One of the most effective ways to maximise the potential of your team is to carry out individual personality assessments, with Hogan Assessments in particular being widely recognised as highly accurate and reliable employee assessment tools. Read on to discover what personality assessments are and how they will help you to improve communication, collaboration, performance and output.
A personality assessment is a psychological test designed to measure and evaluate an individual’s personality traits, characteristics and behavioural patterns. It is used by psychologists, researchers and employers to gain insights into a person’s unique personality profile, which can provide valuable information for personal growth, career development and team building.
Dr Hogan was one of the first business psychologists to highlight the link between personality and workplace performance. Since then, Hogan Assessments has continuously developed its offering to create a suite of assessments that can be deployed in all stages of the talent management cycle. Awair is an official Hogan Assessments distributor for the UK, Italy, and France. We support businesses to enhance their talent acquisition and leadership development programmes through the highest quality of personality assessments.
The Hogan Assessments is a series of personality assessments designed to evaluate an individual’s qualities, values and potential workplace performance. It is widely used in the field of industrial-organisational psychology and human resources for talent selection, team development and leadership assessment.
The Hogan Assessments include:
1. Hogan Personality Inventory (HPI): This assessment measures the "bright side" of personality, focusing on typical or day-to-day personality characteristics. It assesses key personality traits that influence how individuals interact with others, their work style, and their approach to problem-solving and decision-making.
2. Hogan Development Survey (HDS): The HDS examines the "dark side" of personality, capturing potential behaviours that may emerge under stress or in challenging situations. It identifies tendencies that could be counterproductive in a work setting, such as excessive competitiveness, arrogance, or impulsive behaviour.
3. Motives, Values, Preferences Inventory (MVPI): The MVPI is a measure of an individual’s core values, interests and drivers. It explores what motivates a person, their values in life and work, and the types of work environments they prefer.
Hogan Assessments provide a comprehensive and nuanced understanding of all three of the above areas, giving employers and organisations insights into an individual’s strengths, possible derailers, and potential match with specific roles, teams or organisational cultures.
Maximising team potential using personality assessments involves a thoughtful and tactical approach. Here are some steps you can take to effectively apply personality assessments to enhance team performance:
Identify team strong points and gaps: Analyse the collective personality traits of the team to identify its strengths and potential areas for development. We will help you to understand how different traits interact and complement each other within the team dynamic.
Build complementary teams: Use personality assessments to assemble teams with members whose personalities and strengths complement each other. A well-balanced team can make use of diverse perspectives and enhance its problem-solving capabilities.
Tailor roles and assignments: Consider team members’ individual personalities when assigning roles and responsibilities. Align tasks with individuals’ strengths to foster engagement and productivity.
Improve communication: Personality assessments can be used to enhance team communication and collaboration. Understanding each team member’s communication style can reduce confusion, miscommunication and conflicts, leading to better teamwork.
Monitor progress: Continuously assess the team’s performance and dynamics, using personality assessments as a reference point. Make sure to regularly review and refine strategies to optimise team potential.
As well as helping to get the most out of your existing teams, personality assessments will benefit many other areas of your talent strategy. Below are a few additional advantages that can be expected when the Hogan Assessments are applied to maximum effect.
Hiring and selection: Personality assessments can be used as part of the hiring and selection process to identify candidates whose personalities align well with the job requirements and your company culture. By understanding a candidate's personality traits from the very start, your business can make more informed hiring decisions and increase the likelihood of finding individuals who will thrive in their roles.
Leadership development: The Hogan Assessments can be used to identify and develop leadership potential within a business. This can greatly aid succession planning by pinpointing potential future leaders who are already working for the organisation. As a result, you can achieve a smooth transition of leadership when key positions become vacant.
Career pathing: As well as helping people to move upwards in their roles, personality assessments can help employees and employers to identify suitable sideways career paths that align with the individual's personality, interests and strengths. This can improve employee satisfaction and retention by ensuring staff members are in roles or departments that are the best fit for them.
Conflict resolution: Personality assessments can shed light on potential sources of conflict within teams or between employees. By understanding the underlying personality dynamics, managers can take proactive steps to address and resolve conflicts faster and more effectively.
Organisational culture and values: Personality assessments can assist organisations in continuously defining and reinforcing their desired organisational culture and values. By hiring and developing employees whose personalities align with the company's culture, an organisation can strengthen its overall identity and employee engagement.
Diversity and inclusion: Personality assessments can help organisations to embrace diversity and inclusion by recognising and valuing different personality styles. This will help to promote an inclusive work environment where employees feel valued for their unique contributions.
It’s plain to see that personality assessments play a core role in enabling an organisation to develop strong teams and maximise the potential within them. Contact Awair to discover how we can support you in using the Hogan Assessments to enhance your talent management strategy.