Can Leadership Performance Be Predicted?

Decoding the Power of Hogan Assessments

In the dynamic business landscape of today, organisations are constantly seeking ways to identify, develop, and empower their leaders to navigate complex challenges and drive sustainable growth. Because leadership development needs vary significantly from person to person, how can we cater to the individual? The key lies in understanding and addressing individual differences.

Psychometric testing tools have long been used at all stages of the employee lifecycle, from talent recruitment to development and promotion. The Hogan suite of assessments are powerful personality assessment tools for gaining deep insights into an individual’s personality traits which can uncover leadership styles and drive targeted development.

Why Personality Matters in Leadership

Personality is one of many aspects that influences leadership development and potential. Effective and impactful leadership is about leveraging your unique strengths and mitigating your potential weaknesses to inspire, motivate, and guide your team. Understanding your personality and that of others provides a framework for self and social awareness, enabling you to:

• Identify your natural leadership style: Are you a strategic visionary, a collaborative team builder, or a results-oriented driver?

• Recognise potential blind spots: Are there certain behaviours that might hinder your effectiveness?

• Build stronger relationships: Understand how your personality interacts with others to foster more productive collaborations.

The Hogan Assessments: Unveiling the Layers of Leadership

It is well established in psychology that personality is a multifaceted construct, which can be difficult to quantity. Can we describe and measure our personality using our own view of ourselves? Or, are perceptions about us from others the real source of truth? Well, the reality is that our true personality is probably somewhere in between. Understanding our identity (how we see ourselves) in addition to our reputation (how others see us) will often offer a unique glimpse into the real us. Both are important.

The Hogan suite consists of three distinct personality assessments, each offering a unique perspective on your personality which is described through the lens of perception:

1.      Hogan Personality Inventory (HPI):

This assessment measures the "bright side" of your personality – how you typically behave when you're at your best. It reveals your strengths and how you relate to others. These are the traits and characteristics that your colleagues are likely to observe on a week to week basis.

For leadership development, the HPI helps identify core leadership characteristics based on the following scales:

o    Adjustment: Stress tolerance, resilience, optimism and composure.

o    Ambition: Competitive drive, perceived energy and goal-orientation.

o    Sociability: Social energy, communication, frequency and relationship building.

o    Interpersonal Sensitivity: Tact, communication style, relationship-maintenance skill.

o    Prudence: Detail orientation, organisational skills and dependability.

o    Inquisitiveness: Idea-orientation, level of curiosity and openness to new ideas.

o    Learning Approach: Learning style, propensity to seek new information and stay up-to-date.

Each scale holds positive characteristics and opportunities at each end of the continuum.

2.      Hogan Development Survey (HDS):

This assessment focuses on the "dark side" of your personality – behaviours that might emerge under sustained or significant stress or pressure. These "derailers" can hinder your effectiveness if left unchecked and are most likely to come out to play when you are not self-managing. The HDS helps identify potential blind spots and provides valuable insights into how to manage these tendencies. Examples of derailers include:

o    Excitable: Enthusiastic and irritable.

o    Sceptical: Cynical and distrustful.

o    Cautious: Overly risk-averse and indecisive.

o    Reserved: Aloof and emotionally distant.

o    Leisurely: Says one thing and does another.

o    Bold: Assertive and self-promoting.

o    Mischievous: Impulsive and risk seeking.

o    Colourful: Attention seeking and easily bored.

o    Imaginative: Impractical and unpredictable.

o    Diligent: Overly conscientious and micromanage.

o    Dutiful: Excessively eager to please.

3.      Hogan Motives, Values, Preferences Inventory (MVPI):

This assessment explores what drives you, what you value, and what environments you thrive in. Understanding your motives and values is essential for aligning your leadership style with your personal drivers and creating a work environment that motivates you and your team. Example scales include:

o    Recognition: Responsiveness to attention and praise.

o    Power: Desire for success, status and control.

o    Hedonism: The pursuit of pleasure and enjoyment.

o    Altruistic: Desire to help others and society.

o    Affiliation: The desire for social interaction and belonging.

o    Tradition: Respect for established norms and customs.

o    Security: Need for predictability and structure.

o    Commerce: Interest in money and business opportunities.

o    Aesthetics: Need for self-expression and appreciation of design.

o    Science: Interest In knowledge, research and technology.

Each MVPI scale is scored and can be defined as either a core driver, nice to have or not required.

Hogan assessments offer a comprehensive and data-driven approach to leadership development. Providing numerous advantages, the tool can be used to increase self-awareness, improve communication and enhance team dynamics leading to greater leadership effectiveness.

Interested in leveraging Hogan insights to amplify your leadership capabilities? Get in touch with Tonka Learning – we’re here to help.