Hogan Personality Assessments
Measure Reputation, Not Identity
Hogan Assessments focus on measuring reputation rather than identity because reputation provides a reliable, objective, and predictive understanding of how a person is perceived by others in their social and professional environments.
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The Role of Reputation in Leadership
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If a leader believes they are approachable (identity) but their team perceives them as intimidating or unapproachable (reputation), the latter will more accurately reflect workplace outcomes like team morale and performance.
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By focusing on reputation, Hogan Assessments provide actionable insights that align with real-world outcomes, helping individuals and organisations better understand and manage talent.
The bright side of personality describes how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing this part of personality gives you valuable insight into how people work, how they lead, and how successful they will be in your organization.
The inside of personality refers to the goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.
Personality Data + Cognitive Data
= The Perfect Assessment
Reputation is Observable and Measurable
Reputation reflects how individuals consistently behave and interact with others over time, as observed and reported by others. It is based on patterns of behaviour that can be quantified and analysed using empirical methods, making it a stable and valid predictor of future performance and relationships.
Reputation Predicts Performance
In organisational contexts, success is determined by how others perceive and respond to someone's behaviour, such as colleagues, supervisors, and customers. Reputation directly relates to key outcomes like leadership effectiveness, teamwork, and interpersonal relationships.
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Identity is Subjective and Internal
Identity is how individuals perceive themselves, encompassing personal thoughts, feelings, and self-concept. Self-perception can be biased, inconsistent, and influenced by mood, context, or self-deception, making it less reliable for predicting behaviour.
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Consistency in Predictive Validity
Hogan’s assessments are grounded in decades of research showing that reputation (as measured by traits like personality and values) predicts job performance, leadership potential, and derailment risks better than self-reported identity.
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