Taking the Hogan Leadership Assessment is a valuable step in your professional development, offering deep insights into your personality, leadership style, and potential derailers. However, the real impact of the assessment comes from how you apply this information—and that starts with having a meaningful conversation with your coach or manager about your results.

By discussing your Hogan results openly, you give your coach or manager a better understanding of your strengths, challenges, and leadership potential. This conversation can help shape your development plan, improve team dynamics, and enhance your effectiveness as a leader.

Here’s how to approach this discussion with confidence and clarity to get the most out of your Hogan insights.

1. Prepare for the Conversation

Before meeting with your coach or manager, take time to review your Hogan report thoroughly. Focus on key insights from the three main Hogan assessments:

• Hogan Personality Inventory (HPI): Your everyday leadership strengths and workstyle.
• Hogan Development Survey (HDS): Potential derailers—traits that may surface under stress.
• Motives, Values, Preferences Inventory (MVPI): Your core values and what motivates you.

Consider the following questions as you prepare:

• What insights from the assessment resonate most with you?
• Were there any surprises or areas you don’t fully understand?
• How do your strengths align with your current role and goals?
• Which derailers or challenges might be impacting your leadership effectiveness?
• What specific feedback or guidance do you want from your coach or manager?

This preparation ensures you enter the conversation with a clear focus, making it more productive and actionable.

2. Set the Right Tone: Frame the Discussion as Growth-Oriented

Your Hogan results aren’t about labeling you as a “good” or “bad” leader—they’re about self-awareness and continuous growth. When discussing your results, frame the conversation in a way that encourages constructive dialogue.

Instead of saying: “The assessment says I struggle with delegation, so I guess that’s just who I am.”

Try: “I’ve noticed that I sometimes struggle with delegation, and the assessment reinforced that. I’d love to work on strategies to build trust in my team and delegate more effectively.”

By positioning your insights as opportunities for growth, you show your coach or manager that you’re engaged in your development and willing to make positive changes.

3. Share Your Strengths and How They Benefit the Team

Start the conversation on a positive note by highlighting your leadership strengths and how they contribute to your team’s success. Your HPI results provide valuable insights into what you naturally do well.

For example: “One of my top strengths is strategic thinking, and I believe this helps me anticipate challenges and guide my team effectively. I’d love to discuss how I can further leverage this skill to support our long-term goals.”

By acknowledging your strengths, you set the stage for a balanced discussion that includes both your advantages and areas for growth.

4. Be Honest About Your Potential Derailers—and How You’re Addressing Them

The Hogan Development Survey (HDS) highlights derailers—personality traits that can hinder leadership effectiveness under stress. Instead of avoiding these insights, use them as a way to gain support and coaching.

For example, if your results indicate that you tend to be Skeptical (distrustful of others’ motives), you could say: “I see that Skeptical is one of my potential derailers, meaning I might come across as overly critical at times. I’d love your perspective—have you noticed this in my leadership style? If so, I’d appreciate your advice on how to build more trust with my team.”

By owning your derailers and inviting feedback, you demonstrate maturity and a commitment to improvement. This also encourages your coach or manager to provide constructive guidance rather than making assumptions about your leadership style.

5. Discuss Your Motivations and Career Goals

Your MVPI results shed light on what drives you—your values, work preferences, and leadership motivators. Sharing these insights helps your manager understand how to support your career growth and align your role with what energizes you.

For example: “One of my strongest motivators is learning and development. I thrive in environments where I can continuously grow my skill set. I’d love to explore opportunities to take on new challenges or mentor others.”

If your motivations aren’t currently being met, this is a great time to discuss ways to incorporate more fulfilling responsibilities into your role.

6. Ask for Development Opportunities

A Hogan assessment discussion should be a two-way conversation. Invite your coach or manager to share their perspective on how your results align with their observations of your leadership style.

Consider asking:

• “Based on these insights, what are some areas where you think I could improve?”
• “Have you noticed any of these derailers impacting my leadership?”
• “Are there any development opportunities—such as stretch assignments or coaching—that could help me strengthen these areas?”

By actively seeking feedback, you show initiative and a commitment to continuous improvement.

7. Create an Action Plan

To make the conversation meaningful, end with a discussion about next steps. Work with your coach or manager to develop an action plan based on your Hogan results. This might include:

• Setting specific leadership development goals (e.g., improving delegation, building trust, enhancing decision-making under pressure).
• Engaging in coaching or mentoring to work through challenges.
• Seeking 360-degree feedback from colleagues and team members.
• Taking on new responsibilities to apply your strengths in different ways.
• Tracking progress over time and revisiting your Hogan insights periodically.

By turning your insights into actionable development steps, you ensure that the assessment leads to real, tangible growth.

Turning Hogan Insights into Leadership Growth

Discussing your Hogan Leadership Assessment results with your coach or manager is an opportunity to gain deeper insights, refine your leadership approach, and strengthen your professional relationships.

By preparing in advance, framing the conversation constructively, and focusing on both strengths and areas for growth, you can use this discussion to:

• Enhance self-awareness and emotional intelligence.
• Gain valuable feedback to improve leadership effectiveness.
• Align career goals with your motivations and values.
• Develop an actionable growth plan for long-term success.

Ultimately, the Hogan Assessment is not just a report—it’s a powerful tool for professional transformation. By engaging in open, honest discussions about your results, you take ownership of your development and position yourself as a more self-aware, adaptable, and effective leader.

ImprovEdge is a certified provider for Hogan assessments – Contact us today to learn more.