LEADERin personality-based assessment solutions

EXPERTS on talent

identification and development

PREMIERprovider of leadership

and executive solutions

EXTENSIVEcoaching and

consulting network

AUTHORITYon leadership

derailment

HoganAssessmentsWE PREDICT PERFORMANCE

BY THE NUMBERS: More than 3.5 million working adults performing more than

450 jobs across 57 countries have taken Hogan assessments.

HoganAssessmentsWE PREDICT PERFORMANCE

THE PROBLEM WITH TEAMS

Personality and performance are

linked

Evidence suggests teams are effective about 50% of

the time. Personality is significantly related to team performance and

viability.

Teams are becoming more commonplace

Surveys of the Fortune 1000 largest U.S. firms found in 1987, 28% of employees were in firms that used teams for at least some employees; that ratio

expanded between 50% and 70% today.1

No one can do it all

Individuals devote at least a proportion of their efforts

to tasks requiring collaborative work—54% of individuals spend at least 30% of their day in a team

setting.

Happiness does not equal effectiveness

In research, success and winning nearly always

produce happier teams, but social cohesion, of its own, doesn't produce success.2

5 They share success and failure with one another

4 They share common leadership

3 They share a common goal

2 Members are dependent on each other

1 A team has three or more people3+

WHAT IS A TEAM?

Too often, work groups are mistaken for teams. For a group to truly represent a team, there must be a degree of dependence upon one another to achieve success.

HOGAN TEAM REPORT

A report designed as a team effectiveness tool to help team members gain a holistic, personality-based understanding of team strengths, weaknesses, and culture.

HOGAN TEAM REPORT

Clarifies roles team members naturally fit & mixture of roles on the team

Brings to light strengths & team culture

Highlights potential blind spots or derailers

Provides insights & recommendations in a blueprint of changes to implement that will enhance team performance

Whatcanitdoforyou?HOGAN TEAM REPORT

Improve your team performance1

See the gap and bridge it3

Take individual reports to the next level2

“When it comes to team performance, shared goals trump harmony every time.”

- Dave Winsborough

Social cohesion does not define a successful or efficient team.

ASSESSMENTS COMPRISING THE TEAM REPORT

HOGAN PERSONALITY INVENTORY (HPI)

The Bright SideAssesses normal personality as it relates to success in a job or career

HOGAN DEVELOPMENT SURVEY (HDS)

The Dark SideAssesses 11 patterns of behaviors that can lead to career derailment

MOTIVES, VALUES, PREFERENCES INVENTORY (MVPI)

The InsideAssesses core values related to organization and career fit and to the culture created by the leader

• All teams have issues that can hinder performance

• These issues often emerge when the team is under stress or pressure

• This section profiles the team against 11 potential barriers to success

• It also highlights those barriers most likely to hinder team performance

SECTIONS OF THE HOGAN TEAM REPORT

Team Roles Team Derailers

• Members play roles on a team that are based on personality and values

• Teams can be effective as long as critical roles are filled

• When critical roles are not filled, it can inhibit team performance

• This section addresses five critical team roles

• This section summarizes how members contribute to the team profile

• Team Roles, Key Derailers, and Key Drivers are all addressed

• This section allows members to explore how they can be better contributors to the success of the team

SECTIONS OF THE HOGAN TEAM REPORT

Team Culture Individual Scores

• Shared values create a distinctive culture for a team

• Team performance is enhanced when member values align

• Team performance can suffer when member values are not aligned

• This section addresses 10 values used to describe team culture

TEAM ROLES

Most teams require at least five informal roles filled to reach optimum performance:

• Results• Pragmatism• Innovation• Process• Relationships

A well-represented role likely represents a team strengthA role that goes unfilled may lead to a team performance gap Roles that are over-represented may suggest a lack of diversity on a team that can also lead to a team performance gap

TEAM ROLES

2Pragmatism - People who provide practical, hard-headed evaluations of ideas and proposals. They advocate pragmatic solutions, and their views are not influenced by the need to maintain harmony. They are direct and grounded in reality.

3 Innovation - People who recognize when conditions have changed and when the team needs to adapt. They spot emerging trends and patterns quickly, enjoy solving problems, and generate creative solutions.

5 Relationships - People who are concerned about morale and how team members are getting along. They are positive and optimistic, attuned to people’s feelings, and good at building cohesive relationships.

