Value for the Coach

Value for Participant

The most common barriers to helping a candidate make changes are:

1) Embracing what needs to be changed
2) Knowing where to start
3) Understanding how one's behavior impacts the work setting.

The behavioral feedback delivered by the Task Cycle® Surveys addresses these issues, while the Hogan Assessments address a fourth and fifth:

4) Why does the individual have the tendencies to do less effective things?
5) Why does the individual have the tendencies to do more effective things?

Hogan Assessment Systems' personality measures 'jump start' the coach's understanding of a candidate. The coach can present a behavioral solution to disarm personality traits that might undermine performance. At the same time, the coach can encourage behavioral enhancements that will let the candidate’s strengths shine through.

If a candidate is motivated to succeed, the combined feedback can provide self-understanding that would be difficult to achieve in other ways. Research shows that realistic self-awareness is a major asset in career development -- and helpful in the prevention of career derailment. A combination of behavioral and personality feedback helps people understand why a particular tendency or uniqueness may be an advantage in one setting, but a disadvantage in another. They get past the idea that they need to "give up" some behavior or that their personalities are flawed. Instead, the assessment helps the participant to "be themselves," and at the same time be more effective in a business setting.