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.
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
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
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.
seem calm to the point of appearing
to lack passion or urgency
display dramatic emotional peaks
and valleys regarding people and projects
seem trusting to the point
are negative or cynical and
expect to be betrayed
are willing to take risks
without adequate risk assessment
are reluctant to take
risks regardless of risk assessment
are too concerned about
the feelings of others
are indifferent to the
feelings of others
appear to lack an agenda
and agenda driven
appear to lack self-confidence
seem assertive, selfpromoting,
and overly self-confident
compliant, and likely unadventurous
are impulsive, limit-testing, and at times, devious
are modest, unassuming,
quiet, and self-restrained
dramatic, and socially prominent
are practical, rely on
routine, and often lack new ideas
may seem impractical,
unpredictable, and offer unusual ideas
have poor attention to
detail and tend to over delegate
are picky, overly conscientious,
and tend to micromanage
are overly independent
and seem to resent authority
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