Nobody else has your personality. Unique individuality is the concept that no one ever has been, is, or will be precisely like you. It’s also what differentiates human intelligence from artificial intelligence. But uniqueness is more than a feel-good concept. When we measure individuality with personality assessments, we can predict performance, empower behavioral change, and better understand ourselves and each other.

Ryne Sherman, PhD, and Blake Loepp spoke with Nigel Nicholson, PhD, emeritus professor of organizational behavior at London Business School, about the theories behind his newest book, Unique You. Nigel said, “In psychology, individuals are mostly regarded as a nuisance, a disturbance, error variants. Whereas for me, everybody’s an exception. That’s the only approach that makes sense.”

The only certainty about 2026 is uncertainty. AI deployment is accelerating, skills demands are evolving, and the workforce is anxious. These forces make effective leadership more essential than ever—and personality assessment especially critical for organizations facing bewildering transition.

Understanding these talent challenges is necessary for organizations looking to maximize the strategic value of personality assessment this year. Organizational effectiveness will rely on making objective decisions about people based on accurate, reliable, and scientifically validated personality assessment data. In 2026, we are committed to using our gold-standard assessments to help people and teams achieve the extraordinary—especially amid rapid global change.

Workplace gossip has a reputation problem. Most view gossip at work as disruptive, unproductive, or even toxic to company culture. But informal communication through social networks may serve an important organizational purpose. Leaders need to understand that workplace gossip can be beneficial or harmful, depending on how it’s used and managed.

Hogan estimates that about 10 percent of the working population consists of bad employees. Of those, the office freeloader is one of the most notorious and subtle. While it may be difficult to spot a workplace freeloader, employee engagement metrics and skilled management can identify those who underperform.

Ryne Sherman, PhD, and Blake Loepp chatted about the ins and outs of freeloading. They covered the definition of a freeloader, the personality profile of someone likely to freeload, and ways to address this unique type of ineffective employee.

The world of personality psychology is familiar with the perennially hot topic of personality change. A recent article theorizes a decline in conscientiousness, particularly among young adults. It also shows a decrease in agreeableness, extraversion, and emotional stability. So, can personality change? If so, is it changing right now?

On the new episode of The Science of Personality, cohosts Ryne Sherman, PhD, and Blake Loepp discussed “The Troubling Decline in Conscientiousness” by John Burn-Murdoch, published in the Financial Times.

People use social media platforms to shine a light on current workplace trends. Short-form videos on TikTok, YouTube, and People use social media platforms discuss and learn about current workplace trends. Short-form videos on TikTok and other platforms all provide commentary about acting your wage, quiet quitting, and task masking. How do these behaviors relate to personality strengths, challenges, and values?