The day started off with a bang due to a keynote address by noted personality researcher Robert Hogan. Dr. Hogan never disappoints, and his presentation was a mini-history of personality testing combined with executive assessment and organizational performance--all in 75 minutes. Major themes included the importance of leadership personality, how reputation is much more important (from a measurement perspective) than identity, why leadership effectiveness should be defined by team performance, and the characteristics of great leaders (e.g., integrity, decisiveness, competence, vision). You can get some of the same flavor in a recent American Psychologist article he co-authored.
The first breakout featured Jim Higgins (Cal DOJ) discussing an internet-based applicant self-assessment career tool and Greg Beatty (IRS) describing how the IRS has modernized using a competency-based approach. I attended Greg's (since I work within throwing distance of Jim), and he provided a great overview of some of the innovative things the IRS is doing both for incumbents and applicants, including job simulations, online assessment tools, and a career management center. "IRS...really?" you say? Yup. Don't believe me? Check out the simplicity and ease of use of their career site.
The last sessions of the conference included one on how to use MS Excel to automate selection by Dan Kuang (Biddle) and another on the leadership developmental assessment center (LDAC) by Matt Gruver (CPS). I attended Matt's, where he provided a great overview of how to develop an LDAC, including the importance of competency definition, how top management involvement is key, and how participants often are very appreciative of the (unusually rare) honest feedback they receive. Can't wait to put one together!Overall, a great program and kudos to the organizers! Looking forward to next year.
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