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Performance Coaching using the Hogan Psychometric Instruments

How it Works

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A critical factor is to ensure participating managers understand and are fully committed to the coaching process. This requires:

  • Clear purpose and context for the coaching assignment agreed between the participating manager, his/her organisation and HR Profiles, - an explicit 'Coaching Contract'. This will address the need for regular communication between all parties, including progress updates to the organisation
  • Clear explanation and reassurance regarding the use of the Hogan Questionnaires as part of the coaching process.
  • A development contract ensuring details of coaching sessions, and the results of the questionnaires will remain confidential between the participating manager and coach. In other words, the process is a developmental initiative, not an assessment on behalf of the organisation concerned.

The schedule of coaching sessions can be tailored in a flexible manner, to suit the needs of the business and participating managers. The usual sequence is as follows:

Step 1 The participating manager receives a telephone briefing by a HR Profiles coach, to clarify and agree the coaching 'contract' and progression. The manager completes selected Hogan Questionnaires using an online testing facility.
Step 2 The responses to the questionnaires are analysed by HR Profiles in advance of a face to face coaching meeting.
Step 3 Initial face to face coaching session. The results of the completed questionnaires are feedback to the manager, during a highly interactive session. The HR Profiles coach will gather further in depth information through incisive questioning, and constructively challenge the manager to reflect on what exactly the core issues are in relation to improving performance. This is where the advantage of the Hogan Psychometrics comes into play, - having a strong focus on behaviour in an occupational setting .
Step 4 Interim assignment: participating manager approaches colleagues for feedback, further clarifying core issues and identifying a range of options to enhance personal performance.
Step 5 Further coaching sessions. From the second coaching session onwards, the emphasis is firmly placed on identifying and committing to actions which will enhance personal performance. Such actions involve specific yet subtle adjustments to behaviour, rather than an attempt to change core personality. Whilst personality may remain constant, increased personal awareness, coupled with specific adjustments to everyday behaviour, will create a substantial positive impact in management effectiveness.

Usually 2 or 3 coaching sessions are necessary for maximum impact. However, HR Profiles will continue to support as required into an extended period.

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