| Leadership Forecast Series with Hogan Assessments |
Wenroth Consulting offers a comprehensive assessment process using Hogan Leadership Forecasts series – the most sophisticated business-based assessment of personality in the industry. The assessments provide clients with in-depth self-awareness about behaviors that support or impede leadership performance. This information forms the basis for a high-impact behaviorally oriented coaching process as part of a program for enhanced leadership.
Hogan assessments were developed exclusively on working adults, have been normed on more than 500,000 respondents worldwide, validated on more than 200 occupations cover all major industries, have no invasive or intrusive items, no adverse impact, and are fully Internet-enabled.
The process includes three assessments: The HPI (Hogan Personality Inventory), the HDS (Hogan Dvelopment Survey), the MVPI (Motives, Values, and Preferences Inventory).
Together, the three tests serve as the scientific basis of the
assessment process. Subsequent face to face feedback and interactive
interpretation is the art that balances the science, and turns the data into 3
dimensional, relevant information for each client.
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The Hogan Personality Inventory (HPI) - the "BRIGHT SIDE" of behavior
The HPI provides systematic information
on personality strengths and weaknesses. It identifies the competencies
—e.g., resiliency, drive, work ethic, and integrity - needed for
success in careers, relationships, and life. It is a measure of the
“bright side” of personality. It was the first personality inventory
based on the Five-Factor Model and developed specifically for the
business community; through an ongoing program of research and
development, it continues to be the industry leader.
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The HPI Primary Scales & Interprestations:
• Adjustment – self-confidence, self-esteem, and composure under pressure
• Ambition– initiative, competitiveness, and the desire for leadership roles
• Sociability– extraversion, gregariousness, and a need for social interaction
• Interpersonal Sensitivity– warmth, charm, and the ability to maintain relationships
• Prudence – being planful, self- disciplined, responsible, and conscientious
• Inquisitive– imagination, curiosity, vision, and creative potential
• Learning Approach – enjoying learning, staying current on business and technical matters
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The Hogan Development Survey (HDS) - the "DARK SIDE" of behavior
The HDS provides detailed information about
derailing, disruptive, or dysfunctional tendencies—such as arrogance
and passive aggression—that impede a person’s ability to work as part
of a team, and may ultimately block career advancement. CEOs, as well
as all leaders, are vulnerable to the eleven derailers evaluated in
this assessment—deeply ingrained personality traits that affect their
leadership style and actions. Self-awareness is the first step in
avoiding the negative consequences associated with these tendencies.
The assessment predicts barriers to successful executive performance -
the “dark side” of personality
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The HDS Scales & Interpretation:
• Excitable– moody, easily annoyed, hard to please, and emotionally volatile
• Skeptical– distrustful, cynical, sensitive to criticism, and focused on the negative
• Cautious– unassertive, resistant to change, risk-averse, and slow to make decisions
• Reserved– aloof, indifferent to the feelings of others, and uncommunicative
• Leisurely– overtly cooperative, but privately irritable, stubborn, and uncooperative
• Bold– overly self-confident, arrogant, with inflated feelings of self-worth
• Mischievous– charming, risk-taking, limit-testing and excitement-seeking
• Colorful– dramatic, attention-seeking, interruptive, and poor listening skills
• Imaginative– creative, but thinking and acting in unusual or eccentric ways
• Diligent– perfectionistic, hard to please, and micromanaging
• Dutiful– eager to please and reluctant to act independently or against popular opinion
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The Motives,Values, Preferences Inventory (MVPI) - the "INSIDE" of behavior
The Motives,Values, Preferences Inventory (MVPI) provides detailed
information regarding a person’s core values, goals, and interests –
the “inside” of personality. Values concern what people want rather
than what they may do in certain situations This is invaluable
information for understanding and making adjustments to the kind of
culture the person will create as a leader.
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The MVPI scales & interpretation:
• Recognition– Wanting to be known, recognized, appreciated, and famous
• Competition– Wanting to be in control, to succeed and create a legacy
• Fun– Wanting fun, variety, excitement, and pleasure
• Service– Wanting to help, serve, and encourage others
• Team– Wanting frequent and varied social contact
• Tradition– Believing in family, duty, hard work, and respect for authority
• Risk Tolerance– Wanting predictability, structure, and order
• Finance– Wanting money, profits, and investment and business opportunities
• Quality– Wanting to infuse quality into the look, feel, and design of work products
• Problem Solving– Enjoying research and preferring data-based decisions
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