0730 556 541

Leadership Potential Report (HPI)

Download sample report

The Potential Report outlines an individual's day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations. 

The Leadership Forecast Potential Report describes your strengths and developmental needs as a manager and executive. The report is based on the Hogan Personality Inventory (HPI), and is organized in terms of seven dimensions; each dimension addresses a different component of leadership performance. Leadership concerns building and maintaining a high-performing team, while getting people to forego individual goals to take on group goals.

The Adjustment scale reflects the degree to which a person is calm and even tempered or conversely, moody and volatile. High scorers seem confident, resilient, and optimistic. Low scorers seem tense, irritable, and negative.

The Ambition scale evaluates the degree to which a person seems leaderlike, seeks status, and values achievement. High scorers seem competitive and eager to advance. Low scorers seem unassertive and less interested in advancement.

The Sociability scale assesses the degree to which a person appears talkative and socially self-confident. High scorers seem outgoing, colorful, and impulsive, and they dislike working by themselves. Low scorers seem reserved and quiet; they avoid calling attention to themselves and do not mind working alone.

The Interpersonal Sensitivity scale reflects social skill, tact, and perceptiveness. High scorers seem friendly, warm, and popular. Low scorers seem independent, frank, and direct.

The Prudence scale concerns self control and conscientiousness. High scorers seem organized, dependable, and thorough; they follow rules and are easy to supervise. Low scorers seem impulsive and flexible. They tend to resist rules and close supervision; however, they may be creative and spontaneous.

The Inquisitive scale reflects the degree to which a person seems curious, adventurous, and imaginative. High scorers tend to be quick-witted and visionary, but they may be easily bored and not pay attention to details. Low scorers tend to be practical, focused, and able to concentrate for long periods.

The Learning Approach scale reflects the degree to which a person enjoys academic activities and values education as an end in itself. High scorers tend to enjoy reading and studying. Low scorers are less interested in formal education and more interested in hands-on learning on the job.

  • Leadership Potential Report (HPI) - HART ConsultingLeadership Potential Report (HPI) - HART ConsultingLeadership Potential Report (HPI) - HART ConsultingLeadership Potential Report (HPI) - HART Consulting
  • Leadership Potential Report (HPI) - HART Consulting
(Andrea PETRE, Learning & Development Manager, Carrefour Romania)
Our collaboration with Hart Consulting and the use of Hogan Assessment tools dates back more than ten years ago, starting with the certification of a pool of HR specialists on talent acquisition and development. Afterwards, throughout the years, we've rolled out a series of projects together focused on leadership development for our middle and top management teams. Applying the Hogan
(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
(Mihaela Flamaropol, Raiffeisen Bank)
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
© 2012 Hart Consulting. Terms and conditions | Privacy policy | Sitemap
Care to socialize with Hart?
Facebook Hart Consulting Twitter Hart Consulting LinkedIn Hart Consulting YouTube Hart Consulting