Help your people thrive — and building teams worth belonging to.
Goose Ceek is one of a small number of firms in the world with credentials, the expertise, and the practitioner depth to make Hogan data genuinely transformative — not just informative. We partner with HR professionals, coaches, and organizational leaders who want to do more than check a box. We help them use personality science to make better decisions, have better conversations, and create workplaces where people actually flourish.
The debrief is where the magic happens — and that's where we live.
Any certified practitioner can administer a Hogan assessment. What they can't all do is sit across from a leader, read the data with precision, and turn that conversation into a genuine moment of insight that changes how that person leads. That's the work we love — and the work we're exceptionally good at.
Goose Creek's caoches are among the most experienced Hogan practitioners in the world — including a member of the Hogan Coaching Network, an initivation-only group reconized by Hogan itself as the best in the field. As a Hogan Solutions Partner, we bring expertise not just to individual debriefs but into team sessions, organizational programs, and eery engagement where Hogan data can make a difference. The reult isn't just awareness. It's change.
View our full assessment portfolio →"The Hogan suite doesn't just tell you who someone is — it tells you how they appear to the people around them. That's the data that changes leadership."
Goose Creek ConsultingThere's a reason Hogan works. And it goes all the way back to our survival as a species.
Human beings didn't survive because we were the strongest or the fastest. We survived because we could form groups — and thrive within them. Hogan's assessment sutie is built on that insight. Socioanalytic theory tells us that everything we do in social and organizational life is shaped by three fundamental drives: the need to belong, the need to have status and purpose, andthe need to find meaning in what we do. Hogan measures all three with more precusion, more scientifc rigor, and more predcictive power than any other tool available.
When you understand those drives in a leader — really understand them, not just as scores on a page but as the living, breathing patterns that shape how they show up every day — you can do something remarkable. You can help them become genuinely better. Not just more aware. Better.
Belonging & Safety
Human survival has always been a team sport. Our earliest ancestors survived not because they were the strongest or fastest individuals, but because they could form cohesive groups. Getting Along — the drive to be accepted, liked, and included — is the evolutionary foundation of belonging and safety within the group.
In leadership, Getting Along shapes how a leader builds relationships, earns trust, and creates the psychological safety that allows teams to perform.
Measured by: HPI & HDSPurpose & Role
Within any group, individuals compete for status, influence, and resources. Getting Ahead — the drive to be recognized, to lead, to achieve — gives us purpose and defines our role within the team. It is the motivational engine of ambition, initiative, and drive.
In leadership, Getting Ahead shapes how a leader pursues goals, asserts influence, and establishes their position within the organizational hierarchy.
Measured by: HPI & HDSFulfillment & Values
Beyond belonging and status, human beings seek meaning — a sense that their work and their lives align with something that matters to them. Finding Meaning is the drive toward fulfillment, purpose, and values-aligned living. It is what sustains engagement and commitment over the long arc of a career.
In leadership, Finding Meaning shapes the culture a leader creates, the causes they champion, and the environments in which they thrive or struggle.
Measured by: MVPIThe most interesting thing about a leader isn't who they are. It's the gap between who they are and what they're reaching for.
The three Hogan instruments each measure something distinct — and it is the relationship between them, not any single report, that reveals the most powerful developmental opportunities.
The HPI captures a leader's bright-side reputation: how they appear to others under normal conditions, when they are at their best. The HDS captures their dark-side reputation: how they appear when under pressure, stressed, or disengaged — the overused strengths and derailing behaviors that emerge when the polished surface cracks. Together, the HPI and HDS tell the story of a leader's reputation.
The MVPI tells a different story entirely — not how others see the leader, but what the leader actually values, what gives them fulfillment, and what environments allow them to thrive. The gap between a leader's reputation (HPI/HDS) and their values (MVPI) is where the most impactful developmental work is focused. When a leader's reputation consistently misaligns with their values, the result is disengagement, derailment, and unfulfilled potential. Closing that gap — or helping leaders navigate it — is the work.
The most powerful self-awareness isn't about how you see yourself — it's about how others see you.
Most leadership development tools ask people to reflect on themselves — their strengths, their values, their preferences. The problem is that self-perception is notoriously unreliable. Research consistently shows that the gap between how leaders see themselves and how others experience them is both large and consequential.
Hogan measures reputation, not self-concept. Every scale, every score, every derailer is built from the aggregated perceptions of thousands of people — not the leader's own view of themselves. This is what makes Hogan fundamentally different from a 360-degree feedback instrument, and more powerful.
