Leadership Assessment
Unlock potential,
make blind spots visible,
enable real development
Why leadership assessments
are indispensable today
The higher the leadership level, the less honest, unfiltered feedback people receive.
C-level executives operate in a zone of high stakes, expectations, uncertainty, and pressure.
Decisions must be made quickly – often based on incomplete information.
The risk: leading by assumptions, routines, and old patterns.
Blind spots remain undiscovered. And this is exactly where the greatest damage occurs:
strategically, culturally, and humanly.
A leadership assessment creates clarity about impact, strengths, risk potential, and inner drivers –
and thus the foundation for real effectiveness.
What we use leadership assessments for
Positioning and reflection for C-level and top executives
Making development areas visible before situations escalate
Anchoring transformation more sustainably and robustly
Building cultural development on actual leadership behavior
If the assessment shows that personal patterns and inner blockages have the greatest impact, we deepen the process through executive coaching.
If it becomes clear that the key dynamics arise mainly within the leadership team, we continue with team coaching.
If it becomes evident that the bottleneck lies in the fit of new leaders, we examine through recruiting assessments which profiles truly strengthen the system.
Our approach: making the invisible visible – and translating it into effective leadership
We work with Hogan Assessments, one of the most scientifically validated diagnostic systems in the leadership context. It allows us to identify hidden potential and previously unknown risk factors.
We analyze three levels:
- Bright Side (HPI): behavior in everyday leadership
- Dark Side (HDS): behavioral risks under pressure, stress, or overload
- Inside (MVPI): inner values and motivational drivers that guide leadership
Each leader receives a confidential feedback session. Based on this, we jointly develop a development plan, which is then aligned with the CEO or the respective manager.
Responsibility for development remains with the leader.
Confidentiality is not just a requirement – it is a lived standard.
aergon is a certified partner of Hogan Assessments.
What you gain as a top executive
- a clear mirror of your leadership impact
- insights into previously invisible potential
- robust development priorities
- greater confidence in difficult situations
- more clarity in role and direction
Executive leadership becomes manageable again – instead of reactive.
What your organization gains
- less friction
- higher decision quality
- fewer cultural side effects
- fewer wrong hires
- less politics, more effectiveness
Investments in transformation only pay off when those carrying them are able to lead effectively themselves.
How a leadership assessment works
1
Kick-off conversation
2
Online assessments
3
Evaluation and individual feedback
4
Documentation of the development plan
5
Follow-up / transfer into practice
What our clients say
“The personal Hogan assessment really made me sweat – but that’s exactly where its value lies. I gained new perspectives and personal insights that go far beyond the usual.”
Johannes Stadlmayr
COO PARAGON Central Europe DACH & CEE
“Beate helped us look behind the façade. This sober – and at the same time empathetic – external perspective prevents dysfunctional leadership from entering the system in the first place.”
Alexander Schäfer
CSO PARAGON Central Europe, DACH & CEE
Who is behind this?
I am Beate Junginger, founder and CEO of aergon. I support leaders, teams, and organizations in consciously shaping change – with clarity, integrity, and heart.
I am passionate about connecting people with their true nature, their talents, and their collective strengths – so that meaning and trust can grow into sustainable success.
Frequently asked questions
What exactly is the Hogan assessment?
It is a scientifically based personality assessment tool that covers three core areas:
- HPI (Hogan Personality Inventory): strengths and everyday behavior (“Bright Side”)
- HDS (Hogan Development Survey): potential behavioral risks under stress (“Dark Side”)
- MVPI (Motives, Values, Preferences Inventory): inner drivers and values (“Inside”)
What does this give me as a leader?
The assessment provides deep insights into your impact, leadership strengths, and potential derailers. It helps identify blind spots, sharpen self-awareness, and define targeted development areas.
How does the assessment work?
The tests are completed online and take about 45–60 minutes in total. The results are discussed in a personal feedback session – ideally within a coaching process.
How is Hogan different from other personality tests?
Hogan is particularly valid and predictive. It shows not only who you are, but how you react under pressure and what drives you. It was specifically developed for business and leadership contexts.
Can I just give “desirable” answers and manipulate the results?
Hogan makes intentional “faking good” difficult. The questions are designed so that no clearly “correct” answer is obvious. Participants choose between seemingly equally positive statements, which limits manipulation.
In addition, the system detects inconsistent or overly positive response patterns through internal validation mechanisms and comparison with norm groups.
Create clarity.
Understand your impact.
Develop with focus.
Use the Hogan assessment as a solid foundation for your personal or organizational development.
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