The Leadership Sphere is Hogan certified in accreditation with Peter Berry Consultancy. The Hogan Assessments predict job performance by assessing normal personality, derailment characteristics, core values and cognitive reasoning ability.
What is a Hogan Assessments?
Hogan Assessments are a powerful recruitment and selection tool that include a variety of scales that create profiles to reveal competencies, derailers, values, reasoning skills, and leadership characteristics.
The assessments are grounded in decades of research and can be used within nearly every industry. They can be used across the talent management spectrum for leadership development, coaching and team building.
Hogan Assessment Options
The Hogan HPI Assessment
Organisations around the world rely on the Hogan Personality Inventory to provide insight into how they will lead, and how successful they will be in their careers.
The HPI includes a Leadership Forecast Potential report that can be combined with the HDS and MVPI to yield powerful information about a manager’s strengths and developmental needs. In individual assessment and recruitment, the HPI can be used to evaluate a person’s career potential across a spectrum of occupations.
Who is the Hogan Personality Inventory for?
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best.
This assessment tool is recommended for:
- Executives;
- CEOs;
- Senior leaders;
- Hiring managers
Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be. The HPI includes a Leadership Forecast Potential report that can be combined with the HDS and MVPI to provide powerful information about a manager’s strengths and developmental needs.
What do people say about the HPI?
“Hogan Personality assessments are now an integral part of our recruitment process. We want to ensure we find the right person for the role every time. The HPI in particular lets us know which applicant’s personal characteristics are going to best correspond to the demands of the work required.”
The HDS Assessment
By assessing dark-side personality, you can recognise and mitigate performance risks before they become a problem. Organisations around the world rely on the Hogan Development Survey (HDS) to identify derailers that disrupt or interfere with effective performance.
When these behaviours are not being managed, and/or are overused, they become problematic. Often they degrade leadership effectiveness and erode the quality of business and personal relationships. Once these behaviours have been recognised, we can provide coaching to help address them and compensate where necessary.
Who is the HDS Assessment for?
The Hogan Development Survey evaluates how a person will perform as part of a team and allows them to avoid tendencies that may damage working relationships. These behaviours may impact on the individual’s ability to develop strong working relationships with others, hinder their productivity or limit their overall career potential.
This assessment tool is recommended for:
- Executives
- Individuals working in teams
- CEOs
- Senior leaders
- Hiring managers
The HDS aids personal development by identifying behaviour patterns that might need attention. It can be used in conjunction with the HPI and MVPI to provide an in-depth picture of the person’s overall strengths and shortcomings.
What do people say about the HDS?
“Hogan Development Survey helped me to address behaviours that I had long thought of as some of my strengths as a leader. I wasn’t fully aware of the harm they caused when excessively relied upon. Since working with Phil as my coach, I have learned to temper certain aspects of my behaviours so that the effectiveness of them are not compromised.”
Hogan Motives, Values, Preferences Inventory
By assessing values, you can understand what motivates job candidates and leaders to succeed and in what type of position, job, and environment they will be the most productive. The MVPI identifies what a person wants to do rather than what they may do in certain situations. In assessing the person-environment fit, the MVPI examines how well an individual fits within your organisation’s culture.
People are happiest working in environments that are compatible with their core values. For team development, this assessment tool evaluates the compatibility of staff members based on their motives. The Hogan MVPI assists in career planning by helping to formulate strategies for their careers that clarify the areas of interest they should pursue.
Who is the MVPI assessment for?
The purpose of the Hogan MVPI is to give employers a better understanding of what makes you tick and motivates candidates to succeed. In other words, this assessment can tell whether you are a right fit for the role or company, while also predicting your level of job satisfaction and potential for success within the company.
This assessment tool is recommended for:
- Executives;
- CEOs;
- Senior leaders;
- Hiring managers
Organisations can use the information from the MVPI report to ensure that values held by job applicants and employees are consistent with those of the business. It is a powerful tool for building teams and understanding differences by shedding light on areas of compatibility and conflict among team members.
What do people say about the MVPI?
“The MVPI was the most valuable tool I used when I first made the decision to change careers. Not only was I able to understand why I was feeling so unsatisfied in my previous role, but I was then able to uncover my most ingrained values that have allowed me to pursue a new career and position that I am passionate about.”
Hogan 360º Feedback Report
The behavioural measures associated with emotional intelligence are a key component of the Hogan 360º Report. Research shows that exceptional managers exhibit characteristics that indicate strong EQ behavioural competencies, such as strong people skills and a positive, enthusiastic attitude. They also receive high scores on business competencies, meaning that they are knowledgeable, experienced, and hardworking.
In terms of employability, high-scoring leaders are rewarding to work with, competent, and willing to work hard. In contrast, managers who receive poor 360 results lack well-developed people skills and struggle with communication. Ultimately, reputation boils down to the ability to build and maintain relationships.
Who is the Hogan 360º Report for?
The Hogan 360º Report provides in-depth information about interpersonal problems that are difficult to detect in an interview. It is an exceptional development tool that identifies career-derailing tendencies, so they can be addressed. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.
This assessment tool is recommended for:
- Executives;
- CEOs;
- Senior leaders;
- Hiring managers
Personality assessment has become best practice for selecting job applicants and developing talented employees. The Hogan 360º Report is available for individual or group reporting.
What do people say about Hogan 360º?
“We rely on Hogan 360 reporting for all of our development processes. The Leadership Sphere is always one step ahead in providing us with clear guidance in getting the most out of this service and furthering the development of our executive team members.”
Who benefits from Hogan Assessments?
Hogan Assessments can help HR and senior management understand the underlying sources of employee behaviours. Data from the assessments produce easy-to-read reports that contain recommendations for hiring and development which help in making decisions regarding the selection and development of employees.
These assessment tools are recommended for:
- Senior Management;
- Executives;
- Human Resources;
- High Potential Talent
