1. 1 Test Overview & Interpretation - Derailers

2. A leading provider of assessments used for employee selection & development Assessed over 3.5 million working adults performing over 450 different jobs across 40 countries 28 years of research and experience Legally defensible: Never been successfully challenged Predictive Hogan Assessment Systems at a Glance

3. 3 HDS Foundation Design 11 primary scales – High Risk = 90th percentile and above – Moderate Risk = 70 - 89th percentile – Low Risk = 40 - 69th percentile – No Risk = 0 - 39th percentile Interpretation Occupational derailment characteristics – High Risk - Likely negative impact on job performance – Moderate Risk - Potential negative impact on job performance – Lower scores are generally better – If no high risk scores, then moderate risk scores become more meaningful Everyone has one or two elevations The Challenge Report is based on the Hogan Development Survey

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6. 6 If you have a high score on a HDS scale, you are prone to crossing the line from being… …. and seeming… ExcitableIntense & energeticMoody & prone to overreacting SkepticalPerceptive & shrewdCynical & mistrustful CautiousCareful & thoroughExtremely reluctant to take risks ReservedIndependent & businesslikeStoic & disconnected LeisurelyCooperative & agreeableCovertly resistant & insincere BoldConfident & assertiveStubborn, arrogant, & smug MischievousCharming & jocularIrreverent & untrustworthy ColorfulOutgoing & animated“Showboating” & overwhelming ImaginativeInnovative & creativeOff-the-wall & unrealistic DiligentDetail oriented & hardworkingPerfectionistic & demanding DutifulSupportive & loyalIngratiating & deferential HDS Scales

7. 7 HDS Scale Clusters Moving Against Moving Toward ExcitableSkepticalCautiousReservedLeisurely BoldMischievousColorfulImaginative DiligentDutiful Moving Away

8. 8 Every leader has personality traits that threaten his or her success. Assessment measures performance risks that impede work relationships, hinder productivity and limit career potential. The HDS provides valuable feedback for strategic self- awareness, key to overcoming these tendencies and achieving success in the workplace.

9. 9 Questions?

10. Hogan’s Purpose Hogan partners with organizations to create a human competitive advantage at all levels of the human capital management continuum….. 1.Hire the best people for the job – Hogan Select 2.Manage and develop talent – Hogan Develop/Lead Reduction in turnover Matching people to positions (front of house – back of house) Increased recruiting efficiency Better final candidate pool Reduction in overall recruitment costs Increased employee engagement Improved Self-Awareness Managerial Development Team-building Increased safety Increased morale, production, sales, customer service Hogan SelectHogan Develop/Lead

11. 11 Derailer Best Practices How to reduce the effects of derailment: Using derailer information during hiring and promotion New leader on-boarding Leadership development and coaching Engagement interventions Team/organizational analyses

12. 12 On-Boarding and Development In-depth discussions about potential derailment areas Raise self-awareness and open dialogue “Aha experience” Coaching or feedback is important Using a 360 that is designed for assessing derailment potential

13. 13 How Can Assessments Facilitate Development? Identify behavioral tendencies to keep, stop, and grow Accelerate the coaching process Identify gaps between rewards/desired conditions & behaviors Reflect on motivations capable of impacting behavior Predict performance in new jobs and novel situations