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HoganTEAM

Hogan Assessments tools are approved by the Romanian Psychology Collegium.

Managers intuitively understand that achieving the right mix of people in terms of skills, experience, and personality is key to ensuring a productive team and content workforce. Get that mix wrong – by just one individual – and the result can be ruinous.

The Big Five model provides a well-validated approach to categorizing people. What has been missing is a well-constructed team role assessment based on a Big Five assessment.

The Hogan Team Report is a practical tool that aims to fill that gap. Its purpose is to help in the design and effective functioning of teams. Trained team leaders will find it invaluable in understanding the inner life of their team.

It helps teams and leaders understand their internal dynamics in a way never before possible:

  • Understand the team skill mix, strengths, and weaknesses
  • Identify team culture
  • Highlight potential team fracture lines
  • Understand why some individuals get along while others don’t – and what to do about it.

Team report: Content

Five sections, showing how each team member's characteristics affect team performance:

  • Team Roles 
  • Team Derailers 
  • Team Culture 
  • Individual Profiles
  • Individual Perspectives

Team Roles

The Hogan Team Report identifies five psychological roles to which team members naturally gravitate and are necessary for a highly functioning team:

  • Results, 
  • Relationships, 
  • Process, 
  • Innovation, and 
  • Pragmatism.

Results role
Someone who takes on the role of directing the team, making sure everyone knows what they should be doing, and that tasks are broken up into manageable actions, assigned, and outcomes evaluated.

Relationships Role
Someone with a focus on relationships, personal involvement, and social perspective. They will be the ones striving for harmony and cooperation within the team. They may also be the champion for the customer and stakeholders.

Process Role
Someone with a focus on structure and tasks, ensuring that there is a process for implementation. They will be the conscientious and detail-focused team members.

Innovation Role
Someone who is a strategist or visionary, who envisions the future of where the team could go. They have a focus on change, vision, and ideas.

Pragmatist Role
Someone who is an enforcer, who can say, “We’ve stared at this issue long enough. We’re not going to stare at it anymore. We’re going to do something about it. We’re going to make a decision. We’re going to deal with whatever conflict we have.

Team Derailers

This section identifies each individual's potential derailers, or characteristics that can impede performance when under pressure or become exposed due to personality differences. If a majority of team members show the same tendencies, the behavior will amplify, undermining the team's performance.

Team Culture

The report includes an analysis of the team culture, such as the individual values and drivers that guide self-focus and priorities. When team members share the same values, the team can bond more easily and become more united in achieving goals.

Individual Profiles

A summary graphic of individual assessment profiles for each team member is included. This chart allows leaders to understand and compare the differences in style, derailers, and values for each team member.

Individual Perspectives

Also included in the report is a detailed view of the overall similarity between each team member and the other individuals in the group. This section provides a detailed understanding of individual and group dynamics.

Download sample report

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Testimonials
Irina Iorga, Oracle Romania
The interest to learn and obtain the Hogan certification came after studying the benefits this tool offers by providing a clear profile and focused on skills and individual preferences relevant for professional activity. Having a good validity it can be applied to a wide range of subjects generating relevant profiles for orientation and career development. The course is focused on the
Angelica Mogos, ENEL
The Selection & Interviewing Skills Course was full of valuable information and operational exercise for the selection and recruitment operation. Angelica Mogos, ENEL
Magdalena Vrajitoru, RBS Romania
We have been developed and run with HART Consulting several assessment and development centers during 2007 and 2008. These projects goals were: Assessment of the managerial competencies for retail and corporate banking employees Selection for career progression (promotion) HART Consulting used different customized exercises, adapted to each profile of competencies. HART has conducted
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