HDS Full Int sample

Hogan Development Survey

by Robert Hogan, Ph.D & Joyce Hogan, Ph.D.

HDS Interpretive Report

PRIVATE AND CONFIDENTIAL

Candidate Name:

Sophie Sample

Gender:

Female

Issue Number:

HDS/138592/114644/PCL

Date Test Completed:

07 July 2011

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Introduction The Hogan Development Survey (HDS) is designed to measure eleven patterns of interpersonal behaviour that may have had a positive effect on the development of Sophie's career, but which in some circumstances may become counterproductive and even dysfunctional - disrupting relationships with others and interfering with the achievement of her career goals. These tendencies will be most obvious to others at those times when Sophie has relaxed, let down her guard, or otherwise become distracted and unconcerned about the social impression she is making. This would include times when Sophie is stressed, tired, bored, or seriously burdened by work or family pressure.

Report Structure

This report discusses Sophie's scores on the HDS using the following format: The next page defines the dispositions associated with high scores on each HDS scale.

Page 4 displays Sophie's graphic profile on the HDS and the comparative norm group used. Scores from the 1st to 69th percentile are considered low risk. Scores from the 70th to 84th percentile are considered to be elevated.

Scores from the 85th to the 89th percentile are considered to be high and scores from the 90th to the 99th percentile are considered very high.

A summary of Sophie's relatively problem free areas, where her scores fell into the low risk ranges, begins on Page 5. Generally, people with lower scores on any HDS scale will experience fewer problems at work in the area described by the scale.

The remaining pages describe Sophie's elevated and high or very high scores; above average scorers on any HDS scale should consider whether certain patterns of behaviours associated with that scale may in fact be relevant to their interpersonal style in high pressure situations. This will allow Sophie to decide which issues need attention in development, and provide the first step in learning how to manage them.

Finally, a summary of HDS Discussion Points associated with each above average score is provided on a separate sheet.

There are four points to remember when reading this report.

First, virtually everyone needs to improve some aspect of his or her social performance, and the HDS identifies potential issues that may become apparent when an individual feels stressed or under pressure.

Second, research shows that individuals with lower scores on the HDS tend to have fewer problems at work.

Third, people may be unaware of the aspects of their interpersonal behaviour that need improvement, either because they are oblivious to them, or because no one has given them feedback about their behaviour.

Fourth, the HDS should always be interpreted alongside other information about the individual's everyday performance, either provided by a measure of normal personality, or in discussion. This is because the HDS deals with negative behaviours the importance of which depends on the person's strengths and competencies.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 2

HDS Scale Descriptions Each HDS scale is associated with both positive and negative behaviours as indicated by their scale names. Described below are the negative dispositions associated with high scores on each scale that are likely to emerge when an individual is distracted from the usual concerns about creating a positive social impression - either by heavy workloads,fatigue, anxiety or other sources of pressure.

Excitable The concern for high scorers is that such people have a tendency to take things personally, and can become hard to work with if they seem temperamental, unpredictable or hard to please.

Sceptical High scorers on this scale are in danger of seeming suspicious, mistrustful, and will become hard to work with if they are always questioning the motives and true intentions of others.

Cautious Because they are overly concerned about making mistakes or being criticised, high scorers can become hard to work with if they are perceived to be reluctant to express challenging points of view, to stand up for the valid needs of their team, or to fight their corner.

Reserved The concern for extreme high scorers is that such people may come across as aloof, uncommunicative and lacking interest in or awareness of the feelings of others.

Leisurely The difficulty for high scorers is that they may seem reluctant to work to anyone else’s agenda. Such people may be considered hard to work with if they seem set in their ways and determined to work to their own methods and time scale,reluctant to be hurried, ignoring other people s requests, and becoming irritable if they persist.

Bold The challenge to the extreme high scorer is to ensure that they are not too strident in their views and opinions. Such people may come across as having strong feelings of entitlement and as overestimating their talents or capabilities. They are at risk of being considered overbearing, unwilling to admit mistakes or listen to advice.

