Do leaders really know their workplace reputation ii

Do Leaders Really Know Their Workplace Reputation?

No, They Don’t.

Self-awareness is the ability to see ourselves clearly. To understand who we are, how others see us, and how we fit into the world.

Research shows that people who are self-aware perform better at work, are more effective leaders, with more profitable companies.

In these turbulent and volatile times, effective leadership is often the difference between organizational success and failure. But even the best of the best can get in their own way if they’re not aware of their own strengths and shortcomings.

Do your leaders pass the self-awareness test?

Research shows that 95% of people think they’re self-aware, but only 10% of people actually are self-aware.

You think you know what you’re like and how you come across but it’s just not accurate. You over-estimate some aspects. Under-estimate others. And you may be completely oblivious to some behaviours that keep tripping you up.

People aren’t naturally self aware. In fact the human brain is hard wired to keep negative information out – to keep critical feedback away from your awareness.

But to get ahead and be effective, leaders need to have self-awareness. It’s vital they understand the difference between the way they see themselves, and the way they’re seen by their managers, peers and direct reports.

If a leader doesn’t understand the strengths they can lean into, and the shortcoming that could derail them, they won’t have clarity on where to put their development effort. Any good intentions they have about growing and developing will likely be misplaced – because they’re working blind.

REAL TALK

How to get genuine self-awareness to accelerate leadership effectiveness.

As individuals aren’t as self-aware as they think they are, an assessment tool can help leaders understand their personality – the critical foundation for strategic self-awareness.

But the problem is that most personality assessments focus on identity – how you see yourself. And we know this isn’t accurate.

What’s needed is an assessment tool that provides insight into a leader’s likely reputation – how others perceive and interpret their behaviour. This is the ‘you’ that others know. Not the ‘you’ that you know.

Imagine being able to quickly and easily identify what might accelerate and inhibit a leader’s success. These insights can be used for succession planning decisions, selection, leadership development and to provide the foundation for building high performing teams.

Real Talk vi

Did you know?

Research shows that personality predicts leadership…

…And good leadership promotes effective team and group performance, which in turn enhances the well-being of individuals involved. But bad leadership degrades the quality of life for everyone associated with it.

Stop making leadership development decisions blindly – once and for all.

Hogan Leadership Insights

My signature leadership assessment program designed to raise self-awareness about aspects of personality that will facilitate success and those that will cause career derailment.

Introducing Hogan Leadership Insights ii

This simple, 3-step process provides leaders with concrete, actionable insights about their personality and reputation which they can use to fuel their growth and development.

Hogan Leadership Insights provides answers to three big questions:

01.

What does a leader want?

Financial security? The opportunity to innovate? To make a difference? People’s core motives, values, and unconscious biases affect every aspect of their lives, from what they find rewarding to how they make decisions. Understanding a leader’s values is key to creating an engaged and motivated workforce.

02.

How will they get what they want?

A leader’s career success depends on personality as well as education, experience, and technical skill. Bright-side (or everyday) personality characteristics predict success in careers, relationships, education, and life.

03.

What will get in their way?

When a leader stops self-monitoring, strengths can become weaknesses. The ambitious salesperson turns into a cutthroat competitor. The meticulous accountant turns into a nitpicking micromanager. If these darkside personality characteristics go unrecognized, they can derail leadership careers.

Leaders will have iii

By the end of my signature assessment program

Leaders Will Have…

+ Comprehensive understanding of strengths which can be leveraged to accelerate their overall leadership effectiveness.

+ Detailed insight into derailers that need to be actively managed, to ensure they don’t sabotage themselves when they’re tired, stressed or not actively monitoring themselves.

+ Awareness of the values that will both motivate them and influence their leadership style.

+ A personalised game plan that outlines how they’ll use these insights to accelerate their leadership effectiveness and help them get to where they want to go.

And these insights will allow Human Resource leaders to make accurate and robust decisions about critical leadership development, succession planning and selection initiatives in their business.

you might be wondering

What Makes Hogan Leadership Insights Different?

01.

Able to predict a leader’s performance.

02.

Focuses on a leaders reputation not self-perceived identity.

03.

Insight on both light and dark sides of a leader’s personality.

04.

Validated by over 100 research studies every year.

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Over 9 million people assessed across the globe.

