The Thinkers Quarterly - Autumn 2026
A new 360 Feedback-Experience Dashboard, executive assessment strategies, coaching advice on humility vs. visibility, and upcoming Hogan Certification Workshops.
Welcome to the PPI Newsletter — a place to stay informed, get engaged, and be entertained. We have lots of exciting news and updates to share, so make sure to get in touch for further discussion!
360 News
We just finalized our 360 Feedback-Experience Dashboard and invite you for a tour! From here, a coach can build out the feedback story in layers by prompting rater groups one at a time (e.g., click each symbol in the line graph key to first remove the lines… then click on them again to bring each one back in to help the coachee digest the information.) You can toggle the competency results and consult additional support analytics as needed. Development tips and an open-ended question that identifies where colleagues might lend a hand, are all there too.
Take the dashboard tour, or reach out to learn more.
Reading Subscale
Fun and enlightening recommendations from our Readership Team:
- Kirsten — Living to 100 years old
- Mike — Personality and Nature's Role
- Paul — Best Not To Stay Alone
Entertaining Subscale
Tonight's extra-special episode of Ken Burnout's never-ending documentary on the War for Talent will highlight the dazzling, outstanding and in-your-face accomplishments of Col. Orful. We'll follow his career trajectory, starting as an underground imposter before bursting onto the scene as the outspoken showboat we've all learned to love. Only on BRAVO!
Advice for Avoiding Trouble: Sr. Manager, Self
Agreed: To succeed as leaders, we need to be more vulnerable, stretch ourselves, and take risks. But whoever said we should take ‘comfort’ in failure missed the point. Discomfort means we're learning. It's a natural reaction to the onset of development. The important thing is to separate it from self-criticism. Embarrassment should fade. But feelings of growth and hard-earned accomplishment shouldn't.
Notable Quotable
"What's the world for you if you can't make it up the way you want it." ~ Toni Morrison
Coaching Corner
Dear Prudence,
I suppose my leadership brand has always been one of quiet, performance-based confidence. I'm not one to take too much credit and I don't have much appetite for boasting. However, I was recently surprised when my usually impassive direct report, Reese Ervd, let me know he feels our results have gone unnoticed by the company executives for too long. I reflected on that for some time and agree whole heartedly. But isn't it my duty as a leader to put the collective first? Don't I set a poor example by bragging?
Look forward to your opinion,
Les Bold
Dear Les,
Humility comes in several varieties: Social, reflective and leadership, for example. But too much of anything will bring a dark side; and it sounds like you lean into all three. In the HDS What's in a Low Score guide you'll find, although higher scores often get in the way of leadership, performance and relationships, noticeably lower scores also have their drawbacks. Try to remind yourself that advocacy is part of leadership and, considering your profile, you're unlikely to be seen as braggadocios. Perhaps these reflection prompts will help: How can I advocate for additional resources when the team is stretched? Or stand up for them in front of unjust criticism? Or influence a decision that will affect them? You got this!
Stay on track,
Prudence
Talent Acquisition News
Facilitate a more targeted interview with the PPI Talent Assessment Report
Assessing candidates for a senior-level role requires serious attention and thorough evaluation. But not every person who applies compels the same level of investment – there will always be those who show up as less ready for the role earlier on in the process; and those whose outweighed challenges could have been surfaced faster, had the hiring team leveraged data-based guidance to dig deeper. That's why PPI's Executive Assessment Program offers a flexible, ‘add-as-you-go’ process. It starts with our proprietary Talent Assessment Report, which uses Hogan Assessments to report implications through a plain-spoken validated, leadership framework while also providing specific interview guidance.
A 45-minute debrief is the next optional phase. Here we prep stakeholders or interviewing-consultants with granular interpretation that connects the candidate's decision-making and behavioral likelihoods back to the goals, role, current and future state. We also work to strategize a tailored approach to the interview or future feedback. PPI's in-depth executive interview process is the next modular option to consider, and this part can be followed up with a deep-dive debrief and/or a bespoke report that details the candidate's strengths, areas of opportunity and a risk/reward ratio, based on all information collected.
Hogan Certification Workshops, Fireside Chats, and other PPI events
Enrollment Closing! Register ASAP! Hogan Certification Workshop — October 14, 15, 21, 22
Upcoming Schedule
Hogan Certification Workshop (Level 1)
2026
Dec 2-3, 9-10
Dec 15-18
Kickoff at 10am ET each day.
- Public Hogan Certification Workshops: PPI facilitates Hogan's 4-day Certification Workshop days across 2 weeks. Perfect if your organization only has a small number of people who need certification.
- Private Workshops: We also conduct virtual or in-person workshops for your organization.
Classifieds: PPI SMEs Seek HRBPs, ICs and A/M/PCCs
PPI's Learning Community meets every other Friday to discuss a real Hogan profile and coaching case study in detail. We're always looking for fresh insight, so let us know if you're interested in joining and we'll send you an invite. Hope to see you there!