Why learn?

Why do you learn?
Not how ─ why.

For some, it’s about staying up to date with the latest ideas. For others, it’s rooted in practicality. Hogan Assessments' Learning Approach scale helps make sense of these differences, offering insight into how individuals engage with learning, and how to support them more effectively in coaching and development conversations.

Neither a high nor a low score is inherently better; each has pros/cons/contextual considerations - but in short...

High scorers will tend to focus on current theories and cutting-edge ideas in the field. They enjoy academic activities/education, and may focus more on learning rather than delivering uninteresting yet required tasks.

If you’re working with an individual or group like this:
- They are likely to be forward-looking, up to date on changes in the industry and associated technology (valuable in strategy discussions!)
- They may need encouragement to test and verify the usefulness of new ideas before introducing them to the business
- Use coaching to bring focus to action, not just exploration ("What action could you take now to apply this thinking?" "What would that insight mean for the team?")

Low scorers tend to be practical learners (the "just in time learners"). They often prefer information that’s clearly useful, and are unlikely to engage with theory unless it helps to solve a problem or make a decision. Traditional forms of education may be seen as something to be endured rather than enjoyed ─ especially when the content feels abstract or theoretical.

To make learning work for this style of person/team, you may need to:
- Avoid abstract theory unless there’s a clear link to impact
- Focus on outcomes: show how content connects to real business value
- Keep learning bite-sized and efficient (low scorers can be forgetful!)
- Use coaching to reinforce learnings and to stretch their thinking ("What else could you do?" "What is happening in the industry that may be relevant to this situation?")

Exploring Learning Approach within the Hogan Personality Inventory (HPI), is a useful way to bring learning/leadership development to people in a personal and meaningful way.

Curious to learn more?