Free Hogan Development Survey
50+ Sample Questions for the Hogan Development Survey
Spot hidden derailers before they undermine performance by measuring Hogan Development - an industry-leading survey that pinpoints personality-based risk factors under pressure and fuels targeted leadership growth. Get started with our free Hogan Development survey template preloaded with example questions - if you'd rather design your own, try our online form builder for a fully customizable solution.
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Top Secrets to Crafting a Must-Know Hogan Development Survey
The Hogan Development survey matters because it pinpoints the "dark side" traits that can derail leadership before they escalate. By focusing on eleven scales - like Excitable, Skeptical, and Cautious - you gain actionable insights into behaviors that might trigger conflict or turnover. For example, you might ask, "When I feel stressed, I withdraw from my team." Or you could include a question such as "I often question the motives of my colleagues." You'll leave participants feeling heard and collect clear data through a well-designed poll.
In practice, you start by setting a clear objective: Do you want to reduce turnover, boost collaboration, or guide high-potential leaders? Map your questions to those outcomes. According to PositivePsychology.com, interpreting your results against the Hogan Development Survey's 11 scales elevates your decision-making. Align each question with an organizational priority and pilot with a small team. That pilot can mirror your broader rollout and fine-tune phrasing.
Imagine Jane, a new manager overseeing a hybrid team. She uses an internal Professional Development Survey framework but adds targeted Hogan assessment questions. She asks, "I excel at spotting potential problems before they arise." When Jane reviews her team's scores, she spots a high "Cautious" score on one teammate. That awareness lets her clarify deadlines and reduce anxiety.
Finally, maintain anonymity and explain why you collect each data point in every question. Remove identifying info, set clear instructions, and reassure participants their responses will guide coaching, not punishment. Leverage smart online tools to randomize question order, track completion, and gather real-time analytics. Many teams find that iterating on their pilot helps refine question clarity and drives more honest feedback. Need inspiration for sample items? Check Test-Guide's Hogan Development Survey for example questions and insights.
5 Must-Know Tips to Dodge Common Hogan Development Survey Pitfalls
One of the most common mistakes with a Hogan Development survey is asking vague or biased questions. For example, "I sometimes feel I am right more often than wrong" offers little clarity on traits like Bold or Skeptical. Instead, ground questions in real behaviors: "I dive into details even when my deadline is tight." According to HART Consulting, clearly defining each scale helps participants answer more accurately.
Another pitfall involves overlooking scale neutrality and response options. Without a midpoint, you push people toward extremes and lose nuance. Draw on research from a peer-reviewed inventory study on single-item reliability such as the Hogan Personality Content Single-Items Inventory. You can also integrate your Hogan questions into a broader Training and Development Survey to compare "dark-side" traits against skill-building needs.
Some leaders launch a complete roll-out without testing how to interpret scores. They assume high "Mischievous" scores mean someone is a rule-breaker, but context matters. As SurveyMonkey illustrates, pairing quantitative HDS data with qualitative feedback delivers depth. Always plan one-on-one debriefs so participants can ask clarifying questions.
Skipping follow-up nullifies your investment and leaves blind spots unaddressed. Set a regular feedback cycle: analyze scores, share group insights, and design targeted workshops based on HDS outcomes. Quick wins like peer coaching sessions address Excitable tendencies before they flare into conflict, boosting team morale. Track your progress by comparing scores over time to refine your survey design and make your Hogan Development survey a powerful tool for growth and resilience.
Hogan Development Survey Sample Questions
These sample questions help participants understand the structure and style of the Hogan Development Survey and set clear expectations for the assessment process. Use them to familiarize respondents with common HDS scenarios and gain reliable insights into potential derailers in behavioral styles. For more tailored guidance, check out our Professional Development Survey resources.
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How often do you find yourself taking charge in group discussions even when you're not the official leader?
This question assesses the participant's natural leadership emergence and confidence, which can indicate proactive derailers if overused. It reveals their tendency to dominate and potential team friction.
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When receiving constructive criticism, do you typically become defensive or open to learning?
This item measures emotional resilience and adaptability under feedback, key elements of self-awareness. It helps identify reactions that might undermine professional relationships.
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Do you sometimes feel that rules and procedures limit your creativity?
By exploring tension between compliance and innovation, this question highlights potential resistance to structure. It shows where rigid thinking may stifle performance.
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Have you ever deliberately broken social norms to test how people react?
This probes the participant's willingness to challenge standards, which can suggest mischievous or rebellious tendencies. It helps uncover hotspot derailment behaviors in social settings.
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How often do you volunteer for tasks that push you out of your comfort zone?
This item gauges risk tolerance and curiosity, indicating growth orientation or impulsiveness. It informs development strategies for balancing exploration and stability.
