Most assessments describe a person on a good day. Hogan shows what happens under pressure.
Talent decisions are made on the strengths people show in an interview. Careers are won or lost on what they do when the pressure is on.
Most leaders do not fail because they lack talent. They fail because of the way their strengths overplay under stress.
The problem is not capability. It is risk that nobody has named. A confident leader becomes dismissive, a careful one becomes rigid, a charming one becomes unreliable, and the people around them see it long before the leader does.
Hogan is built around a different question: how will this person behave day to day, how will they behave when stressed, and what drives them? That changes what you measure, what you report, and what happens in the coaching room afterwards.
Hogan Assessments
Hogan Assessments are personality and reasoning tools built on decades of research into workplace performance and leadership. Together they give a complete view of a person: the bright side that shows in everyday behaviour, the dark side that emerges under pressure, the inside of values and motives, and the reasoning style they bring to business problems.
Northpoint is a Hogan certified practitioner. Every assessment is followed by a confidential, one-to-one feedback conversation that turns the report into specific choices for selection, development, succession and coaching.
INVESTMENT
HPI
USD 59
Per Report
HDS
USD 24.99
Per Report
MVPI
USD 49.99
Per Report
All reports comes with a detailed debrief
Three instruments, one complete picture
The bright side
The report describes how a person shows up in everyday work, and how colleagues are likely to experience them. It covers their natural style across areas such as ambition, sociability, composure, curiosity and approach to rules, and it is the strongest predictor of day-to-day job performance.
How we use Hogan
Every engagement follows the same four steps, so insight turns into action.
IDENTIFY
Define what needs to be measured and why, from selection and succession to leadership development.
SELECT
Decide which Hogan instruments suit the decision, and whether they should sit alongside others in our suite.
ADMINISTER
Ensure the assessment is properly set up, briefed and completed.
DEBRIEF
Analyse results in a confidential conversation, discuss next steps and build a development plan that gets used.