1 Results - People who organize work, clarify roles, coordinate, and provide direction for others. They enjoy taking charge and pushing for results.

4Process - People who are concerned with implementation, the details of execution, and the use of processes and systems to complete tasks. They are reliable, organized, and conscientious about following procedures.

Moving Against

All team members have a few characteristics that can undermine performance of the team

When a majority of team members have the same counterproductive tendency, it may be a Team Derailer or shared blind spot

Moving Away

TEAM DERAILERS

Excitable

Skeptical

Cautious

Reserved

Leisurely

Moving Towards

Bold

Mischievous

Colorful

Imaginative

Diligent

Dutiful

TEAM DERAILERS

Shared derailers become more salient & exaggerated compared to individual derailers

A derailer exhibited by team members frequently enough can damage the team reputation

Reputational “scars” have consequences

TEAM CULTURE

Values influence decisions made by team members and shape Team Culture

When team member values align, it “anchors” the team which can increase team performance

Social

Status

Financial

Decisions

TEAM CULTURE

Recognition

Power

HedonismWhen team values align with the organization’s business strategy it can increase team productivity

100% alignment is unattainable, but alignment on some key values is essential to team cohesion

Altruistic

Affiliation

Tradition

Security

Commerce

Aesthetics

Science

INDIVIDUAL SCORES

This report offers two key types of insights:

2

1

about how the aggregate of team members’ personalities impact team effectiveness

about individual team members’ personalities

You will see the HPI, HDS, and MVPI insights for both views in this report and paired with Hogan’s recommendations on how to facilitate team improvements, leader are given a powerful tool to help their teams to be more effective.

HOGAN SOLUTIONWhatdoIget?

2. Team Report including:• Individual assessment,

insights & feedback• Aggregate assessment of

the team and insights• Hogan recommendations

on facilitating team improvements

1. Each team member takes 3 Assessments:• HPI• HDS• MVPI

3. Facilitation Support or Guided Workshop Kits

Optional Report Training: • Report overview• Facilitator training• Facilitation resources

SUPPORTASSESSMENTS REPORT

GET HOGAN CERTIFIEDBe able to administer, interpret & implement Hogan

Assessment tools for your organization

Learn to use the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI)

Enhance interpretive skills through case studies, applied feedback & coaching

Conduct detailed interpretation & analysis of assessment results

Give comprehensive feedback on the HPI, HDS, and MVPI in group and individual settings

Successfully demonstrate data interpretation & feedback proficiency for Hogan Inventory certification

HOGAN TEAM REPORT’S IMPACTHow will this benefit you?

Improve collaboration and communication within your team

Maximize your team’s effectiveness and profitability

Remove barriers to alignment and efficiency

Identify your ideal team composition, and see how you measure up

Diagnose areas of productive conflict and unproductive friction

Align the team’s personalities with team goals using custom-facilitated insights

HOGAN TEAM REPORT’S IMPACTHow is it different?

Not a fluffy team-building exercise

Deep dive into how personalities create team dynamics

Diagnoses how the team functions as a whole & fosters awareness of strengths and weaknesses.

Assumes that context matters

Informs and encourages behavioral change at the individual & team level

OTHER HOGAN SOLUTIONSIf you like what you see, check these out

GROUP REPORT This report provides a larger

view of the overall composition of your workforce with

aggregate analytics and data.

LEADERSHIP FORECAST SERIESThis report offers information regarding the characteristics, competencies, and values that

underlie how a leader approaches work, leadership, and interaction

with others in the workplace.

The Insight series provides organizations with scientifically validated information about an

individual's strengths, performance risks, and core values.

INSIGHT SERIES

REFERENCES

1. Cummings, T.G. and Worley, C.G. (2009). Organization development and change. South Western Cengage Learning, Mason, Ohio.O’Toole, J., and Lawler, E. E. (2006). The new American workplace. New York: PalgraveMacmillan.

2. Winsborough, D., & Marshall, B. (2007) Winsborough Senior Team Benchmark Report. Retrieved May 26, 2016 from http://bit.ly/1XVfELv . Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., & Brown, K. G. (2012). Ready to rumble: How team personality composition and task conflict interact to improve performance. Journal of Applied Psychology, 98(2), 385–392. http://doi.org/10.1037/a0029845.

©Hogan Assessment Systems 2016

SAMPLE TEAM REPORT

A report designed as a team effectiveness tool to help team members gain a holistic, personality-based understanding of team strengths, weaknesses, and culture.