Hogan Leader Personality Assessments


The Hogan system is a set of personality-based assessments that help leaders understand their strengths, their potential derailers, and their fit in an organization. We have integrated the Hogan assessments are very useful to a leader and his/her coach in developing insights regarding how their personality drives their behavior.

As a certified Hogan coach, we offer these assessments several different packages to bring depth to the client’s experience. These insights can be leveraged to drive more effective and productive leadership behavior and mitigate any possible behaviors caused by high stress. Hogan assessments have over 25 years of history, with over 2 million assessments delivered, and over 700 validation studies, providing a very robust evidence base.

The system breaks down into three assessments:

Hogan Personality Inventory

The Hogan Personality Inventory (HPI) describes normal, or “bright-side” of personality – qualities that describe how you relate to others when you are at your best.  The HPI can help you understand how you work, how you lead, and how successful you might be in a specific role.

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The HPI measures normal personality along seven scales:

  • Adjustment: confidence, self-esteem, and composure under pressure
  • Ambition: initiative, competitiveness, and desire for leadership roles
  • Sociability: extraversion, gregarious, and need for social interaction
  • Interpersonal Sensitivity: tact, perceptiveness, and ability to maintain relationships
  • Prudence: self-discipline, responsibility, and thoroughness
  • Inquisitive: imagination, curiosity, and creative potential
  • Learning Approach: achievement orientation, valuing education

This framework provides a solid platform for coaching and for professional and personal self-awareness and growth.

Hogan Development Survey

The Hogan Development Survey (HDS) describes the “dark side” of personality – qualities that emerge when your guard is down do to stress, fatigue, or even comfort or familiarity.  These qualities can disrupt relationships, damage reputations, and derail your chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.

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The HDS measures dark side personality along 11 scales. The following describes high scorers in each dimension:

  • Excitable: moody, hard to please, and emotionally volatile
  • Skeptical: suspicious, sensitive to criticism, and expecting betrayal
  • Cautious: risk-averse, resistant to change, and slow to make decisions
  • Reserved: aloof, uncommunicative, and indifferent to the feelings of others
  • Leisurely: overtly cooperative, but privately irritable, stubborn, and uncooperative
  • Bold: overly self-confident, arrogant, and entitled
  • Mischievous: charming, risk-taking, and excitement-seeking
  • Colorful: dramatic, attention-seeking, and interruptive
  • Imaginative: creative, but thinking and acting in unusual or eccentric ways
  • Diligent: meticulous, precise, hard to please, and micromanaging
  • Dutiful: eager to please and reluctant to act independently or against popular opinion

While “high risk” scores in any of the above may be indicative of a personality disorder or disruptive style, they can also be very helpful in building a leader’s awareness. Many leaders are unaware of their disruptive or damaging behaviors and therefore unable to mitigate them, and developing this awareness enables them to modify their behavior.

Motives, Values and Preferences Inventory

The Motives, Values, and Preferences Inventory (MVPI) describes personality from the inside ⎯ the core goals, values, drivers, and interests that determine what you desire and strive to attain. By assessing your values, you can better understand what motivates you to succeed, and in what type of position, job, and environment you will be the most productive. 

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The MVPI measures values along ten primary scales. High scorers are described as:

  • Recognition: responsive to attention, approval, and praise
  • Power: desiring success, accomplishment, status, and control
  • Hedonism: orientated for fun, pleasure, and enjoyment
  • Altruistic: wanting to help others and contribute to society
  • Affiliation: enjoying and seeking out social interaction
  • Tradition: dedicated to strong personal beliefs
  • Security: needing predictability, structure, and order
  • Commerce: interested in money, profits, investment, and business opportunities
  • Aesthetics: needing self-expression, concerned over look, feel, and design of work products
  • Science: wanting knowledge, research, technology, and data

As a leader, the MVPI can help you understand what drives you to succeed and provide you with valuable insight to help guide your career.  It can also provide you with insight on how your unconscious biases may influence your decisions about people and projects, and the type of corporate culture your values are likely to create