The Hogan Development Survey (HDS) is a measure of normal personality and represents ground breaking research on eleven behavioural tendencies that can derail career success.
In their book "Why CEOs Fail", Dotlich and Cario use the results of the Hogan Development Survey to document the pervasiveness and negative impact of these tendencies among executives.
"CEO's, as well as all leaders, are vulnerable to these eleven derailers - deeply ingrained personality traits that affect their leadership style and actions."
They suggest that the key to avoiding the negative consequences associated with these tendencies is self-awareness.
The HDS is the only business-related inventory that measures these dysfunctional tendencies. It can be completed on-line 24-7, using one of over 20 languages, in around 15 minutes. UK and other international norms are available.
The "Dark-side" of personality
The Hogan Development Survey) contains eleven scales measuring behavioural tendencies that can be barriers to career success. The scales are interpreted in terms of risk-higher scores indicate greater potential for problems on the job. The following are the eleven scales with a brief description of the tendencies associated with higher scores:
FEATURES & BENEFITS
168 True/False items
15 -20 minute completion time
Concerns characteristics not covered by the Five Factor model
Identifies problematic aspects of behaviour that are hard to detect during an interview
Test items and reports available in multiple languages
Normed on more than 10,000 working adults worldwide
No invasive or intrusive items
No adverse impact
Primary/Elementary education reading level
Instantaneous scoring and reporting output
Online administration by protected access
SCALES
Excitable
moody, easily annoyed, hard to please, and emotionally volatile
Sceptical
distrustful, cynical, sensitive to criticism, and focused on the negative
Cautious
unassertive, resistant to change, risk averse, and slow to make decisions
Reserved
aloof, indifferent to the feelings of others, and uncommunicative
Leisurely
overtly cooperative, but privately irritable, stubborn, and uncooperative
Bold
overly self-confident, arrogant, with inflated feelings of self-worth
Mischievous
charming, risk taking, limit testing and seeking excitement
Colourful
active, energetic, entertaining, dramatic, and attention seeking
Imaginative
creative but thinking and acting in unusual or eccentric ways
Diligent
meticulous, precise, conscientious, hard to please, and perfectionistic
Dutiful
eager to please and reluctant to act independently or against popular opinion
REPORTING OPTIONS
There is a range of "off-the-shelf" report that support talent selection as well as talent development and specifically leadership. Examples can be viewed and downloaded below, and reports can also be customised to align to an organisation's competency model.
Hogan DEVELOP reports
Interpret This report provides an explanation of the various scales, provides a graphic representation of the results and interprets potential behaviour that others may observe in the workplace.
Hogan LEAD reports
Develop The Leadership Forecast Development Report describes characteristics and tendencies that might lead to career derailment, impede work relationships and hinder productivity.
Coaching The Leadership Forecast Coaching Report is available if a participant completes the MVPI, HPI and HDS instruments. The coaching report summarises key findings across all three instruments and helps draw together leadership insights from all sources in alignment to a job role.
Hogan Development Survey Publications
The Hogan Guide
The Hogan Guide
The Hogan Guide is a 334-page resource book that provides an in-depth look into Hogan's comprehensive suite of three personality assessments - Hogan Personality Inventory, Hogan Development Survey and the Motives, Values, Preferences Inventory.
£59.95 + £3.95 P+P
Hogan technical Manual - HDS
Hogan Technical Manual - HDS
Provides detailed and technical information around the development of the HDS, Psychometric information, interpretive scale descriptions and outlines administration and scoring processes
