Hogan Assessments typically consist of self-report questionnaires, where individuals provide responses to various statements or scenarios related to their behavior, values, and preferences. These responses are then analyzed to generate insights into the individual's personality traits and potential strengths and weaknesses. These insights establish for leaders the differences between how they view themselves versus how they are being viewed and perceived by others.

Hogan Assessments offer valuable insights into individuals' personality characteristics and how these may influence their performance, leadership style, and interpersonal interactions in the workplace.

Employers use these assessments to make informed decisions regarding hiring, promotion, team building, and leadership development.

Coaches use these assessments to support leaders in their development using robust scientifc insights into the leader’s behavioural strengths as well as areas of growth.

Hogan Assessments are known for their focus on workplace relevance and predictive validity. Unlike some generic personality assessments,

Hogan assessments are specifically tailored to assess personality traits and characteristics that are most relevant to success in specific professional settings, and insights are tailored to leaders context.

Yes, Hogan Assessments have undergone extensive research and validation to ensure their reliability and validity. They are widely recognized and used by organizations globally, and numerous studies have demonstrated their effectiveness in predicting job performance and leadership potential.

Only Hogan trained and certified professionals can administer Hogan Assessments. These individuals are trained to interpret the results accurately and provide meaningful feedback to the test-takers.

Yes, Hogan Assessments are versatile and applicable across various industries and job roles. Whether it's selecting executives, assessing team dynamics, or developing leadership skills, Hogan Assessments can be tailored to meet the specific needs of different organizations and roles.

Hogan Assessments provide valuable insights into your personality traits, leadership style, and areas for development. Understanding these aspects can enhance self-awareness, which is fundamental for personal and professional growth.

Yes, Hogan Assessments are typically administered in a confidential manner.

When leaders engage with coaches directly, leaders can trust that their assessment results will be entirely confidential and used solely for coaching and development purposes.

When coaches are engaged by organizations to administer the assessment, leaders can be rest assured that the results are handled sensitively.

For instance, if the organization engages the coach to administer the assessment -

• for an individual leader, the finalized areas of growth and development are shared in a three-party session,

• for a group of leaders, coaches may provide an aggregated summary, and

• for hiring, retention, and succession planning purposes, the results may not be entirely confidential as coaches are engaged to provide unbiased recommendations based on validated insights.

The frequency of revisiting Hogan Assessments may vary depending on individual needs and coaching objectives. Coaches and leaders can discuss the appropriate timing for reassessment based on progress made, changes in goals, or shifts in job roles or responsibilities. However, what we have observed with time and experience, that the tests don’t vary significantly in a short period of time. So repeating a Hogan assessment is more useful when context changes or after a growth and development period of 3-4 years whichever is earlier.