Coaching informed by real data.
Good coaching starts with an accurate picture. The assessments we use gather data from two directions: what you report about yourself, and what the people around you see. Side by side, they show where your self-view and your reputation agree, where they don't, and where the real leverage is.
Two views, then a conversation.
How you see yourself
Self-report assessments capture your own read on your strengths, habits, and pressure points, in a consistent form that can be compared and revisited over time.
How others see you
Feedback from managers, peers, direct reports, and others close to you shows how your approach actually lands, including the parts that are hard to see from the inside.
What it means for you
A certified debrief turns the data into a conversation: what to keep, what to change, and the practices to start with the next day.
Start with what's actually happening.
Most conversations begin with a situation, not a service: an executive stepping into higher stakes, an organization preparing for change, a team stuck in the same argument, or managers building core skills. The data helps us find the right place to start. See how this works in executive coaching and in leadership development.
Leadership development runs through emotional intelligence.
The leaders who navigate pressure well aren't the ones who feel it least. They're the ones who read themselves and the room accurately, then choose their response instead of reacting to it. Hogan Assessments bring an executive-grade view of personality, derailers, and values into that work, paired with emotional intelligence and DiSC to give teams a shared language for how they communicate and work together.
Hogan Assessments
The gold standard in executive assessment: how a leader's personality shows up day to day, where it can derail under pressure, and what actually drives them.
→Everything DiSC
Understand communication styles, decision-making preferences, and how your team works together.
→Emotional Intelligence (EQ)
Develop self-awareness, relationship management, and decision-making under pressure, whether through self-report, 360-degree feedback, or ability-based assessment.
→See how they work together → Packages that combine both for individuals, teams, and leadership teams.
The right tool for the conversation.
Every tool comes with a debrief and next steps. Which one fits depends on who is involved and what decision is in front of you.
For individual leaders
- Hogan Assessments Personality, derailers, and values
- EQ-i 2.0 and EQ360 Self-report and 360-degree feedback
- MSCEIT 2 Ability-based emotional intelligence
For teams
- Everything DiSC Shared language for communication styles
- Five Behaviors Trust, conflict, commitment, accountability, results
- Change Style Indicator (CSI 2) How people respond to change
Bundled together
- Packages For individuals, teams, and leadership teams
- All assessments The full toolkit in one place
Senior hires deserve more than an interview.
For senior level recruitment, we use assessments suited to selection decisions, including Hogan, EQ-i 2.0, and MSCEIT 2, to add objective data to the interview process. Paired with a certified debrief, hiring teams see strengths and derailment risks before an offer goes out. Development tools such as DiSC and EQ360 are used for development only. See how Hogan supports selection →
Ready to lead with more agility?
The first conversation is free, candid, and entirely about whether this is a fit.