SSA's Leadership Development and Leader Selection programs are centered around identifying personality characteristics of management through the implementation of three tools developed by Hogan Assessment Systems, and developing these managers through coaching sessions and wrap-around training sessions.

 

The Hogan is a validated and normed tool which is highly useful in public and private selection processes such as Superintendent and School leader searches, CEO and Business Unit leader searches, as well as in job placements requiring specialized skill sets not normally acquired through education or training.

Hogan Assessment Systems is an international test publishing company that uses a comprehensive suite of personality assessments to help companies select employees, develop leaders, and identify talent. Founded in 1987 by Drs. Robert and Joyce Hogan, Hogan Assessment Systems has a long and rich history of providing proprietary, scientifically-based personality assessments to over two (2) million clients both in the United States and overseas in over 20 different countries and languages.

 

The Hogan Personality Inventory ("HPI") is a measure of normal personality. It provides information regarding the "bright side" of personality - characteristics that appear during social interaction and that facilitate or inhibit a person's ability to: (a) get along with others and (b) achieve his or her goals. The HPI assesses normal personality and interpersonal characteristics, and predicts occupational successes. It provides information regarding how a person is perceived by others; it does not provide information how the person sees himself or herself. This perspective is possible because teh HPI was validated using observers' descriptions of behavior and job performance (e.g., 360 ratings, supervisor ratings, etc.). The Validity Scale (a subscale of the HPI) detects careless or erratic responding.

Uses of the HPI include:

The Hogan Development Survey ("HDS") assesses 11 common performance risks that interfere with a person's ability to build relationships with others and create cohesive, goal-oriented teams. The counterproductive behaviors associated with these performance risks negatively influence peoples' careers, relationships, and life satisfaction. Although the characteristics of the HPI can easily be seen in a person's day-to-day behavior, the performance risks assessed by the HDS will only be seen in situations where the person is not actively managing their public image. These situations might include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when a person feels so comfortable with those with whom they work, that they no longer manage their public image.

Uses of the HDS include:

The Motives, Values, Preferences Inventory (“MVPI”) is designed to serve several important goals:

The MVPI assesses the things that individuals enjoy and that indicate what kinds of jobs, work, and environments they will find most satisfying. It is an excellent tool to determine how well a person will fit with a job and with a team, department, or organization. MVPI feedback can help candidates or hiring managers determine how well-suited an individual will be in a particular organization. Its results can also give managers information on how to motivate specific employees, and Group MVPI results can be used to help teams better understand areas of conflict and help organizations quantify their unique culture.

Uses of the MVPI include:

For more information on SSA's Leadership Development and Leader Selection programs through the implementation of Hogan Assessment Tools, please contact us at info@consultssa.com