The Hogan Development Survey (HDS) is a unique business-related inventory which seeks to measure a persons dysfunctional behavioural patterns.
HDS measures eleven personality-based performance hazards that can to hinder work relationships and impede productivity. These performance hazards also possess the capability to restrain the general career potential of the person. These career derailers, as they are named, are effectively instilled personality traits which impact upon the individuals behaviour and how they act.
Because of this it is a valuable evaluation amongst senior managers whose behaviour are material to the organisation. It also provides comprehensive knowledge about interpersonal problems which are not always easily identifiable in interviews. The Hogan Development Survey can assist an individual recognise the important factors that distinguish personalities and decide career success.
Many people refer to the Hogan Development Survey as identifying the Dark Side of a personality. By this they refer to the test showing what we see when people are in a position where they are under stress.
When under stress or pressure, a person can display counterproductive tendencies. In normal circumstances these tendencies or characteristics can be seen as strengths.
However, when an individual experiences stress or pressure, including feeling exhausted, bored or distracted, these performance risk factors may hinder a persons abilities, resulting to a decline in relationships with customers, peers and bosses. Virtually all people will at some point exhibit extreme behaviours, usually due to these circumstances. It is the odd occasions where we exhibit dysfunctional behaviour that can have a high negative impact on our career.
The primary scales the HDS evaluates are:
Excitable - moody, easily irritated, and hard to satisfy, and handling stress by getting out of relationships.
Skeptical apprehensive of others' plans, being aware of signs of mistreatment, and then challenging or blaming on others when it appears to occur.
Cautious - being overly worried about making mistakes or being embarrassed, and becoming defensive and wary when stressed.
Reserved seeming independent, unsympathetic, aloof, unsettled with strangers, and dealing with stress by pulling back and being uncommunicative.
Leisurely - wanting to work at one's own pace and quality levels, and feeling put upon when asked to work more quickly or differently.
Bold - the tendency to over evaluate one's talents, not admit faults or take guidance, and blustering and faking it when under pressure.
Mischievous - taking risks, testing limits, making hasty decisions, not growing from experience, and demanding to move on when confronted with mistakes.
Colourful - expecting to be viewed as talented and interesting, ignoring other's requirements, and becoming very busy when under stress.
Imaginative - being eccentric, behaving and thinking in creative and sometimes unexpected ways and becoming unpredictable when stressed.
Diligent - having high standards of performance for self and others, being meticulous, precise, picky, critical, and unyielding when under pressure.
Dutiful - being sociable, agreeable, and eager to please, unwilling to take autonomous action, and conforming when under stress.
The HDS assessment therefore provides valuable knowledge that will improve an individuals self-awareness. This can lead them to be better placed to avoid the detrimental results that are associated with these tendencies and characteristics. By discovering these behaviour patterns it is therefore possible for the individual to compensate for them through development.
Completion time of the Hogan Development Survey is between 15 20 minutes.
The results of the Hogan Development Survey are delivered in a report that details a summary of the results on each scale. It is considered best practice to conduct person-to-person follow-up verification with the participant by a qualified practitioner.
HDS measures eleven personality-based performance hazards that can to hinder work relationships and impede productivity. These performance hazards also possess the capability to restrain the general career potential of the person. These career derailers, as they are named, are effectively instilled personality traits which impact upon the individuals behaviour and how they act.
Because of this it is a valuable evaluation amongst senior managers whose behaviour are material to the organisation. It also provides comprehensive knowledge about interpersonal problems which are not always easily identifiable in interviews. The Hogan Development Survey can assist an individual recognise the important factors that distinguish personalities and decide career success.
Many people refer to the Hogan Development Survey as identifying the Dark Side of a personality. By this they refer to the test showing what we see when people are in a position where they are under stress.
When under stress or pressure, a person can display counterproductive tendencies. In normal circumstances these tendencies or characteristics can be seen as strengths.
However, when an individual experiences stress or pressure, including feeling exhausted, bored or distracted, these performance risk factors may hinder a persons abilities, resulting to a decline in relationships with customers, peers and bosses. Virtually all people will at some point exhibit extreme behaviours, usually due to these circumstances. It is the odd occasions where we exhibit dysfunctional behaviour that can have a high negative impact on our career.
The primary scales the HDS evaluates are:
Excitable - moody, easily irritated, and hard to satisfy, and handling stress by getting out of relationships.
Skeptical apprehensive of others' plans, being aware of signs of mistreatment, and then challenging or blaming on others when it appears to occur.
Cautious - being overly worried about making mistakes or being embarrassed, and becoming defensive and wary when stressed.
Reserved seeming independent, unsympathetic, aloof, unsettled with strangers, and dealing with stress by pulling back and being uncommunicative.
Leisurely - wanting to work at one's own pace and quality levels, and feeling put upon when asked to work more quickly or differently.
Bold - the tendency to over evaluate one's talents, not admit faults or take guidance, and blustering and faking it when under pressure.
Mischievous - taking risks, testing limits, making hasty decisions, not growing from experience, and demanding to move on when confronted with mistakes.
Colourful - expecting to be viewed as talented and interesting, ignoring other's requirements, and becoming very busy when under stress.
Imaginative - being eccentric, behaving and thinking in creative and sometimes unexpected ways and becoming unpredictable when stressed.
Diligent - having high standards of performance for self and others, being meticulous, precise, picky, critical, and unyielding when under pressure.
Dutiful - being sociable, agreeable, and eager to please, unwilling to take autonomous action, and conforming when under stress.
The HDS assessment therefore provides valuable knowledge that will improve an individuals self-awareness. This can lead them to be better placed to avoid the detrimental results that are associated with these tendencies and characteristics. By discovering these behaviour patterns it is therefore possible for the individual to compensate for them through development.
Completion time of the Hogan Development Survey is between 15 20 minutes.
The results of the Hogan Development Survey are delivered in a report that details a summary of the results on each scale. It is considered best practice to conduct person-to-person follow-up verification with the participant by a qualified practitioner.
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