Why I’m Passionate About Hogan

Did you know there are approximately 3,800 personality assessments on the market? 

Many of you probably know your MBTI personality type or even your DiSC profile. While these assessments can give you a certain level of self-awareness on strengths and preferences, they are also limiting and put you in a specific box. As someone who has transitioned many industries and several titles, I am not a big fan of labeling. This is one of the reasons I am passionate about Hogan.  It is the only accurate assessment that demonstrates one’s personality’s impact on organizational success and improving workplace performance.

As a Leadership Coach who is certified to administer the Hogan, I am able to interpret individual results and deliver personality feedback to my clients.  Everyone know I love custom because we are all unique.

Benefits of Hogan:

✔️ Global – Hogan is in 57 countries and in 47 languages, serving more than half of Fortune 500 companies

✔️ Science-based – Hogan assessments were the first to scientifically measure personality for business

✔️ Established – Been around for more than 30 years (longer than some of my high potentials!)

✔️ Growing – Over the last decade, Hogan has experienced rapid growth in its employee base and global distributorship

✨ Hogan also measures your reputation, or how others view you, which is the only measurable and consequential aspect of personality. ✨

Let’s dig in! Message me here to learn more about the Hogan assessment or to schedule an initial consultation today at calendly.com/mindsquad. 

Looking Forward: 8 Trends of the Modern Workplace 🔮

Every person on the globe has been affected by the pandemic in one way or another.  From remote work and learning to business closures and layoffs to rescheduling major life events — every corner of our lives has been touched and, in some cases, turned upside down. If there is one thing, we have all learned through these trying times, it has been the persistent need to adapt, innovate, rework, and retool. Below I have laid out some of the major challenges companies will need to address in today’s dynamic workplace, so they are prepared for the future. 

Mind Squad’s Strategic HR Predictions

  1. Due to the increase in remote work, employers will be faced with increased numbers of employees drinking on the job — think White Claw at 2pm. 🍺
  2. Cannabis use is skyrocketing well in advance of legalization. Everything from cannabis infused drinks & meals to micro-dosing will be inevitable for the modern workplace. 🌱
  3. We have a workplace mental health crisis that is been exacerbated by a pandemic. Employers need to make every effort to support employees by providing sufficient time off, offering stress reduction techniques, and most importantly, open lines of communication to discuss issues. 🧘🏽‍♀️
  4. From a societal perspective, we need to work on draconian wage and hour laws that lack flexibility for employees. ⏰
  5. More attention should be placed on state tax laws to accommodate nomadic work, so no employee or employer needs to be a CPA to figure out their taxes. 👨🏼‍💻
  6. Performance reviews and goal setting should be more two-way with consideration given to the employee’s individual goals and objectives for development.  This will increase buy-in, improve retention rates and produce happier employees. 📊
  7. Businesses looking to hire talent that are unable to provide remote work options will need to invest further in their workplaces, including implementing health and safety standards, creating aesthetically pleasing environments, increasing compensation and benefits, and furthering automation. 💰
  8. Minority and women run entrepreneurial efforts are building at a very rapid pace, and women are leaving the workforce in droves. This will impact hiring a diverse and inclusive workplace. Employers need to consider better access to health care and on-site daycare, or these populations will work on their own. 🙍🏼‍♀️🙍🏾‍♀️🙍🏽‍♂️

10 Strategies for Employers to Successfully Win the War on Talent

1️⃣ Let employees define the company culture

The first strategy I have identified is to let employees define company culture. By doing this, you will empower your employees, and in turn create a more diverse, inclusive, creative, and flexible environment, qualities that are highly sought after in the modern workplace.

2️⃣ Have a flexible environment with open communication and opportunities for education

Employees who feel valued and heard will perform better in their jobs and oftentimes offer innovative solutions to improve gaps within the organization.

3️⃣ Allow “Tour of Duty” assignments

Welcome to the new age of “tour of duty” assignments. In this day in age, many talented employees are not looking to stay with one company their entire career — they want new opportunities, new challenges, and new workplaces that value agile innovation. So instead of expecting to lock in employees forever, it may be best to respect that they will seek new ventures, and you can celebrate this by offering short-term “tour of duty” (2-4 years) employment contracts — a win-win for both the employer and employee.

4️⃣ Offer longer periods of time off and sabbaticals

 Allowing employees to take extended time off to rest and recharge is not only an obvious perk for a potential new hire, it is a huge benefit for existing personnel. Employees who are provided with opportunities to take longer periods of time off or go on a sabbatical will return to work with new knowledge, innovative solutions, and invaluable insight due to their change in environment.

5️⃣ Always be clear on what you stand for as an employer

 “To connect the world’s professionals to make them more productive and successful.” – LinkedIn

“To give people the power to share and make the world more open and connected” – Facebook

“Establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow.” – Starbucks

“Our deepest purpose as an organization is helping support the health, well-being, and healing of both people — customers, Team Members, and business organizations in general — and the planet.” – Whole Foods

These are just a few examples of mission statements from the top companies with a global presence. What makes these companies stand out?  They are crystal clear on what they stand for, allowing employees and stakeholders to rally around them

6️⃣ Provide opportunities for employees to engage in purpose driven assignments inside and outside the business

When people’s passions are stoked outside the office, they bring equal if not greater passion to their work in the office. Give your employees the opportunity to draw energy from their work, but also from the things they love. Purpose drives performance!

7️⃣ Create less of a “boss culture” and more of “coaching culture”

By creating less of a “boss culture” and more of a “coaching culture” your employees will feel valued, heard and respected by their peers and subordinates. This is not just applicable for leadership roles. A corporate culture that emulates empathy is felt at every  level of an organization whether big or small.

8️⃣ Bring in external people for workplace experiences

This can be a fun one for employers! Bringing in external people for workplace experiences does not have to be directly skills or tasks related to one’s job or industry. Think cooking classes, health and wellness activities, a mindfulness coach, or motivational speaker! You will attract talent and increase your retention rate.

9️⃣ Listen to and give employees a voice

This one is always important for companies to remember, especially in these Covid times when many of us are solely reliant on technology and virtual meetings. When you are not seeing employees in person, employers need to go that extra mile to reach out and ask how things are going. Check in before they check out. We all need to feel heard!

🔟 Reduce barriers for remote employees so they have equal opportunity to be promoted, interact with peers and management, and input into work

The final strategy for employers to win the war on talent is to reduce barriers for remote employees. An October 2020 Gallup poll of US workers revealed that 33% are permanently remote, 25% are hybrid remote, and 41% are never remote. We now have more than half of the country’s workforce working exclusively or partially remote. This shift to remote to remote has permanently shifted the employment landscape. Sound investments in ensuring that remote employees feel connected are not short-term solutions. Connecting with employees are now long term strategies for performance, efficiency and productivity.