Mischievous The danger for extreme high scorers is that they may at times seem to use their talent for charm manipulatively. They may also be hard to work with because they seem to enjoy taking risks and testing the limits, are easily bored and have a craving for excitement.

Colourful The concern for the extreme high scorers is that their pleasure in being the centre of attention can become an end in itself. Such people become hard to work with if they are unable to turn it off, or allow themselves to appear self indulgent,attention seeking or shallow.

Imaginative Having too many ideas can be counterproductive and those with high scores on this scale need to ensure that their contribution remains focused and purposeful. Such people can also be uncomfortable to work with if they misjudge the impact of unconventional ways of thinking and behaving.

Diligent High scorers need to be careful about applying uniformly high standards indiscriminately in tasks where a more approximate or casual approach would have been appropriate. They may also need to guard against being both over critical of the performance of others and reluctant to delegate.

Dutiful The concern for extreme high scorers is that they may appear so eager to please everybody and that this may raise doubts about their ability to make decisions and their capacity to take independent action.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 3

Sophie Sample's HDS Profile ........................................................................................................................................................................................................... .

Elevated

High

Very High

Excitable 85 Sceptical 88 Cautious 80 Reserved 62 Leisurely 98 Bold 67 Mischievous 5 Colourful 34 Imaginative Diligent Dutiful

80 67 93 0

10

20

Norms: UK Total Sample 2010

30

40

50

60

70

80

90

100

Percentile

The graph above shows Sophie's scores on each scale. Scores shown are in percentiles. The percentile scores indicate the percentage of people from a comparison (or norm) group who score at or below Sophie's obtained score. The norm group used is indicated below the profile.

Social Desirability Scale The Social Desirability scale identifies people who are attempting to present themselves in an unusually positive manner. Sophie's score on the Social Desirability scale is in the normal range. The HDS is valid and interpretable.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 4

Low Risk Scores Summary ........................................................................................................................................................................................................... .

Sophie received a low risk score on the scales listed below. A low risk score on an HDS scale indicates that Sophie will be unlikely to have the problems associated with that scale. However, this section covers a wide range of scores and it is worth remembering that a person scoring at the upper end of this range i.e. approaching the 70th percentile, may have a slight tendency to display some of the counterproductive behaviours associated with that scale.

Reserved This scale is concerned with the tendency to be independent, self-sufficient and indifferent to social feedback or the moods and feelings of others. As a result, such people seem to be uninsightful about social cues or office politics, and seem unaware of how their actions affect other people. They may seem uninterested in other people's problems and become rather withdrawn when stressed. Although they seem unafraid of rejection or confrontation, others may find them hard to work with because they are so independent and self-focused.

Score = 62nd percentile (raw score = 4 ) Because Sophie received a low risk score on this scale this should not be a problem area for her.

Bold This scale is concerned with the tendency to overestimate one's talents and to have a strong sense of entitlement.

High scorers may tend to place a lot of emphasis on their accomplishments whilst ignoring or minimising their shortcomings and pushing the responsibility for mistakes on to others. For these reasons, they may have clear but unrealistic career goals. Although such people are often charismatic and typically make a good first impression, others may find them hard to work with because they also tend to be demanding, opinionated, self-absorbed and unwilling to learn from their mistakes.

Score = 67th percentile (raw score = 8 ) Because Sophie received a low risk score on this scale this should not be a problem area for her.

Mischievous This scale is concerned with the tendency to be charming, friendly, fun-loving, and insightful, but also to be impulsive, excitement-seeking, manipulative and carefree. High scorers usually make a favourable first impression, but others may find them hard to work with because they tend to test the limits, ignore their mistakes, and take risks that may be ill-considered. Although they may seem decisive, they can make bad decisions because they are often impatient and hard to advise and don't fully evaluate the consequences of their choices.

