter Bank), to share their experiences using Hogan to coach executives and C-Suite leaders and answer questions about using Hogan. Linda shared how she uses Hogan as the key data point throughout an entire coaching assignment. Sun shared learnings from his most difficult assignments, including how he once coached a CEO who went from being belligerently resistant to his Hogan results to full heartedly accepting to the point where he encouraged use of Hogan throughout his entire team. 

Hogan has been in China for over 13 years thanks to our network with distributors like Empower Leaders Consulting. Through this network we have accumulated a wealth of personality research and are able to offer a robust Chinese norm and a strong data-based point of view on the unique characteristics of local leadership and personality in China. Please feel free to contact us for more information on Hogan in China.

On February 24 in Dubai, more than 70 CEOs, HR managers, executive coaches, and talent management professionals attended the 2019 Hogan Summit, hosted by Mentis, an authorized Hogan distributor since 2003 with operations in the UK, UAE, and Thailand.

The theme of the event was “Identifying and Developing Your Talent Network,” and featured presentations by Andrew Salisbury, CEO of Mentis; Alia Al Serkal, Vice President of People Learning and Growth at Du; Delel Chaabouni, IT Senior Director at PepsiCo AMENA; and Marcus Gee, Consultant at Mentis.

Representing Hogan at the event was Hogan Chairman & President, Dr. Robert Hogan, who spoke about leadership and humility, and Hogan Managing Partner, Ryan Ross, who spoke about employability.

Overall, the event was a huge success in a market where Hogan continues to see rapid growth and increased brand visibility. Here’s a video recap of the entire event. Cheers!

Hogan at SIOP 2019

I-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 19 sessions, symposia, panel discussions, practice forums, and poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6. Visit us at booth #303. #hoganatsiop

Thursday, April 4

12:00pm

Understanding Curvilinear Relationships in Selection Research and Practice

Chesapeake A-C

Understanding how individual characteristics influence various organizational outcomes, particularly in curvilinear fashion, is crucial for selection research and practice. Five studies are presented that utilize a variety of methods to demonstrate curvilinear relationships between individual characteristics and organizational outcomes. Findings are discussed in a scientist–practitioner framework.

Kimberly Nei, Michael Tapia, Matt Lemming, Karen Fuhrmeister

12:00pm

I Can See Clearly Now: Transparent Talent Management Practices

Chesapeake G-I

Organizations struggle with issues of transparency and talent management practices. Surveys show a mix of practices in terms of disclosure of talent management metrics. More evaluations of transparency are needed to help guide future transparency decisions. This symposium outlines the intermediate-level impact of several talent management practices where transparency was a conscious decision.

Jocelyn Hays

12:30pm

A Longitudinal Examination of How Learning Agility Impacts Future Career Success

Prince George’s Exhibit Hall D

The relationship between learning agility, and performance and learning over time was examined among 78 global leaders. Findings show a significant relationship between learning agility and performance (p < .01) and learning agility and learning (p < .01), but not the rate at which these factors changed over time. These results demonstrate partial support for the hypothesized relationships.

Erin Laxson

1:30pm

Mobile Assessments: Big Considerations for Small Screens (Demo & Discussion)

Chesapeake 7-9

Recent research would suggest that the majority of job searches are originating from mobile devices, often leading to the completion of an application, assessment, or even interview through their smartphone or tablet. Assessment vendors will discuss their recent practical research and strategies for the use of mobile assessments, and opportunities, challenges, and future directions.

Jennifer Lowe

4:30pm

Darkness Around the Globe: Cross-Cultural Differences in Moving Against, Away, and Toward

Prince George’s Exhibit Hall D

Using a geography of personality model, authors use SEM and path analyses to find the degree to which a three-dimensional derailment model of moving away, against, and toward others is transportable across the globe. Using a sample of 26 countries (N = 65,426), authors establish the universality of a dark personality framework and show how characteristics vary across cultural norms and values.

Dan V. Simonet, Kimberly Nei, Brandon Ferrell

4:30pm

Using Personality to Predict Truck Driver Performance

Prince George’s Exhibit Hall D

Authors present two studies demonstrating the value of personality’s role in selecting truck drivers across the transportation industry. These studies focus on relationships between personality and (a) job analysis ratings for truck drivers and (b) overall job performance using meta-analysis. Results suggest that multiple personality scales are important and predictive for truck driver selection.

Matt Lemming, Burkhart Hahn

4:30pm

Using Bright and Dark Side Personality to Predict the Managerial Hierarchy

Prince George’s Exhibit Hall D

Personality similarities exist in the managerial hierarchy, as supervisors advance into manager roles who eventually lead the organization. Using job family meta-analyses with overall job performance, authors investigated bright and dark side personality differences across three managerial job levels. They provide practical implications and discuss areas for future research.

Matt Lemming, Burkhart Hahn

Friday, April 5

8:30am

The Effects of Leader-Follower Relationship and Humor Style on Job Satisfaction

Prince George’s Exhibit Hall D

Authors examined positive humor styles (affiliative and self-enhancing) and group (in-group and out-group membership) and their effects on job satisfaction. Results showed a significant difference between group membership on job satisfaction but no significant difference between humor styles. An interaction between humor styles and group membership was not supported but a main effect was found.

Cody Warren

12:00pm

Job Analytic Comparisons of Sales, Sales Managers, and Leaders Competencies

Prince George’s Exhibit Hall D

This study used data-driven best practices to identify the most critical competencies for three job families: sales, sales manager, and leader. Although subject matter experts rated some competencies as critical across the job families, key competencies were unique to each job family.

