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.