Score = 5th percentile (raw score = 2 ) Because Sophie received a low risk score on this scale this should not be a problem area for her.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 5

Colourful This scale characterises people who have a talent for impressing others and expect to be seen as interesting and worthwhile. They enjoy selling their vision but may misjudge the degree to which others are interested in what they have to say. They are not necessarily outgoing - some are actually shy and reserved - but they know how to create an aura, they want to be listened to, and they usually perform well in public. They typically make a strong first impression, and they may do well in sales. Although they appear charismatic and competent, others may find them hard to work with because they can be impulsive, over committed and hard to reach, unwilling to listen especially to negative feedback - and too quick to take the credit.

Score = 34th percentile (raw score = 6 ) Because Sophie received a low risk score on this scale this should not be a problem area for her.

Diligent This scale is concerned with the tendency to be unusually conscientious, orderly, and attentive to detail. People with high scores on this scale tend to be organised, careful and hardworking. Nonetheless, others may find them hard to work with because they can also be fussy, critical, and stubborn about their work. They may create more stress for themselves by trying to do too much, by not delegating, and by trying to do every task equally well.

Score = 67th percentile (raw score = 10 ) Because Sophie received a low risk score on this scale this should not be a problem area for her.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 6

Elevated Scores Summary ........................................................................................................................................................................................................... .

Sophie received elevated scores on the scales described below. An elevated score indicates that Sophie's interpersonal effectiveness may at times be influenced by some of the more problematic tendencies associated with these scales.

Cautious This scale reflects a tendency to be over concerned about making mistakes, and to be reluctant to take the initiative for fear of being criticised or embarrassed. Although these people are usually good corporate citizens, others may find them hard to work with because of their need to stick to the rules and their unwillingness to take chances or express controversial opinions.

Score = 80th percentile (raw score = 5 ) Sophie received an elevated score on this scale. She will probably come across as a fairly careful person when it comes to expressing her views, and she will probably be quite concerned about adhering to the rules of the organisation.

However, when they feel stressed people who score at this level may have a tendency to be slow to act or make decisions. Their fear of failure may make them appear resistant to changes in policies and procedures, and perhaps reluctant to try new methods. Because of this they may be viewed as rather unadventurous. Such people may require encouragement to speak up and make a contribution when faced with change or with challenging assignments.

Imaginative This scale is concerned with the tendency to think and act in ways that are unusual, different, striking and perhaps at times odd. People with high scores tend to be entertaining, creative, and often quite visible. They tend to be either very socially insightful, or else entirely socially inappropriate, and others may find them hard to work with because they can be impulsive, eccentric, and unaware of how unusual their own ideas may be.

Score = 80th percentile (raw score = 7 ) Sophie received an elevated score on this scale. This suggests that on the positive side she will appear to be quite curious and original. People who score at this level will probably be able to see things from a different perspective to others.

In their unguarded moments, people with scores at the same level as Sophie may have a tendency to adopt an unconventional approach and they may seem to be unaware of how their actions might affect others.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 7

High and Very High Scores Summary ........................................................................................................................................................................................................... .

Sophie received a high or very high score on the scales described below. This is where the HDS is most useful, highlighting behaviours that may prevent people from realising their full potential. Although there are some job types and work situations in which high scores positively affect work performance, this section is mainly concerned with identifying the problems that may emerge. The dysfunctional interpersonal behaviours described are most likely to be evident in stressful situations where the social judgement which would usually moderate extremes of personality becomes impaired; for example, through pressure, lack of feedback or simply not paying adequate attention to the way we interact with others or the impression we are creating. In these circumstances it is not unusual for people to be unaware that their behaviour has gone beyond normal limits and may now be interfering with productive working relationships.

