Assessment
The Hogan Assessment
A view of a leader’s natural strengths, the traits that may derail them under stress, and the values that drive them.
What it is
The Hogan Assessment is a leadership development tool that gives a leader an in-depth view of their strengths, their potential derailers and their core values.
Its research-backed approach makes it well suited to developing self-awareness, aligning a leader with the goals of the organization and guiding personal and professional growth.
- What it measures
- Natural strengths (Hogan Personality Inventory, HPI), personality aspects that may become exaggerated under stress (Hogan Development Survey, HDS) and core values and drivers (Motives, Values, Preferences Inventory, MVPI).
- When we use it
- In the coaching process and in leadership development programs, to give a leader a view of strengths, potential derailers and core values.
What it gives a leader
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Self-awareness and authentic leadership
The Hogan Personality Inventory (HPI) gives a leader a clear view of their natural strengths, the traits they show in everyday situations and how others perceive them.
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Identifying potential derailers in high-pressure situations
The Hogan Development Survey (HDS) looks at the aspects of personality that may become exaggerated under stress.
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Aligning leadership style with motivational drivers
The Motives, Values, Preferences Inventory (MVPI) looks at what truly motivates a leader: their core values and drivers.
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Cultivating strategic, adaptive leadership
By showing strengths and areas for development side by side, Hogan helps a leader create a targeted development plan that emphasizes adaptability and strategic growth.
Taken together, Hogan gives a leader a foundation for growing with self-awareness, resilience and alignment to the organization’s goals: the basis of leadership development that lasts.
Where it sits
Inside the coaching process
This instrument is used inside the coaching process, at the assessment step. The full coaching process
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In this first meeting we establish a strong connection and clear alignment. We explore your goals, discuss what success looks like for you and make sure we are a good fit for the work ahead. This foundation sets the stage for work that has an effect.
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Using a trusted assessment, we look closely at your strengths, your growth areas and your natural tendencies. These insights give you a deeper understanding of your own leadership style, and help us identify the specific areas that will support your growth and resilience.
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We collect feedback from the people who work closely with you: your colleagues, direct reports and supervisors. These insights give a rounded view of how others perceive your impact, which helps us pinpoint the key areas for development and for alignment with organizational goals.
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Together we design a personal development plan with concrete steps, timelines and measurable goals. The plan keeps you focused and makes sure each step aligns with your professional goals and your organization’s priorities.
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Our regular sessions give you the support, accountability and feedback needed to address challenges and refine your strategies. This is where the real change happens, as we translate insights into steps you can act on that make a lasting difference.
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Midway through, we pause to review your progress. This is a chance to recognize what has been achieved, work through any obstacles and make sure your development plan is still aligned with your goals. We adjust as needed to keep you moving forward with confidence.
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As the formal coaching concludes, we outline a clear plan for continuing your growth and applying your insights on your own. This path forward equips you to sustain and build on your progress long after our sessions end.
Common questions
What does the Hogan Assessment measure?
Natural strengths (Hogan Personality Inventory, HPI), personality aspects that may become exaggerated under stress (Hogan Development Survey, HDS) and core values and drivers (Motives, Values, Preferences Inventory, MVPI).
When is the Hogan Assessment used in coaching?
In the coaching process and in leadership development programs, to give a leader a view of strengths, potential derailers and core values.
Who is executive coaching for?
CEOs and senior leaders, and their teams. Each of the three coaches held senior operating roles before coaching, so the conversation is with someone who has sat where you sit.
How do I start?
With a short note through the form on this page, saying what you are facing. A coach replies personally.
Is executive coaching confidential?
Yes. All coaching conversations are completely confidential. Information is shared only with explicit written consent, and written agreements protect your privacy and intellectual property. The one exception is a legal obligation to report an immediate risk of harm.
Talk to an executive coach.
Thank you.
Your note is on its way. One of the three coaches will reply to you personally.