Hogan Assessment & Executive Coaching
Understand what shapes your leadership style. Lead with greater choice.
See the strengths, motives and patterns shaping how others experience your leadership, especially under pressure, and use that insight to lead more deliberately.
Hogan Certified | ICF PCC | EMCC Senior Practitioner | MSc Coaching & Behavioural Change | former Fortune 100 Transformation, Innovation and Leadership Development
Confidential. Practical. Focused on behaviour change, not just assessment.
What does a Hogan leadership assessment reveal?
Hogan looks at personality through three complementary lenses, helping you understand not simply how you see yourself, but how your patterns may shape your reputation and effectiveness at work.
The Inside of Personality
HOGAN Motives, Values, Preferences Inventory (MVPI™)
Core goals, drivers, values as well as the work environment we are naturally inclined to create as leaders. By assessing values you can understand what motivates yourself or your candidates to succeed. Increasing self-awareness in this area can help us understand as leaders how we prefer to work and what lies beneath our motivations (our personal scripts and subroutines that may unconsciously guide our actions).
The ‘Dark Side’ of Personality
HOGAN Development Survey (HDS™).
Qualities that emerge in times of increased stress, or when unguarded or tired and can disrupt relationships, damage reputations, and derail chances of success. These dark side aspects of personality, qualities that emerge in times of increased pressure and may damage reputations, disrupt relationships and derail peoples chances of success. This is particularly important in leadership roles (and likely why many organisations use Hogans for hiring and leadership development).
By assessing dark side characteristics, you can recognise performance risks and mitigate them beforehand (in our coaching sessions we can work through personalised approaches). Increasing self-awareness in this and other areas has the potential to create more well-rounded self-aware leaders. Perhaps better to do this upfront with an external private confidential organisation than in your work setting. Here’s the rub, not only are the ‘dark side’ potential derailers to become aware of, but in some ways their combinations can be sought after, for example in the case of the so-called ‘charisma cluster’. Get in contact to learn more.
The Bright Side of Personality
HOGAN Personality Inventory (HPI™ )
The Bright Side - Normal or bright-side personality - qualities that describe how we relate to others when we are at our best, when we are in our comfort zone. Perhaps you are striving to develop your leadership personally, hire the right people or develop leaders within your organisation, how individuals relate to others when at their best is a key indicator of success.
Hogan HPI, HDS & MVPI Assessments with Expert Coaching
A research-backed snapshot of how your leadership style is likely to land with others, especially under pressure
Deepen your self-awareness and uncover personal blind-spots including potential career derailers
Relied on by the majority of Fortune 500 corporations for leadership development and talent acquisition
Discover fresh insights into your personality traits and leadership style
Understand you at your best and under pressure.
Looks at reputation, how others perceive you
More than 400 journal articles & book chapters written about these assessments- massively well researched
Prefer coaching-only? We can start with coaching and add Hogan later only if it accelerates progress.
Note: I don’t coach people to “game” assessments - this is about accurate insight and credible behaviour change.
Hogan certified practitioner: confidential debrief + executive coaching
If you’re looking for a Hogan certified practitioner, the value isn’t the report alone - it’s a rigorous, confidential debrief that translates HPI, HDS and MVPI into clear, job-relevant insight you can act on immediately. In our work, we use your Hogan results to clarify
Strengths to leverage,
Pressure patterns that can create unintended reputation risk, and
a practical 30–90 day behaviour plan.
The output is not “more self-awareness”; it’s a sharper leadership narrative and targeted experiments you can apply in real stakeholder situations.
Prefer to start without assessments? We can begin with coaching and add Hogan later only if it meaningfully accelerates progress.
This isn’t about fixing you. It’s about deepening your self-awareness so you can lead with more intention and impact.
When Hogan Adds Real Value, and when coaching alone is enough…
Hogan helps most when:
The stakes are high (promotion, partner-track, succession, selection) and you want objective data on job-related behavioural tendencies - not guesswork.
You need clarity on “reputation under pressure” - the patterns that can disrupt relationships and damage perceived leadership impact when strain increases.
