Highlights from the 25th Annual Meeting of the Society for Industrial and Organizational Psychology (SIOP)

The Strengths Fad

Over the past decade, popular culture has bought into the notion that managers should focus on strengths and not worry about addressing weaknesses. However, the "Strengths Fad" ignores decades of derailment research showing that strengths can become weaknesses (maximizing one outcome while neglecting another). Managers often make the mistake of overdoing their strengths while turning their backs on other areas, resulting in "lopsided management." Research shows that a "strengths only" approach is not viable. For one thing, strengths in one position (or level) may not be important at the next. Effective leaders learn, grow, and change (often under conditions of adversity, intensity, and uncertainty), improving their skill sets along the way. Research has not shown that it is productive to focus just on strengths and ignore weaknesses. The best approach is to: "Know both your strengths and weaknesses, and know what the job requires."

Assessment Center Trends

With pressure to conduct shorter assessments, assessment center providers need to guard against the tendency to simplify the methodology (for example, resorting to behavioral checklists and report-writing software), sacrificing the quality of the evaluation process. "To be cost effective is not enough." Some assessment providers are attempting to "virtualize" the assessment center process. Panelists pointed out that web-based exercises can be useful when they simulate the core demands of the job in question, but they may overlook important interpersonal aspects of leadership roles. Concerns were raised over the quality of the judgments resulting from web-based assessment centers. As one of the panelists said, "We are at our best when we work as psychologists, not technocrats." There is a trend toward expanded use of the assessment center method as a training intervention, with a focus on professional development. The new edition of "Guidelines and Ethical Considerations for Assessment Center Operations" is much more specific regarding the standards for assessor training, including the evaluation of training effectiveness and the certification of assessor skills.

Unproctored Internet Testing

The American Psychological Association has created a task force to address the proliferation of internet-based testing, with a focus on the issues of test security and testing standards. Unproctored internet testing is growing in popularity because it is convenient to both candidates and internal staff. However, there are validity questions associated with the use of automated scoring algorithms and automated reports and interpretations. In addition, unproctored internet testing can result in a breach of test security and a compromising of test content. Finally, unproctored internet testing is subject to cheating.

Assessing and Developing High-Potential Talent

The number of companies having development programs for high-potentials is greatly increasing. Given the competition for talent, organizations are trying to identify high-potential leaders earlier in their careers. While cognitive and personality factors appear to be hard-wired and difficult to change, leadership skills are more capable of being changed over time. There are advantages of using external assessments of leadership talent (more objective, availability of comparative normative data, politically neutral, and access to wide-ranging assessment tools). Development programs are more likely to be successful when there is high visibility/support and opportunity for deep insight and reflection. Research shows that "home grown" CEOs are more likely to be successful than external hires.

Assessing and Predicting "Character" in Leadership

Executive selection needs to move beyond focusing on competencies and competence alone; it also needs to include an emphasis on "character," which includes both non-moral elements (judgment, work ethic) and moral issues (honesty, treating others with respect). In addition, "character" includes empathy, humility, lack of blame, emotional mastery, accountability, self-confidence, focus on the whole, and courage. As one panelist remarked, "Character equals virtue minus vice." Charismatic leadership does not necessarily mean ethical behavior. Organizations with leaders of high integrity tend to experience a "trickle-down" effect.

Growth of "Pre-hire" Assessments

It was reported that 86% of companies use assessments for selection. 93% of these companies report that the tests are valuable in the hiring process.