Hogan Development Survey

The Dark Side of Personality

The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.

Quick Facts

15- to 20-minute completion time
Available in more than 40 languages
Measures behavior not covered by the Five-Factor Model
Identifies problematic aspects of behavior not detected in an interview
More than two million participants assessed
Validated for use in more than 400 research studies
No invasive or intrusive items
No adverse impact
Online administration

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.

Dive into the Dark Side (link takes you to www.hogandarkside.com)

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.

Scale Name	Low Scorers	High 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, limit-testing, 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

Featured Products

Summary

Snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.

Hogan Summary is a self-guided interpretation of individual strengths, values, and challenges. The Summary Report is a snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.

Configure

Determines key attributes, qualities, and skills, to accurately evaluate potential talent in prospective and incumbent employees.

We leveraged three decades of experience and billions of data points to build Hogan Configure, the only competency solution that puts Hogan’s predictive power and scientific rigor at your fingertips. Using a simple yet robust web-based platform, Configure’s three-step process helps you determine key attributes, qualities, and skills, allowing you to accurately evaluate potential talent in prospective and incumbent employees.

High Potential

Intended to help the emergent leader become more effective and the effective leader be more emergent, resulting in maximized leadership potential.

Hogan High Potential Talent Solution is development focused to equip an organization’s high-potential talent population to become the next leaders. Potential for what? Potential to build and lead teams that can consistently outperform the competition. Some people who appear to have leadership potential are often not effective leaders; conversely, many effective employees are overlooked for promotion because they do not self-promote enough to get noticed. The Hogan High Potential Model measures the three dimensions of leadership potential, highlighting individual strengths and ranked areas of actionable development. The intent is to prioritize areas where focus and attention should be targeted, resulting in maximized leadership potential.

Flash

Designed for use by a coach or user with expertise to interpret based on numbers alone.

Hogan Flash graphically displays Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory scale scores and provides raw data for HPI, HDS, and MVPI subscales. No interpretation information is provided. The report is designed for use by a coach or user with expertise to interpret based on numbers alone.

Leader Basis

Out-of-the-box solution that identifies a candidate’s strengths and potential areas of weakness for leadership roles.

Leader Basis is an out-of-the-box solution that identifies a candidate’s strengths and potential areas of weakness for leadership roles and provides a hiring recommendation.

Teams

Designed to help team members gain an understanding of team strengths, weaknesses, and culture.

Hogan Team is designed to help team members gain a holistic, personality-based understanding of team strengths, weaknesses, and culture, and to understand how members’ personalities and motivators may support or hinder team effectiveness in light of the team’s character, business, context, and goals. The report draws on personality assessment to help teams identify and understand three internal dynamics: strengths and weaknesses, potential fracture lines, and culture and shared values.

The Engaging Leader

Provides a picture of your underlying motives and values and how these influence your behavior at work, which affects how engaged your team feels.

Employee engagement is the extent to which employees think, feel, and act in ways that represent high levels of commitment to their organization. Engaged employees are motivated to contribute 100% of their knowledge, skills, and abilities to help their organization succeed.

Hogan Engaging Leader provides a picture of your underlying motives and values and how these influence your behavior at work. You’ll see what your team thinks about working for you – and how engaged they feel as a result. Engagement drives performance, so the more engaged and effective your team feels, the better their performance will be. Interpretive guidelines are shown alongside each section.

Basis

Custom solution that describes job fit and provides a hiring recommendation, interview guide, and method for making a hiring decision.

Hogan Basis describes a candidate’s fit to the job and organization. The report provides a hiring recommendation, behavioral interview guide, and systematic method for making a hiring decision using a combination of the assessment and interview results.

Insight Series

Explores a mid-level manager’s strengths, performance risks, and values, and can be used as a feedback tool for selection or development.

The Insight Series provides organizations with scientifically validated information about an individual’s strengths, performance risks, and core values. Used as a feedback tool for selection or development, the easy-to-understand report series gives emerging and mid-level managers the self-awareness needed to perform effectively.

EQ

Assesses emotional intelligence, the ability to identify and manage your own and others’ emotions.

Hogan EQ assesses emotional intelligence, the ability to identify and manage your own and others’ emotions. People skills determine success, and individuals who lack the ability to build effective relationships are destined to fail – no matter how smart or talented they are. The easy-to-understand EQ Report provides an overall score, as well as scores and feedback for six emotional competencies. The report also includes a summary of likely behaviors, score pros and cons, and discussion points.

Challenge

Predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team.

Hogan Challenge describes how leaders are likely to interpret the world and treat subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team.

Leadership Forecast Series

Provides leaders with an understanding of their strengths, challenges, and underlying motivators. Requires feedback from a certified coach/user.

The Hogan Leadership Forecast Series includes four development-focused reports. Based on Hogan’s trademark assessments, the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory, each report offers information regarding the characteristics, competencies, and values that underlie how a leader approaches work, leadership, and interaction with others in the workplace.

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Hogan Development Survey

The Dark Side of Personality

Quick Facts

Assessments

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