Why use Hogan High Potential 360?
Designed specifically for high-potential development
The Hogan High Potential 360 was created in response to the growing need for science-based measures that help organisations identify and develop high-potential employees. It is specifically designed to assess the competencies linked to leadership potential and provide structured feedback that can inform meaningful development conversations.
What it helps organisations do
- Build self-awareness in emerging and high-potential leaders
- Identify strengths and development opportunities from multiple perspectives
- Support high-potential development and succession planning
- Inform leadership development decisions
- Track behavioural change over time through re-administration
What the report includes
The Hogan High Potential 360 combines quantitative and qualitative feedback to provide a well-rounded view of leadership potential. The survey includes:
- 58 scaled items mapped to the Hogan High Potential 360 model
- Ranked strengths and ranked opportunities to improve
- Open-ended comments from raters
- A development plan to support action planning and follow-through
- Appendices with rater frequencies and supporting detail
This structure gives participants clear, practical insight into both how they are seen by others and where to focus their development effort.
Key benefits
Multi-rater insight
Feedback is gathered from key stakeholders in the individual’s work circle, providing a broader and more objective picture than a single-source assessment.
Self-awareness
The report compares self-ratings with others’ ratings, helping identify alignment or gaps in self-perception. This supports valuable coaching conversations around confidence, capability and development readiness.
Development-focused
The report includes a development planning section designed around practical actions to keep doing, start doing and stop doing, with space to identify support, timeframes and measures of success.
Benchmark comparison
Results can be compared against a global benchmark sample, helping individuals understand their strengths and opportunities relative to a broader leadership population.
Track change over time
The assessment can be re-administered after development activity, such as after 12 months, to help measure behavioural change and progress over time.
Privacy and informed consent
Participants provide informed consent before completing the survey, with clear coverage of purpose, data usage and storage, access to data, and security.
Best-fit use cases
The Hogan High Potential 360 is well suited to:
- High-potential development
- Leadership development
- Succession planning
- Talent identification
- Career development and self-awareness
Administration
The Hogan High Potential 360 is typically administered online and takes approximately 15 to 20 minutes to complete. Participants receive an email link to the survey, and reminder emails can be issued where needed.
Supporting resources
A range of supporting resources is available to help practitioners and organisations get the most from the assessment, including:
- Hogan High Potential 360 Feedback Guide
- Hogan High Potential 360 Development Activities Guide
- Technical Reference and Administration Guide