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Do you find it hard to slow down when you're enthusiastic about a new idea?
This assesses pacing control and excitement management, revealing whether high energy becomes disruptive. It helps calibrate enthusiasm with realistic execution.
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When facing a deadline, do you prefer working alone or collaborating with others?
This question uncovers preferences for autonomy versus teamwork, which can impact productivity and rapport. It highlights interpersonal style under pressure.
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Have you ever disregarded a colleague's input because you believed you knew better?
This measures egocentric or arrogance tendencies, suggesting potential derailers in teamwork. It enables targeted coaching to foster humility.
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Do you frequently find yourself switching tasks to keep things interesting?
This item evaluates focus and perseverance, balanced against novelty seeking. It identifies distraction patterns that could undermine goal completion.
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How comfortable are you with admitting mistakes in front of senior leadership?
This probes vulnerability and trust, key factors in authentic leadership. It reveals confidence levels and openness to growth feedback.
Leadership Development Survey Questions
Leadership derailers often emerge when high-potential individuals push boundaries without awareness of consequences. These questions are designed to pinpoint strengths and overextensions in leadership style and guide targeted development plans. Learn more about structuring assessments on our Career Development Survey page.
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How frequently do you make rapid decisions without consulting your team?
This addresses decisiveness versus impulsiveness, highlighting when speed undercuts inclusivity. It helps balance autonomy with collaboration.
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Do you tend to dominate conversations in meetings to ensure your ideas are heard?
This question measures assertiveness and potential for overshadowing others' contributions. It flags opportunities for enhancing active listening.
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When a project fails, do you look for external reasons rather than internal factors?
This item evaluates accountability and self-reflection, critical for responsible leadership. It guides coaching on ownership and learning.
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Have you ever taken an unpopular stance to demonstrate independence?
This explores contrarian tendencies that might alienate stakeholders. It surfaces patterns of reactive rebellion.
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Do you find it challenging to adjust your communication style for different audiences?
This assesses flexibility in message delivery, which is vital for influence. It identifies rigid communication habits needing refinement.
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How often do you prioritize urgent tasks over important long-term goals?
This question contrasts short-term fixations with strategic planning capacity. It highlights areas for improving foresight.
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Do you sometimes overpromise on deliverables to impress others?
This measures credibility and reliability under pressure, exposing potential trust issues. It informs strategies for realistic goal-setting.
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When under stress, do you become more critical of your team members?
This examines stress responses that can erode morale. It supports interventions to promote supportive leadership under pressure.
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Are you comfortable delegating complex tasks to less experienced colleagues?
This evaluates empowerment versus micromanagement tendencies. It identifies growth areas for building team capability.
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Do you regularly seek feedback on your performance from peers?
This measures proactivity in self-improvement and openness to input. It shows willingness to evolve leadership practices.
Hogan Assessment Practice Questions
Practice questions help candidates feel at ease with the format and style of the Hogan assessment test, reducing anxiety on the day of evaluation. These items mirror authentic scenarios to build confidence and accuracy. You can also explore our Training and Development Survey content for structured programs.
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Do you often find yourself challenging established norms at work?
This question gauges innovative drive balanced against respect for tradition. It informs readiness for change initiatives.
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How do you respond when colleagues overlook your suggestions?
This assesses resilience and assertiveness in collaborative settings. It highlights potential sensitivity to recognition.
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Would you describe yourself as more spontaneous or methodical?
This item contrasts impulsivity against systematic planning, key to performance. It guides task-management coaching.
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Have you ever exaggerated your achievements to influence others?
This probes integrity and impression-management behaviors. It identifies risks to credibility.
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Do you prefer structured routines over last-minute changes?
This measures adaptability and comfort with uncertainty, factors in agility. It supports development in dynamic roles.
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When someone disagrees with you, do you try to prove them wrong or understand their perspective?
This explores conflict-handling style and empathy levels. It guides training on constructive dialogue.
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How often do you seek out new learning opportunities independently?
This evaluates initiative in professional growth. It uncovers self-directed development motivation.
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Do you prefer to work on multiple tasks at once or focus on a single project?
This contrasts multi-tasking with deep focus, illuminating work style. It helps optimize productivity strategies.
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Are you likely to question a manager's decision if you believe it's flawed?
This assesses courage and political savvy in hierarchical settings. It informs training on respectful challenge.
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Have you ever withheld information to maintain a competitive edge?
This probes collaboration versus territorial behaviors. It identifies areas for building trust.
Hogan Development Reflection Questions
Reflection questions encourage individuals to consider the impact of their behavior on performance and relationships. These prompts foster self-awareness and support personalized development plans. If you need structured interview guides, see our Interview Survey materials.
