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Barry Roche, CEO and Founder of RSG Consulting joins Ryne and Blake in the latest episode of The Science of Personality Podcast to talk about the role personality plays when it comes to strategic performance. Barry has spent the past 20 years building businesses from the ground up across a wide variety of sectors, including support services, armed maritime security, corporate intelligence, cyber security, and the legal sector. This eclectic mix of experiences has helped Barry develop a unique approach to people and business, and it also has helped fuel his lifelong obsession with human performance.
Do other people know you better than you know yourself?
“The key to success is bringing your identity in line with your reputation,” said Chamorro-Premuzic. “Showing people objective data regarding their reputation – through personality assessments, 360° feedback, or otherwise, can give them a realistic view of how others view them, which they can use to adjust their behavior.”
Integrity is the single most important characteristic of a good leader. However, as the past decade of scandal, corruption, and Congressional hearings proved, there are an alarming number of people in leadership roles who behave badly. What causes people to betray one another, and how can companies prevent betrayal in the executive suite?
When it comes to workplace safety, employee personality and behavior are as relevant as on-the-job training, equipment, and protocol. Identifying safetyconscious personnel, as well as those who exhibit potential for dangerous behavior, is a key step toward preventing costly and sometimes fatal accidents. The following examples summarize incidents caused by human error, which likely could have been avoided with the right combination of traditional safety training and personality assessment.
Studies show organizations with strong leadership are 13 times more likely to outperform their competition, and three times more likely to retain their most talented employees. CEO personality alone can account for a 29% variance in profitability, which is nearly four times more than the corporation itself (8%) or its industry (6%). And research suggests that top management has a much greater impact on organisational performance than even the CEO.
We’ve all seen it. Blank stares, perpetual disinterest, employees passively looking for other jobs while working for someone else. These are benign symptoms of disengagement that results from failed leadership.
According to various sources, 25% of people on social media have posted something they later regretted, the divorce rate in the U.S. is 50%, and over the past decade the tattoo removal industry has grown 440%. Although these are relatively benign examples, there are, unfortunately, countless examples of bad decisions that killed individuals’ careers, collapsed companies, or cost people their lives.
Even before COVID-19, the cost of workplace stress was high: $500 billion to the US economy, 550 million workdays per year,1 60% to 80% of all workplace accidents, up to 90% of doctor visits,3 and worst of all, 120,000 annual deaths. To no surprise, the pandemic and its effects exacerbated job stress for many people. To name just a few, these include illness and lost loved ones, heightened racial, gender, and disability inequities, an overburdened healthcare system, a turbulent economy, supply-chain disruption, and shifting expectations around work. Overall, a striking 94% of workers reported experiencing increased stress in 2021.
Deloitte’s Global Human Capital Trends Report 2016, which reports the findings from a survey of more than 7,000 business leaders in 130 countries, showed that companies are placing a new emphasis on deconstructing their traditional hierarchical structures, “decentralizing authority, moving toward product- and customer-centric organizations, and forming dynamic networks of highly empowered teams that communicate and coordinate activities in unique and powerful ways.”
In a data-driven world, personality assessments are people analytics. Personality drives human behavior, often in highly predictable ways. Hogan’s personality assessments were developed to evaluate all facets of personality — the bright side, the dark side, and the inside — and to provide employers with an objective lens through which to understand people.
Today, technology empowers small businesses to compete with the world’s corporate giants in the global marketplace, and social media allows public opinion to turn on a dime.
Intelligence is critical for getting ahead in your career. Businesses require their managers and executives to make critical decisions in an increasingly ambiguous and fast-paced environment. Without the required intellectual horsepower, you’re going to have a hard time getting the job done.
