Directors often do not truly know whom they’ve selected to serve as their chief executive. The focus is traditionally on a superb track record, a diverse background, vision, getting the job done, and charisma. But, really, who is this individual whose resume they’ve pored over? If anyone can sort this out, it is psychologist Robert “Bob” Hogan, a former chairman of the psychology department of the University of Tulsa, and the author of Personality and the Fate of Organizations.
Click hereto read an excerpted discussion with John Budd Jr. and Dr. Robert Hogan.
Do You Know Tim?
How Safety Impacts Your Business
by Ryan Ross
Tim is the guy everyone knows around the warehouse – he meets customers on the dock and calls them by name. He’s the guy to count on when you’re short-handed and there are still three more trucks to load. He’s everyone’s best friend, and doesn’t mind helping out or giving advice on how to double-stack a load.
The HBRI Certification Web Course provides in-depth training on how to interpret the Hogan Business Reasoning Inventory, a business-related measure of cognitive ability that is a key component of successful managerial performance.
The web course and accompanying workbook focus instruction around the following topics:
HBRI Overview—What It Is and Isn’t
Structure of the HBRI and the Data Types Used for Measuring Business Reasoning
Behavioral Descriptors of Strategic, Tactical, and Critical Reasoning Abilities
Strategic and Tactical Interactions and How These Interactions Produce Predictable “Cognitive Styles” of Decision Making
How Reasoning Skills and Personality Tendencies Are Linked, Especially How Derailing Tendencies Can Degrade Decision Making
Additional Resources to Increase HBRI Understanding and Interpretation
Registrations are now being accepted. Click here for more information.
Hogan Partners with ICAP Group in Greece
In September, Hogan's Bill Monrose, Ryan Ross and Jarrett Shalhoop traveled to Athens, Greece to to meet with new partner ICAP Group.
ICAP SA is the largest business services firm in Greece, with 50 years of successful history. With operations based in 5 major Greek cities, ICAP Group is currently expanding in southeastern Europe with offices in Bucharest, Romania; Sofia, Bulgaria and Belgrade, Serbia.
ICAP Group provides a wide range of services that are grouped in the following six business practices: Business Information, Business Directories, Management Consultants, Contact Center, HR Outsourcing, and Debt Collection. The Hogan/ICAP Group partnership will focus on three core areas, Executive Search & Selection; Human Capital Consulting and HR Outsourcing.
Upon arrival, the Hogan team met with ICAP Group’s CEO Nikitas Konstantellos and Kostas Zoulias, Director of Human Capital Consulting along with various ICAP business unit directors to discuss Hogan’s distribution strategy.
“ICAP represents the values, customer commitment, and top quality leadership that Hogan looks for in its partners," Monrose said.
The Hogan contingent spent three days getting to know ICAP’s team while performing certification, sales, and product training, and was invited to participate in the opening ceremonies of the annual corporate games held at the Olympic Stadium in Athens.
From the Blog
George Bernard Shaw and the Concept of Faking It
By Dr. Robert Hogan
George Bernard Shaw (1856-1950), the Irish-born playwright and novelist, was the only writer to win both the Nobel Prize for Literature and a movie Oscar. But most importantly, Shaw was a gifted and intuitive psychologist, and his most famous play, Pygmalion, contains an important practical lesson for the critics of personality assessment.
Personality Tests Help Financial Firms Recruit the Right Types
In this cover story from Canadian publication Advisor's Edge, Dr. Robert Hogan discusses the validity of personality assessment in the selection process, as well as his pioneering role in the history of personality testing.
Dr. Robert Hogan, an international authority on personality assessment, recalls facing stiff resistance from academics and lawyers when he and his wife pioneered personality testing in the United States in the early ’70s. “The furor was like Galileo saying the earth revolves around the sun. It was a big career risk.” Hogan’s first 13 research papers were returned by outraged journal editors, one of whom wrote, “How dare you waste my time?”
Personality testing’s resurgence was largely stimulated by the business sector, taking off again in a big way in the mid-1990s. “>From zero in the ’70s, to 10 out of the top 15 companies using it in America, it has gone from being outrageous to being commonplace,” Hogan says. “Now all the smart companies are doing it. They even have in-house experts.”
Choose the Right Person for the Job with a Personality Assessment
By Dr. Eric Nelson
What makes a high-performing employee? Why are jobs at all levels filled with people who "look good on paper" and yet prove to be unsuitable for the position for which they have been hired or promoted?