Lead with a clearer view
of your impact.
Hogan shows how others experience you day to day, what shows up under pressure, and what drives your decisions. We turn that insight into a focused plan to influence, communicate, and lead more effectively.
For leaders from the CEO to mid-level managers, whether you are stepping into a bigger role or raising your impact in the one you have.
Hogan Leadership Review
A focused assessment and coaching engagement for one leader. You get a clear read on your strengths, your risks under pressure, and your drivers, plus one or two priorities to act on right away.
per leader, completed within two weeks. I take on a limited number of reviews each season.
Book a 15-minute call- Assessments
- Hogan HPI, HDS, and MVPI (the full Leadership Forecast Series)
- Report
- Your results, pulled together with a written narrative tied to your role
- Debrief
- A 90-minute coaching conversation about what the findings mean for how you lead
- Focus
- A one-page development plan with one or two practices to start on
- Sponsor
- An optional 30-minute readout with your CEO or HR leader, agreed with you in advance
Different moments. Same need for a clear view.
A bigger or different role
A promotion, a new executive seat, or a successor being prepared. The strengths that earned the role can create friction in it. See the risks early, while they are easy to address.
More impact at the level you are at
A C-suite leader or VP who wants ideas to land with peers, the board, or the organization. Hogan shows how your style is received, so you can adjust how you engage, persuade, and communicate.
A demanding season
Growth, change, or a heavy load can bring out tendencies that slow a team down. Knowing your patterns under strain helps you catch them before others feel them.
Investing in someone on your team
CEOs and HR leaders use the review to support a key leader, choose between finalists, or prepare a successor. The leader gets the full debrief. You get a readout focused on readiness and support.
Hogan Leadership Forecast Series
Three perspectives on your leadership.
The Leadership Forecast Series draws on three research-based personality assessments. Together, they provide a fuller picture of leadership strengths, potential risks, and core drivers.
How you tend to show up.
The Hogan Personality Inventory explores everyday personality and how others are likely to experience your approach to work and relationships.
Where do your natural tendencies support the demands of your role?
What can get in your way.
The Hogan Development Survey identifies tendencies that can become counterproductive, particularly under strain or when you stop managing your behavior carefully.
When might confidence become overconfidence, or high standards become excessive control?
What drives your choices.
The Motives, Values, Preferences Inventory explores the values and interests that influence what you seek, reward, and prioritize.
How might your preferences shape decisions and the environment you create?
Recognize a challenge you are facing?
These illustrative scenarios show how we could apply Hogan findings. We test the findings against your experience and feedback, then agree on actions and ways to assess progress.
“I need my team to own more. Why does everything come back to me?”
A CEO’s high standards have helped the business succeed. Under pressure, they begin reviewing more details and taking back decisions. Executives start waiting for approval rather than using their judgment.
What we could explore
How the CEO’s strengths, possible derailers, and values relate to this pattern. Does protecting quality unintentionally limit others’ ownership?
How we could apply it
- Clarify which decisions executives own and when escalation is needed.
- Agree on the result and quality standard without prescribing every step.
- Ask for a recommendation before stepping in to solve the problem.
Possible outcomes
More decisions made at the agreed level, clearer accountability, and more CEO time for enterprise priorities.
How we could review progress
Track decisions that return unnecessarily to the CEO. Ask executives whether authority and expectations have become clearer.
“I’m right on the substance. Why don’t my ideas land with the executive team?”
A VP with deep expertise makes strong, well-reasoned cases. Peers experience the style as pushing for an answer rather than inviting input. Good ideas stall, and the VP feels shut out.
What we could explore
How everyday style and values shape the way the VP presents ideas and hears pushback, and whether pressure makes that pattern stronger.
How we could apply it
- Learn peers’ priorities before bringing a proposal.
- Frame recommendations around shared business outcomes.
- Invite concerns early and show how they shaped the plan.
Possible outcomes
More proposals adopted, stronger peer relationships, and more influence without relying on position.
How we could review progress
Track which proposals move forward. Ask peers whether the VP’s input has become easier to engage with.
“She was our best supervisor. Now she leads managers, and it isn’t working.”
Hands-on problem solving and high personal standards made her excellent up close. Now she leads through other leaders, but she still jumps in. Her managers are not growing, and she is stretched thin.
What we could explore
Which strengths are being overused in the new role, and how pressure pulls her back to what worked before.
How we could apply it
- Shift from solving problems to coaching her managers through them.
- Set clear expectations and a regular check-in rhythm.
- Choose where to step back, and hold to it.
Possible outcomes
Managers who own more of their work, and more of her time spent on planning and developing people.
How we could review progress
Count how often she steps into manager-level problems. Ask her managers whether they have room to lead.
The findings inform the work. Your actions create the change.
We use Hogan to examine possibilities, not to label you or explain every organizational problem through personality. Together, we identify a small number of practices to strengthen and review their effect on performance and the people you lead.
Book a 15-minute callConnect the findings to the work you lead.
For 15 years, I’ve partnered with Hogan as part of my work in leadership development. I bring that experience together with executive coaching, leadership team development, and a practical understanding of organizational life.
We explore your results in the context of your responsibilities, relationships, and business priorities. We compare the findings with real examples and feedback, then identify what you want to do differently.
ICF PCC and CPCC · Hogan certified · 20+ years in leadership roles at 3M, Cray Research, and IDEXX
Start with a short call
In 15 minutes, we confirm the leader, the goal, and whether a sponsor readout makes sense.
Assess and debrief
The leader completes the assessments online. I prepare the report and narrative, then we meet for a 90-minute debrief.
Focus and follow through
You leave with a one-page plan. If it helps, we can continue with coaching to build and review progress.
Questions you may have.
Is this useful for an experienced leader?
Yes. Many of the leaders I work with are already effective. The review helps them see how they are experienced at their current level, where their influence could be stronger, and what the next stage of their role will demand.
What does the sponsor see?
The leader owns their results. If a sponsor readout is part of the engagement, we agree beforehand on what will be shared. The readout focuses on strengths, development priorities, and how the sponsor can support them, not on scores.
Does the assessment tell me what people actually think of me?
Hogan provides insight into how others are likely to experience your tendencies. It does not directly collect their feedback. We can compare your results with real workplace examples and, when appropriate, feedback from others.
What does it cost?
The Hogan Leadership Review is $2,250 per leader. That includes all three assessments, the report and narrative, the 90-minute debrief, the one-page development plan, and an optional sponsor readout. Ongoing coaching is scoped separately.
Can we use this with our leadership team?
Yes. Team engagements start with individual reviews, then a team session that explores complementary strengths, shared blind spots, and how pressure affects the way you work together. The result is working agreements for decisions, disagreement, and accountability.
What would a clearer view of your leadership make possible?
Whether you are stepping into a bigger role, working to strengthen your influence, or supporting a key leader on your team, a 15-minute call will tell us whether the review is a good fit.
Book a 15-minute call