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What patterns do you notice in feedback about your interpersonal style?
This prompts analysis of recurring themes in feedback, critical for self-awareness. It directs attention to areas of consistent strength or challenge.
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How have you adapted your approach after receiving criticism?
This examines reflection on past adjustments, highlighting learning agility. It shows commitment to continuous improvement.
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Which of your strengths can become excessive if not managed?
This encourages identification of overused talents that may derail performance. It balances appreciation of strengths with caution.
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In what situations do you feel most energized at work?
This helps pinpoint contexts that leverage natural motivators. It informs alignment of roles with energy drivers.
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When under pressure, how do you manage your emotional reactions?
This assesses coping strategies and emotional regulation. It supports resilience-building interventions.
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How do your personal values influence decision-making?
This probes alignment between values and actions, a cornerstone of authentic leadership. It uncovers potential value conflicts.
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What feedback have you struggled to accept, and why?
This question surfaces defensive tendencies and blind spots. It guides facilitation for open dialogue.
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How do you ensure your ideas are heard without overwhelming others?
This examines strategies for balanced communication and influence. It supports development of diplomatic skill.
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Which personal habits have you intentionally changed to improve performance?
This highlights proactive behavior change and accountability. It reveals growth mindset in action.
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What steps will you take to address your top developmental priority?
This prompts creation of a concrete action plan, essential for progress. It reinforces ownership of development journey.
Personality Development Survey Questions
These questions explore enduring personality traits and their influence on workplace behavior, complementing the Hogan Development Survey's focus on derailers. They support holistic development by connecting personality to performance outcomes. For broader organizational insights, visit our Business Feedback Survey toolkit.
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Do you identify more with rational analysis or intuitive judgment?
This contrasts cognitive styles, revealing decision-making preferences. It informs role-fit and coaching approaches.
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How do you respond to unfamiliar environments or tasks?
This measures openness to experience and adaptability. It highlights readiness for new challenges.
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Would you describe yourself as more reserved or outgoing in social gatherings?
This assesses extraversion versus introversion, key factors in collaboration. It guides team composition strategies.
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How much do you rely on routines to structure your day?
This probes conscientiousness and organizational style. It informs productivity and time-management coaching.
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Do you consider yourself more empathetic or objective when giving feedback?
This explores the balance between compassion and directness in communication. It supports development of effective feedback techniques.
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When faced with setbacks, do you recover quickly or dwell on them?
This measures emotional stability and resilience. It guides stress-management training.
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Are you comfortable making decisions with incomplete information?
This examines tolerance for ambiguity and risk appetite. It influences leadership readiness under uncertainty.
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How important is it for you to feel a sense of achievement each day?
This reveals motivational drivers and goal-orientation levels. It supports aligning tasks with personal incentives.
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Do you prefer clear expectations or room for interpretation in assignments?
This probes need for structure against creative license. It aids in optimizing delegation style.
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How likely are you to stick with a long-term project despite obstacles?
This assesses perseverance and grit, critical for complex goals. It identifies endurance strengths and areas for support.
Free Hogan Development Test Questions
These free practice items simulate the style and depth of a Hogan Development Survey to build familiarity before the official assessment. Regular exposure to sample questions can improve accuracy and reduce test anxiety. To gather broader opinions on your materials, consider our General Feedback Survey .
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Have you ever questioned company policies to confirm their relevance?
This question measures critical thinking and potential for rule-challenging behavior. It shows where adherence may need reinforcement.
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Do you prefer experimenting with new methods or sticking to proven procedures?
This evaluates innovation versus reliability in task approach. It supports balanced process development.
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When collaborating, do you focus on consensus or efficiency?
This probes collaboration style and team-oriented versus task-oriented preferences. It informs group dynamic coaching.
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Have you ever used humor to defuse a tense situation at work?
This assesses social savvy and emotional intelligence. It highlights strengths in creating positive atmospheres.
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Do you find it easy to adjust your workload when priorities shift suddenly?
This measures agility and stress tolerance. It guides support for change-management capacity.
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How often do you reflect on the broader impact of your decisions?
This evaluates strategic awareness and ethical consideration. It informs leadership development on big-picture thinking.
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Would you characterize your decision-making as more collaborative or authoritative?
This contrasts inclusive versus top-down leadership styles. It supports development of situational leadership.
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Do you seek to maintain harmony rather than address minor conflicts?
This probes conflict-avoidance tendencies. It helps target assertiveness training.
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Are you comfortable admitting uncertainty when you don't know the answer?
This assesses honesty and humility under scrutiny. It contributes to trust-building behaviors.
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Do you often set challenging goals that push you beyond your comfort zone?
This measures ambition and self-challenge, indicators of growth orientation. It supports stretch assignment planning.
