Leadership is the ability to build and maintain a high performing team, and is the fundamental resource for team survival and effectiveness. Engagement is the tie that binds the leader to a high performing team. Great leaders engage followers, and harness their energy to perform to their highest ability.

High Excitable people’s high energy and enthusiasm can be an asset, but tend to fade quickly. At work, their volatile emotions will have their employees walking on eggshells to avoid setting them off, with mixed results.

High Dutiful people are the consummate “yes” men. They tend to be likeable and eager to please, but often promise more than they can deliver. In conflicts, they tend to side with superiors rather than their employees.

At their best, high Diligent people can help reign in an unruly office. At their worst, they are a real stick in the mud. They are meticulous, perfectionist, and critical. At work, they cling to rules and procedures, and tend to micromanage their people.

At their best, high Colorful people are the life of the party. To them, the world is a stage, and they are the leading role. They are also a real distraction in the office – often too busy showing off to make a real contribution.

At their worst, high Cautious people are terrified by rejection or failure. Although they are unlikely to make careless mistakes, their refusal to offer an opinion or take a risk can really hold up progress.

High Reserved people are the lone wolves of the office. At work, they are independent and strong, but their indifference to others’ feelings impacts their ability to work in a team, and makes for some awkward moments in the elevator.

At their worst, high Mischievous people are the silver-tongued devils of the office. They tend to be charming, but manipulative. They like to play it fast and loose, but are quick to throw others under the bus when something goes wrong.

Prone to hubris, high Bold people overestimate their strengths and downplay shortcomings. Although hailed as the hungry go-getters of the office, their tendency to take credit for others’ work feeds their entitled attitude and alienates their coworkers.

High Skeptical people tend to be cynical and suspicious. Although excellent at navigating company politics, they are convinced their coworkers are talking about them behind their back, and they are always ready to retaliate for any perceived injustice.

At their worst, working with high Leisurely people can be a chore. Although they seem compliant and agreeable, they tend to procrastinate or ignore assignments if there is something they would rather be doing.

Imaginative people are creative, but often to the point of eccentricity. At work, their penchant for outside-the-box thinking comes at the price of practicality, and often leaves them bored with details and mundane office work.


When it comes to personality, the line between strength and weakness isn’t always clear. The Hogan Development Survey is a proven assessment tool that uses 11 personality scales to help leaders recognize shortcomings, maximize strengths, and build successful teams.

As an international authority in personality assessment and consulting, Hogan has over 30 years of experience helping businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential.