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 Results competency within the Working in the Business quadrant on the Hogan 360 refers to individuals who consistently provide high-quality work in a professional manner. Higher scorers tend to set high expectations around error-free work and consistently deliver good results. Others describe them as dependable and reliable, with a commitment to completing work in a professional manner. Those scoring lower however, may struggle to focus on completing tasks in a timely manner, as they likely prefer to spend their time on more creative efforts with less focus on implementation and execution; this could be viewed as not placing a lot of effort on delivering good results, especially on challenging assignments. In addition, this approach may be seen by others as a less than professional approach to completing work assignments. Provided below are a few coaching tips and strategies to help lower scores to showcase a stronger focus on results.

One area to focus on with the lower scores is their energy level and motivation. Are they motivated by more creative efforts such that the mundane tasks seem boring or is it more of a distractible characteristic that keeps their focus away from the task at hand? Once you have a better sense of what is keeping them from focusing on what needs to be accomplished, you can help them to prioritise their energy around getting things done and getting results. In order to do so, they must be committed to the end result. The easiest way to achieve this commitment is to match it to what they value; using motivations to drive behavioural change can sometimes be more rewarding than behavioral change alone. To ensure they are fully committed to prioritising where they will spend their time, have them write down their own personal statement of the results they are committed to. Then have them match that with the time and energy it will take them to accomplish it. As a coach, make sure they have realistic and achievable goals in place with respectable timeframes to keep them accountable. Check in from time to time to see what pay-offs have occurred or personal wins. Use these to keep the motivation going. Keeping them engaged by seeing their efforts and how they impact the overall goal of getting results will likely help them continue to keep up this energy level in a positive way.

On a similar note, low scorers on the Results competency may get distracted easily from time to time when working on challenging assignments. As such, others may view this as them not placing a high standard on the outcomes of these assignments. One coaching strategy could be to help the individual persevere through difficult challenges. To do this, the coach will have to better understand where the individual gets stuck and/or when do they “give up” and move to something different. Are their expectations accurate as to when and how the assignment is going to get completed? Should they involve another teammate to help push through the difficult sections/tasks of the assignment? Or is it more about taking some time to step away to clear their mind such that they come back with a fresh perspective or new angle to solving the problem or assignment? As it could be any one of these factors, the coaching strategy will be to help the individual evaluate current projects and assignments to determine if they find themselves in either of these situations. For example, if it that they find they are not having success with one particular strategy for a problem, this might be a signal that they need to try something different. If they think they can’t do the assignment on their own, this might be where the coach should encourage them to seek out a teammate for additional insight.

Lastly, it will be important for lower Results scorers to seek out additional support when working on assignments that require the final outcome to be error-free. Given they tend to lack a sense of detail orientation, they might want to seek outside assistance to proof read final projects. This could be a manager or a trusted colleague who is known to be more meticulous with assignments and projects. The coaching strategy for helping lower scorers around detail orientation is getting them a set of checks and balances. This will be key to helping them improve their reputation of not producing high-quality, error-free work and overall perception of delivering good results.