Let’s break it down

How Hogan Leadership Insights Works

Here’s the roadmap to move a leader from ‘I think I’m self aware’ to ‘I am self-aware’ in 3 easy steps.

Hogan Leadership Insights Stage One

STAGE ONE

Assessments

Want strategic self-awareness? Start here.

This first step is the information gathering stage. I use Hogan’s flagship product, the Leadership Forecast Series, to provide an in-depth look at a leader’s strengths, challenges, and core drivers.

Here’s what we measure:

+ HPI: The Bright Side of Personality: The Hogan Personality Inventory, or HPI, measures the bright side of personality — how we get along with others and achieve our goals when we’re at our best.

+ HDS: The Dark Side of Personality: The Hogan Development Survey, or HDS, is the industry-leading measure of the dark side of personality — strengths that can become weaknesses in times of stress or complacency.

+ MVPI: The Inside of Personality:  The Motives, Values, Preferences Inventory, or MVPI, describes personality from the inside — the core goals and drivers that determine what we desire and what motivates us.

STAGE TWO

Feedback

What every leader needs to know.

Step two is about receiving feedback – with the Hogan Leadership Forecast Reports. These are Hogan’s flagship reports and each contains a description of the behavioural and leadership implications of the leader’s profile on each dimension, along with tailored development suggestions.

The reports are:

+ The Potential Report: How others see us is rarely how we see ourselves. Based on the HPI, The Potential Report focuses on seven dimensions of personality to explain how others would describe our everyday behaviour and approach to work.

+ The Challenge Report: When faced with pressure, characteristics that might otherwise be strengths emerge as weaknesses.

Based on the HDS, The Challenge Report examines 11 dimensions and is designed to identify career-derailing behaviours that can interfere with a leader’s effectiveness.

+ The Values Report: Our core values drive our behaviour and they determine leadership style, unconscious biases, and alignment with organizational culture.

Drawing from Hogan’s MVPI, The Values Report explores 10 different dimensions and shines light on the type of work environment the leader will create.

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Hogan Leadership Insights Stage Two
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STAGE THREE

Coaching & Planning

Let’s talk.

In our 90 minute coaching session, the leader will explore the key themes and messages from their Hogan assessments. This online session (via MS Teams) is a safe environment for the leader to debrief their feedback and explore how the insights relate to their effectiveness as a leader.

We’ll also begin development planning and identify the actions and next steps on their leadership development journey.

Development Planning Workbook.

Leader’s receive my development planning workbook, ‘The Exceptional Leader Blueprint: My framework to move any leader from ‘stuck’ to ‘exceptional’ in 3 simple steps’.

Forget the ad hoc, trial and error, approach to development planning. This workbook will guide the leader through my tried and tested, step-by-step process to create a realistic and actionable game plan to improve leadership effectiveness and progress to where they want to go.

In the Spotlight

Hogan Assessments in Numbers

Hogan is a world leader in personality assessment and leadership development. Hogan assessments were the first to scientifically measure personality for business and uniquely their assessments are able to predict performance. With three decades of validated research under-pinning their work, Hogan assessments are both robust and insightful.

%

Of the Fortune 500 use Hogan

people assessed

languages available

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Hogan assessments have been used by Fortune 500 companies like Coca-Cola, Nike, Johnson & Johnson, Microsoft and HSBC to name just a few.

Now, you can use them in your company too.

the assessments

About The Hogan Leadership Forecast Series

Hogan’s Leadership Forecast Series are the only personality assessments that are able to predict performance.

The starting point for my Hogan Leadership Insights program are Hogan’s flagship assessments. These core assessments help us get to know a leader from 3 different perspectives – their normal day-to-day personality, their unhelpful derailing characteristics and their core values.

let’s have a look at each one in more detail …

The HPI i

ASSESSMENT ONE

The Hogan Personality Inventory (HPI)

The HPI describes a leader’s normal or ‘bright-side personality’. This is how a leader performs and relates to others when they’re at their best, day-to-day.

It’ll provide invaluable insight into a leaders strengths, how they work and how they’ll lead.

ASSESSMENT TWO

The Hogan Development Survey (HDS)

The HDS describes the ‘dark side of personality’ – those qualities that emerge in times of pressure or when leaders stop self-monitoring their behaviour. Unchecked, these qualities can damage relationships, ruin reputations and hinder a leader’s chances of success.

