When people begin inner team coaching, one of the most common challenges is simply knowing where to start. Which parts of your inner team are leading the way? Which ones stay quiet but pull strings in the background? And which are most likely to hijack you under stress? Combining inner team coaching with Hogan Development Survey (HDS) with inner team coaching creates a powerful accelerator to inner team coaching through combining clarity of data with the depth of dialogue. Instead of starting from scratch and waiting for these dynamics to emerge in conversation, the Hogan gives you a quick map of some potential derailers. These derailers give clues to the parts that emerge under pressure. See research showing how HDS supports executive coaching.
Instead of being caught off-guard by derailers, you develop the ability to hear numerous parts of yourself, weigh their input, and make intentional choices. You quickly see which voices need your attention, which ones you’ve been ignoring, and how to bring them into better alignment. By surfacing them quickly, you can step straight into meaningful inner team coaching work.That’s the kind of resilience and awareness that translates directly into stronger leadership and healthier relationships at work. See more about our Inner Team coaching.
What the Hogan Development Survey reveals
The HDS is designed to identify eleven patterns of behaviour that can undermine performance when overplayed. It is often used in executive coaching see here. For example, Excitable is a common part where people may start strong but burn out quickly, or Cautious stops you from taking risks, whilst Bold is an ambitious part that can dominate or overshadow others. From an inner team coaching perspective, each of these patterns represents a voice or sub-team within you. When using Hogan as part of a coaching programme, you get to recognise voices that commonly get loud, dominate, or derail you when the pressure is on.
Why combine Inner Team coaching with Hogan Development Survey?
Starting inner team coaching without psychometrics can feel like a blank canvas: full of possibility. Starting from scratch with open exploration may feel gentler or more creative. But sometimes this can be slow to take shape. Using the Hogan alongside inner team coaching may be particularly helpful if:
- You want fast results and don’t want to spend months exploring before patterns emerge. The Hogan immediately spotlights the inner parts that are most active under stress.
- You’re a senior leader who values data-driven insight and recognises the need for efficiency. Backed by decades of research, Hogan provides confidence that the work is grounded in psychology, not guesswork.
- You find it easier to reflect when you have external feedback rather than relying only on self-reporting. Seeing derailers normalised as “common human patterns” helps reduce shame and opens up curiosity.
- You’ve done coaching before but want to go deeper, faster this time. HDS gives you precise words to describe behaviours that might otherwise feel vague or hidden.
The HDS doesn’t replace inner team coaching—it makes it faster, richer, and more focused. Both routes work. It’s about choosing the pace and style of learning that suits you.
If this support is of interest, you may want to pursue Inner Team coaching with an added HDS assessment. See how to arrange this here.