Feedback is sparse, mixed, or political (common at senior levels) and you want a neutral lens to target the few behaviours that will shift outcomes fastest.
Role / culture fit and motivation matter (e.g., PE/VC environments, high autonomy, high conflict) and you want to understand values-drivers and the environments where you’ll be most effective.
You want to accelerate development with measurable goals - Hogan data + coaching (and 360/interviews) tends to produce a clearer, faster behaviour plan than insight-only conversations.
Coaching-only is enough when:
You already have strong feedback and accountability (e.g., credible 360/stakeholder input) and you mainly need execution support.
You want a fully confidential container with zero artefacts (no reports, no sponsor outputs).
The goal is specific and tactical (a discrete transition, a single relationship, a defined performance habit)
You’d rather start with coaching and decide later - we can add Hogan only if we hit repetition/plateau and the extra data would genuinely accelerate progress.
Hogan and Professional Coaching is in our experience a powerful combination
Our options… Hogan and Debrief or Hogan and Coaching or Coaching alone
Work with an Experienced Executive & Hogan Certified Coach
Hi, I’m Edwin, a Professional Certified Coach (ICF) with an MSc in Coaching & Behaviour Change, and three decades of international business experience. I am a Hogan Certified Practitioner certified to use the following Hogan assessments: the Hogan Personality Inventory (HPI)™, the Hogan Development Survey (HDS)™ and the Motives, Values and Preferences Inventory (MVPI)™.
I’ve partnered with senior leaders and top talent like you across the world. I am excited to offer you Hogan Assessments and personalised professional coaching.
Discover what’s working, what’s getting in the way, and what’s possible.
Why Hogan works for leadership development, selection and reputation insight
Hogan psychometric assessments have stood at the forefront of modern talent assessment for the last twenty-five years, offering a comprehensive and insightful approach to understanding individuals in professional settings.
Developed by Hogan Assessments, these tools provide a nuanced perspective on personality, values, and cognitive abilities, enabling organisations to make informed decisions in recruitment, leadership development, and team building.
What sets Hogan Assessments apart?
The emphasis on predicting job performance by evaluating the bright and dark sides of an individual's personality, uncovering potential strengths and potential derailers. Furthermore, Hogans covers others perspectives of you as a leader, this is particularly powerful since its likely that all of the major professional decisions in your life have been highly influenced by other peoples perceptions (hiring, promotions, bonuses).
The three-pillar framework of Hogan assessments provides a holistic view of an individual's characteristics, behaviours, and values.
HOGAN Personality Inventory (HPI™), the bright side, behaviour at your best
HOGAN Development Survey (HDS™), the dark side, behaviour when under pressure
HOGAN Motives, Values, Preferences Inventory (MVPI™), the inside or our core beliefs
This not only aids in selecting the right candidates for specific roles but also facilitates targeted coaching and development to enhance leadership effectiveness. The Hogan assessments, with their rigorous scientific foundation and focus on real-world application, serve as invaluable tools for organisations aiming to optimise talent management and foster a high-performance culture.
We all have blind spots - even the most self-aware leaders.
Hogan assessments and bespoke coaching help you understand how you show up on your best day, your worst day, and everything in between.
My Hogan Coaching Philosophy…
The purpose of a Hogan debrief and coaching is not to explain your personality. It is to create enough psychological safety and curiosity for you to see your leadership through fresh eyes, understand how others may experience you, and intentionally expand your behavioural repertoire.
The goal is not to become someone different, but to become more adaptive, more intentional and more effective while remaining authentically yourself.
Hogan Assessments for Leadership Teams
Hogan can also be used with leadership teams to move beyond individual self-awareness and explore the patterns shaping how the team works together.
Individual Hogan profiles can help leaders understand their own strengths, motives and potential derailers. At team level, the real value comes from exploring what those patterns may mean collectively: how the team makes decisions, responds under pressure, handles challenge, builds trust and creates the culture around it.
