Development Survey 

Program.

Our Leaders’ Skills Development program utilizes evidence-based people solutions that enable organisations to identify, develop key talent, build better teams, drive leadership capabilities, and enhance organisational performance.

With products and services in 56 countries and published in 47 languages, NBPeople uses Hogan Inventory Personality Assessment tools to support leaders and Managers in understanding their performance capabilities, challenges, and underlying motivators.

Our Leaders’ Skills Development Coaching Program will provide leaders and managers with a five-step career development plan and a comprehensive report outlining strengths, performance risks, core values and individual decision-making process.

This program was developed to assist individuals in understanding their performance risk factors, their ability to build strong long-lasting relationships with others and any counterproductive behaviours that continue to negatively impact their lives.

 

You will discover the key behavioural tendencies that are impacting your life right now and can be leveraged to create improved flow and a more seamless way of life.

  • You complete an online Hogan Development Survey (HDS) assessment
     

  • Over 500,000 people have completed the HDS
     

  • Most of those individuals have worked in management and leadership roles
     

  • The HDS assess 11 common risks that interfere with a person’s ability to build long-term cohesive relationships with others
     

  • The HDS measures how a person reacts when under stress or in environments where change is constant and uncertain
     

  • The HDS highlights a person’s blind spots and derailers so improvements can be made
     

  • Your results are evaluated prior to the workshop
     

  • You receive your results at the start of the workshop
     

  • Your results are NOT shared and are completely confidential 
     

  • The workshop explains each characteristic and what the results mean at a high level 
     

  • Nevine outlines tips to implement new skills against the findings
     

  • Close the workshop with a timeline meditation
     

  • Receive a personalised 1-1 telephone session with Nevine to discuss your individual results
     

  • Allocate 30 minutes for the assessment at home 

Hogan Development Survey

Introduced in 1997, the HDS is the only personality assessment that identifies critical blind spots that lead to career derailment.

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.
 

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.

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  • Available in more than 40 languages
     

  • Based on the Five-Factor Model
     

  • More than three million participants 
     

  • Validated for use in more than 1000
    research studies

     

  • No invasive or intrusive items
     

  • No adverse impact
     

  • Instantaneous scoring and reporting output
     

  • Online administration

What attributes could you improve?

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.

EXCITABLE

LOW SCORERS 

seem calm to the point of appearing to lack passion or urgency

HIGH SCORERS 

display dramatic emotional peaks and valleys regarding people and projects

SKEPTICAL

LOW SCORERS 

seem trusting to the point
of naïveté

HIGH SCORERS 

are negative or cynical and
expect to be betrayed

CAUTIOUS

LOW SCORERS 

are willing to take risks
without an adequate risk assessment

HIGH SCORERS 

are reluctant to take risks regardless of risk assessment

LOW SCORERS 

are too concerned about
the feelings of others

HIGH SCORERS 

are indifferent to the
feelings of others

RESERVED

LEISURELY

LOW SCORERS 

appear to lack an agenda
or direction

HIGH SCORERS 

are passive-aggressive
and agenda driven

BOLD

LOW SCORERS 

appear to lack self-confidence
and resolve

HIGH SCORERS 

seem assertive, selfpromoting,
and overly self-confident

MISCHIEVOUS

LOW SCORERS 

are conservative, compliant, and likely unadventurous

HIGH SCORERS 

are impulsive, limit-testing, and at times, devious

COLORFUL

LOW SCORERS 

are modest, unassuming,
quiet, and self-restrained

HIGH SCORERS 

are attention-seeking,
dramatic, and socially prominent

IMAGINATIVE

LOW SCORERS 

are practical, rely on
routine, and often lack new ideas

HIGH SCORERS 

may seem impractical,
unpredictable, and offer unusual ideas

LOW SCORERS have poor attention to detail and tend to over delegate

HIGH SCORERS 

are picky, overly conscientious,
and tend to micromanage

DILIGENT

DUTIFUL

LOW SCORERS are overly independent and seem to resent authority

HIGH SCORERS 

are excessively eager to
please superiors

CORPORATE PRICING

A 15% discount is available should your organisation sign up five or more people to a complete program. Contact is to know more or use the Live Chat below.