Hogan Assessments.
The assessment boards and executive teams turn to for selection, succession, and development decisions that carry serious weight. The core battery looks at personality from three angles: how you come across, where you can derail under pressure, and what actually drives you, with Hogan 360 available to add how you're actually perceived by the people around you. Delivered with a personal, certified debrief, never a self-serve report.
Book a consultation →Results, a debrief, and next steps.
The debrief is where a report becomes useful, which is why every assessment includes one. We talk through what the data means for you, then decide what to do with it.
Your results
A personal report from the assessments that fit your decision, covering personality, derailers, and values, with Hogan 360 where the outside view matters.
The debrief
A one-on-one conversation with a certified practitioner that connects the data to the decision in front of you.
Next steps
A clear plan, whether that is a hire, a development focus, or ongoing coaching.
The assessments, and how they're packaged for you.
Two different things get called "Hogan." The assessments themselves are the underlying data, personality, reasoning, and how others see you. How that data reaches you as a report is a separate choice, and it depends on how deep a picture the decision in front of you actually needs.
| Assessment | What It Measures |
|---|---|
| HPI Hogan Personality Inventory | Bright-side personality: how someone comes across and works with others day to day |
| HDS Hogan Development Survey | Dark-side derailers that surface under stress or unchecked success |
| MVPI Motives, Values, Preferences Inventory | Core drivers behind someone's decisions and what motivates them |
| HBRI Hogan Business Reasoning Inventory | Reasoning style: how someone processes information and solves problems |
| Hogan Judgment Judgment Assessment | Decision-making under pressure: how someone learns, decides, and reacts when a decision turns out wrong |
| Hogan 360 Multi-Rater Feedback | How a leader is actually perceived by managers, peers, and direct reports |
The Report Packages
HPI, HDS, and MVPI are the assessments behind all three packages below. The difference is depth and format, not the underlying data.
| Package | What You Get | Best For |
|---|---|---|
| Leadership Forecast Series | The complete battery report: a full picture of performance capabilities, challenges, and underlying motivators | Executive selection, succession, in-depth development |
| Insight Series | A concise report on strengths, performance risks, and core values, without the exhaustive detail of the full series | Emerging and mid-level managers who need clear self-awareness quickly |
| HLX Studio | An interactive platform built on the same data, exploring leadership domains and behaviors in plain business language | Ongoing coaching and ongoing development programs |
Which package fits depends on the role, the decision, and how the results will be used. Reach out and we'll figure out the right one together.
HPI, HDS, and MVPI: personality from three angles.
Hogan is built on decades of research into how personality predicts job performance and leadership success. Rather than a single score, the core battery combines three instruments that each answer a different question about how someone operates.
The Three Assessments
HPI: Bright Side
The Hogan Personality Inventory describes normal, everyday personality: how someone comes across, works with others, and leads when things are going well.
HDS: Dark Side
The Hogan Development Survey identifies tendencies that can quietly undermine performance and relationships, especially when someone is under stress or moving too fast to notice.
MVPI: Inside
The Motives, Values, Preferences Inventory reveals what someone actually values and what drives their decisions, which shapes culture fit and long-term motivation.
Adding the outside view.
The core battery shows how a leader sees themselves. Hogan 360 adds the other half of the picture: structured feedback from the managers, peers, and direct reports who work with them every day. It surfaces where self-perception and reputation line up, and where they don't.
Closing the Gap
Shows a leader exactly where their self-image and how others experience them diverge, often the most useful moment in a development plan.
Strengths That Overshoot
Identifies strengths that, used too often or too intensely, start to read as weaknesses to the people around them.
Ongoing Development Tracking
Repeated over time, it shows whether coaching and development work is actually changing how a leader is perceived.
Assessment and debrief built for high-stakes decisions.
Each Hogan assessment is completed online, then brought together in a personal, one-on-one debrief with a certified practitioner. The conversation connects the data back to the decision in front of you, whether that's a hire, a promotion, or a development plan.
Executive Selection
A candidate profile that goes deeper than an interview can, surfacing both strengths and derailment risks before an offer goes out.
Succession & Development
A clear read on a rising leader's bright side, dark side, and values, used to build a development plan that targets what actually matters.
Executive Coaching Integration
Hogan becomes the throughline in ongoing coaching, giving leaders language for patterns they've sensed but never had named.
Insight that changes how a leader operates.
How they show up day to day
The bright-side strengths that got them here, and how those same qualities read to the people around them.
Where pressure changes the picture
The dark-side tendencies that tend to surface under stress, fatigue, or unchecked success, before they become a pattern others notice first.
What actually drives their decisions
The core values and motives behind their choices, which explains both what energizes them and where culture fit can break down.
How others actually experience them
The reputation gap that self-report alone can't show, surfaced through structured feedback from the people who work with them.
When Hogan delivers the most value.
Executive hiring: A finalist candidate looks strong on paper and in interviews. Hogan adds a data-backed view of fit and risk before the organization commits.
Succession planning: A high-potential leader is being considered for a bigger role. Hogan shows what will scale well and what needs development first.
Leadership derailment: A capable leader keeps running into the same friction, and no one can quite name why. Hogan's dark-side data often explains it.
Executive team alignment: A leadership team wants a shared, evidence-based read on how each member operates, and how the group's tendencies interact.
Reputation gaps: A leader is confused why their intent isn't landing the way they think it is. Hogan 360 shows the disconnect directly.
Hogan pairs well with the rest of the toolkit.
Hogan gives the deepest read on personality, derailers, values, and reputation, particularly for selection, succession, and leadership development. Everything DiSC and EQ remain the better starting point for team-level communication and day-to-day self-awareness work. Many executive engagements combine the core Hogan battery with EQ-i 2.0® for a fuller picture, then add Hogan 360 once a development plan is underway.
See how all the assessments fit together on the Our Toolkit page →
Ready to talk through Hogan for your organization?
Hogan engagements are scoped to the decision in front of you, whether that's a single executive hire, a succession plan, or a full leadership team. Book a time and we'll talk through what you're working on.