Feedback from the Hogan assessments is a powerful way to drive both personal and professional growth, but it’s not always easy to receive, or deliver. Resistance to feedback is often a natural response, whether driven by scepticism, defensiveness, or a misunderstanding of the feedback process itself. In this article, we explore practical strategies to overcome Hogan feedback resistance, drawing on our extensive insights with assessment debriefs.
The Importance of the Validity Indicator
The Hogan Validity Indicator is a scale on the HPI consisting of 14 items that most people would typically all either agree or disagree with. The statements are designed to determine whether participants are thoughtfully engaging with the assessment. When the validity indicator flags “zero bricks,” it may suggest that the participant rushed through the questions or did not fully engage. It may also be simply an artefact of their personality profile if they score low on Adjustment or low on Prudence.
Common Causes for Low Validity Scores:
- Random or careless responding
- Low Adjustment: Participants who are self-critical and anxious may unintentionally provide extreme negative responses.
- Low Prudence: Impulsive individuals may not carefully read or consider each question.
The Hogan validity scale not only highlights when assessment results are dependable, ensuring that the feedback discussion is based on accurate and meaningful data, but also flags impulsive or self-critical individuals. Understanding whether low validity scores stem from genuine personality characteristics can help you to better prepare for potential resistance and tailor the feedback session accordingly.
Pro Tip: If validity concerns arise, discuss the participant’s approach to the questions. Sometimes, these scores genuinely reflect their mindset, if not, a retake may be appropriate.
Understanding Types of Feedback Resistance
Hogan feedback resistance can manifest in different forms and can stem from various sources e.g. feeling the assessment has been mandated by management or being sceptical of psychometrics. Recognising these patterns can help you tailor your approach to feedback sessions. Examples of specific resistance include:
Hostility
- Argumentative or moody behaviour
- Emotional outbursts or rejection of feedback
Arrogance
- Inflated self-image and denial of the need for change
- Self-promoting behaviour and difficulty staying engaged
Defensiveness
- Self-critical, stress-prone responses
- Mistrust of psychometric tools or the assessment process
Indifference
- Lack of enthusiasm or withdrawal
- Resistance to change due to satisfaction with the status quo
Why Resistance Happens: The Identity vs. Reputation Gap
One key source of resistance is the gap between identity (how we see ourselves) and reputation (how others see us). The Hogan assessments often reveal blind spots – areas where participants may perceive themselves differently than others do. Sometimes individuals are oblivious to these due to a lack of feedback in the past, and it may be necessary to break past an ego defence mechanism to uncover them.
Resistance can also arise when an individual becomes frustrated that a developmental area they’re actively working on appears in their profile, or when they over-fixate on a single scale, distorting their view of the entire profile. Bridging this gap between identity and reputation requires thoughtful communication and a focus on actionable insights, but if there’s a score you or your candidate don’t fully understand, it’s better to focus on a score that provides more meaningful insights rather than dwelling on one that doesn’t.
Strategies for Addressing Resistance
Effectively managing feedback resistance requires empathy, preparation, and adaptability. It can help to manage discussions on development points sensitively, build trust and to highlight Hogan’s scientific rigour. Below are some proven techniques:
Leverage the PAUSE Model
The PAUSE model offers a structured approach to handling resistance:
- Point Out: Non-judgementally highlight the observed behaviour (e.g., “I noticed you’ve become quiet.”).
- Ask: Encourage open communication by exploring the participant’s reaction (e.g., “What are you thinking right now?”).
- Understand: Validate their feelings and acknowledge their concerns.
- Suggest: Reframe the feedback or explore other perspectives.
- Exercise Judgement: Know when to move on and revisit the topic later.
Use the ‘Rewind’ model
Sometimes it can help to rewind and talk about the feedback before diving into the session to prevent resistance from occurring. It can be useful to:
- Set clear expectations: At the start of the session, clarify the purpose and goals of the feedback. This can ease anxiety and make participants more receptive.
- Focus on strengths and values: Begin with areas where participants excel or which they value (e.g., MVPI). Align feedback with their core values to help them see its relevance to their goals.
- Prepare for resistance: Review the participant’s Hogan profile to anticipate potential resistance triggers. For example, keep an eye out for high Sceptical or Excitable profiles and tailor your feedback approach accordingly. This will help you avoid derailment during the session as you will be aware of your candidates’ triggers and what derailment may look like.
- Acknowledge circumstances: Acknowledge personal or professional challenges that may affect their receptivity to feedback.
Use the ‘Play’ model
To maintain a resistance-free feedback session, we recommend to:
- Provide a Holistic View: Connect themes and subscales to provide a comprehensive picture.
- Stay Agile: Be prepared to adapt your approach based on participant reactions.
- Keep It Actionable: Frame development points in the context of the participant’s job and goals.
Turning Resistance into Growth
By understanding and addressing Hogan feedback resistance, you can transform challenging conversations into meaningful development opportunities. The key lies in preparation, empathy, and adaptability. With the right approach, even the most resistant participants can find value in their feedback and use it to unlock their full potential.
We discuss this topic further at our Hogan Power Hour, which you can view here. If you’re looking for supplementary support with Hogan feedback, you may wish to consider our one-day Hogan Advanced Feedback workshops. Visit the Hogan training page on our website to learn more.