The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.
Introduced in 1997, the HDS is the only personality assessment that identifies critical blind spots that lead to career derailment.
When the pressure’s on, the line between strength and weakness isn’t always clear — drive becomes ruthless ambition, attention to detail becomes micromanaging. The dark side of personality derails careers and companies, but it doesn’t have to. Organizations around the world rely on the HDS to identify derailers that disrupt or interfere with effective performance.
The Hogan Development Survey is a proven assessment tool that uses 11 personality scales and 33 subscales to help leaders recognize shortcomings, maximize strengths, and build successful teams.
LOW SCORES TEND TO BE
HIGH SCORES TEND TO BE
Seem calm to the point of appearing to lack passion or urgency
Display dramatic emotional peaks and valleys regarding people and projects
Seem trusting to the point of naïveté
Are negative or cynical and expect to be betrayed
Are willing to take risks without adequate risk assessment
are reluctant to take risks regardless of risk assessment
Are too concerned about the feelings of others
Are indifferent to the feelings of others
Appear to lack an agenda or direction
Are passive-aggressive and agenda driven
Appear to lack self-confidence and resolve
Seem assertive, selfpromoting, and overly self-confident
Are conservative, compliant, and likely unadventurous
Are impulsive, limit-testing, and at times, devious
Are modest, unassuming, quiet, and self-restrained
Are attention-seeking, dramatic, and socially prominent
Are practical, rely on routine, and often lack new ideas
May seem impractical, unpredictable, and offer unusual ideas
Have poor attention to detail and tend to over delegate
Are picky, overly conscientious, and tend to micromanage
Are overly independent and seem to resent authority
Are excessively eager to please superiors