From time to time, you might come across an HDS profile which contains elevations on all or nearly all of the 11 scales. While not particularly common, this type of profile is not an anomaly. In the development context, it is best to have an in-depth conversation to identify how the individual experiences stress.

First, some people are less stress-tolerant (this manifests as a low Adjustment score on the HPI), and so may have more stress-induced tendencies that show up on the HDS. Lower scorers on Adjustment focus predominantly on the negative and can be, at times, pessimistic (often about their own performance and abilities). In a positive sense, their focus on the negative leads them to always strive for something better and, often, push themselves really hard (particularly if seen with high Ambition). However, low Adjustment also suggests a tendency to focus negativity inward by being self-doubtful, self-critical, and self-deprecating. Lower scorers on Adjustment, if asked to evaluate their own performance, will tell you ten things that they can do better, but will be hard pressed to tell you about things that they do well. This negative focus is in play when the individual responds to the HDS – we ask respondents a number of black and white questions regarding themselves, and whenever possible, they take the opportunity to evaluate themselves critically, leading to more HDS elevations.

Second, when you see multiple HDS elevations within the same profile, we recommend that you focus less time and attention on the individual scales and, instead, focus more energy on discussing the implications of clusters of elevated scale scores (i.e. Moving Away, Moving Against, Moving Toward). Alternatively, you may ask these individuals which derailers particularly resonate with them. The goal is to narrow down the derailing tendencies to one or two things that may really get the person in trouble – start development with a focus on these “high stakes” derailers. Also consider what derailers are probably not going to be very problematic. For instance, maybe a 72 on Sceptical is not a concern because the individual works in a politically-charged organisation.

Finally, when you see lots of elevations, we recommend focusing on “conflicts” or tendencies to respond in a manner that others may deem erratic (and hence, unpredictable) when under stress and pressure. Regardless of whether you are focusing at the scale level (Reserved vs. Colourful) or at the “cluster” level (Moving Away vs. Moving Against), if an individual does not respond to the world and work in a consistent manner, relationships and reputation may be damaged. As an example, we have a colleague whose elevations on the HDS fall within the first five scales. She may become an unreachable hermit when she is stressed, but at least, after time, people recognise that she deals with stress by pulling away and can recognise what her dysfunctional response signifies. In the case of the individual who has elevations within both the Moving Away and Moving Against profiles, others likely see inconsistent responses to stress (or, different audiences might see different responses – e.g., pulling away from direct reports but becoming more vocal and likely to actively push back against colleagues or superiors); as a result, others “never know what they are going to get.” In some cases, we call this a “compensation” effect. For instance, people who are high Excitable and high Reserved might find that when they get frustrated and start to lose their cool (high Excitable) they respond by withdrawing and disconnecting from others (high Reserved). So, managing the high Excitable might be the bigger win.