SOURCE: Hogan Assessment Systems

Hogan Assessment Systems

August 08, 2013 07:00 ET

Hogan Assessment Systems Enhances Middle Manager Development With Latest Feedback Tool

Newly Launched Hogan Insight Gives Emerging and Mid-Level Managers the Self-Awareness Needed to Perform Effectively

TULSA, OK--(Marketwired - Aug 8, 2013) -  In most organizations, new managers and high-potential recruits receive extensive training during the onboarding process, and C-suite executives are given regular, in-depth executive coaching. Yet, these development programs often leave those in the middle -- the middle managers -- without the training needed to ensure they remain engaged, aligned with organizational values and ready to step into advanced leadership roles.

As companies continue to divert resources from middle management, the individuals in these positions can become disengaged, demoralized and ineffective in their jobs. Aiming to solve this challenge and to help mid-level managers become powerful agents of change, Hogan Assessment Systems today announced the launch of Insight, a new series of reports designed to give middle managers the self-awareness and feedback that will improve their performance.

Insight is a three-part series that uses Hogan's trademark assessments, the Hogan Personality Inventory, the Hogan Development Survey and the Motives, Values, Preferences Inventory, to determine the success of middle managers based on three key factors:

  • Can they do the job? - Success as a middle manager depends on having the correct skill sets, beyond just the necessary education and training. The HPI describes an individual's perceived workplace performance, including how they manage stress, interact with others, approach work tasks and solve problems.
  • Will they enjoy doing the job? - When people without the natural urge to lead are promoted, they tend to be mediocre managers. The MVPI identifies the goals and interests that determine satisfaction and drive careers to ensure the right individuals are selected for management positions.
  • What will get in their way? - Greater self-awareness of one's destructive interpersonal behaviors is essential to an individual's ability to lead. The HDS describes the behaviors that emerge in times of increased strain and can disrupt relationships, damage reputations and derail chances of success.

Through these assessments, organizations receive scientifically validated information about an individual's strengths, performance risks and core values. As a result, employers can hire or develop the right individuals, provide them with proper resources and give them the strategic self-awareness to build and maintain a high-performing team.

"Middle managers are often responsible for bridging the gaps between top leadership and staff and for delivering organizational results. All too often, though, they are neglected and don't receive the training and feedback necessary to improve their performance," said Chris Duffy, VP of Hogan's Corporate Solutions team. "With our new Insight solution, organizations can provide their middle managers with the needed development, while ensuring they engage and retain top performers, improve morale and enrich their leadership pipeline."

About Hogan Assessment Systems

With more than 30 years of experience, Hogan is the global leader in providing comprehensive, research-based personality assessment and consulting. Grounded in decades of science, Hogan helps businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent and evaluating leadership potential.