The Hogan Development Survey (HDS) is a personality assessment that evaluates behaviors that can become potential derailers in workplace settings. Unlike traditional personality tests that focus on strengths, the HDS identifies risks associated with stress, overuse of strengths, and dysfunctional tendencies that may hinder long-term career success.
This assessment is widely used by businesses, leadership programs, and executive recruiters to identify risk factors in potential hires, managers, and high-performing employees.
What is the Hogan HDS Assessment?
The Hogan Development Survey (HDS) measures 11 personality traits, known as “derailers,” that can negatively impact performance when an individual is under stress, pressure, or experiencing low self-awareness. These traits are based on the Dark Side of Personality Theory, which identifies characteristics that may lead to counterproductive behaviors, interpersonal challenges, and leadership failures.
The HDS is used in:
✅ Leadership & Executive Development
✅ Employee Selection & Hiring
✅ Coaching & Personal Growth
✅ Team Development & Risk Mitigation
Unlike other personality assessments that focus on strengths (e.g., the Hogan Personality Inventory – HPI), the HDS highlights potential risk areas that can be developed or managed to ensure long-term success.
The 11 Hogan HDS Personality Scales
The HDS is divided into three main clusters, each addressing different personality risks:
1. Moving Away (Avoiding Others & Social Withdrawal)
These traits cause individuals to become withdrawn, overly cautious, or defensive when under stress.
- Excitable – Moody, emotionally intense, easily frustrated.
- Skeptical – Distrustful, cynical, overly critical.
- Cautious – Fearful of failure, avoids risk, reluctant to make decisions.
- Reserved – Distant, disconnected, uncommunicative.
- Leisurely – Stubborn, passive-aggressive, resistant to feedback.
2. Moving Against (Overpowering Others & Dominating)
These traits lead to aggressive or controlling behaviors, often disrupting team collaboration.
- Bold – Overconfident, entitled, disregards limits.
- Mischievous – Risk-taking, impulsive, enjoys pushing boundaries.
- Colorful – Attention-seeking, dramatic, easily distracted.
- Imaginative – Creative but eccentric, unpredictable, impractical.
3. Moving Toward (Over-reliance on Others for Approval)
These traits make individuals overly dependent on social validation or rigid in their approach.
- Diligent – Perfectionistic, micromanaging, overly detail-focused.
- Dutiful – People-pleaser, struggles with assertiveness, avoids conflict.
Each of these traits, when overused, can derail careers, strain workplace relationships, and lead to leadership challenges. However, self-awareness and targeted development can turn these risks into strengths.
Hogan HDS Scoring & Interpretation
The HDS is not a pass/fail test but a diagnostic tool that identifies behaviors under stress.
- Scores are based on percentile rankings comparing test-takers to a global sample.
- Higher scores (70%+) indicate stronger tendencies toward derailment.
- Moderate scores (40-70%) suggest potential risks under pressure.
- Lower scores (0-40%) show limited risk but may indicate underdeveloped traits.
Employers and coaches use the results to create personalized development plans, coaching strategies, and risk management tactics to help individuals succeed in leadership roles.
How to Prepare for the Hogan HDS Test?
Since the HDS evaluates behavioral risks, the best approach is self-awareness and honest reflection. Here are key preparation tips:
✅ Understand the traits – Familiarize yourself with the 11 derailers and reflect on how they apply to you.
✅ Take a practice test – Simulating the assessment can help you recognize patterns in your responses.
✅ Be honest – The test identifies consistent behavioral patterns, so avoid trying to “game” the system.
✅ Get feedback – Ask colleagues or mentors how you behave under stress and work on self-improvement.
✅ Work on stress management – Since derailers appear under pressure, practicing mindfulness, resilience, and emotional regulation can help reduce their impact.
Whether you’re preparing for a job selection process or seeking professional development, understanding and managing your derailers can lead to a more successful career.
