⚡AXIS360 Instrument

Leadership Derailers Assessment

Measures subclinical 'dark side' tendencies that surface under pressure, curvilinear scoring model

Grounded in Horney's (1950) neurotic trends and Hogan & Hogan's (2001) subclinical derailer research, this 40-item assessment measures eight 'dark side' tendencies — Volatile, Skeptical, Cautious, Detached, Arrogant, Impulsive, Dramatic and Perfectionistic — using a curvilinear scoring model where moderate levels are often functional and only elevated levels predict derailment.

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40
Items
~12 min
Completion time
8
Derailer dimensions
Curvilinear
Scoring model
What

What's included

✓40 items across 8 subclinical derailer dimensions, framed around behaviour under pressure
✓Curvilinear risk bands (Low / Functional Range / Elevated) — not simple linear scoring
✓Overall Derailment Risk Index weighting the top 3 elevated dimensions most heavily
✓5 documented compounding-risk interaction patterns (e.g. Volatile + Arrogant)
✓14-page report with Bright Side / Dark Side framing for every dimension
Why

Why this matters

!
Standard competency assessments measure strengths but miss a distinct and costly risk category — behavioural tendencies that are functional in moderation but become derailing under sustained pressure. Hogan & Hogan's (2001) subclinical derailer research and Kaiser & Hogan's (2011) curvilinear leadership model established that this is a separate construct from competency strength, requiring its own measurement.
Ideal For
Senior leadership development, executive coaching, and succession planning for high-stakes or high-pressure roles where derailment risk carries real organisational consequences.
How

How it works

1
Leader completes the 40-item derailers survey, framed around behaviour under pressure
2
AXIS360 computes 8 dimension scores using curvilinear risk bands
3
Report identifies elevated dimensions and any compounding-risk interactions

More leadership & development and where they are used

Situational Leadership AssessmentLearning Agility AssessmentFirst-Time Manager Transition AssessmentManagement SJTLeadership Development SolutionSuccession Planning SolutionManager Selection SolutionSample reports for every assessment
Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Is a high score on a derailer dimension a permanent trait?
It reflects a behavioural tendency under pressure conditions, not a fixed deficiency — the report includes a full coaching and self-management plan for building situational awareness and conscious management of these tendencies.
Why isn't higher always worse on these scales?
Kaiser & Hogan's (2011) research found most leadership traits follow an inverted-U relationship with effectiveness — moderate levels are often genuinely useful (e.g. moderate Arrogant/confidence supports decisive leadership), and only elevated levels predict derailment.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796