Personality Guidance AG

Let’s Talk About Team Meetings! 🧠 We’ve all left a team call at some point thinking, “What a waste of time!”. This often happens because many meetings are not conducted effectively. Recently, Steven Rogelberg visited Zürich to share his research and practical advice on how to run meetings efficiently. Here are the key takeaways from our Personality Guide, Constance Tournier, following this top conference: 📄 #Agenda: Always create a clear agenda in advance and share it with all participants. Frame as questions instead of topics. This ensures everyone understands the structure and content of the meeting. If there’s nothing substantial to discuss—simply cancel the meeting! 🫅 #TeamLeader: Assign a designated leader for each meeting. A leader is crucial to maintain structure and focus. 📨 #Invitations: Be intentional with your invitations. Avoid over-inviting—it's about efficiency, not FOMO. Invite only those whose presence is essential. 🗨️ #ChatFunction: Ensure everyone feels included. For virtual meetings, encourage participation from quieter attendees by allowing them to contribute via the chat function. 🪞 #ZoomFatigue: If you’re experiencing Zoom fatigue, research shows it’s often linked to constantly seeing yourself on screen. Use the “hide self-view” option (accessible via the three dots by your video). However, keep your video on to foster a sense of presence. 🕐 #ImportantInformation: Capture participants’ attention by addressing the most critical information within the first five minutes of the meeting. 🫸 #MeetingSpace: Avoid back-to-back meetings. Give yourself time to reflect, process, and follow up after each session (30 minutes). By adopting these tips, you can turn meetings into productive and meaningful experiences. Let’s make every meeting count! Your PG Guides, Nicole Neubauer Constance Tournier Florian Franzen Felix Diroll Virgilia Jansen-Preilowski #Teams #Conference #Meeting #ZoomFatigue #Hogan

This is what two days of brand strategy look like at Personality Guidance AG — a perfect mix of "work hard, play hard," thanks to our team's high #Hedonism scores! 😄 Some of our Personality Guides — Nicole Neubauer, Felix Diroll, and Constance Tournier — took the time to reflect on our past successes and use them as a foundation to shape our future us. Staying true to Swiss tradition, we celebrated our efforts with a cheese fondue, as we, Personality Guides, love to recognize and reward accomplishments, thanks to our team's high #Recognition scores! 🎁 This also marks the start of our December theme: #Teams! Your Personality Guides, Nicole Neubauer Florian Franzen Felix Diroll Constance Tournier Anna Klainguti Virgilia Jansen-Preilowski #Personality #Strategy #Success #Hogan #Recognition #PersonalityGuidance

✉️ November Newsletter: Work #Biases! ✉️ Our monthly PG newsletter on work biases is out! Biases aren’t bad—as humans, we’re cognitively wired to process information quickly, which is how biases naturally emerge! However, being aware of the biases that can surface is crucial in the workplace. Whether it’s in selection processes or performance reviews, biases are always at play. In this month’s #newsletter, discover: 👉 Julia’s eye-opening insights on recruitment biases from an agency perspective: https://shorturl.at/YTgKV 👉 A deep dive into Hogan Assessments: Learn how they help identify and manage biases (join our Hogan Certification Workshop in December and explore how values connect to biases!): https://shorturl.at/BMzu0 👉 Virgilia’s unique perspective on workplace biases through the lens of a systemic coach: https://shorturl.at/MOyiV 👉 Two hands-on exercises for team managers to help reduce biases in performance reviews: https://shorturl.at/YsRfE Let’s make bias-busting fun! Your PG Team, Nicole Neubauer Florian Franzen Felix Diroll Anna Klainguti Virgilia Jansen-Preilowski Constance Tournier #Biases #Hogan #Recruitment #Performance #Personality #Certification

