The Personalities Behind Promotions: Do you have what it takes to get promoted?

Tulsa, OK – SEPT 2025— Some professionals seem to move up the corporate ladder with impressive speed, while others, equally as competent, remain in the same place. The difference isn’t always about technical performance or delivery. Often, it comes down to something that feels harder to define and measure: personality. 

Promotions aren’t just about what you do, they’re often about how others experience working with you. Sure, technical skills matter, but when it comes to locking in promotions, soft skills and personality characteristics often play an even bigger role than just what’s on your resume. Personality shapes how individuals navigate workplace dynamics, respond to feedback, and lead under uncertainty.

Insights from Hogan show that certain personality patterns are strongly associated with a higher likelihood of promotion. That said, the same behaviors that help people rise quickly don’t always set them up for long-term leadership success, which often requires a different set of qualities altogether.

As a global leader in workplace personality science, Hogan applies decades of research and psychological expertise to help some of the world’s top organizations understand the characteristics that influence professional behavior, leadership potential, and long-term success.

1. The Charisma Trap

At first glance, those who get promoted quickly often appear to be natural leaders. They’re confident, articulate, and socially skilled. Hogan’s data show that high scores in Bold, Colorful, and Imaginative, tend to catch the attention of decision-makers early in a career. These individuals stand out. They know how to present ideas and project confidence even if their substance doesn’t always match their style.

While these qualities can accelerate promotion, they sometimes come with risks. Dr. Ryne Sherman, Chief Science Officer at Hogan, warns, “Without humility and self-awareness, these fast-climbers may struggle to build lasting trust or manage teams effectively. This is sometimes referred to as the charisma trap.”

2. The Quiet Power of Humbleness

In contrast to louder, self-promoting leadership styles, a quieter and more sustainable approach is proving to be more effective: humble leadership. These professionals are self-aware, open to feedback, and prioritize team success over personal recognition. Though often underestimated at first, they consistently emerge as high-performing leaders once promoted.

“Humility is a powerful leadership quality,” said Sherman. “Leaders who listen, admit mistakes, and empower others create the strongest teams. They’re steady, resilient, and build engagement that lasts.”

3. Strategic Self-Awareness: The Missing Link

Too often, promotion decisions focus on short-term performance rather than long-term leadership potential. According to Sherman, this can lead to costly missteps.

“Confidence can sometimes mask deeper issues,” Sherman explained. “Personality assessments help organizations see beyond surface behaviors and identify who will truly succeed in leadership roles.”

Hogan’s findings highlight the value of strategic self-awareness—the ability to understand one’s strengths, limitations, and impact on others. By combining personality data with 360-degree feedback, organizations can equip leaders with a deeper understanding of how they are perceived and how they can evolve. This approach not only improves individual performance but strengthens teams and company culture over time.

In today’s evolving workplace where inclusion, well-being, and adaptability are crucial, Sherman argues that leadership must be redefined. “Promotions based solely on visibility are outdated. To build teams that thrive, companies must prioritize values like humility, trust, and collaboration.”

Using objective personality measures can also reduce bias, ensuring that promotions reward actual leadership potential rather than popularity or self-promotion.

---

About Hogan Assessments: The international leader in personality insights, Hogan Assessments produces valid, reliable personality assessments grounded in decades’ worth of research. More than 75% of the Fortune 500 use Hogan’s talent acquisition and development solutions to hire the right people without bias, boost productivity, reduce turnover, and promote diversity and inclusion. For more information, visit hoganassessments.com.