360 FEEDBACK FOR LEADERS
Featuring the Hogan 360® Leadership Assessment
Leadership feedback that connects how leaders see themselves with how others experience them.
360 feedback helps leaders understand how they are experienced by managers, peers, direct reports, and other stakeholders. Talent Authority uses the Hogan 360® to provide a research-based view of leadership effectiveness, identify strengths and development opportunities, and translate feedback into practical leadership development.
The Hogan 360® is a comprehensive multi-rater assessment used by organizations worldwide. It provides a clear, research-based view of leadership effectiveness by measuring both behavioral and business competencies and helping leaders understand how others experience their leadership.
Talent Authority can deepen that insight by combining the Hogan 360® with our Leadership Insights assessment. The 360 shows the what — the observable behaviors and how others experience the leader. Leadership Insights helps explain the why by identifying the personality tendencies, potential derailers, values, and motivators that may be driving those behaviors. Talent Authority integrates both perspectives through individualized analysis and a 90-minute debrief, creating a more complete foundation for self-awareness, development priorities, and practical behavior change.​​​​​​​​​​​​​​​
A manager's behavior predicts employee engagement; employee engagement predicts performance.
(Dr. Robert Hogan)
How the 360 Leadership Assessment Works
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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.
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What Leaders Learn From 360 Feedback
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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.
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Personality + Performance
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360 feedback shows the “what” — how a leader is experienced by others. Talent Authority’s Leadership Insights assessment helps explain the “why” by identifying the personality tendencies, potential derailers, values, and motivators that may be driving those behaviors.
Together, the 360, Leadership Insights, Talent Authority analysis, and a 90-minute debrief create a more complete foundation for leadership development and coaching.
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From 360 Feedback to Leadership Development
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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.
360 Feedback for Executive and Leadership Teams
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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.
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