Measured the same way I'd measure anything else.
Three validated instruments, one consistent picture: creative ambition paired with operational discipline. Here's what they found, and what it looks like day to day.
Hogan Assessment
HPI / HDS / MVPI ยท May 2025Scored High on all seven Hogan Personality Inventory scales, with no significant derailer risks identified on the Development Survey.
DISC Behavioral Profile
February 2024Primary Influence with a strong secondary Drive (I/d). Active orientation at 68%, Agreeable and Skeptical balanced at 52% and 48%.
Gallup CliftonStrengths
September 2019Top five themes: Input, Positivity, Learner, Ideation, and Achiever.
What the assessments agree on
Across three instruments a consistent pattern shows up: someone who inspires teams through genuine enthusiasm, drives results through decisive action, and builds organizational capability through continuous learning.
The Hogan result is the notable one. High on all seven HPI scales indicates broad-based leadership potential, and the Development Survey flagged no significant derailers. The DISC profile (Influence with Drive) and the CliftonStrengths themes point the same direction: people-oriented and results-driven at once, comfortable in ambiguity, and unwilling to lower the bar on execution.
Six competencies, and the evidence behind each
Scored High on Hogan Sociability and Interpersonal Sensitivity, indicating a leader who values morale and builds lasting relationships. DISC Influence (the primary style) confirms a natural ability to engage and persuade teams. The Gallup Positivity theme adds an optimism that tends to energize the people around it.
The Hogan Inquisitive scale (High) reflects open-mindedness, big-picture thinking, and comfort with unstructured work. The DISC I/d profile shows a creative thinker with an entrepreneurial orientation toward change. Gallup Ideation and Input confirm a mind that looks for novel connections and archives knowledge for later use.
Hogan Ambition (High) paired with Prudence (High) produces someone who pursues goals aggressively while holding quality standards. DISC Drive reinforces decisiveness and results orientation. The Gallup Achiever theme describes the internal pace-setting that shows up in how a team's productivity standard gets defined.
Hogan Adjustment (High) indicates emotional stability and a positive attitude under stress. DISC Active orientation (68%) shows someone who takes charge in high-pressure environments. The Development Survey revealed no significant derailer risks, which suggests that effectiveness holds up over prolonged difficult stretches, not just short ones.
Hogan Learning Approach (High) describes someone who actively seeks new methods and technology. The Gallup Learner theme confirms energy drawn from the process of skill acquisition itself, and Input adds an archival instinct for collecting information that may prove useful in unexpected ways.
Hogan Interpersonal Sensitivity (High) produces a diplomatic, empathetic approach that builds trust across functions and with outside partners. The DISC Agreeable and Skeptical balance (52% and 48%) enables cooperation while still attending to details, deadlines, and constructive challenge. Low Hogan Recognition values mean the relationship building is authentic rather than self-serving.
Driven, but not by status
The Hogan MVPI results describe a pragmatic leader with a preference for innovation over tradition. The highest values, Commerce and Affiliation (both moderate), indicate someone who cares about financial outcomes and collegial relationships without being dominated by either.
The finding worth noting is the pairing of high Ambition with low Recognition and low Power. That combination points to someone intensely driven to achieve but genuinely uninterested in status or self-promotion, preferring to let the work product and the team's outcomes speak.
- Autonomy with a high bar. People own their areas. Direction and feedback show up when they're useful.
- Level-headed optimism. Steady in hard moments, which tends to set the tone for everyone else.
- Sharp questions over slide-filling. The goal is insight, not a longer deck.
- Customer-first decisioning. Campaign, technology, and partner choices tie back to customer need and business outcome.
- No vanity metrics. A number that doesn't connect to the business doesn't make the plan.
What people who worked for me say
"As a leader, he gives you the clarity and ownership to run with your work without ever micromanaging. He sets a high bar but backs it up with practical coaching and a steady, positive attitude."
Drew Hawkins, VP Media Services at Adcetera"He asks the sharp questions that drive insights rather than just filling slides. He provides the autonomy to own your work while setting a high bar for what 'good' looks like."
Jigna Desai, former direct report, Fidelity Life | eFinancial