Saturday, February 21, 2009

Relatioships & personality

Dr. Robert Hogan (of Hogan Assessment Systems) believes that people are hard wired by evolution to seek social acceptance and status.

In a recent paper on relationships and personality, Dr. Hogan compares and contrasts the intrapersonal (identity) and interpersonal (reputation) traditions of personality psychology, discussing the importance of managing effective relationships at various stages throughout our lives. Specifically, Dr. Hogan identifies three kinds of relationship problems that are associated with successful organisational leadership.

Considering career succes from the relational perspective helps us see why personality and motivational assessment is so effective when coaching. When we raise an individual's awareness of current performance levels, we are setting the stage for ongoing development of social skill and paving the way for better relationship management.

Please follow this link to read the paper:

http://www.3minutemile.co.uk/images/uploaded/news_379062.pdf

Friday, January 16, 2009

Hogan 2007-2008 Business Outcome Highlights

Hogan Assessment Systems has released its 2007-2008 Business Outcome Highlights study, featuring return on investment (ROI) data from nine unique research studies. This study covers a wide range of industries, including communication, transportation, law enforcement, pharmaceutical, finance, insurance, and more. Highlights from the Hogan Business Outcome study include:

Using the Hogan selection process for financial advisors rewarded a substantial $8 million return on investment.

Transportation drivers meeting the high-fit criteria in the Hogan process had a 16% lower accident rate.

Managing partners who matched the Hogan profile averaged $175,000 more in sales than those not meeting the profile.

Using Hogan tools to select sales representatives for just one year dropped turnover rates by 30%.

The goal of each ROI study is to demonstrate the value of using the Hogan tools. Hogan's 2007-2008 Business Outcome Highlights study shows significant ROI results from the most rigorous research standards, providing companies with proof that Hogan assessments predict job performance.

View the complete study on our web page here: http://www.3minutemile.com/images/uploaded/news_59223.pdf

Saturday, January 10, 2009

John Holland

John Holland, author of the Vocational Preference Inventory, died last month.

Dr. Robert Hogan writes about the lessons he learned from the Psychologist who most influenced his career.

Read the paper at: http://www.3minutemile.com/news/article.php?news_id=74

Sunday, December 21, 2008

Seeking out feedback at work

Feedback from knowledgeable others at the workplace can be a valuable source of information which contributes to the development of an organisation's managerial or leadership capability.

It is well-documented that for annual objectives, or goal-setting, to be most effective at delivering high levels of performance, employees need to seek out and receive feedback regarding their progress towards successful outcomes.

Recent research (Janssen & Prins, 2007) has shown that individuals who have a learning-approach goal orientation (believing that personal attributes and abilities are malleable and can be developed) tend to seek out self-improvement feedback. The way that these individual's ask 'the question' optimses the likelihood that resulting feedback will highlight opportunities for self-development.

On the other hand, individuals, who have a performance-approach to goal orientation (believing that self-attributes are fixed, uncontrollable entities which can hardly be developed) tend to seek out self-validation information. This sort of feedback draws attention to and validates these individual's existing areas of competence. People like this tend to interpret feedback as a judgement about the self (VandeWalle, 2003) and consequently suffer ego loss when others point out gaps in their knowledge or skill.

The Hogan Personality Inventory successfully predicts an individual's approach to goal orientation and approach to learning. This insight can help an organisation select and develop leaders who seek out self-improvement vs. self-validation information from knowledgeable others at work. Initiatives like this promote leadership behaviours which foster continuous self-development and high performance in times of change.

Please contact us at http://www.3minutemile.com/contact/index.php for more information.