Hogan Leadership Series

The Hogan Leadership Series offers an outstanding series of instruments, the individual is able to explore his or her potential, values and challenges, revealing underlying motivations and implications of specific behaviors and attributes. The Hogan Leadership Forecast Series provides three assessments that explore the individual’s personality, talent, and self-perception.

Hogan Leadership Series

Hogan Personality InventoryDr. Maddalena is certified to offer clients the Hogan Assessments: instruments designed to determine if an applicant is the right fit for a job or to identify the drivers/derailers of existing staff. Used individually or in the series, the Hogan instruments are recognized as offering a comprehensive depth of analysis and an ideal instrument to use for job selection, succession planning and high potential support. The Hogan was created solely for a business application and has a significant data base of in-depth research to confirm findings.

The MTM Executive Coaching process employs the three assessments in the Hogan Leadership Series, exploring the individual’s POTENTIAL, CHALLENGES and VALUES:


The Hogan Personality Inventory (HPI) is a measure of normal personality. It is designed for use in personnel selection, individualized assessment and career-related decision making. It provides detailed information regarding what is called the ‘bright side’ of personality: the characteristics that facilitate or inhibit a person’s ability to get along with others and to achieve your occupational goals.

HPI Applications (Job Fit +): Employs the 5-factor performance model based on the perception of others.

  • SELECTION – predicts success in jobs where interpersonal qualities affect performance and lead to job success.
  • CAREER PATHING – an aid to succession planning.
  • INDIVIDUAL ASSESSMENT, DEVELOPMENT PLANNING AND COACHING –reveals important features of a person’s interactional style, identifying critical development opportunities.
  • PROMOTION AND SUCCESSION PLANNING – Identifies persons who deserve special consideration for advancement in an organization.


The Hogan Development Survey assesses 11 performance risks that interfere with a person’s ability to build relationships with others and create cohesive, goal-oriented teams. The counter-productive behaviors associated with these performance goals negatively impact people’s careers, relationships and life satisfactions. Although the themes of the Hogan Development Survey can be seen in a person’s day to day behavior, the performance risks of the HDS will only be seen in situations where the person is not actively managing his/her public image. These might include situations with high stress or change multitasking, task saturation or accomplishment with high stress or change, multitasking task saturation or accomplishment, poor person –job fit, or those in which a person feels comfortable enough with those s/he works with the s/he no longer mangers his/her public image.

HDS Application (Job Fit -):

  • Coaching and Development – Provides clear and explicit information regarding those aspects of a person’s interpersonal performance that need extra attention.
  • High Level Position Selection – The best estimate of the failure rates for CEO’s in corporate America is 60%, possibly because senior managers are chosen on the basis of an interview. A skillful interview performance may hide many flaws.
  • Team Functioning with possible potential derailers – The scale ratings will indicate the extremes from those who are so conforming and eager to please to others who want to be the center of attention won’t follow rules and compete with peers.
  • Selection for Safety Sensitive Jobs – Replaces clinical measures to screen for safety sensitive jobs such as airline pilots employing scales known to predict poor performance in several jobs.


The MPVI is designed to serve two important goals. First the MPVI permits an evaluation of the fit between an individual and the organizational culture. This is important because no matter how talented or hardworking a person may be, if his/her values are incompatible with the values of the larger c culture—and the cultures is usually defined y the values of top monument – then s/he will not do well in the organization. Second, the MVPI is unique among currently available inventories in that it allows assessment of a person’s motives based on his/her expressed occupational choices. Based on MVPI results, one can determine immediately the degree to which, for example a person is motivated by money, security or fun.

MVPI Applications:

  • COMPATIBILITY WITH ORGANIZATIONAL CULTURE – Matches a persona to an organizational culture
  • EMPLOYEE MOTIVATION FACTORS – Scale ratings will reveal extremes and norms to enable managers to best determine how to motivate individuals or groups, handle conflict or implement change.
  • CAREER MOTIVATION – Six of the scales will make straight forward career recommendations; four of the scales reveal an individual’s needs for fun, achievement, security and liberal versus conservative values.
  • LEADERSHIP ENVIRONMENT ONE MIGHT CREATE – Typically, people who value leadership roles have at least average scores on the MVPI Power scale: they dislike environments where they have little control over their fate or the fate of the business for which they are responsible.

MTM offers a wide range of articles and case studies prepared by Dr. Lucille Maddalena from her experience working with Fortune 100 firms for 30 years. You are invited to view this material that may address a current situation of concern. To read articles on Performance Improvement, view our Blog Posts on the topic of Assessments.

For additional information, read OFF THE RAILS: AVOIDING THE HIGH COST OF FAILED LEADERSHIP, describing the Hogan tools to recognize a normal personality, the ‘bright side’, as well as the ‘dark side’:  “strengths that under pressure, become debilitating obstacles.  These negative traits can be organized into three categories based on how each grouping handles adversity: moving away from people (intimidation), moving against people (manipulation), and moving toward people (integration). From the The Paranoid Patrician to The Maniacal Micromanager this article identifies how managerial incompetence is widespread, but it can be mitigated
through the use of personality assessment and coaching as part of an executive development program

Contact MTM to learn more about the Hogan Leadership Series and to discuss your firm’s unique development opportunities.