consulting leadership - mentis · 2019-02-05 · consulting . leadership . challenge: a consulting...

Consulting

Leadership

Challenge: A consulting company specializing in talent management solutions developed a

competency model to identify critical attributes for leaders. Based on years of

experience working closely with senior-level leaders, a group of experts identified six

competencies critical for leadership success. Particularly, competent leaders need to

be able to break down complexity, run the business like an owner and partner, drive

operational and financial excellence, take charge, release power, and develop people

and teams. The consulting company collaborated with Hogan to identify personality

characteristics most predictive of these competencies.

Solution: Hogan mapped the company’s competency model to the Hogan competency model.

This alignment allowed us to examine the relationships between the client’s

competencies and the Hogan Personality Inventory (HPI) and Hogan Development

Survey (HDS) use existing archival data. The HPI is a measure of everyday, normal

personality tendencies and the HDS measures characteristics that can derail or

inhibit performance. Also, we used expert judgment to align the Motives, Values,

Preferences Inventory (MVPI) scales with the company’s competencies. The MVPI

assesses an individual’s core drivers and values.

Result: Combining empirical evidence and expert judgment, Hogan identified scales most

predictive of each leadership competency. For example, the HPI Adjustment, HPI

Prudence, HDS Mischievous, HDS Imaginative, and MVPI Commerce scales predicted

the “Discipline” competency. Specifically, leaders who remain resilient under stress

and pressure (higher Adjustment), are rule-abiding and dependable (higher

Prudence), avoid taking unnecessary risks (lower Mischievous), make practical

decisions (lower Imaginative), and value financial performance (higher Commerce)

are able to operate with high efficiency and maximize revenue growth.

Overall, using Hogan assessments within a custom competency report to select and

develop leaders, should result in more effective leader performance, a decrease in

eventual career derailment, and better cultural fit.

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