These qualities are called derailers and they’re often over-used strengths. When a person is under stress, the line between strength and weakness can become blurred. Drive can become ruthless ambition. Enthusiasm can become volatility. Attention to detail can become micromanaging.

Don’t worry – we ALL have some of these qualities – it’s quite normal. And they don’t have to derail a leader’s career. Insight from the HDS will help identify a leader’s critical blind spots and performance risks so that they can address them – before they become a problem.

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MVPI v

ASSESSMENT THREE

Motives, Values, Preferences Inventory (MVPI)

The (MVPI) describes personality from the inside. The values, drivers and interests that determine what a leader desires and strives for. Values are an essential part of a leader’s identity. They describe who they are, what they stand for and the environments in which they’ll flourish.

The MVPI provides clarity on:

Drivers: A leader’s values are their key drivers. The things that will motivate them. They determine a person’s aspirations and what they strive for in their professional and personal life.

Cultural Fit: Values determine how well a person will fit with any organisational culture. A leader will be happiest and most productive in cultures that are consistent with their values.

Leadership Style: Values reflects what a leader will find rewarding and pay attention to. Or what they dislike and avoid. This will influence the behaviour they like, reward, ignore or dislike, and the kind of culture they’ll create for their team.

Unconscious Biases: Unconscious biases influence the decisions a leader will make about people, projects, plans and strategy. They filter perceptions of experience, especially about what is desirable or undesirable, good or bad.

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the program

What’s Included in Hogan Leadership Insights

My signature leadership assessment program includes Hogan’s flagship assessments, insightful reports, one-on-one coaching, and my tried and tested development planning framework.

Here’s what’s included:

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Online access to the Hogan Leadership Forecast Series: This is Hogan’s flagship solution for C-Suite Executives and Leaders.

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This consists of Hogan’s 3 core assessments: Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motives, Values and Preferences Inventory (MVPI).

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3 personalised interpretative reports: The Potential Report, The Challenge Report and The Values Report.

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My development planning workbook: ‘The Exceptional Leader Blueprint: My framework to move any leader from ‘stuck’ to ‘exceptional’ in 3 simple steps’.

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Coaching & planning: Plus, a 90 minute, one-on-one online coaching and planning session with me.

Whats Included v

Assess your leaders using the same tools that 75% of the Fortune 500 trust. I only take on a limited number of Hogan Leadership Insights clients at any one time, so complete the form below to enquire about my availability.

More than 9 million people have been assessed using Hogan assessments globally.

Here’s some of their success stories:

Hogan Success Stories 1

Identifying High Performing Leaders

A global pharmaceutical company used Hogan assessments to refine their leadership development program and identify their next generation of leaders.

It was found that individuals with a high-fit with the optimum Hogan profile were 5.2 times more likely to be rated as high performers in the company’s leadership development programs.

Hogan Success Stories 2

Decreasing High-Potential Turnover

A global information-technology company used Hogan assessments to retain and develop high-potential talent across the organization.

Before using Hogan, turnover of High-Potentials was 32%. Four years later, this number was down to 3%.

Hogan Success Stories 3

30% Turnover Reduction

Hogan partnered with a global financial services firm to hire more effective employees, increase employee satisfaction and decrease turnover.

Using Hogan’s assessments allowed them to significantly reduce turnover by over 300 Sales Representatives per year and helped save the organization an estimated $4.5 million in replacement costs.

Jenny Ostick_Portrait i_White Background

Hello

I'm Jenny Ostick.

As an Organizational Psychologist and Leadership Coach I'm on a mission to make good leaders exceptional leaders.

I've spent the last 20 years working with leaders across the globe and have had the privilege of working with over 1000+ leaders during this time.

I've worked with the likes of Deloitte, Virgin, Nestle and Coca-Cola to name just a few, and this has provided me with a unique insight into the difficulties that leaders face and the real things they struggle with.

My lifework is to help leaders overcome the unhelpful beliefs, behaviours and habits that are holding you back, so you can become the exceptional leader you're capable of being.

learn more

Why Work With Me?

There are many coaches, consultants and trainers out there and it can be tricky to decide who's the right one for you.

Here's what makes me a bit different:

Track Record

I have over 20 years experience working with leaders across the globe. I've had the privilege of working with over 1000+ leaders during this time.