The discussion points below given for each HDS scale on which Sophie received an above average score can be used to help Sophie begin to appreciate whether or not any of these tendencies might be a concern for her. The outcome of this process can then be used to plan appropriate developmental strategies. It is important to remember that high or very high scorers on an HDS scale will not necessarily display exactly the same counterproductive behaviours; in Sophie's case it may be that all of the discussion points listed below are relevant but it is more likely that only some of them will be recognisable as part of her range of potentially counterproductive characteristics.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 8

Excitable This scale is concerned with the tendency to develop strong enthusiasms for people, projects or organisations, and then become disappointed with them. People with high scores tend to let little things bother them, become annoyed easily, and change jobs more frequently than others. Others tend to find people with high scores on this scale hard to work with because they seem moody, irritable and hard to please. Under pressure they may be particularly volatile and unpredictable.

Score = 85th percentile (raw score = 5 ) Sophie received a high score on this scale. On the positive side this suggests that she will probably show great enthusiasm for new projects, and enjoy a combination of routine mixed with change and variety in her work.

Although occasionally inconsistent, Sophie will tend to have high standards and expectations about what she wants from others so, if a project is failing, she is unlikely to waste valuable time pursuing it.

However, there are certain behaviours associated with such a high score that may emerge when, for whatever reason, Sophie is not paying attention to the impression she creates. People with scores at this level may become changeable in mood, volatile and prone to emotional outbursts. They can become disappointed with people and projects and may outwardly exhibit this disaffection. Such people are likely to give up on things very readily as soon as they become disillusioned with them. Moreover, because of a tendency to be alert for signs of rejection, they may be the sort of person who dwells on the negative aspects of failed personal relationships. Others may find it difficult to work with a person who displays such fluctuating moods, and it is not likely they will be endeared to or motivated by a person who is so easily offended.

Discussion points Would others tend to see you as moody and irritable rather than pleasant and stable?

Have you considered the possibility that subordinates may be nervous or apprehensive about your reaction to their mistakes?

Is it your experience that you are very enthusiastic about a project to begin with but that you then quickly lose interest if something disappoints you?

Do you find that people are generally friendly and interesting to begin with but that they soon show their true (less flattering) colours?

Do you believe it is better to let people know that they have upset you rather than take the trouble to hide signs of disappointment and disaffection?

Can you recall occasions when you have abandoned commitments and obligations when they became difficult?

Do you regard your life as having fewer fascinating and interesting possibilities than other people's lives?

Do you feel that you have been more often disappointed in others than they in you?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 9

Sceptical This scale is concerned with the tendency to mistrust others' motives and doubt their intentions, to be alert for signs that one is being deceived or mistreated, and to take action to defend oneself when wrongly treated.

Although these people are shrewd and difficult to fool, others may find them hard to work with because they take criticism personally, they readily feel misused, they tend to be suspicious, and they are prone to retaliate when they feel they have been wronged.

Score = 88th percentile (raw score = 7 ) Sophie received a high score on this scale. There are several advantages to such scores. She is likely to be alert and shrewd, and extremely well tuned into the politics of an organisation. She is probably adept at picking up inconsistencies in the arguments of others and encouraging people to justify and think about their actions. She will be a difficult person to fool or take advantage of.

However, when they feel stressed people with profiles similar to Sophie may also exhibit tendencies towards extreme suspicion, and may be likely to regard colleagues with an air of mistrust. High scorers on this scale may become especially wary of others' motives and be overtly fault finding or argumentative. They may make enemies easily, and are unlikely to forget those who have tried to cross them. These people are more than willing to take action to defend themselves against perceived mistreatment, and others may find them difficult to work with because of this cynicism and readiness to misinterpret their actions.

Discussion points Might others think that you tend to focus on other people's faults rather than their good points?

Do you feel it prudent to maintain some distance even with your closest colleagues?

Are you sometimes too harsh in challenging the ideas of others because you are suspicious of their motives?

Do you have a reputation for being a sceptic who is not inclined to give others the benefit of the doubt?

Can you recall occasions when your efforts to get to the root of things have alienated work colleagues?

