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The Superstar Effect

Postat de la 02 Sep, 2022 in categoria Abilitati

Superstar workers aren’t always as good as they seem. When other high performers must compete with superstars, they can become demotivated. This is known as the superstar effect, and it can have a significant impact on teams and organizations.

Recently on The Science of Personality, cohosts Ryne Sherman, PhD, chief science officer, and Blake Loepp, PR manager, explored the superstar effect and how it relates to teams and organizations.

Let’s dive into what to do about the problem of superstars.

One of the primary tasks of leadership is to effectively and efficiently allocate an organization’s resources. In business, this requires leaders to make critical decisions that ultimately determine the success or failure of the organization. However, making good business decisions alone is not enough to guarantee success. Effective leaders must also have the interpersonal skills to get along with others and build high-performing teams. Both critical reasoning skills and interpersonal skills are effective predictors of performance. Logically then, employers who care about job performance should want to know two things: do my employees make good decisions and do they have the interpersonal skills to effectively function? The best way to answer these questions is by using assessments.

Derailers are important because they are the habitual behavioral patterns that can get in our way. Typically operating below the level of conscious awareness, these behaviors are often easy to ignore. But when overused, they hinder performance. Coaching people to learn to work with derailers and manage stress can be a gateway into new understanding and help them increase their effectiveness.

The Stress-performance Relationship

The relationship between stress and performance level can be summarized by the bell-shaped stress-performance curve, also referred to as Yerkes-Dodson law (figure 1).

Many of our clients use Hogan Assessments to support selection and talent development programs. Due to the pandemic, however, selection has (understandably) been cut back dramatically. Now, HR teams have to focus on more difficult people issues while learning and development programs may be put on hold.

However, we still speak to HR professionals and coaches on a daily basis about support for different types of people initiatives. Not surprisingly, at a time when leaders are making decisions in high-pressure circumstances, and with budgets tighter than ever, addressing difficult people issues is extra complicated. As a result, we are keen to encourage clients to use valuable resources that are already available to them.

Many have not thought about using existing resources to support pressing, often unavoidable interventions. Here are three of the most common situations where we have been able to recommend organizations take another look at the Hogan Assessment data they already hold.

Lucrul de acasa si noile competente

Desfasurarea activitatii de acasa nu este o experienta noua pentru unii angajati. Aceasta tendinta este valabila in intreaga lume. Cu toate acestea, numarul real al persoanelor care lucreaza efectiv de acasa este mai mic decat numarul job-urilor care pot fi derulate de la distanta. Cel putin, aceasta a fost tendinta inainte de situatia curenta in care ne aflam generata de criza COVID-19. Ceea ce am vazut recent este ca pandemia a fortat multi angajati si organizatii sa faca trecerea, in mod oficial, la un mediul de lucru virtual.

Organizatiile s-au concentrat sa le asigure angajatilor lor toate resursele necesare pentru a-si desfasura activitatea eficient, asigurandu-se ca au tehnologia si infrastructura necesara (accesul la dispozitive inteligente, la platforme pentru conferinte video, securitatea internetului, etc.).

Cu toate acestea, este important sa nu neglijam comportamentele care devin necesare pentru ca oamenii sa poata lucra eficient de acasa, in mediul virtual.

Leadership in “noua normalitate”

Postat de la 29 Jun, 2020 in categoria Abilitati

In timp ce guvernele din intreaga lume sunt supuse unor presiuni tot mai mari de reluare a activitatii sociale si economice, liderii de pretutindeni iau decizii confruntandu-se cu incertitudinea si informatiile contradictorii. Deciziile care au dus la inchiderea afacerilor si carantinarea oraselor, desi au fost dificile, au reprezentat exercitii cu impact pe termen scurt si au fost mult mai usoare comparativ cu procesul decizional pe care liderii sunt nevoiti sa il ia atunci cand sunt implicatii pe termen lung.

Pentru a castiga ceva nou si important in viata, inevitabil ne confruntam cu alegeri. Nu vom pierde in greutate fara a ne schimba obiceiurile alimentare si nivelul activitatilor fizice. Nu ne vom consolida relatiile de familie fara a investi in timp de calitate cu cei dragi. Nu vom invata o limba straina fara a fi consecventi si a ne face timp pentru studiu si practica.

Pentru lideri, pana acum, 2020 a fost un exercitiu intens in luarea unor decizii dificile. Probabil ca si restul acestui an va fi pentru cei mai multi lideri si antreprenori un exercitiu de antrenare a constientizarii de sine, precum si un sir de alegeri si adaptari care sa permita supravietuirea si ridicarea organizatiilor pe care le conduc.

In multe dintre aceste decizii viitoare, identificarea alegerilor corecte si a celor gresite va fi dificila. In aceste timpuri, este critic pentru lideri sa reflecteze asupra unor intrebari cheie:

HR Survey Pulse

Postat de la 01 May, 2020 in categoria Abilitati

During the month of April, this year, during the beginning of Covid-19 crisis, our business psychologists and consultants created a short pulse survey to understand more about what measures are companies taking under this new context we all experience in order to keep the business running and their people safe.

Therefore, we have deployed the survey to 250 companies from different industries. 53% of respondent companies have more than 500 employees.

We have invited HR professionals to respond to our questions.

The responses indicated the following:

We’re excited to announce that Dr. Robert Hogan was given the 2020 RHR International Award for Excellence in Consulting Psychology at the Society of Consulting Psychology (SCP) annual conference on February 8 in Philadelphia, Pennsylvania.

The award is granted to individuals who epitomize the standards of excellence that RHR and the SCP seek to perpetuate. Dr. Hogan received the award in recognition of his distinguished career and his significant contributions to the practice of consulting psychology.

VIDEO: The Hogan High Potential Talent Report

Postat de la 28 Feb, 2019 in categoria Abilitati

Over the years, we’ve discovered growing enthusiasm for identifying leadership potential, since talented leaders drive success. Unfortunately, many organizations make a critical mistake at the very beginning of the process – they don’t define potential in a way that leads to the selection of strong leaders.

We’re excited to announce that we’ve established a new strategic partnership with the International Coach Federation (ICF) as an assessment provider for the organization.

The partnership will combine the market-leading strengths of each organization and place Hogan in front of 24,000-plus ICF members in more than 130 countries while providing ICF with the predictive power of Hogan’s assessment suite developed over 30 years of experience with data from millions of global leaders.

  • Consultantul tau 
  • Prof. Dr. Robert Hogan – The truth about leadership

     

  • Prof. Dr. Robert Hogan – Personality and the Fate of Organizations

     

  • Robert Hogan on the Importance of Humility in Leaders

     

  • The Incident — How Do You Derail?

  • Prof. Dr. Robert Hogan on Personality Psychology, the Bright Side, and the Dark Side

     

     

  • Stereotipuri si perceptii sociale


  • Leadership masculin vs. feminin

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