Humans are wired to want to better understand ourselves. From BuzzFeed quizzes to psychometric tools, we are drawn to anything that promises insight into who we are and why we behave the way we do. Personality assessments have become so popular because they make the invisible parts of ourselves feel visible; that insight can be transformational when applied well.
At ExecLead, we use personality assessments with intention. Our goal is not simply to describe people, but to help them grow, collaborate, and make better decisions. To do that, we use a number of industry tools; the two that we use most frequently are Hogan and DiSC.
Hogan: The Right Tool When Decisions Really Matter
When organizations face high-stakes decisions, such as hiring, promotion, or succession, we turn to Hogan. Unlike many popular personality tools, Hogan is built on decades of research linking personality to actual job performance. Its inventories measure traits, derailers, and values, offering a deeper and more predictive view of how someone is likely to show up at work.
Because Hogan is validated against workplace outcomes, we use it confidently as one input, alongside interviews, experience, and performance data, when assessing leadership potential.
A real-world example:
In a recent succession program, two candidates were being considered for the same role. One participant scored consistently high on the personality scales; the other consistently low. Both profiles came with strengths and risks. The Hogan results helped us anticipate how each candidate might show up in the role, understand their derailers and drivers, and tailor development plans accordingly. Even though the role was the same, their development needs were very different, and their personality profiles played a key role in shaping those needs.
DiSC: A Shared Language for Better Teamwork
When the goal is improving communication, strengthening relationships, or enhancing team effectiveness, we often use DiSC. Unlike Hogan, DiSC is not designed for prediction; it is designed for accessibility. Teams quickly grasp the four styles (D, i, S, C), and that shared language becomes a powerful tool for depersonalizing conflict and improving collaboration.
A real-world example:
We recently worked with an established team led by a new leader. The group had conflict that needed to be addressed. Their DiSC results revealed a heavily “D" dominant team: fast-paced, outspoken, and skeptical. By giving the team a shared vocabulary for what was driving their reactions and behaviors, DiSC helped them understand one another’s motivations and partner more effectively to reach their goals.
We do not bring Hogan into every team-building session because it is a scalpel, not a Sharpie. For basic communication work, DiSC’s straightforward framework and language is often enough—and sometimes better. We reserve Hogan for situations where its depth truly matters.
Choosing the Right Tool Creates Better Outcomes
Our philosophy is simple:
• Use Hogan when the question is: Who is likely to succeed in this role?
• Use DiSC when the question is: How can we work better together?
When paired with the right intent, personality assessments do more than describe people; they unlock clarity, strengthen teams, and accelerate growth.