Hogan Personality Assessments are science-backed leadership and personality evaluations used for hiring, onboarding, leadership development, team alignment, high-potential identification, and organizational analysis. Unlike most personality tests, Hogan measures both your identity (how you see yourself) and your reputation (how others perceive you) — and connects both to real-world performance, leadership effectiveness, and career fit. Melissa Dawn is a certified Hogan administrator who integrates these tools into executive coaching.
How does personality impact real-world performance?
If you hire someone, how will they progress within the unique environment of your organization? What will support and motivate them? What might get in their way? Hogan personality assessments help you answer questions like these using science-backed methods.
What makes us unique is our greatest value. Empowering that value is much easier when we have insight into what motivates — and what potentially derails — people, both individually and within the uniqueness of the organization. This is what Hogan provides.
Identity and Reputation
Hogan assesses personality in terms of your own sense of identity (how you see yourself) as well as your reputation (how others perceive you). Most personality tests stop at sense of self.
A Deep Dive Into Performance
Hogan goes beyond traits. It evaluates whether you’re a fit for the role, how you’re likely to grow and thrive, and what might derail your progress — connecting personality directly to outcomes.
Six purposes — applied independently or as a strategy.
Selection & Hiring
Assess potential new hires, including executive hires, for role and organizational fit.
Onboarding & Development
Support new and existing employees with a clear development path from day one.
Leadership Development
Strengthen executive and leadership effectiveness through targeted growth work.
Team Development
Build alignment, trust, and effectiveness across leadership and functional teams.
High-Potential Assessment
Identify and evaluate high-potential talent for accelerated leadership tracks.
Organizational Analysis
See patterns at the organizational level — culture, leadership pipeline, and risk.
Four reports. Administered as the right mix for you.
Hogan Personality Inventory · Day-to-day personality & fit
Evaluates a range of personality attributes that provide insight into potential fit for the role, interpersonal skills, and overall ability to succeed.
Used for: role fit, interpersonal effectiveness, success potential.
Hogan Development Survey · Derailers under stress
Dives into personality attributes that have the potential to create roadblocks — the strengths that, under pressure, can become liabilities.
Used for: risk identification, leadership derailers, blind spots.
Motives, Values, Preferences Inventory · Values & environmental fit
Evaluates core values, goals, and interests in terms of fit within the organization today — and which environments would have the most positive impact.
Used for: cultural fit, motivation, ideal environment design.
Hogan Business Reasoning Inventory / MATRIGMA · Reasoning & decision-making
Both reports evaluate problem-solving, decision-making, and forward thinking. HBRI is used in the US; MATRIGMA is used outside the US.
Used for: cognitive ability, strategic reasoning, complex problem-solving.
Hogan works for organizations and individuals.
| For Organizations | For Individuals |
|---|---|
| Identify hires that fit the role and the organization | Greater self-knowledge across personality, motivation, and derailers |
| Identify ideal development paths for new and existing hires | Identify ideal development paths for leadership and growth |
| Identify potential leaders within the organization | Surface career-growth possibilities aligned to strengths |
| Identify shifts to improve performance at every level | Take full responsibility for progress, personally and professionally |
How is Hogan different from MBTI, DISC, or other tests?
Sense of self only
Useful for individual growth, but limited as a leadership signal — and many aren’t science-backed or don’t connect insight to action.
Identity + Reputation
Adds how others perceive you — the layer that drives influence and leadership. In leadership, influence plays a significant role in success.
A certified Hogan administrator and Master Certified Coach.
Valid, reliable assessments are key — and so is interpreting results and putting them into action. Melissa is a certified Hogan administrator, trained in both administering the assessments and interpreting the results. As a Master Certified Coach (MCC) — top 4% globally — she brings the coaching infrastructure to turn insights into action.
- Certified Hogan administrator
- Master Certified Coach (MCC) — top 4% globally
- 20+ years of corporate leadership experience
- Integrates Hogan into a full coaching program
- Works in English & French · global delivery
Hogan assessment questions, answered.
What is a Hogan personality assessment?
A science-backed evaluation of personality that connects how you see yourself and how others perceive you to real-world performance, leadership effectiveness, and role fit.
How is Hogan different from MBTI, DISC, or other tests?
Hogan is peer-reviewed and uniquely measures reputation (how others perceive you), not just sense of self — the layer that most drives leadership influence — and it connects insight to action.
What are the four Hogan reports?
HPI (day-to-day personality & fit), HDS (derailers under stress), MVPI (values & environmental fit), and HBRI / MATRIGMA (reasoning & decision-making).
Are Hogan assessments scientifically valid?
Yes. Hogan has been a pioneer in science-backed personality assessment for over three decades, relying on peer-reviewed tools with strong reliability and predictive validity in workplace settings.
Who can use Hogan assessments?
Both organizations (hiring, development, team alignment, high-potential, organizational analysis) and individuals (self-knowledge and leadership growth).
How long does an assessment take to complete?
Each inventory typically takes 15–20 minutes; the value comes from the interpretation and the coaching that follows.
What’s the difference between HBRI and MATRIGMA?
Both evaluate reasoning and decision-making. HBRI is used in the US; MATRIGMA is used outside the US.
How do Hogan assessments work within executive coaching?
The report is the input; strategy and follow-through are the work. Melissa designs a plan to put insights into action, then partners with you through accountability and course-correction over time.
The report is the input. Strategy and follow-through are the work.
Insight is the start. Action is the work.
If you’re ready to identify the right hires, develop the right leaders, and align your team using science-backed assessments — let’s talk about how Hogan can fit your goals.
Connect With Melissa →CEO of Your Life has been trusted by several top organizations.
