Every organization experiences some degree of change. It’s a constant in business. This fact makes change management a key capability for leaders. How they lead through change affects their personal, team, and organizational success. It also makes responding to change a key theme in leadership coaching. Hogan practitioners can coach leaders through it by helping them build a repertoire of behavioral skills specific to a context of change.

Since the dawn of government, charismatic politicians have seemed to have a significant advantage when it comes to holding leadership roles. They enamor us with their confidence, vision, and their ability to tell us what we want to hear. But charismatic leadership is not necessarily the same as effective leadership. Why do humans feel so attracted to charisma?

Why aren’t there more women in leadership roles? A lot of ink has been spilled over this question. Often, articles focus on the inherent qualities in women that prevent them from flourishing as leaders—we aren’t “businesslike,” we’re bossy, we’re indecisive, we’re too emotional, we prefer to focus on family matters, we can’t handle the pressure of leadership. It goes on and on. 

Evolutionary psychology and leadership both speak to the nature of human nature. But like humans, they aren’t simple. It takes an expert to explain the primary concepts of evolutionary psychology, its implications in the workplace, and its controversies.

Why do people fall for the psychological tricks that scammers use? Knowing how to avoid scams isn’t easy because the warning signs aren’t always clear. And sometimes our personality characteristics make us more vulnerable to scamming.

Can job applicants fake personality tests? Not really, although it depends on what is meant by the word “faking.”

Personality tests don’t have a pass or fail result. They simply describe personality characteristics. What this means is that candidates can’t manipulate their test results with the “correct” responses. Actually—and this might surprise you—it doesn’t matter if people try to fake personality tests.

We’ll give you four reasons why trying to fake a personality test doesn’t matter. But first, let’s clarify what is often meant by “faking.”

At the end of last year, Hart Consulting conducted a comprehensive survey among its clients to identify the most critical priorities on HR’s strategic agenda for 2025 compared to 2024.

Since 2020, about 25% of all US workers are hybrid workers, with about 15% working fully from home. What could explain this ongoing trend in remote work? Aside from evidence for increased productivity and well-being, personality characteristics can help explain work-from-home preferences.

The science of personality matters to high-potential employees and to the organizations seeking to fill succession benches. The predictive power of personality data can help accelerate effectiveness in high-potential development. But how, exactly?

A discussion between Ryne Sherman, PhD, and Blake Loepp with Allan Church, PhD, cofounder and managing partner at Maestro Consulting and former SVP of global talent management at PepsiCo. He explained why the impact of personality on high-potential employees and leadership development is critical.

We’ve all allowed others to influence our decisions, whether consciously or subconsciously. But what underlying psychological factors are at play? How do social forces change the way we think, feel, and behave?

Let’s talk about how social interaction can cause people to change their behaviors.

“The influence that our environment and other people have on us has an important impact on our lives,” Ryne Sherman said. “How do people influence us? And how do we impact others?”