Why managers fail – what lies behind their most common mistakes?

In the previous two articles about the most common management mistakes we have listed 11 counterproductive behaviors in total which are the usual reasons why managers and leaders fail. While most would agree with the list, it would also be useful to look into the reasons behind those behaviors, or rather why they happen so often in the first place.

Dr. Robert Hogan – on key factors of leadership success, challenges on different management levels & HiPo selection and retention

We had the opportunity to host dr Robert Hogan, founder of Hogan Assessment Systems and the inventor of the famous personality assessments, so we took this chance to get his view on some of the burning issues in HR now, as well as his insights into the factors which make great leaders. We bring you some of the most interesting answers bellow.

The Dark Side of Creativity

Creativity is good. We need creativity. Creativity has many advantages.
Four out of five people think positively about creativity, and they usually think that their level of creativity is above average…
What are the consequences?

Why managers fail – most common mistakes managers make PART 4

In the last article we have discussed some of the common mistakes which damage the reputation and interpersonal relationships of managers and leaders, and ultimately lead to their failure. However, that was not the full list of what research shows are the most common causes of such outcomes. Here are 6 more common management mistakes, which might even be more detrimental for the managers themselves, but also painful for their employees.

Why managers fail – most common mistakes managers make PART 3

Being a manager is generally a challenging endeavor. Requirements of this role include a variety of competencies which are related to all sorts of skills from strategic and business-leading ones, those related to process and resource management, to social skills and leadership. The role is even more challenging for first-time managers, given that they usually find themselves doing a job they weren’t originally hired to do, and being an expert in a particular field and managing a team require very different skill sets.

Charity with Assessment Systems

To celebrate the success, we decided to cooperate with Human in Need, this time for the project Share the party with Assessment Systems. The celebration aim is to contribute to the education of Angola’s children, who really need our help. More than a half of Angolans older than 15 years is illiterate, which is a rather alarming number. That’s why our company wants to collectively work on decreasing this amount.

How Does Asystems 360˚ feedback support Talent Management?

In the 360° feedback the inputs originate from many directions (superiors, colleagues, subordinates or internal and external customers) in a structured way along with relevant competencies, helping us in successful mapping of the colleague’s potential. We can construct a matrix from the cross section of the potential and performance data, where the high-potential and high-performing colleagues could be easily identified.