Hogan HPI, HDS & MVPI
Measures commonly used to explore everyday leadership tendencies, potential derailers under pressure and values or motives. Their use is subject to appropriate access and practitioner requirements.
Assessments
Better evidence. Better conversations.
Assessment can bring useful structure to decisions about selection, leadership development, succession and team effectiveness. It is one input to human judgement—not a substitute for it.
Purpose before instrument
Choose the question before the tool.
We begin with the decision to be supported, the role or group in context and what a fair, useful process should make possible.
We explain what an assessment can and cannot tell us, how information will be used, and how feedback will be handled. No single score makes a psychological conclusion or a people decision.
AUTHENTICATE does not claim ownership of, or partnership with, any named instrument. Availability and appropriate use depend on licensing, practitioner qualification and context.
Assessment approaches
A considered toolkit, not a one-size answer.
Named instruments below are examples of established approaches. Availability and use are subject to relevant permissions and qualification.
Saville Wave
A family of work-related personality and 360 feedback tools that may inform selection or development conversations when matched to a clear purpose.
OPQ
A work-style questionnaire approach that can contribute structured evidence about behavioural preferences in a role context.
Cognitive ability measures
Role-relevant reasoning measures may be considered where job analysis, accessibility and fair process support their use.
Emotional intelligence tools
Selected approaches can open a conversation about emotional awareness and relationship skills; results are interpreted as one perspective, not a verdict.
360-degree feedback
Structured feedback from colleagues can help leaders understand how their behaviour is experienced across working relationships.
Structured interviews
Consistent, role-related questions help bring relevant evidence into selection and development decisions.
Assessment and development centres
Tailored exercises can help explore capability in context when the design is proportionate and participants understand its purpose.
Assessment Finder
A guided starting point for your question.
Answer three brief questions to see options worth discussing. This finder offers no automated psychological conclusions and does not assess individuals.
Guided assessment finder · Step 1 of 3
What would you like to understand?
A starting point for a conversation—not an automated assessment or psychological conclusion.
Responsible practice
Respect the person. Protect the information.
Assessment information should be collected for a clear purpose, accessed only by appropriate people and discussed with participants in a manner that is accurate, considered and useful. We do not ask for reports or candidate information through the public enquiry form.
Talk through the decision first.
We can help clarify the objective, the process and whether assessment belongs in it.