What makes one person rise in rank and another not? This is a question that employees frequently ask themselves, and although the skills are usually similar, the personality may be the key of promotion, indicates a study by Hogan Assessments.
The Hogan Assessments study carried out on 2,700 executives in Mexico found that there are cases in which professionals have similar knowledge, but those who have personality and are leaders with ambition.
That is, technical skills matter, but when it comes to getting a promotion, interpersonal skills and personality characteristics often play an even more important role than what appears on your resume.
The study also indicates that leaders in Mexico are characterized by transmitting confidence, resilience and a strong orientation to results, coupled with the fact that they also have interest in competing internally and minimize feedback
How much does personality influence?
The report highlights that when a person moves up a position it is not only because they stand out for what they do, but because of how others feel when working with them. Therefore, interpersonal skills and personality has a more important value than was thought.
Therefore, personality can define how people perform in work dynamics and even how They lead in times of crisis. It is worth mentioning that among the qualities most valued by employers in Mexico are leadership, empathy, creativity and the ability to solve problems according to OCCMundial.
The power of personality for the resume
According to Hogan Assessments, there are personality patterns that are associated with a greater probability of being promoted, but at the same time, these behaviors are not always help in the long termbecause other qualities are required.
Because of this, the form defines which are the characteristics that influence professional behavior, leadership potential and long-term success:
1. The charisma trap: Those who advance in the shortest time tend to be those who are articulate, self-confident, and socially adept. Therefore, those who had a high score in boldness, creativity and imaginationthey capture the attention of decision makers early in their careers, which is why they often stand out.
In the case of Mexico, executives scored 14 points above the global average on the Bold scale, a trait that combines vision and energy, but under pressure they can have a overconfidence or the difficulty in accepting mistakes.
Without humility and self-awareness, those who advance quickly may struggle to build lasting trust or lead teams effectively. This is known as the charisma trap,” explains Ryne Sherman, chief scientific officer at Hogan.
2. The silent power of humility: Believing that the leader can stand out solely for his charisma is wrong, since it has been shown that those who are more discreet are more effective and this is part of humble leadership.
So, they are characterized because they are self-aware, open to feedback, and prioritize the success of their teams over personal recognition. Furthermore, they become high performance leaders once they are promoted.
“Leaders who listen, admit their mistakes, and empower others create stronger teams. They are constant, resilient and foster lasting commitment,” says Ryne Sherman.
3. Strategic self-awareness: Promotion decisions often focus on short-term performance rather than long-term performance, so this can lead to errors.
“Personality assessments help organizations see beyond superficial behaviors and identify who will truly have success in leadership positions.
As a consequence, it highlights the value of strategic self-awareness, which is the ability to understand one’s strengths and limitations. This would help organizations and executives have a deeper understanding how they appear to others and what they can improve.
Promotions based solely on visibility are obsolete. To build teams that thrive, companies must prioritize values such as humility, trust and collaboration.”