I am Highly Qualified

I’m a Chartered Organizational Psychologist registered with the British Psychological Society. I’m also a Certified Master Coach. I was trained by the worlds #1 Coach*

Measurable Results

I use 360° stakeholder feedback at the beginning and end of leadership coaching engagements to demonstrate the clear and tangible results that coaching has achieved.

Evidenced Based

My leadership coaching approach is proven - research shows that 95% of leaders improve their leadership effectiveness with Stakeholder Centred Coaching.

Structure & Flexibility

The Confident Leader Blueprint provides rigour to ‘what’ we cover in development while the ‘how’ is bespoke and tailored to you and your specific needs.

I Care

I genuinely want to see every one of my clients excel and thrive as a leader. Your success is my success, and I'll support and challenge you until we get there!

* Marshall Goldsmith has been recognized for over a decade by Thinkers50, Fast Company, INC Magazine, Global Gurus as the World’s Leading Executive Coach. He is the only Thinkers50 two-time winner as the World’s Most Influential Leadership Thinker.

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Companies I've Worked With

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Are we a good fit?

Is Hogan Leadership Insights right for me and my organization?

As a Human Resources leader, Hogan Leadership Insights is a great fit for your organization when you want to:

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Improve the effectiveness and ROI of coaching engagements

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Raise self-awareness as part of a leadership development program

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Identify, develop and retain high potentials

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Increase the robustness and accuracy of selection decisions

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Improve the level of employee fit with the culture, values and style of the organisation

As a leader, here’s when Hogan Leadership Insights is a great fit for you:

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You’re about to start leadership coaching

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You’re active in the executive job market

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You’re not achieving the results you want but aren’t sure why

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You’ve received performance feedback that surprised you

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You feel your work environment or chosen profession isn’t the right fit for you

what others have asked…

Frequently Asked Questions

Below you’ll find a list of the commonly asked questions I get about my Hogan Leadership Insights program. If you have other questions, get in touch – I’m here to help.

Who uses Hogan and why?

Hogan has over 30 years of experience providing assessments for employee selection and development.

Organizations use Hogan to improve the quality of selection, succession planning, identification of high potential employees, development of leaders and the enhancement of team effectiveness.

As the traits measured by the Hogan tools are particularly salient in leadership, the assessment suite is widely used for leadership development from middle management to the executive level.

The Hogan assessment tools are available in over 40 languages and used by organizations in more than 50 countries. Organizations of all sizes use Hogan – from small firms to Fortune 500 global companies in diverse industries, such as financial services, pharmaceuticals, retail, and consumer goods.

One million personality assessments are processed every year and over 9 million people have completed Hogan assessments.

How does personality assessment work?

By analysing a person’s unique combination of decision-making style, values, normal personality characteristics, and derailers, we gain an understanding of what motivates a person to succeed, how they work, how well they work with others, and what is most likely to get in their way.

What’s a ‘good’ score on the assessments?

Scores on the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) should be interpreted in light of the person’s current job context and future goals.

There’s no such thing as an ideal score or ideal personality profile. Each individual’s assessment scores are likely to reveal some strengths and some potential challenges or risk factors.

How long will the assessments take?

The HPI, HDS, and MVPI assessments consist of brief statements using True/False or Agree/Disagree responses, and on average take 15-20 minutes to complete. If stopped your answers are automatically saved, and you can log back in to complete the assessments at any time.

Is there a way to prepare for the assessments?

The questions in the Hogan assessments are designed to help us understand how individual’s relate to themselves and others. As such, there’s no right or wrong answers or good or bad results, so just be honest.

Now you can make leadership selection and development decisions without having to rely on guesswork or well meaning, yet biased, personal preferences.

You know the difference between organisational success and failure is effective leadership. You also know for leaders to be effective, they need to have self-awareness. But unfortunately, humans aren’t naturally self aware!

Hogan Leadership Insights raises self-awareness about those aspects of personality that will facilitate a leader’s success and those that will cause derailment. This insight allows a leader’s development to be targeted and focused on the critical areas that will move the needle on their leadership effectiveness.

Don’t leave critical leadership development, succession planning and selection decisions to chance and well intentioned guesswork. Get in touch and let’s talk about how Hogan Leadership Insights can improve leadership effectiveness in your organisation.

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