Assessing leadership judgement and implicit bias

Hogrefe is a long-time supporter of and participator in the British Psychological Society's Division of Occupational Psychology Conference, this year held 4-6 January 2017 in Liverpool. We were delighted to hold accreditation sessions for two our popular assessments: LJI and Implicitly.

Leadership Judgement Indicator Workshop

Leadership Judgement Indicator (LJI) authors Michael Locke and Bob Wheeler were pleased to lead Hogrefe's LJI accreditation workshop at the DOP, welcoming 9 newly accredited test users from universities, public sector, private business and the BPS itself.

The LJI (currently in its second edition, LJI-2) measures accuracy of judgement when dealing with leadership situations. It includes an assessment of the degree to which the leader can flex away from his or her preferred style to the most appropriate one for the particular situation.

As delegates learned, the principles upon which the LJI-2 is based lend themselves to a development technique that has proven effectiveness. The LJI-2 has strong psychometric properties with an internal consistency. Criterion-related validity is demonstrated by a positive correlation between test scores and level of management seniority, and the 16 scenarios have a high degree of face validity.

From our LJI delegates:

'I would just like to say thank you both for the effort and expertise that you brought to the workshop. It was really informative, enjoyable and very well presented. I have learned so much from your training that will assist me in the future and I hope to use the instrument soon.'

'Thank you so much for giving up your time to deliver the training on Friday afternoon. I found it really interesting and I'm looking forward to getting on and using the tool.'

Implicit Bias Workshop

Eloise Warrilow, Hogrefe Consultant Psychologist, and Implicitly author Dr Pete Jones were pleased to welcome 22 delegates to Hogrefe's Implicitly workshop. Implicitly is the first commercial implicit association test to measure the risk of discriminatory behaviour.

Already full to the stated capacity of 15 delegates, additional gatecrashers were also made to feel very welcome. Given this workshop fell at the end of a busy three-day conference, the tutors were delighted with the delegates' commitment and enthusiasm. The delegates represented the diversity of the occupational psychology world, from Fire and Rescue Service, Police, British Armed Forces, the DWP, Airlines, analytics and data management and also independent consultants.

Delegates discussed implicit bias facts, such as how we all have some level of unconscious bias which arises from our upbringing, environment and experiences and that these biases can influence how we interact with others. As they learned, once we have an awareness of our biases we can predict when our biases are likely to be triggered. When awareness is combined with a motivation to change, we are able to implement steps to moderate biases and challenge negative associations through strategies such as imagined positive contact, remembering good examples and exceptions, widening social networks and perspective taking. During the workshop, tutors also discussed the flexibility of using Implicitly and how it can be ethically used in:

  • Individual development
  • Team development
  • Inspection and audit
  • Evaluation
  • Selection

Hogrefe is thrilled to have an additional 22 qualified implicitly users who are able to make a positive impact on diversity and inclusion issues within organisations.

From our delegates:

'I took a lot from the Implicitly workshop. It was great way to finish the conference!'

'Keep up your good work. The DOP 17 workshop exceeded my expectations.'

'Thanks for letting me join in the Implicity workshop. I think I found it the most interesting event of the conference.'

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