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Leadership Challenge Report (HDS)

Identifies dysfunctional dispositions - tendencies that appear after prolonged exposure, during stress or as a result of heavy work loads - that can derail an individual’s career.

The Hogan Development Survey assesses eleven behavioral tendencies capable of impeding work relationships, hindering productivity, or limiting overall career potential. These career derailers - deeply ingrained in personality traits - affect an individual's leadership style and actions.

When under pressure, most people will display certain counterproductive tendencies or risk factors. Under normal circumstances these characteristics may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and erode the quality of relationships with customers and colleagues. The Hogan Development Survey identifies tendencies that are often referred to as the dark side of the personality - capable of negatively impacting performance.

The Hogan Development Survey assessments provide valuable feedback for strategic self-awareness, which is the key to avoiding the negative consequences associated with these tendencies. HDS is the only business-related inventory that measures these dysfunctional behavioral patterns.

The eleven scales for the Leadership Forecast Challenge Report are defined below.

Excitable - Concerns being overly enthusiastic about people or projects, and then becoming disappointed with them. Result: seems to lack persistence.

Skeptical - Concerns being socially insightful, but cynical and overly sensitive to criticism. Result: seems to lack trust.

Cautious - Concerns being overly worried about being criticized. Result: seems resistant to change and reluctant to take chances.

Reserved - Concerns lacking interest in or awareness of the feelings of others. Result: seems to be a poor communicator.

Leisurely - Concerns being independent, ignoring others' requests, and becoming irritable if they persist. Result: seems stubborn, procrastinating, and uncooperative.

Bold - Concerns having inflated views of one's competency and worth. Result: seems unable to admit mistakes or learn from experience.

Mischievous - Concerns being charming, risk-taking, and excitement-seeking. Result: seems to have trouble maintaining commitments and learning from experience.

Colorful - Concerns being dramatic, engaging, and attention-seeking. Result: seems preoccupied with being noticed and may lack sustained focus.

Imaginative - Concerns thinking and acting in interesting, unusual, and even eccentric ways. Result: seems creative but possibly lacking in judgment.

Diligent - Concerns being conscientious, perfectionistic, and hard to please. Result: tends to disempower staff.

Dutiful - Concerns being eager to please and reluctant to act independently. Result: tends to be pleasant and agreeable, but reluctant to support subordinates.

Download sample report

  • Leadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART Consulting
  • Leadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART Consulting
  • Leadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART Consulting
  • Leadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART ConsultingLeadership Challenge Report (HDS) - HART Consulting
  • Leadership Challenge Report (HDS) - HART Consulting
Testimonials
(Mihaela Apostoleanu, Oracle Romania)
Hogan Assessment changed my perspective on the people I work with directly or on the colleagues with whom I work in mentoring and career development programs. It is simple to use, logical and friendly with the subjects of the feedback. Allows you to correlate the feedback with both the individual performance and with the average segment that fits. With many personality scales investigated, and the
(Adriana Pirvu, Learning & Development Coordinator Cargill Romania)
We hereby confirm our successful collaboration with HART Consulting that represents Hogan Assessment Systems International Company in Romania & Republic of Moldova. Starting the beginning of 2011 Hart Consulting becomes a strong partner for Cargill in Romania. We appreciate their tools and services because they are perfectly integrated within our HR processes such as selection, management
(Ramon Grigorescu, Siemens)
Eu sunt un psiholog organizational, angajat ca Recruitment & Development Manager in departamentul CP al Siemens Romania si, in ceea ce priveste utilizarea evaluarilor Hogan, pot spune ca am folosit Hogan Assessment Systems din 2008, si anume HPI, HDS, MVPI si integrat sistemul Hogan, ca parte a evaluarii noastre standard inainte de promovare pentru pozitii de top management si specialisti
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