Do you find it difficult to put your suspicions about people to the back of your mind?

When people do you wrong, do you want to get your own back?

Do you often recall incidents where those in authority have treated you badly?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 10

Leisurely This scale is concerned with the tendency to want to work according to one's own timetable and standards of performance. High scorers tend to resist being hurried or instructed by others and become resentful and irritated when asked to increase the speed or quality of their performance; but they are likely to mask the resentment well.

Although people with high scores on this scale can be outwardly pleasant and sociable, others may find them hard to work with because of their procrastination, stubbornness, and reluctance to be part of a team.

Score = 98th percentile (raw score = 10 ) Sophie received a very high score on this scale. This suggests that, on a positive note, Sophie will seem to be obliging and pleasant towards her colleagues while able to remain focused; she will be able to stick to her own agenda without being swayed by the comments and needs of others. On the whole, Sophie is probably very good at maintaining a socially acceptable facade at work, even when things are bothering her.

However, when unguarded or feeling the pressure, negative tendencies may appear in the work style of people with profiles similar to Sophie. As others make demands on their time, such people may dig their heels in even more, and resist being diverted from their own schedule. This may mean that they will procrastinate, ignore the opinions and needs of others, and put off tasks that seem personally irrelevant. This stubbornness may stem from irritation towards those who make demands on them, and they may too readily blame these staff members, or a lack of resources, when jobs fail to be completed effectively. People with high scores on this scale may covertly question the capabilities of colleagues and ignore their constructive criticism, as part of their tendency to be quietly, and defensively, self-indulgent.

Discussion points Would you find it difficult to remain calm and attentive if interrupted while busy?

Even when someone has really upset or irritated you at work do you tend to hide your resentment and annoyance?

Can you remember ever retaliating when someone has annoyed you by being unco-operative, stubborn, or slow to respond?

Are you late for meetings?

Have you ever resented being asked for help when you're busy?

Do you sometimes think your boss is incompetent?

Do you tend to ignore others who challenge your methods or your work?

If someone asks you to do an urgent job that you're not interested in do you tend to put it to one side for a while and continue with the work you already have?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 11

Dutiful This scale is concerned with the tendency to be eager to please others, to gain their approval, and to defer to their judgement in order to maintain an amicable relationship with them. Such people seem pleasant, agreeable and compliant, and they usually make a positive first impression. Because of this desire for acceptance, they may end up being taken advantage of by others at work. Others may find them hard to work with because they are reluctant to make decisions on their own, and they are excessively careful to please their superiors.

Score = 93rd percentile (raw score = 10 ) Sophie received a very high score on this scale. This suggests that, on the positive side, she will seem dutiful, affable, courteous and friendly. She will have few enemies at work, and remain agreeable and eager to please.

Her colleagues will find her polite, approachable, trustworthy, compliant and a good team member. Sophie will be good at meeting new people and especially easy to get on with.

However, the potential problems associated with a high score on this scale revolve around a tendency to become dependent and too concerned with pleasing others, particularly superiors. In pressured situations people with scores similar to Sophie may have trouble making any decision by themselves, and need a second opinion before committing themselves to any course of action. When they feel the strain such people's excessive desire to be liked and accepted may result in them being taken for granted rather than respected. In their efforts to please others they may promise more than they can deliver. When push comes to shove, their verbal support for their subordinates may not be backed up by actions as they allow their reluctance to rock the boat to inhibit their efforts.

Discussion points Do you find it easy to flatter someone in authority?

If you think that your boss is being unfair are you more likely to remain silent rather than stand up for a colleague?

Would you expect to consult the opinions and viewpoints of as many people as possible before committing yourself to a decision?

Is it sensible to keep in step with superiors rather than risk standing up for an alternative point of view?

Are you amazed when people speak out and express opposing views to their boss?

Do you agree to take things on in an effort to please colleagues only to find you have difficulty in actually delivering the goods?

