We help our clients elevate their performance to new heights.

Hogan Assessments
Organizational Assessments
Workshops & Facilitations

We offer a rare combination of expertise in private equity, finance, and human capital to help clients navigate growth, integrate acquisitions, solve business challenges, build high-performing teams, and align people, strategy, and processes. Known for quickly diagnosing core issues, fostering trust and delivering pragmatic solutions, we advise clients with an ownership mentality to take performance to the next level and create sustainable, lasting impact.

Struggling with hiring the right people?

Do you or others have development needs?

Seeking honest 360° feedback?

Not sure what to coach—or where to start?

Unsure how a candidate will operate under pressure?

Struggling with hiring the right people? Do you or others have development needs? Seeking honest 360° feedback? Not sure what to coach—or where to start? Unsure how a candidate will operate under pressure?

Hogan Assessments

Data-driven insight to  make informed hiring decisions and  unlock leadership potential.

Hogan Assessments bring clarity to leadership and talent decisions. Grounded in behavioral science, Hogan  personality and assessment  tools have been successfully been used by the business community to predict individual behavior for more than four decades.

Why Hogan

  • Making the wrong hiring decisions is costly.

    A bad hire can cost up to 30% of first-year salary — and the stakes only rise with seniority and tenure. The longer the mismatch goes unaddressed, the more damage it does to performance, morale, and culture. Why take the risk when you can hire with clarity and confidence?

  • Strong managers don’t just lead people — they drive performance.

    Employee engagement in the U.S. has remained consistently low for decades with roughly 30% of employees actively engaged . Employee engagement isn’t just a feel-good metric. Gallup research shows it is a powerful driver of business outcomes: teams in the top quartile of engagement outperform those in the bottom quartile with higher profitability, higher productivity, less absenteeism and significantly lower turnover. And what’s the #1 factor influencing engagement? the manager. Why leave money on the table?

  • “The self you know is hardly worth knowing.” — Sigmund Freud

    Effective leadership starts with self-awareness. Yet many leaders operate with blind spots — unaware of how their behavior impacts others, especially under pressure. As roles become more complex and stakes rise, unrecognized patterns can erode trust, decision-making, and team performance. Research has shown that low self‑awareness is strongly associated with destructive leadership traits, negative employee engagement, and lower performance. Is the leader you think you are the one your team and others actually experience?

  • Safeguard your investment by developing leaders able to scale

    Leaders are one of the most overlooked, yet most critical, drivers of enterprise value. Succession planning and leadership development aren’t just HR priorities — they are strategic levers for risk mitigation and long-term success. It’s never too early to invest in high-potential talent.

    Don’t wait for a leadership gap to become a business problem.

  • What drives a person’s decisions, behavior, and long-term fit.

  • How they show up at their best, and how others are likely to perceive them.

  • Traits that emerge under pressure and can derail performance if left unaddressed.

What It Measures

What Hogan Delivers

  • Clear, data-backed insight into how candidates will actually perform — so you can hire with  greater confidence.

  • Leaders who are more self-aware, aligned, and equipped to succeed.

  • Early identification of high-potential talent — so you can invest in the right people at the right time.

  • Clear visibility into future leaders — and the development required to prepare them.

Do you know what is driving or challenging your organization’s performance?

Does your culture support long-term growth?

Do you understand how key stakeholders view your leadership?

Are employees likely to recommend your organization as a place to work?

Do you know what is driving or challenging your organization’s performance? Does your culture support long-term growth? Do you understand how key stakeholders view your leadership? Are employees likely to recommend your organization as a place to work?

Organizational

Assessments

Insight > Solutions > Results

Organizational Assessments provide essential clarity to organizational strengths and challenges. Without that insight, leaders handicap organizational success.

Why Assessments

  • High performance does not eliminate blind spots; it often conceals them.

  • The most vocal or visible perspectives are often disguised as organizational truths.

  • Issues related to culture, leadership, workload, and accountability surface early through assessment, before they become financial or reputational risks.

  • What appears to be a performance or people issue may stem from processes, incentives, or leadership dynamics.

  • Better to deliberately understand and manage culture rather than leaving it to chance.

What They Deliver

  • Distinguishes whether challenges stem from skills, resources, leadership, culture, or workflow design.

  • Replaces assumptions with evidence, enabling more objective decisions around change initiatives.

  • Helps leaders understand what can be done to achieve greater organizational alignment.

  • Allows organizations to address disengagement proactively, improving morale and reducing turnover risk.

  • Creates benchmarks that allow organizations to track improvement over time and evaluate the impact of interventions and initiatives.

Are you struggling to balance short and long-term goals?

Do you have a true strategic roadmap or a collection of initiatives?

Does your team need greater cohesiveness?

Is misalignment slowing down progress?

Are tensions surfacing indirectly instead of being addressed?

Are you struggling to balance short and long-term goals? Do you have a true strategic roadmap or a collection of initiatives? Does your team need greater cohesiveness? Is misalignment slowing down progress? Are tensions surfacing indirectly instead of being addressed?

Workshops & Facilitations

Alignment of strategy and people drives results.

Our Workshops and Facilitations ensure that strategy is deliberately developed—not left to chance—and that leaders and teams are aligned to execute it effectively. We offer:

  • Strategic Planning Workshops

  • Team Building Workshops

  • Colleague 1:1 Facilitations

  • Board:CEO Facilitations

Strategic Planning Workshops

    • Provides a structured, focused environment for high-level thinking

    • Surfaces strategic and leadership team misalignment 

    • Establishes clear goals and objectives 

    • Creates a framework for ownership and accountability

    • Alignment around the organization’s strategic priorities

    • Greater leadership cohesion and a unified leadership narrative

    • Defined strategic priorities, success measures, and decision criteria that guide execution.

    • Commitment, clear ownership of initiatives, and follow-through against agreed outcomes.

Team-Building Workshops

    • Gain greater understanding of colleagues and likely team reputation

    • Resolve conflicts and address interpersonal dynamics

    • Strengthen communication and collaboration among team members

    • Establish team goals and individual commitments to fuel team success

    • Awareness allows individuals and team to manage how they are perceived 

    • Reduced friction helps speed decision making and leads to more productive working relationships

    • Greater sharing of knowledge and improved coordination enable faster, more effective execution

    • Clear alignment, accountability and shared ownership drives results

Colleague 1:1 Facilitations

    • Create a neutral and confidential space for candid dialogue

    • Address issues that stall progress but are difficult to resolve internally

    • Prevent interpersonal dynamics from becoming organizational risk

    • Honest, productive conversations that result in clarity, alignment and defined next steps

    • Improved team effectiveness through resolution of issues that delay decisions and impede collaboration

    • Reduced leadership friction that enhances team performance and protects stakeholder confidence

Board / CEO Facilitations

    • Establish a neutral, structured forum for mission-critical dialogue

    • Clarify expectations regarding PE involvement and CEO autonomy

    • Address communication cadence, content and escalation expectations

    • Build mutual understanding of priorities, pressures and “hot buttons”

    • Focused, high-quality discussions that result in clear strategic direction and objectives

    • Shared understanding of decision rights and operating boundaries, reducing ambiguity and misalignment

    • A predictable, efficient communication rhythm that minimizes surprises and accelerates issue resolution

    • Strengthened trust and working effectiveness through greater awareness of sensitivities and priorities