Comprehensive Personality Assessments

Lisa Mink executive coaching and consulting help organizations run more smoothly, communicate better and place leaders in a position to thrive. Through a combination of sophisticated analytical tools and personal insight developed through years of coaching, Lisa Mink creates functional, happy workplaces.
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About Personality Assessments for Leadership

I use the Hogan Assessments LEAD series. It’s the only global certified personality instrument for leaders in business. We can give you lots of intelligence on you and how you’re likely showing up very quickly.
I have advanced certifications with these assessments and have been using them for over 20 years.

The Executive Coaching Process incorporating Hogan Assessments LEAD series typically follows a structured framework aimed at maximizing leadership effectiveness and personal development.

By leveraging Hogan Assessments and the expertise of an advanced certified coach, this Executive Coaching Process empowers leaders to gain self-awareness, enhance leadership effectiveness, and drive meaningful change within their organizations.

Process Breakdown

Step 1: Initial Assessment

The process kicks off with the executive completing several Hogan Assessments, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI). These assessments provide comprehensive insights into the individual’s personality traits, potential derailers, and core values.

Step 2: Data Collection & Analysis

The coach analyzes and interprets the assessment results to identify patterns, strengths, development areas, and potential blind spots. This step involves a thorough examination of the executive’s leadership style, interpersonal dynamics, decision-making tendencies, and motivators.

Step 3: Comprehensive Debrief Session

The coach conducts a one-on-one debrief session with the leader, providing detailed interpretations of assessment findings. This session is an opportunity to explore the implications of the results on the executive’s leadership approach, career goals, and organizational impact.

Step 4: Goal Setting & Development Planning

Collaboratively, the coach and executive may establish specific, measurable, achievable, relevant, and time-bound (SMART) goals based on assessment insights and organizational objectives. Development plans may include targeted interventions, skill-building exercises, and behavioral adjustments tailored to address identified areas for improvement.

Step 5: Ongoing Coaching and Support

The leader can opt to follow this with a coaching engagement that includes regular sessions focused on tracking progress, refining strategies, and addressing emerging challenges. The coach serves as a sounding board, providing feedback, encouragement, and accountability to facilitate the executive’s growth journey.

Step 6: Integration & Application

Throughout the process, the executive integrates newfound insights and skills into their daily leadership practices. The coach may offer guidance on navigating real-world scenarios, fostering adaptive behaviors, and leveraging strengths to maximize effectiveness in various contexts.

Step 7: Evaluation & Follow-Up

Periodic reassessment and feedback loops are conducted to assess progress against established goals and refine development strategies as needed. The coaching process concludes with a comprehensive evaluation of outcomes and a roadmap for sustaining growth beyond the engagement period.
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