Have you ever been disloyal to your staff in an effort to maintain a positive relationship with your boss?

Has it ever occurred to you that your desire to be liked by others gets in the way of your ability to reach decisions?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 12

HDS Discussion Points ........................................................................................................................................................................................................... .

For feedback questioning Research has indicated that a number of counterproductive tendencies are associated with above average scores on the HDS scales. These dysfunctional behaviours tend to emerge when people feel under pressure, are upset, or, are so preoccupied that they are not as concerned as usual about the impression they make on others. In these circumstances it is not unusual for people to be unaware that their behaviour has gone beyond normal limits and may now be interfering with productive working relationships.

The discussion points below given for each HDS scale on which Sophie received an above average score can be used to help Sophie begin to appreciate whether or not any of these tendencies might be a concern for her. The outcome of this process can then be used to plan appropriate developmental strategies. It is important to remember that high or very high scorers on an HDS scale will not necessarily display exactly the same counterproductive behaviours; in Sophie's case it may be that all of the discussion points listed below are relevant but it is more likely that only some of them will be recognisable as part of her range of potentially counterproductive characteristics.

Excitable Concerns seeming moody and hard to please, being enthusiastic about new people or projects and then becoming disappointed with them Would others tend to see you as moody and irritable rather than pleasant and stable?

Have you considered the possibility that subordinates may be nervous or apprehensive about your reaction to their mistakes?

Is it your experience that you are very enthusiastic about a project to begin with but that you then quickly lose interest if something disappoints you?

Do you find that people are generally friendly and interesting to begin with but that they soon show their true (less flattering) colours?

Do you believe it is better to let people know that they have upset you rather than take the trouble to hide signs of disappointment and disaffection?

Can you recall occasions when you have abandoned commitments and obligations when they became difficult?

Do you regard your life as having fewer fascinating and interesting possibilities than other people's lives?

Do you feel that you have been more often disappointed in others than they in you?

Sceptical Concerns seeming cynical, mistrustful, and doubting the true intentions of others Might others think that you tend to focus on other people's faults rather than their good points?

Do you feel it prudent to maintain some distance even with your closest colleagues?

Are you sometimes too harsh in challenging the ideas of others because you are suspicious of their motives?

Do you have a reputation for being a sceptic who is not inclined to give others the benefit of the doubt?

Can you recall occasions when your efforts to get to the root of things have alienated work colleagues?

Do you find it difficult to put your suspicions about people to the back of your mind?

When people do you wrong, do you want to get your own back?

Do you often recall incidents where those in authority have treated you badly?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 13

Leisurely Concerns seeming independent, refusing to be hurried, ignoring other people's requests, and becoming irritable if they persist Would you find it difficult to remain calm and attentive if interrupted while busy?

Even when someone has really upset or irritated you at work do you tend to hide your resentment and annoyance?

Can you remember ever retaliating when someone has annoyed you by being unco-operative, stubborn, or slow to respond?

Are you late for meetings?

Have you ever resented being asked for help when you're busy?

Do you sometimes think your boss is incompetent?

Do you tend to ignore others who challenge your methods or your work?

If someone asks you to do an urgent job that you're not interested in do you tend to put it to one side for a while and continue with the work you already have?

Dutiful Concerns seeming eager to please and reluctant to take independent action Do you find it easy to flatter someone in authority?

If you think that your boss is being unfair are you more likely to remain silent rather than stand up for a colleague?

Would you expect to consult the opinions and viewpoints of as many people as possible before committing yourself to a decision?

Is it sensible to keep in step with superiors rather than risk standing up for an alternative point of view?

Are you amazed when people speak out and express opposing views to their boss?

Do you agree to take things on in an effort to please colleagues only to find you have difficulty in actually delivering the goods?

Have you ever been disloyal to your staff in an effort to maintain a positive relationship with your boss?

Has it ever occurred to you that your desire to be liked by others gets in the way of your ability to reach decisions?

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 14