What does ChatGPT think about the Birkman Method and Hogan Assessments?

In 2020, I wrote an article for World Coaching Magazine titled “What’s Better for Executive Coaching: The Birkman Method or Hogan Assessments?”

Since then, I’ve had more experience with both tools. I was curious what Chat GPT would “think” about them. So, I asked Chat GPT, “compare and contrast the Birkman Method with Hogan assessments.” Below are the high points from Chat GPT’s response. My comments to Chat GPT’s responses are in italics.

Birkman assesses personality, interests, and occupational preferences. It provides insights into an individual's usual behavior, needs, stress behavior, and interests.

Birkman is often used for personal and professional development, team building, and career counseling. The Birkman Method has demonstrated validity in predicting behavior and providing insights into workplace dynamics. The reliability of the Birkman Method is generally considered acceptable.

Hogan Assessments cover personality traits, core values, and motives, with a specific focus on predicting workplace performance, leadership effectiveness, and potential derailers. The reliability of Hogan Assessments is generally considered high, providing consistent results over time.

Birkman emphasizes a broad understanding of an individual's usual behavior, needs, and stress behavior. Birkman does not have a specific focus on identifying potential derailers or risks under stress. Stress behaviors kick in when an individual’s needs are not met. This combination of needs and stress behaviors are very similar to Hogan’s derailers. Hogan includes the HDS component, which specifically identifies potential areas of concern or derailers under stress.

Hogan offers a more targeted approach by assessing personality, values, and motives with a focus on workplace performance and leadership. Disagree. Birkman uses “Areas of Interest” to assess drivers and motives, and also measures work styles and corporate adaptability. Very useful information.

Birkman is often used for personal and professional development and team building. Hogan is primarily applied in executive selection, leadership development, and talent management. Birkman was primarily designed for development and to help an individual determine job fit. Hogan was primarily developed for selection.

Birkman provides insights into behavior but may not be as specifically tailored for predicting workplace performance and leadership effectiveness. Using a Birkman along with the Hogan instruments gives much more predictability than solely using Hogan or Birkman. Hogan is known for their predictive validity in assessing leadership performance and identifying potential challenges. I recently was asked to evaluate a high-level manager who was being considered for an executive promotion. The CHRO and BOD felt much more comfortable promoting this person with data from both Birkman and Hogan.