© 2016 Hogan Assessment Systems, Inc. All rights reserved. Study 656

Information Technology

Leaders

Challenge: An international technology company asked Hogan to help improve its development

process for Leaders. The company’s leadership development process is critical for

identifying talented Leaders who will contribute to the long-term success of the

company.

Solution: First, Hogan mapped the company’s existing leadership competency model to the

Hogan competency model. This alignment allowed Hogan to use existing archival data

to examine the relationships between the client’s competencies and the Hogan

Personality Inventory (HPI) and Hogan Development Survey (HDS) scales. The HPI

assesses every day, normal personality characteristics and the HDS identifies

personality derailers that can inhibit performance.

Next, employing a synthetic/job component validation process, we used the Hogan

archive to locate criterion measures to evaluate the relevant competencies. This

process (a) identified valid predictors of those job components based on the results of

archival validation studies, (b) aggregated correlations across multiple studies for each

component/competency, and (c) applied the results to the components/competencies

required for Leaders.

Result: The end result was a custom-competency based report that translated the HPI and

HDS into reporting that spoke to the performance areas that matter most to the client.

For example, the HPI Ambition, Interpersonal Sensitivity, Prudence, and Learning

Approach scales were the strongest predictors for the “Holding Others Accountable”

competency. The HDS Excitable, Skeptical, and Imaginative scales best predicted

“Executive Maturity”.

The report provides the company with a simple one-page summary showing

competency-based scoring and a derailer-at-a-glance graphic revealing how many high

risk HDS scales candidates have as well as how they fit within the work group. The

report also provides interpretive information about candidate strengths, weaknesses,

and potential derailing tendencies.

Overall, using Hogan assessments within a custom competency report to develop

Leaders on these competencies should result in stronger job performance and a

decrease in eventual career derailment.

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