Assessment Systems Group has conducted a research on gender differences in motivation and values of managers to derive some practical advice on how to approach this crucial aspect of people leadership.
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Research and practice show that personality is one of the best predictors of how people build relationships, perceive things and approach work, as well as their job fit.
All of the above predicts work performance to a large degree, by anticipating their behavior and reflecting their competencies. That is why personality tests have found their place in employee and management selection and development processes.
Positions in which the consequences of unsafe behavior and disregarding procedures are huge, both financially and for the health and safety of the employees – require a special approach to employee selection and development. The connection between wrong hiring decisions and repercussions for the company profit and reputation might be even more apparent in these cases.
Good leaders are able to distinguish between their team members. Good leaders do not believe that if something drives them, it will be a driver for everyone. On the basis of these rules, leaders should keep an eye on the fact that motivators could be very different things for different people.
Organizations are facing an epochal transition as digitization and automation changing the world of work. Assessment Systems is committed to supporting this transition by preparing companies and their leaders for people related challenges of the digital era.
Stress is basically a present left to us by our predecessors, all thanks to evolution. Originally, stress was very functional protection against predators and other threats. When our ancient predecessors stood in face of danger, their brain released hormones into their blood, increased their blood pressure and quickened their pulse. Then they were ready to either fight or flight.
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.
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?
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.