Hogan is the gold standard for leadership development.
Their leadership and personality assessment has the highest predictive validity in the industry, and 75% of Fortune 500 companies use them for talent selection and development.
Hogan assessments are powerful because they draw on over 30 years of research to predict job performance and uncover blind spots. They provide invaluable insights into how leaders are perceived by others in the workplace and identify potential derailers – behaviors that may emerge under stress. This insight opens up opportunities for meaningful coaching conversations and targeted development opportunities.
How the respondent is likely perceived in everyday situations.
How to respondent is likely perceived under times of stress, complacency, fatigue, or when they are not actively self-monitoring.
Including the type of culture the respondent may be creating, their leadership style, and unconscious biases to be aware of.
Areas where the leader excels so they can leverage their strengths and key areas for growth and development.
Things to keep doing, stop doing, and start doing.
Hogan offers more than one type of assessment; each one makes sense for a different scenario. Some of those include the following – click each title to see a sample report. To determine if a particular type of assessment is right for your organization, schedule a consultation.
The most popular assessment. Can, and should, be included as part of a coaching engagement or used as a standalone service with a 1:1 debrief.
For leadership development. Multi-rater feedback to understand behavior and reputation in the workplace.
For leadership development. Used to assess judgment and decision making.
For leadership development. Evaluates the ability to perceive, control, and share one's own and others' emotions.
For leadership development. Evaluates a person's leadership based on six broad patterns of leadership behavior.
For internal development. Helps identify high-potential talent who have leadership potential.
For hiring selection. Pre-employment assessment includes job fit, job risks, and interview guide.
For hiring selection. Evaluates how someone will perform in the workplace, how they manage stress, interact with others, approach work tasks, and solve problems.
For leadership development. Learn how to best manage someone.
For career development. Developmental tips on career management.
For team development. Understand and maximize team performance. Designed for 4-20 participants.
For hiring selection for one of seven job family categories (leadership or non-leadership).
Enter your email below to receive the monthly newsletter, Insights, where I share expert insights, learning, and advice!
