Hogan Judgement

The Judgement assessment combines cognitive ability, bright- and dark-side personality, and values to measure participants’ information-processing style, decision-making approach and openness to feedback and coaching. Good judgement involves being willing to acknowledge and fix bad decisions, and learn from experience.

Uses

  • Selection
  • Development
  • Leadership

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Information Processing

 

  • Verbal Information vs. Numerical Information

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Decision-Making Approaches

 

  • Threat Avoidance vs. Reward Seeking
  • Tactical Thinking vs. Strategic Thinking
  • Data-Driven Decisions vs. Intuitive Decisions

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Reactions to Feedback

 

  • Threat Avoidance vs. Reward Seeking
  • Denial vs. Acceptance
  • Superficial Engagement vs. Genuine Engagement

JUD

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TEIQue assessment

The TEIQue assessment is psychometrically validated and provides self-awareness relating to emotional intelligence.

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Sample Reports

Judgement Model

The Hogan Judgement Model represents a new and comprehensive approach to assessing judgement and decision-making styles. Unlike previous approaches, the model includes a critical component most models miss: how a leader reacts to feedback about his or her failed decisions. This means the decision-making process does not finish once a decision has been made – it is only completed after the leader evaluates the outcome, especially when the goal was not achieved. The underlying rationale is that to improve one’s judgement, one needs to learn from experience and receive negative feedback about one’s performance.

The goal of this model is not to categorise individuals as good or bad decision-makers because everyone makes some good and bad decisions.  Instead, the goal of the model and accompanying report is to equip individuals with a greater understanding of their strengths and challenges in the pre and post-decision processes, how well their typical decision-making tendencies fit specific roles and job requirements, and how to overcome specific biases that may impair judgement.