Hogan Personality Assessment

Hogan AssessmentsI have always been fascinated by the amount of information we can glean from understanding ourselves.

I started using the Myers-Briggs Type Indicator (MBTI) personality assessment over 15 years ago, and found it very helpful for teams and individuals to understand how we are different from and alike our co-workers, friends and family.

Once I started coaching, the Myers-Briggs was helpful, but not in a way that helps us understand how our personality impacts us in work and at home and how we can be held back from our desired career path because we don’t see ourselves as others see us. When I begin a coach relationship, it is helpful for me to understand how the client interacts with others, how they get things done at work, and what might get in the way of meeting their goals. My information is limited by the way the client interacts with me and the way the client views themselves. It’s my experience that we often don’t see ourselves the same way others see us (our reputation), and our reputation is what matters in the workplace. That’s when I went looking for a way that helps me see how others see the client so that I could really make a difference for the client. That is when I found the Hogan.

The Hogan measures the person’s reputation and is defined in terms of characteristics. Our characteristics reflect how our behavior is evaluated after repeated interactions with others. Our characteristics point to how we behave in a new situation and can accurately predict performance. The research behind the Hogan is monumental. The research-based descriptions were derived from performance observations, 360 degree ratings, upward appraisals, self-reports, and other performance data.

The information from the Hogan can be used in selection of new employees (especially the management level position) and to increase focus on potential development needs.

Once we have a more accurate perception of our reputation, we can begin to make some meaningful changes in our lives.

Over half of the Fortune 500 companies use the Hogan in employee selection and developing leaders.


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