For a while now we have been using the Hogan suite of inventories (HPI, HDS and MVPI) for executive coaching, leadership development and team facilitation. We were very interested to hear about the launch of the new subscales for the HDS (Hogan Development Survey). You may have already heard about this survey - it's the one that shows your 'derailers' when you are under stress or are complacent. We've always liked this questionnaire when working with executives and leadership teams because it gets to root cause quickly and in a way that establishes an effective dialogue, while minimising resistance.
The new subscales allow greater depth of analysis in two ways. Firstly, for each derailer, there are now three subscales. In the same way as the subscales work for HPI, you can now identify whether any derailer is made of components that support the overall direction or whether there are contra-indicators. For example, someone scoring as 'high risk' in the 'sceptical' derailer may find that they also score high in the three subscales, 'cynical', 'mistrusting' and 'grudges'. But equally, another person who also scores high on the same derailer may score low on one of the subscales and this will cause the derailer to be displayed differently.
The second way in which the new subscales help is that now, not only high scores can be interpreted, but low scores too. As the white paper* says, 'Current wisdom around the topic suggests two important truths: High risk HDS scores may get you fired. Low risk HDS scores may get you passed over'.
You can find out more about the new subscales by visiting the APS website, a UK-based company who offer training and adminstration of the Hogan products. We've found them to be extremely helpful and they offer a fast and reliable service.
*From this site you can also download a copy of the white paper, 'Improving the Industry Standard for Assessing Derailers', Sahm, J., Lowe, J, (2014), which gives the rationale for the subscales and a description of each.
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