Who am I to judge? Does judgment have a place in the work space?
What a time to be alive! Technology is flourishing, and our sciences have made more relevant discoveries in the last 25 years than possibly imagined. Psychology and Neuroscience are a couple of these quickly progressing fields. With the hard sciences and a little bit of theory and philosophy, great strides have been taken to unlock the human brain, and all it has to offer. A huge area of interest is Personality; how that affects us as a person, how it interacts with other personalities as well as the environment the person is in.
Hogan has developed an assessment that deals with a small facet of personality, a person’s inclination to judge. This could be judgment of others, judgment of the environment, judgment of the self and all the components that go into deciding and navigating the world around us. According to empirical and theoretical evidence, Hogan framed Judgment by using the theory:
Decisions drive everythingà Decisions are driven by judgementà judgment is driven by personality.
Hogan has created an assessment that capitalizes on this theory. It’s used to measure Pre-Decision Bias and Post-Decision biases. These bias are directly connected to judgment and an individual’s capacity to do so. Offering a webinar in June, they offered a sneak peek into what they’ve been working on.
They described their framework by defining Pre-Decision bias as; an information processing style, decision making approach and decision making style. The Pre-Decision bias includes three predispositions seen below:
Hogan also defined Post-Decision Bias as feedback receptiveness that is aimed to help anchor an individual’s development plans in accountability. There are three behavioral pillars that make us the Post-Decision bias.
Many facets of this assessment are aimed at unlocking an individual’s decision making and judgement process including how someone would take in what is being said to them, what they could do with it, or what their reaction may be.
In the business world, judgment, or lack thereof, could make or break a deal! So how do companies decide who to hire to ensure that there will not be a gap in judgment, or miscommunications surrounding that? Reaching out to providers, like psychologists who specialize in assessments, at CMA is a great place to start! Many of CMA’s assessments act as wonderful complements to the Judgement assessment. For more information on the Hogan Judgment Report check out www.hoganjudgment.com.
By: Maria Colarelli