Used as part of leadership team coaching, Hogan can help a team explore questions such as:
Where are our collective strengths, and where might we have gaps?
What happens to us as a team when pressure increases?
Which behaviours are likely to help or inhibit challenge, collaboration and decision-making?
What values and motivations are shaping the culture we create for others?
Where might individual leadership styles reinforce recurring team dynamics?
The assessment data is not the end point. It becomes one source of evidence alongside observation, dialogue and the live challenges facing the team.
Frequently Asked Questions About Hogan Assessments
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Hogan Assessments serve the purpose of evaluating individuals' personality traits and leadership attributes to aid organizations in making informed decisions related to talent management, leadership development, and employee selection. In addition individuals use Hogan assessments as a personal development approach independently to work on the things that matter to them.
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Hogan Assessments stand out by providing a triple-focus approach, measuring the bright side (normal personality) and dark side (potential derailers under stress) and the inside (values and motivation) aspects of an individual's personality. Hogan also examines from the perspective of reputation, how others perceive you and is incredibly well researched. This comprehensive evaluation distinguishes Hogan from other assessments.
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Hogan Assessments measure a range of personality traits, including but not limited to ambition, sociability, prudence, interpersonal sensitivity, and adjustment. Whilst there are three scales, HPI, HDS and MVPI there are more than 30 items within these scales which evaluated individually and together provide a very nuanced perspective. The assessments are designed to offer insights into an individual's strengths, weaknesses, and potential challenges in various work-related situations.
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Hogan Assessments are renowned for their high reliability and validity. Extensive research and validation studies support the psychometric properties of the assessments, ensuring that they consistently and accurately measure personality traits and provide valuable insights for both personal development and decision-making in organizational settings.
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Hogan Assessments find application in diverse organizational contexts, including talent acquisition, leadership development, team building, and succession planning.
Whether used for selecting candidates, identifying leadership potential, or enhancing team dynamics, Hogan Assessments offer valuable data to support strategic human resource decisions.
How Powerful are Hogan Assessments and Coaching For Private Individuals?
Hogan Assessments applications lie within the realm of talent management, leadership development, and personnel selection in professional settings. Increasingly, individuals choose to engage with Hogan Assessments and a certified Hogan practitioner (also a certified coach or psychologist) in personal development contexts. This has the advantage of allowing for a more proactive personalised experience.
Potential personal contexts include:
Career Planning:
Individuals may use Hogan Assessments to gain insights into their personality strengths and potential areas for improvement to inform their career planning and professional development strategies. Since Hogans is used in leadership and executive selection the ability to proactively do this work before an interview or selection panels is an advantage.
Self-Reflection and Deeper Self-Awareness:
Hogan Assessments and coaching can be used for deeper personal development, fostering self-awareness providing an objective evaluation of your personality traits, work styles, and interpersonal tendencies.
Furthermore the HDS or dark-side inventory , that is personality traits that are more likely to surface under stress, can be particularly useful to proactively work on as early as possible in your career.
In addition the HPI or bright side traits, those typical characteristics we exhibit in our normal day to day, provide us with an awareness of our typical behaviours.
Finally the MVPI inventory provides insight into our drivers, our underlying motives and therefore the type of environment we may unconsciously strive to create as leaders in our organisations.
Skill Enhancement:
Those seeking personal growth and skill enhancement may use Hogan Assessments to identify specific behaviours or characteristics that could be refined to improve overall effectiveness in both professional and personal spheres.
Interpersonal Relationships:
Understanding one's personality dynamics, including potential derailers, can contribute to better interpersonal relationships. Individuals may use Hogan Assessments to enhance communication and collaboration skills in personal and social contexts.
Stress and Well-being Management:
Insights from Hogan Assessments regarding potential derailers under stress can be valuable for individuals looking to manage stress more effectively and develop coping mechanisms in various aspects of their lives.
Individual leaders may find value in applying the insights gained from Hogan assessments to proactively enhance their self-awareness, personal development, and overall well-being.
