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Measure leadership reputation with world-class feedback leaders can act on
Hogan 360 is a valid and reliable multi-rater assessment that captures how a leader’s behaviour, performance and impact are experienced by managers, peers, direct reports and other stakeholders.
The report gives leaders a clear view of their workplace reputation at a point in time, highlighting strengths, development priorities and behavioural patterns that can be explored through coaching and targeted development.
It brings together 50 rate-on-scale items, strengths and opportunities tables, open-ended comments and development planning, supported by technical evidence, global benchmarks and customisation options.
Leadership impact snapshot
Benchmarking your score
Benchmark cut-offs show how a Hogan 360 score can be interpreted against a large manager comparison group.
Explore Hogan 360 by topic
Review the areas most relevant to your leadership, coaching, talent or organisational development priorities.
Research-backed 360 feedback for leadership development
Hogan 360 helps leaders understand how their behaviour is experienced by others, so they can focus on development actions most likely to strengthen leadership impact.
It can support individual coaching, leadership cohorts, succession planning, team effectiveness and broader capability development, using a consistent model that can be applied across leadership levels, teams, functions and geographies.
Understand reputation clearly
Gather feedback from managers, peers, direct reports and other stakeholders to understand how a leader is experienced in real workplace contexts.
Focus development effort
Translate rated behaviours, strengths, opportunities and open-text feedback into clear development priorities that can be discussed, coached and acted on.
Interpret results with benchmark data
Use global, industry, sector and job-level benchmarks to compare results against relevant peer groups and support more meaningful development conversations.
Strengthen leadership conversations
Give coaches, managers, HR teams and leaders a shared language for discussing behaviour, reputation, development and leadership impact.
Valid, reliable leadership insight that drives development
Clients choose Hogan 360 when they need a research-backed, globally supported 360 process that is clear for leaders, valuable for coaches and robust for formal leadership, coaching and talent programs.
Clear, actionable reports
Reports connect rated behaviours, strengths, opportunities and open-text comments, helping leaders identify meaningful patterns and focus their development effort.
Relevant across leadership levels
Hogan 360 can be used with emerging leaders, senior executives, succession candidates, coaching participants and intact teams.
Built for individual insight and scale
Use Hogan 360 for a single executive coaching engagement, a leadership cohort, an enterprise program or repeatable assessment cycles across teams, functions and regions.
Supported from launch to follow-through
PBC and Hogan 360 certified practitioners can support setup, communications, reporting, debrief readiness and development follow-through.
Accessible certification pathway
Hogan 360 offers complimentary online certification, supporting report interpretation without the barrier of a paid certification requirement.
Powerful insight with Hogan personality data
Combine Hogan 360 with Hogan personality assessments to connect observed workplace reputation with likely behaviour, strengths, values and potential derailment risks.
A clear model for measuring leadership impact
Leadership effectiveness is shaped by more than task delivery. It depends on how leaders manage themselves, build relationships, deliver outcomes and contribute strategically.
The Hogan 360 Leadership Model provides a clear structure for understanding the behaviours that shape reputation, credibility and impact. When paired with Hogan personality data, it can deepen self-awareness by connecting likely behaviour with observed workplace performance.
Self-management
How leaders demonstrate integrity, manage pressure and build resilience.
- Integrity
- Resilience
Relationship management
How leaders communicate, build trust, engage others and strengthen working relationships.
- Communication
- People skills
- Team player
- Engaging
Working in the business
How leaders deliver operational excellence through capability, efficiency, results and customer focus.
- Capability
- Efficiency
- Results
- Customer
Working on the business
How leaders create future value through accountability, strategy and innovation.
- Accountability
- Motivation
- Strategy
- Innovation
Turn 360 feedback into leadership insight at scale
Hogan 360 is more than an individual feedback report. When used across teams, cohorts or leadership populations, it helps organisations identify patterns in leadership capability, development priorities and behaviour change over time.
Aggregated Hogan 360 feedback can highlight strengths, gaps and development needs across teams, functions, job levels or leadership cohorts.
This gives organisations a structured way to move from feedback activity to evidence-based leadership insight.
Identify capability patterns
See common strengths, development gaps and leadership behaviours across teams, cohorts, business units or leadership levels.
Track improvement over time
Use repeat measurement to understand whether leadership behaviours have shifted after coaching, development programs or organisational initiatives.
Inform talent decisions
Use Hogan 360 data as one input into talent, succession, promotion readiness and workforce planning conversations.
Support impact measurement
Connect leadership feedback with broader indicators such as engagement, retention, performance, customer outcomes or safety to better understand leadership impact.
Connect potential and performance
Combine Hogan 360 feedback with Hogan personality and reasoning data to better understand both leadership potential and observed workplace performance.
Align to your leadership framework
Where required, Hogan 360 can be mapped to your capability model, leadership framework or organisational language, helping you measure the behaviours that matter most in your context.
