Hogan Development Survey

Dark Side profiling is particularly relevant for coaching of senior management. The distinctive aspects of our personality, are often the qualities which have lead us to be successful in our career to date. However, the qualities that have enabled an individual to attain a position of power in an organisation, will also lead to his or her downfall, or cause damage to the organisation, when expressed as Dark Side behaviour.

A person's Dark Side profile, especially when examined in relation to normal (Bright Side) profile, provides a highly penetrating insight into their critical core qualities. It provides an advanced starting point for structured coaching, saving considerable time and effort in "peeling the onion layers" to arrive at the true focus of the coaching intervention.

Normal (Bright Side) behaviour is often independent of extreme (Dark Side) behaviour. A person with an attractive Bright Side profile may have an unattractive Dark Side profile. This means a person may interview well, making a very positive impression. However, over time, his or her Dark Side profile will become apparent, which in the case of a senior manager, could have a huge adverse impact on the organisation. Furthermore, it is often these Dark Side tendencies that can enhance a person's performance at interview.

Examining a candidate's Dark Side profile accomplishes two objectives. Firstly it identifies likely problems which will arise when the applicant deals with critical incidents or stressful circumstances. Whilst relevant to senior management selection, this aspect is highly relevant to appointments of sensitive or critical nature, (e.g. in connection with security or safety).