It's important to note that interpreting and applying assessment results may benefit from the guidance of a qualified professional, such as a psychologist or certified coach. I am certified both as a Hogan practitioner and as a professional coach.
Ever wondered why certain dynamics keep repeating? Why some people respond to you in ways you didn’t expect?
Hogan Assessment & Coaching Options
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This (90 mins debief) coaching approach from a Certified Coach cultivates leadership capability focusing on fostering self-awareness and personal growth through the use of the Hogan Psychometric Assessment. It emphasises understanding one's
Core motives, values and preferences
Personal strengths
Derailers (potential career derailing tendencies)
Encourages leaders to align their actions and behaviors with their true selves.
Please note- 90 mins is limited time and is more of a delivery feedback/debrief of the assessment and preliminary action plan.
Perfect for you if:
you are curious about how others may be perceiving you (and lets face it, the big career steps forward in your in life will be decided by others, work on your blind-spots now).
as a private individual you may be looking to work with an independent coach outside of your current employer. This gives benefits in terms of additional confidentiality and total independence of YOUR coach.
as a business you may be looking to support your current leaders and aspirational talent with an external qualified certified coach. This allows your HR teams to focus on your people strategy.
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This 1:1 coaching leadership development approach cultivates leadership capability focusing on fostering self-awareness and personal growth over five sessions (depending on work required). Initially utilising the HOGAN MVPI, HDS AND HPVI assessments followed by coaching in line with your development needs.
This approach is more likely to give greater gains than just the Hogan assessment and feedback alone.
Perfect for you if:
You need a personalised coaching program to work on the things that are important to you (eg preparing for promotion or career next steps) using the Hogan assessment as an initial springboard.
As a private individual perhaps you would prefer to work with an independent coach from outside of your current employer. To work with YOUR coach independently and confidentially.
Perhaps you are a HR leader reading this. Offering an external certified coach to your senior leaders and aspiring talent frees up your team to deliver your people strategy.
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A structured team coaching process combining individual Hogan assessment and 1:1 feedback with a collective Hogan Team Report and facilitated team workshop.
Each team member completes the Hogan assessments and has an individual, confidential 1:1 debrief. The individual results are then brought together through the Hogan Team Report, providing a collective view of the patterns that may be shaping how the leadership team works together. Hogan specifically uses the Team Report to explore collective strengths and weaknesses, potential fracture lines, and culture and shared values.
The process includes:
Individual Hogan assessments and 1:1 feedback for each leadership team member
Hogan Team Report, bringing the individual assessment data together to reveal collective patterns, strengths, potential gaps and team dynamics
Half-day or full-day facilitated team coaching workshop, using the Hogan insights alongside the team’s real business priorities, relationships and challenges
Practical team actions, identifying what the team wants to strengthen, do differently and continue working on together
The workshop moves beyond individual personality profiles to explore questions such as how the team makes decisions, responds under pressure, handles challenge, works across differences and creates its collective leadership culture. Hogan itself recommends both half-day and full-day formats for Team Report workshops.
Particularly useful for teams that:
want to understand the collective patterns helping or hindering their effectiveness
are newly formed or have experienced significant changes in membership or leadership
need to strengthen trust, challenge, decision-making or collaboration
are working through transformation, increased pressure or a significant organisational transition
want a robust evidence base for a wider leadership team coaching programme
The aim is not to label individuals or create a “perfect” personality mix. It is to give the team better understanding and a shared language, then use that insight to improve performance together.
Further reading on leadership, transformation and Hogan-informed coaching
Work with an Experienced Executive & Hogan Coach
Hi, I’m Edwin, a Professional Certified Coach (ICF) with an MSc in Coaching & Behaviour Change, and three decades of international business experience. I am certified to use the following Hogan assessments: the Hogan Personality Inventory (HPI)™, the Hogan Development Survey (HDS)™ and the Motives, Values and Preferences Inventory (MVPI)™.
I’ve partnered with senior leaders and top talent like you across the world. I am excited to offer you Hogan Assessments and personalised professional coaching.
Discover what’s working, what’s getting in the way, and what’s possible.