Building effective, future‑ready leaders starts with understanding what great looks like — and that’s exactly what the Hogan Competency Model (HCM) provides. Backed by decades of global research and integrated into PBC’s evidence‑based leadership solutions, the HCM helps organisations identify, measure, and develop the behaviours that drive real performance.
What Is the Hogan Competency Model?
The Hogan Competency Model was developed to identify the relationship between personality and the competencies that matter most at work. It includes 62 competencies organised into four domains:
- Intrapersonal – Self‑management skills such as self‑esteem, resiliency, and self‑control. These form the foundation for career success.
- Interpersonal – Skills that enable relationship building, collaboration, and influencing others.
- Business – Analytical and operational skills such as comparing, analysing, coordinating, and innovating.
- Leadership – The ability to direct, motivate, and align others toward organisational goals
This model reflects the most scientifically valid competency framework available in the market, offering clients “efficient competency‑based solutions” grounded in personality science.
The Science Behind the Model
Every competency in the HCM is tied to measurable personality characteristics captured through the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI). The model’s reliability and validity are widely recognised:
PBC research shows strong correlations between Hogan personality scales and key leadership behaviours measured in the Hogan 360. The model allows organisations to compare “the public person with the private person,” building strategic self‑awareness and improving career success. It provides a data‑driven foundation for leadership development, talent decisions, succession planning, and capability uplift. Simply put: Hogan connects who leaders are, how they behave, and how they perform — in one integrated framework.
Competencies Organisations Should Focus On
While all 62 competencies provide a comprehensive foundation, research across thousands of leaders shows that some competencies consistently predict high performance:
- Achievement Focus – Striving to exceed expectations and driving results.
- Strategic Skills – Big‑picture thinking, innovation, and long‑term decision‑making.
- Inspiring Others – Motivating and engaging teams to perform at their best.
- Emotional Intelligence – Resilience, people skills, integrity, and managing stress effectively.
- Communication & Influence – Communicating clearly, building relationships, and persuading others.
These competencies consistently differentiate high‑performing leaders and are central to building strong teams, engaged cultures, and high‑performing organisations.
Why the Hogan Competency Model Matters for Your Organisation
Whether you are designing a leadership framework, developing talent, or making strategic hiring decisions, the HCM:
- Provides a scientific, validated foundation for understanding leadership behaviour.
- Ensures your competency framework is aligned with measurable data, not subjective impressions.
- Enables predictive and repeatable talent decisions, improving both performance and retention.
- Links personality, behaviour, and outcomes — the “causal chain” that drives engagement and organisational success.
In a world where leadership shapes up to 70% of team engagement, ensuring your competency model is rooted in science is essential. Download the Hogan Competency Model here.