⚡ PG Exercise Week – Performance Appraisal #Biases ⚡   Is your team member’s performance review coming up soon? If so, here are practical exercises to help you avoid common biases during the #performance appraisal process.    As you know, performance management is crucial for aligning employees’ goals with those of your organization. When evaluating your team members, you typically consider both task performance and organizational citizenship behavior (OCB) – those extra efforts employees make that go beyond their formal duties to support your team and your organization. These are often included in a 360-degree review.    However, two common biases can affect the evaluation process.    🫷 Contrast #Bias 🫸 Contrast bias occurs when a manager’s perception of a team member is influenced by comparisons to other employees. For example, if an employee is compared to a previous top performer, they might seem less impressive—even if their own performance is solid. Since performance evaluations often happen in one day, this bias can easily come up.     ✨ Exercise to counter contrast #bias ✨ For your next performance evaluation, try spreading the reviews across several days. If your team consists of 12 members, evaluate 2 team members each Monday, Wednesday, and Friday, over two weeks. This approach will reduce contrast bias by giving you time to reflect between evaluations and make your judgments more objective.    🫷 Recency #Bias 🫸 Recency bias happens when managers give too much weight to the most recent experiences, performance or information, often overlooking earlier performance. For example, an employee’s recent achievements or mistakes may have a stronger impact on their review than their overall performance throughout the year.    ✨ Exercise to counter recency #bias ✨ Both managers and employees should keep notes throughout the months, recording key tasks and extra efforts (OCB) made to support the team or organization. For example, spend 5 minutes every Friday noting down what was accomplished during the week. This way, when it’s time for the performance review, you’ll have a broader, more accurate view of performance over several months—not just the past week. This will help reduce recency bias.    Many thanks Virgilia Jansen-Preilowski for your valuable advice!    Your PG Team,   Nicole Neubauer Felix Diroll Florian Franzen Constance Tournier Anna Klainguti Virgilia Jansen-Preilowski #Performance #Work #Biases #HR #Personality #Hogan

👉 Exploring Work #Biases: An Interview With Virgilia Jansen-Preilowski👈   Our team member, Constance Tournier, recently had the pleasure of interviewing Virgilia Jansen-Preilowski, a systemic coach and psychologist, on the topic of work #biases. The conversation was truly insightful!   Curious about questions like these? Dive into the interview to find out more: https://shorturl.at/PlDnG   🤷♀️ How might #biases show up during performance appraisals? 🤷 Do Hogan Assessments help us reduce or reinforce our #biases? 🤷♂️ How does remote work or cultural context influence our #biases?   A big thank you to Virgilia Jansen-Preilowski for sharing her valuable perspectives!   Your PG Team,   Nicole Neubauer Constance Tournier Felix Diroll Anna Klainguti Florian Franzen Virgilia Jansen-Preilowski   #Hogan #Culture #Biases #RecruitmentBiases #WorkBiases #Personality #Interview #Psychology

What is a recruitment #bias? 🙇   #Biases or unfair preferences or prejudices for or against someone, often leading to distorted judgment or decision-making, is a natural part of human cognition. Actually, biases are useful to help the brain process information quickly, especially in complex situations.   We all encounter biases daily, and recruiters are no exception—whether it’s during CV screening or throughout an interview process. Some examples include: 🚶♂️➡️ Affinity Bias: Preferring candidates who are similar to oneself. 🙂↕️ Halo Effect: Letting one positive attribute (like a prestigious school) overshadow other aspects. 😶 Confirmation Bias: Seeking information that confirms an initial impression of a candidate, rather than objectively evaluating all evidence.   Another common bias is #gender bias: 👉 Recruiters might unknowingly favor one gender over another for certain roles, based on ingrained assumptions about strengths or personality traits. 👉 This bias connects closely to #socialroletheory, developed by psychologist Alice Eagly. According to this theory, men and women are often socialized into different roles—female roles being more #communal (accommodating, relationship-oriented), while male roles being more #agentic (competitive, assertive, leadership).   Our tool, Hogan Assessments, offers valuable insights into how recruiters may experience #gender biases. For instance, let’s examine a candidate's Hogan Profile focusing on their score in #Power: 👉 High in Power: This score indicates that the candidate values competition, achievement, and success, reflecting a strong drive for influence and leadership. 👉 However, recruiters might unconsciously interpret this high #Power score differently based on the candidate’s gender—seeing it as assertive and positive in male candidates, but possibly perceiving it as overly dominant in female candidates.   By recognizing this bias, you, recruiters can approach #Hogan scores more objectively, enabling them to evaluate candidates' leadership potential fairly, regardless of gender!   Your PG team,   Nicole Neubauer Constance Tournier Florian Franzen Felix Diroll Anna Klainguti Virgilia Jansen-Preilowski   #Biases #Recruitment #Hogan #Personality #Gender

