We’ve all seen this profile, and likely know someone like this. High Adjustment, high Ambition, high Sociability – see where we are going? We are talking about people who scores high on every HPI scale. While they may not be 100% on all seven scales, they sure have a lot of yellow going on! We often receive questions regarding profiles like this – what do they mean, and what do we focus on when coaching these people? We like to describe folks who have elevated HPI profiles as “having a lot of personality.” They will be memorable and make a lasting impression on those around them. They may be the kind of person who walks into the room and heads turn. They stand out, sometimes in a good way, and sometimes not. While it is important to leverage these individuals’ HDS and MVPI results as well to get the full picture, this post focuses on how to interpret and deliver feedback on their HPI results exclusively.
When walking someone through this kind of HPI profile, it is important to keep a few things in mind. First, the HPI is measuring an individual’s reputation, or the observer’s view of one’s personality. While individuals may see themselves in a particular light, their scores reflect the way others are likely to perceive them based on past experience. Help these individuals understand how these elevated scales affect their reputation. It is likely that others would describe these individuals as very driven and full of energy (high AMB and SOC), and likely to make a very warm and memorable first impression on others (high IS and PRU). Additionally, these individuals are likely to seek out and apply information to make decisions and solve problems (high LRG and INQ). Altogether, these people keep their emotions in check (high ADJ) and make an impact on those around them.
While this description sounds lovely, it is also critical to consider the other side of the coin. As we know, when interpreting HPI results, there are positives and negatives associated with high and low scores. When we see extreme HPI scores (high or low), we tend to discuss room for potential development opportunities associated with these scale scores. For instance, we know that those who score extremely high on Ambition and Sociability may also be described as unrealistic, overconfident and “in your face.” These individuals may need some additional development around these scales in order to set more practical goals and not intimidate those around them. So while we all may initially wish we had all elevated HPI scores, bear in mind that there is more to these profiles than you may think.
Now you might be thinkingthat there is a to talk about, especially with such highly sociable and energetic people! This is where we turn to job context and development goals to guide the conversation around the HPI results. Give these individuals an overview of what their scale scores mean, then dive deeper into particular scales that are relevant to their current role and objectives. For example, when coaching a VP of Sales with an elevated HPI profile, you might focus particularly on his/her high Ambition and high Prudence, as these scales are critical for success in the role. You can also ask the individual if he/she has received feedback on any of these dimensions before, or if he/she has a specific development goal or target that one of these scales might particularly relate to in order to guide the discussion.
Based on your knowledge of the coachee, his/her role, and his/her development or organisational objectives, determine coaching suggestions and behavioral implications for this individual. If we take the previous example, we might suggest that the individual seek feedback from those on his/her team to ensure that the goals he/she has set are realistic and communicated well. It will be particularly important for this individual to ensure that others are onboard, as his/her high level of stress tolerance (high Adjustment) might otherwise cause him/her to misread signs of stress from others. These coaching suggestions will likely be different across individuals with elevated HPI profiles, due to their unique roles and goals.
