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Briefing Socioanalytic Theory

10 Sep 2012

Socioanalytic theory draws on key ideas of Charles Darwin, Sigmund Freud, and George Herbert Mead to explain why people act as they do. All three writers noted that humans evolved as group living animals; this suggests that the big problems in life concern: (1) Getting along with other people; (2) Gaining status and power; and (3) Understanding one’s place in the world. In modern life, individual differences in the ability to solve these three problems translate into individual differences in career success. Successful people live longer and healthier lives and are better able to care for their dependents—and that is the definition of fitness in biology. Thus, Socioanalytic theory is about career success.

Socioanalytic theory defines personality from two perspectives: (1) Identity; and (2) Reputation. Identity concerns who you think you are; reputation concerns who we think you are. Research on identity has produced few useful generalizations; in contrast, research on reputation has been highly productive; e.g., the Five-Factor Model—a taxonomy of reputation—is a useful way to organize personality research findings. Past behavior predicts future behavior; reputation is a summary of past behavior; thus reputation is the best possible data source for predicting future behavior.

Socioanalytic theory focuses research in four broad areas: (1) Personality and job or occupational performance; (2) Personality and leadership effectiveness; (3) Personality and managerial incompetence; and (4) Personality and effective team performance (team research historically ignored effectiveness). Occupational performance, leadership effectiveness, and managerial incompetence can be predicted with valid personality measures. Team effectiveness depends on putting the right people (defined by personality) in the right positions (defined by team role).

Socioanalytic theory argues that social skill is the key to career success—because social skill translates identity into reputation. Socioanalytic theory also maintains that feedback from valid personality assessment can create “strategic self-awareness” which allows ambitious people to maximize their career potential and minimize their “issues”.

Robert Hogan
Hogan Assessment Systems

(Mircea Vlastean, Henkel Romania)
The course opens up the perspective of better understanding yourself in the sense that challenges you to do something new or in a different way, you learn know how to listen in order to understand the other. It helps you to structure the stages of coaching and provoke the one in front of you to leave with a result, and also the steps you must follow in order to achieve the desired objective
(Magdalena Vrajitoru, RBS Romania)
We have been developed and run with HART Consulting several assessment and development centers during 2007 and 2008. These projects goals were: Assessment of the managerial competencies for retail and corporate banking employees Selection for career progression (promotion) HART Consulting used different customized exercises, adapted to each profile of competencies. HART has conducted
(Roxana Tronaru, BRD - Groupe Societe Generale)
We worked with the HART Consulting team in order to develop role-playing exercises – part of the AC for the BRD GSG. From the beginning, the consultants were very receptive to our needs, we built along the project structure and we communicated effictively throughout it. In the follow-up sessions, experts from Hart have shown the ability to easily identify items that need improvement or
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