A 360 captures the perceptions of the people currently around you — your manager, your direct reports, your peers. That data is valuable, but it is also context-specific and potentially distorted by relationship dynamics, organizational politics, and recency bias. Hogan's normative data is drawn from the perceptions of thousands of people across industries, roles, and contexts. The result is a broader, more stable, and less politically contaminated portrait of how a leader shows up.
Because personality is stable over time, Hogan data has predictive validity that situational feedback tools cannot match. A 360 tells you how people in your current context experience you today. Hogan tells you how people are likely to experience you across contexts and over time. The Goose Creek coach mines the client's specific context in the debrief — making the data immediately relevant — but the underlying normative foundation means the results don't expire when the context changes. They travel with the leader.
The full Hogan suite — available through Goose Creek.
As a Hogan Solutions Partner, Goose Creek is authorized to administer and debrief the complete Hogan portfolio. Below is a representative selection of the tools we use most frequently in our coaching and development engagements.
Leadership Forecast Series (HPI, HDS & MVPI)
The gold standard in personality-based leadership assessment. The HPI measures bright-side personality, the HDS surfaces derailers, and the MVPI reveals core values and motivations — together providing the most comprehensive leadership portrait available.
Hogan Judgment Report
Measures information-gathering style, decision-making approach, reaction to feedback, and learning agility — providing a nuanced portrait of how a leader approaches complex decisions and responds to being wrong.
Hogan Business Reasoning Inventory (HBRI)
Assesses tactical and strategic reasoning ability — measuring how well a leader processes qualitative and quantitative information to solve business problems, benchmarked against a global managerial population.
Hogan EQ Report
Measures emotional intelligence through the lens of Hogan's personality framework — providing a science-based view of how a leader's personality shapes their emotional awareness and interpersonal effectiveness.
High Potential Talent Report
Designed specifically for high-potential identification and development — measuring the personality characteristics most predictive of leadership emergence, advancement, and sustained high performance.
Hogan 360°
Links multi-rater stakeholder feedback directly to Hogan's personality framework — allowing leaders to see how their personality-driven behaviors are experienced by the people around them and where development is most needed.
Hogan Team & Group Reports
Aggregates Hogan data across a team to surface collective patterns in how the group presents, the risks it carries, and the shared values that shape team culture — the foundation for Goose Creek's team development sessions.
Selection & Fit Tools
Hogan's talent acquisition suite — including BASIS, Fit Reports, and Configure — provides science-based selection tools that predict job performance and organizational fit, reducing hiring risk and improving selection quality.
Become a certified Hogan practitioner.
Goose Creek offers access to Hogan's full certification and learning portfolio — from the foundational 2-Day Assessment Certification Workshop to advanced interpretation and feedback training. All certification programs are by inquiry — contact us to discuss options, scheduling, and group rates.
Deeper Hogan analytics — for organizations that want more.
Beyond assessment administration and certification, Goose Creek offers access to Hogan's research and consulting services — providing the rigorous analytical foundation for competency modeling, selection system design, and organizational benchmarking.
Competency Alignment & Modeling
Links Hogan personality data to your organization's competency framework — aligning your leadership model to the science of personality and building the evidentiary foundation for selection, development, and succession decisions.
Job Profiling & Analysis
Rigorous job analysis that identifies the personality characteristics most predictive of success in a specific role — providing the scientific foundation for defensible, legally sound selection decisions using Hogan tools.
Benchmarks
Off-the-shelf, customized, and C-Suite benchmarks that allow organizations to compare individual and group Hogan profiles against validated norm groups — providing context that makes assessment data more meaningful and actionable.
Consulting & Analysis Support
Access to Hogan's research and consulting expertise for complex analytical challenges — including criterion validity studies, custom research projects, and advanced data analysis that goes beyond standard report output.
An elite global network — and Goose Creek is a member.
The Hogan Coaching Network (HCN) is an invitation-only group of coaches recognized by Hogan Assessments as among the most expert Hogan practitioners in the world. Membership is not automatic — it requires demonstrated expertise in applying Hogan data to leadership development at the highest levels. Goose Creek's Managing Partner is an HCN member, giving our clients access to a level of Hogan expertise that is genuinely rare.
Ready to put Hogan to work?
Contact us to discuss assessments, certification options, or research services — and let's talk about how Hogan can serve your specific development goals.
Inquire About Hogan Services