The Hogan 360 Leadership Model and 14 Core Competencies
Self-Management	Relationship Management	Working in the Business	Working on the Business
Integrity Resilience	Communication People Skills Team Player Engaging	Capability Efficiency Results Customer	Accountability Motivation Strategy Innovation

The next quadrant of competencies focuses on Working in the Business. One of the competencies that makes up this quadrant is Capability. This competency concerns whether or not someone has the background, ability or experience to do their job. Someone who scores high on the Capability competency likely shows a good work ethic, appears to be hardworking, has a firm knowledge of their job and has the right experience to be effective in their role. Lower scores might struggle with staying up to date in their industry and it may appear that they are not fully informed on what it takes to get the job done. They may also have difficulty focusing on their daily tasks due to the on-going social demands and efforts to interact and engage with others. This can be seen by others is slacking off and socialising too much.

The first area to focus on when coaching individuals who score low on Capability is their work style and what they prioritise. Often times the comments section of the Hogan 360 report will provide insight into how others are describing their behavior. Do these comments describe them as not being hardworking because they are not completing their tasks on time? Is it because they don’t appear to have the skill set, ability or knowledge to get the job done? Ask the coachee, do they put off tasks because they don’t have the ability or knowledge to do some of the tasks required of them? If so, the coach will need to do an audit of all the key roles and responsibilities and work with the coachee to determine if the job is right for them or if they want to try to build their skills, abilities and knowledge to be more effective. If they are willing to be coached around building their skills and knowledge, then the coach will need to work with them on ways to obtain an additional level of learning and determine what support resources are available to help them be more skilled at their job.

Alternatively, others may describe the lower Capability scorer as not being a hard worker because they see them socialising all the time (check for high Sociability on the HPI). In this case, the coach will need to work with the coachee around striking a balance between socialising and getting their work done (socialising vs. producing). First, the coach should inquire about the reason the lower scorer socialises and what types of topics are being discussed? Is it productive socialising that may be seen as non-productive? Is it that they are reaching out to learn more or collaborate with others on tasks? Or is it because they socialise for the need to be around others, an outgoing social style that feeds from a value (think Affiliation)? It if is the former, the coach will need to focus the session on how to showcase the value they are obtaining from the socialisation. This will be helpful so that others can better understand why they engage with others more often than others for purpose of learning. This could be done by working with those who they don’t normally work with. The coach may also encourage the individual to get more involved in tasks that provide the opportunity to show the value of their work.

If they are truly just socialising for the sake of socialising, then the coach will need to help the coachee prioritise their time better. Is there a certain person or group they tend to talk to each day? If so, have them schedule their social time during breaks like lunch versus spontaneously striking up a conversation for no reason. It will be helpful for the coach to work with them on creating timelines for their daily tasks. Also, putting time limits on their interactions to 5 minutes or less will help minimise the length of exposure others will see as them socialising versus working. This may take some time given their social nature; you can help them mitigate this tendency, however, by having them create a few key phrases that they can politely use to end or postpone conversations.