Cody Warren, Kimberly Nei, Karen Fuhrmeister

1:00pm

Avoiding Personalized Charismatics: The Incremental Value of Humility over the FFM

Prince George’s Exhibit Hall D

Personalized charismatic leadership (PCL) is known to be particularly toxic to organizations and employees. Humility and the Five-Factor Model (FFM) characteristics were explored as predictors of PCL. Not only did the FFM characteristics largely predict PCL, but humility offered incremental validity, demonstrating the value of including humility in selection criteria.

Dena Rhodes, Georgi Yankov

3:00pm

Challenges Faced by the Testing Industry: Current Trends and Looking into the Future

Potomac 1-2

This session discusses challenges faced by the testing industry (technology, globalization), how the industry is adapting, and future opportunities for applied research. The panel includes applied researchers who discuss how the testing industry is responding to current shifts in assessment methods, future trends that will shape the industry, and implications for I-O professionals.

Kimberly Nei

4:00pm

Honestly, I Have Made Mistakes. But I Have Learned from My Mistakes

Chesapeake D-F

This session will build I-Os identity as a body of professionals who are trying to do the right thing but occasionally fail. I-O practitioners will share mistakes they have made and what they have learned from these situations. Each real-life experience will be framed with the scientific background, the presenting problem, the outcome, and a description of the insight gleaned from the situation.

Robert Hogan

Saturday, April 6

11:30am

How to Coach as an I/O Psychologist (and Whether You Should)

Chesapeake 4-6

This session will present research and experience, grounded information, advice, and recommendations on coaching for I-O academic and applied practitioners who are considering coaching, whether as a new career path or in addition to a full-time job. Topics will include the current landscape of coaching, exercising the scientist–practitioner model, barriers to entry, money, and how to get started.

Karen Fuhrmeister

12:00pm

The Impact of Extreme Responding on Sliding Scales

Prince George’s Exhibit Hall D

Authors explore whether individuals who use sliding scales are likely to resort to extreme responding (ER) techniques. Some ER may reflect genuine individual differences; however, research suggests those who use ER are attempting to conserve resources and/or manage others’ impressions. They investigate how ER may influence personality, performance, and relationships between variables.

Dena Rhodes

12:30pm

Toothless Shark Tank for I-O Psychologist Entrepreneurs IV

Maryland D

I-O psychologists who want to commercialize their knowledge often need feedback from experienced folks who understand both the science and the business of I-O psychology. Using a format similar to the popular TV show, this session will improve upon the tradition from previous conferences by preselecting and coaching entrepreneurial I-Os to pitch their ideas to legendary I-O entrepreneurs.

Robert Hogan

1:00pm

Robust Importance and Personality Predictors of Ethical Behavior Across the Workforce

Prince George’s Exhibit Hall D

The organizational literature takes for granted the broad importance of ethical behavior in the workforce. Authors examined job analysis results for 563 organizations from across the globe to provide empirical evidence of the robust criticality of ethics. They then meta-analyzed local validation studies to identify general personality-based predictors of important ethical behaviors.

Chase Winterberg, Kimberly Nei

3:00pm

Building a Competency Taxonomy: A Personality-Based Cluster Analytic Approach

Prince George’s Exhibit Hall D

To understand the underlying structure of common workplace competencies, authors analyzed personality predictor–competency criterion validity coefficients using hierarchical clustering. A 2-level, 4-domain, and 8-subdomain competency framework was uncovered. Uses and implications of such a competency framework are interpreted and discussed.

Brandon Ferrell, Kimberly Nei, Steve Nichols

3:00pm

Using Personality to Predict Stress Tolerance in Sales Personnel

Prince George’s Exhibit Hall D

Stress tolerance differs from person to person and is an important component of sales performance. Using synthetic meta-analyses of job components, authors investigated personality relationships with stress-related competencies rated important for performance. They provide practical implications and discuss areas for future research on personality’s impact on how sales people handle job stress.

Michael Tapia, Matt Lemming, Kimberly Nei, Karen Fuhrmeister

3:00pm

Content Analysis of Adverse Impact Litigation in Selection and Promotion: 2010-2018

Prince George’s Exhibit Hall D

Employment disputes cause organizations to incur enormous legal costs. Notwithstanding psychometric quality, it is useful to know which practices are more likely to be the subject of legal challenge. A content analysis of adverse impact litigation in the U.S. was conducted to assess the rate at which various selection and promotion procedures lead to legal action and the outcomes of such cases.

Chase Winterberg, Michael Tapia, Kirby Hockensmith

Time is running out to register for RELEVANT´s JAM SESSION in Frankfurt, Germany, at a discounted price of EUR 79 plus VAT. The early-bird registration is open until February 28, with the price increasing to EUR 99 plus VAT on March 1.

The event, hosted by RELEVANT Managementberatung, an authorized Hogan Assessments distributor from Germany, will be held on July 4 and will also feature presentations by corporate and consulting experts. Moreover, they will welcome Dr. Robert Hogan as well as Hogan CEO, Dr. Scott Gregory, as special guests who will also be on stage.

RELEVANT’s interactive session, “New Leadership? Authentic in Turbulent Times,” provides the opportunity for all RELEVANT customers, partners, and friends to come together, learn from case studies, and discuss how leadership in times of continued transformation might change, how it affects managers, and how managers can be supported addressing turbulent times in a way that is true to their personality.

Space is limited, so register here today!