📕 Prochain atelier de certification #Hogan en français : 16 au 18 décembre !   Tu es coach, dans les ressources humaines, ou recruteur ? Cette certification est faite pour toi !   Les Hogan Assessments mesurent trois dimensions clés de la #personnalité, idéales pour le développement personnel ou le recrutement : ☀️ HPI : le versant positif de la personnalité ⚡ HDS : le versant obscur 🌈 MVPI : les valeurs et motivations profondes   En coaching, #Hogan est un outil précieux qui permet de définir des #objectifs précis, concrets et actionnables. C'est une véritable feuille de route pour guider la progression et obtenir des résultats tangibles.   Envie d'en savoir plus ? Écoute Trish Kellett, directrice du Hogan Coaching Network, expliquer comment coacher avec la méthode Hogan : https://urlz.fr/sJD6   Convaincu(e) ? Inscris-toi maintenant avec notre top coach Dr. Capucine Carrier ! https://urlz.fr/sJD3 L'équipe PG,   Nicole Neubauer Constance Tournier Florian Franzen Virgilia Jansen-Preilowski Felix Diroll Anna Klainguti

🏠 Interview with Nicolas Montagner - Company Culture at Coucou&Co 🏠 Recently, our team member Constance Tournier had the opportunity to interview Nicolas Montagner, CEO of Coucou&Co, a property management company based in Sion. A big thank you to Nicolas for sharing insights into his company’s culture with such enthusiasm, advices and a touch of humor! Want to read the full interview? 🧑🏾💻 Read it in English: https://lnkd.in/ergEiTut 👩🏼💻 Read it in German: https://lnkd.in/eeKsdTR2 Your PG Team, Nicole Neubauer Constance Tournier Florian Franzen Felix Diroll Anna Klainguti Virgilia Jansen-Preilowski #OrganizationalCulture #Personality #Hogan #HR

📃 PG Exercise: listing your organization's #values 📃   Are you eating your breakfast? If yes, this is the perfect time to take 10 minutes to do this exercise!   Edgar Schein is a Swiss-born American psychologist who made notable contributions in the field of career development and organizational culture. He created an organizational culture model with 3 levels:   1️⃣ Artifacts 2️⃣ Values 3️⃣ Underlying assumptions   If you take a closer look at the second level, the values, it’s important to note that key members of the organization play a crucial role in defining them. So, if you're a key member, enjoying your toast with jam while reading this, take 10 minutes to do the following:   ✅ Think about the 3 unofficial core #values that really define your organization? These are the principles that stay rock solid, no matter who’s in charge, what strategy you’re following, or how the market shifts. They’re the heart of your company and drive everything you do. What are the values that keep your team grounded and moving forward, no matter what?   Your PG Team, Virgilia Jansen-Preilowski Nicole Neubauer Florian Franzen Felix Diroll Anna Klainguti Constance Tournier   #Culture #Values #Hogan #Psychology  

📖 Our next Hogan Certification Workshop takes place October 28-30! 📖 Ready to become #HoganCertified? Now is the perfect opportunity! Join us for an exploration of the Hogan HPI, HDS, and MVPI assessments, and master the art of delivering insightful feedback with your trainer Florian Franzen ! Sign up here now: https://lnkd.in/eiwm9Dgt Your PG team, Nicole Neubauer Florian Franzen Felix Diroll Anna Klainguti Constance Tournier #Hogan #Certification #Workshop #Personality