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We enable healthcare organizations to excel through Hogan Assessments and high-impact leadership development. Our tailored services include leadership assessment, coaching, and effective succession planning to foster high-potential talent and optimize team dynamics for sustainable success. By combining rigorous research and industry expertise, The Consult*Able catalyzes excellence within the healthcare sector.

What are the Hogan Assessments?

Hogan Assessments help organizations solve leadership challenges. The assessments were created by Hogan Assessment Systems, a research-based consulting firm. The Hogan Assessments are grounded in more than 20 years of research and validation, demonstrating that personality is a key driver of behavior.

Underlying Philosophy

If someone is measured accurately, their core personality can be determined. Job performance can then be predicted. Predictive validity studies by Hogan Assessment Systems and other researchers support this. Certain personality traits predict job performance over time. While other factors also predict job success, the Hogan Assessments have strong predictive power. Assessment data becomes reports that give a rich, thorough picture of a person.

Hogan Assessment

The three personality assessments in the Hogan Assessment can be used to select candidates and employees, develop leaders, and identify talent. The assessments are valid across geographies, cultures, and genders. The assessments that help us predict behavior are:

• Hogan Personality Inventory

  The Hogan Personality Inventory measures the “bright side” of personality. It reveals what we see when people are at their best. It shows how someone approaches others and their work. These are characteristics others notice quickly. 

• Hogan Development Survey

  Hogan Development Survey measures the “dark side” of personality. It highlights characteristics that can derail a person’s career. These potential derailers may arise when their guard is down, they are stressed or tired, or they feel comfortable with others. 

• Motives, Values, & Preferences Inventory

  The Motives, Values, Preferences Inventory measures “the inside” of personality. It reveals personal drivers and fits with organizational culture. It also describes the environment in which a person would like to work. Additional Hogan Reports are available.

Hogan also offers reports for several other assessments, including the EQ (emotional intelligence) Report, the HBRI (Hogan Business Reasoning Inventory), and the Judgment Report.

EQ

The Hogan EQ assessment measures emotional intelligence. It assesses the ability to identify and manage one’s own and others’ emotions. The report provides an overall score, plus scores and feedback for six EQ scales. These can be created from existing HPI and HDS assessments. The six EQ subscales are: Awareness, Detection, Regulation, Influence, Expression, and Empathy.

HBRI

The HBRI evaluates two types of problem-solving: Strategic Reasoning and Tactical Reasoning. Strategic Reasoning involves finding problems that need solutions. Tactical Reasoning solves problems once identified. Combining both creates a Critical Thinking score. The HBRI is targeted for selection use.

Judgment

The Judgment Assessment focuses on decision-making. It measures processing speed and style, pre-decision approaches, and post-decision biases. The report examines how a leader responds to feedback on failed decisions. By understanding how they process information and their natural tendencies, leaders can improve their judgment. This assessment is used for development.

Advising lays the blueprint for institutional health. But active cultivation ensures progress. We move from high-level design to practical application of growth methods. This phase bridges the gap between finding potential and achieving performance. The Consult*Able empowers your leaders to turn these insights into sustained mastery.

Executive Prowess Program™

Defining the Program

The Executive Prowess Program provides a growth path for dedicated healthcare directors, VPs, and executives. The process leads to deep behavioral shifts and the development of advanced skills. Participants learn to navigate new demands. Whether preparing for a C-suite transition or addressing specific gaps, they engage in a rigorous process to drive significant growth.

Core Philosophy

Healthcare delivery is evolving rapidly. Traditional leadership paradigms are now obsolete. Clinical innovations advance quickly, but the skills needed to manage complex systems change even faster. Today's leaders face severe labor shortages, shifting reimbursement models, and growing use of artificial intelligence. They must maintain stability while addressing specialized patient needs, often without the same level of middle-management support as in the past. Success now requires self-governance, operational agility, and modern assessment methods—not outdated tools from earlier eras.

Profile of the Advancing Leader

• Transitioning Administrators: Leaders moving from a rigid, hierarchical command structure to a human-centric model that drives systemic change across integrated delivery networks.

• Emerging Directors: High-potential managers requiring refined experiences to address specific development gaps or to prepare for high-stakes administrative oversight.

• Technically Proficient Experts: Clinical specialists possessing deep functional knowledge who seek to expand their repertoire of enterprise-wide leadership skills.

• Established Executives: Seasoned leaders who have yet to confront the "shadow side" of their leadership style or the blind spots that impede institutional culture.

• Undefined Contributors: High-performers with recognized potential whose specific development requirements remain unidentified or unaddressed.

The Outcomes

Participants gain a precise, objective mirror that reflects the gap between their self-perception and their actual professional impact. This process enhances self-awareness, leadership presence, and strategic thinking. Successful engagement aligns individual talent and organizational needs, increasing executive performance, team dynamics, and resilience. The result: executives prepared for the fiscal and operational crises of modern healthcare.

Team Programs

Healthcare professionals operate in complex environments and frequently transition between teams. Over half of these teams spend at least 30 percent of their shifts collaborating on critical tasks. Despite the importance of this work, research indicates teams achieve their objectives only about half the time. When team dynamics falter, patient safety declines, clinical progress slows, and achieving organizational goals becomes more difficult.

Intact Teams

The Consult*Able partners with established healthcare teams to enhance performance. Our approach emphasizes team collaboration over individual performance. We help teams build self-awareness, leverage their strengths, and address ongoing challenges.

Alignment within medical teams is essential. By identifying hidden risks, particularly under stress, teams can prevent serious issues in patient care. The Consult*Able applies a proven framework to help teams resolve differences and operate as a cohesive unit.

The Consult*Able utilizes Hogan assessments to achieve these objectives.

• Identify and integrate the team's unique strengths.

• Diagnose obstacles that impede clinical or operational effectiveness.

• Address knowledge and skill gaps to ensure the team's work aligns with organizational priorities.

• Reinforce core values to help teams uphold their stated ideals in daily practice.

• Offer practical, data-driven insights into team conflicts.

• Establish clear milestones to help teams adapt to evolving patient and organizational needs.

We provide a comprehensive suite of Hogan analytics, including executive summaries and detailed Team Reports. We collaborate with leaders and teams to transform disconnected groups into high-performing, collaborative teams.

Cross-Functional Teams

We leverage assessment data to support teams collaborating on complex projects and organizational goals. While departments bring unique technical skills, the foundations of effective teamwork remain consistent. We apply this understanding to help cross-functional teams align on shared purpose and objectives.

We use Hogan assessments to identify the key behaviors teams need to succeed in complex situations.

• Building Mutual Commitment: We use personality data to understand how leaders set priorities and secure support from other departments.

• Managing Project Flow: Assessments help us identify natural planners and risk managers, ensuring the right individuals lead complex projects.

• Encouraging Shared Leadership: The Consult*Able identifies individuals with strong social skills and adaptability who can lead through influence rather than authority.

• Helping Teams Through Change: We provide teams with the information they need to remain resilient during project transitions or shifts in clinical priorities.

By understanding each group’s strengths and motivations, The Consult*Able transforms specialist teams into unified groups prepared to meet the challenges of today’s healthcare environment.

The Consult*Able provides in person and virtual workshops to bolster organizational change and leadership development initiatives for healthcare professionals. Use the Let’s Work Together form to request specifics, secure a date, or request tailored workshops for your organization.

Pricing reflects your unique requirements.