Introduced in 1997, the HDS is the only personality assessment that identifies critical blind spots that lead to career derailment.

When the pressure’s on, the line between strength and weakness isn’t always clear — drive becomes ruthless ambition, attention to detail becomes micromanaging. The dark side of personality derails careers and companies, but it doesn’t have to. Organizations around the world rely on the HDS to identify derailers that disrupt or interfere with effective performance.

The Hogan Development Survey is a proven assessment tool that uses 11 personality scales and 33 subscales to help leaders recognize shortcomings, maximize strengths, and build successful teams.

Dive into the Dark Side


Scale NameLow ScorersHigh Scorers

Excitable

seem calm to the point of appearing
to lack passion or urgency

display dramatic emotional peaks
and valleys regarding people and projects

Skeptical

seem trusting to the point
of naïveté

are negative or cynical and
expect to be betrayed

Cautious

are willing to take risks
without adequate risk assessment

are reluctant to take
risks regardless of risk assessment

Reserved

are too concerned about
the feelings of others

are indifferent to the
feelings of others

Leisurely

appear to lack an agenda
or direction

are passive-aggressive
and agenda driven

Bold

appear to lack self-confidence
and resolve

seem assertive, selfpromoting,
and overly self-confident

Mischievous

are conservative,
compliant, and likely unadventurous

are impulsive, limittesting,
and at times, devious

Colorful

are modest, unassuming,
quiet, and self-restrained

are attention-seeking,
dramatic, and socially prominent

Imaginative

are practical, rely on
routine, and often lack new ideas

may seem impractical,
unpredictable, and offer unusual ideas

Diligent

have poor attention to
detail and tend to over delegate

are picky, overly conscientious,
and tend to micromanage

Dutiful

are overly independent
and seem to resent authority

are excessively eager to
please superiors