20/05/2025
In the world of leadership, self-awareness isn’t a luxury—it’s a necessity. One of the most insightful tools for understanding potential risk areas in leadership behaviour is the Hogan Development Survey (HDS). It highlights derailers—personality traits that, especially under pressure or stress, can undermine a leader’s effectiveness.
One such derailer is Excitable. Understanding what this trait looks like in action—and how to manage it—is essential for any leader aiming to foster a resilient, high-performing team.
The Excitable derailer describes individuals who are passionate, energetic, and enthusiastic—but also prone to emotional volatility, mood swings, and overreaction when things go wrong or expectations aren’t met. These individuals often start out highly motivated and optimistic, but can quickly shift to frustration, disappointment, or even anger if they feel let down.
According to Hogan research, Excitable leaders can become easily disillusioned, and their tendency to cycle between enthusiasm and pessimism may destabilise the people around them.
- Team morale suffers: Unpredictable emotional reactions can create an atmosphere of uncertainty, making employees feel like they’re walking on eggshells.
- Communication is limited: Team members may hold back for fear of triggering a strong emotional response.
- Retention risks rise: The lack of psychological safety can lead to increased turnover among high performers.
Research from Hogan and leadership development experts consistently shows that unmanaged Excitable tendencies can erode trust and employee engagement, limit collaboration, and impact leadership reputation over time.
1. Increase Self-Awareness
Understanding your HDS profile is the first step. Recognise your typical emotional patterns and how they play out under stress. Ask yourself: When do I get frustrated or disillusioned? What does that look like to others?
2. Identify Triggers
Look for recurring situations that spark emotional reactions. It might be when people miss deadlines, when plans change, or when you feel out of control. Recognising these patterns helps you anticipate and prepare rather than react impulsively.
3. Practise Self-Regulation
Simple techniques such as pausing before responding, breathing exercises, or even stepping away momentarily can help regulate your emotional tone. Emotional agility is a learnable skill.
4. Request Feedback
Ask trusted colleagues or mentors for candid feedback: How do I come across in high-stakes situations? Do I react too strongly? Feedback can be a mirror, showing what we can’t see ourselves.
5. Invest in Coaching
Working with a leadership coach familiar with Hogan assessments can help you build behavioural strategies and accountability structures. Coaching allows you to explore the deeper emotional roots of Excitable behaviour—and create a plan to shift it.
The Excitable derailer doesn’t necessarily mean someone is “difficult” or “unstable”. In fact, many of the best leaders show high energy, deep passion, and intense commitment. But without regulation, those same strengths can tip into emotional reactivity and interpersonal strain.
Leaders who learn to channel their passion constructively—and who are willing to do the inner work—can become more grounded, trusted, and effective.
After all, it’s not about removing the spark. It’s about learning when and how to use it.