Use Hogan 360 as it is, or align it to your leadership framework
Many organisations begin with the standard Hogan 360 because it provides a proven, benchmarked and development-led leadership feedback process.
Where stronger organisational alignment is needed, Hogan 360 can be customised to reflect leadership language, competency frameworks, reporting needs and talent strategy.
Customisation can increase relevance while preserving the integrity, reliability and benchmark value of the Hogan 360 approach.
Standard Hogan 360
A proven, benchmarked option for broad leadership feedback, faster deployment and organisations seeking a consistent leadership model.
Customised Hogan 360
A tailored option that maps the Hogan 360 experience to your leadership framework, language and reporting priorities while retaining the discipline of the Hogan 360 model.
Additional competencies
Measure relevant themes such as psychological safety, safety leadership, learning agility, change, commercial acumen and other benchmarked competencies where appropriate.
Questions users often ask
Getting started
The Hogan 360 survey is untimed and usually takes around 15 to 20 minutes to complete. Subjects and evaluators respond to 50 rate-on-scale questions, rank key strengths and opportunities for improvement, and provide open-text comments that add context to the feedback.
Yes. Hogan 360 is currently available in over 20 languages. This supports global and multi-region projects where subjects or evaluators may prefer to complete the survey or review reports in another language.
Certification can be delivered online via a self-paced webinar, virtual interactive workshop or face-to-face interactive workshop.
A balanced evaluator group improves the quality of feedback. PBC recommends 10 to 16 evaluators per subject, with enough evaluators in each non-manager group to support confidentiality and meaningful group-level reporting.
Reports, interpretation and access
Individual Hogan 360 reports are typically delivered to the subject and a certified Hogan 360 debriefer. Depending on the project scope, group, cohort or summary reports may also be available for broader development and analytics. Report access is agreed upfront, communicated to participants and managed in line with the client’s privacy and security requirements.
Hogan 360 certified users are supported with resources to help interpret results and turn insight into development action. These include:
- Technical manual
- Feedback guide
- Development activities guide
- Facilitator and certification resources
- Debrief guidance
- Research papers and thought leadership
- Additional consulting support
Certified users also have access to resources that support consistent report interpretation and high-quality debrief conversations.
Feedback from non-manager evaluator groups is reported anonymously and in aggregate. Manager feedback is not anonymous where a manager is nominated as a manager evaluator.
Privacy, consent and data security
Feedback from evaluators is anonymised and grouped by rater category, such as peers or direct reports, so individual evaluators cannot be identified. Manager feedback is the exception and is presented individually. Open-ended comments are included verbatim and grouped by rater category. Feedback data is used for the agreed assessment purpose and is not disclosed beyond the agreed reporting structure.
Participation is voluntary and based on informed consent. Before completing the survey, subjects and evaluators should be informed of the purpose of the assessment, how their data will be used, who will have access to reports and what confidentiality protections are in place. The ordering organisation is responsible for communicating this before launch.
The Hogan 360 Suite Data Privacy Information can be used as a supporting resource when explaining confidentiality, informed consent, data collection and report distribution.
The Hogan 360 suite is hosted on the Qualtrics software as a service platform. Data is collected securely through Qualtrics, which supports global data privacy and security standards, including GDPR and Australian Privacy Principles. Participants provide rated responses, strengths, development areas and open-text feedback. Deidentified demographic data may be used to support global benchmarks.
Further information is available in the Qualtrics Security Statement, PBC Privacy Policy and PBC Data Security White Paper and Hogan 360 Suite Data Privacy Information.
Participants have the right to request deletion of their data. This should be discussed with the ordering organisation and PBC so the project status, reporting requirements and any remaining data needs can be confirmed. For privacy-related enquiries, contact PBC’s Privacy Officer at privacy@peterberryconsultancy.com.
Data, benchmarks and impact
Over 64,000 leaders and over 669,000 raters are included in the global benchmark database. Benchmarking can support more meaningful interpretation by comparing results against relevant global, country, industry, sector and job-level data where available.
Hogan 360 provides a repeatable measure of leadership effectiveness. By establishing a baseline and repeating the assessment over time, organisations can track improvement at individual, cohort or organisational level.
The data can also be used alongside indicators such as succession readiness, engagement, retention, customer satisfaction and business KPIs, making it a valuable input into broader organisational analytics and evaluation.
Yes. Depending on the need, Hogan 360 can be configured with additional item banks or customised to align with an organisation’s leadership framework, language, branding and reporting requirements.
Customisation can be designed to preserve the integrity, reliability and benchmark value of the Hogan 360 approach.
Start with a research-backed 360 that fits your leadership goals
Hogan 360 gives leaders clear, benchmarked feedback they can understand, discuss and act on.
Tell us what you are trying to achieve and PBC can help you choose the right pathway for your leaders, team or cohort.
