Introducing the Hogan 360
The Global Standard in Leadership Feedback
The Hogan 360® is a world-class multi-rater assessment trusted by Fortune 100 companies and thousands of organizations worldwide. It provides a clear, research-based view of leadership effectiveness - blending behavioral and business competencies to help leader see themselves the way others do.
Our assessments reveals your real "core" self - the starting point for development your ideal self. By combining the 360 with a personality assessment, we provide unmatched insight into both the what (observable behavior) and the why the personality drivers behind it to provide the highest level of self-mastery.
Why It Matters
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Self-awareness that drives self-mastery: Leaders discover strengths, blind spots, and overused behaviors that may limit effectiveness.
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Balanced behavioral and business insights: Measure both hard and soft skills across emotional intelligence, strategic thinking and execution.
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Global benchmarks: Compare results against a databased of over 17,000 leaders across industries and job levels.
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Actionable development roadmap: Transform insight into measurable growth with personalized coaching by Talent Authority experts and repeat assessments.
A manager's behavior predicts employee engagement; employee engagement predicts performance.
(Dr. Robert Hogan)
The Assessment
Comprehensive Multi-Rater Feedback: From self, peers, direct reports, supervisors.
50 Scaled Items (7-Point Scale): Benchmarked by percentage (10th-90th) for easy interpretation.
Strengths | Opportunities Table: Pinpoints top 4 in each area supported by 30K global data points.
Behavioral + Business Measures four areas and several categories in each (see graphic below).
Global Reliability & Validity: Back by rigorous psychometric standards and technical documentation.
3 Assessments Variations Available: Leader, Team (see below) and High Potential Employee.
Personality + Performance
Combining the 360 with another Talent Authority assessment delivers the most complete view of leadership capability available today.
Together, these assessments provide a science-based foundation for coaching, linking inner drivers with outward impact to sustain behavioral change.
Debrief | Coaching | Action Planning | Teams
Once results are received, one of our coaches will go over the results one-on-one with the leader during a 90-minute coaching session. During the session, deep insight will be provided and action steps will be taken to improve leadership effectiveness and create self-mastery. Research shows that transformation happens most effectively through a three-way conversation involving the leader, their manager, and a coach. We believe this should occur after the initial debrief. This dialogue promotes accountability, engagement, and sustained behavioral change while preserving psychological safety. A 2nd and 3rd coaching session is then recommended. The 360 should be repeated in approximately one year.
Team 1 and Teams 2 Concept: The Next Phase
When mastery extends from individuals to leadership teams, it creates a collective consciousness—a shared discipline of awareness, accountability, and alignment. This “team self-mastery” strengthens collaboration, unity, and trust, marking the pinnacle of high performance. We are believers that this cannot be achieved without individual self-mastery first.
The Team 1 / Team 2 model illustrates this cascading effect. When executive leaders (Team 1) model alignment and healthy behaviors, secondary teams (Teams 2) reflect it—magnifying engagement, trust, and cohesion throughout the organization. Conversely, dysfunction at the top cascades downward just as powerfully, underscoring why leaders must exemplify the self-awareness and discipline they expect from others.