The Hogan 360 Leadership Model consists of four leadership competency quadrants: Self-Management, Relationship Management, Working in the Business, and Working on the Business. Each quadrant of the model comprise sub-themes to allow for greater interpretive power.

The Hogan 360 Leadership Model and 14 Core Competencies
Self-Management	Relationship Management	Working in the Business	Working on the Business
Integrity Resilience	Communication People Skills Team Player Engaging	Capability Efficiency Results Customer	Accountability Motivation Strategy Innovation

Self-Management refers to personal awareness, self-regulation, stress management, resilience, transparency and authenticity. It describes the process of managing one’s emotions maturely to achieve the best outcomes. It may require positive self-talk and recovery periods to fuel peak performance in turbulent times and avoid burnout. Successful self-management requires management of the self and taking care of one’s brand and reputation.

Self-Management consists of the sub-themes Integrity and Resilience:

• Integrity: Serves as a role model for the organisation’s values in relation to treating employees with respect and equity (Coaching Tips on a Low Intergrity Score)
• Resilience: Maintains emotional maturity even in stressful situations and spends time reflecting on personal improvement opportunities (Coaching Tips on a Low Resiliance Score)

Relationship Management refers to the ability to achieve better results through better relationships. It is about getting along with others in order to get ahead. It can involve the ability to build trusting, loyal relationships with stakeholders to support retention and performance.

Relationship Management consists of the sub-themes Communication, People Skills, Team Player, and Engaging:

• Communication: Has clarity and professionalism in communication style and message (Coaching Tips on a Low Communication Score)
• People Skills: Engages with others and is approachable and authentic (Coaching Tips on a Low Skills Score)
• Team Player: Actively builds team functionality and cohesion (Coaching Tips on a Low Team Player Score)
• Engaging: Brings positive energy to the workplace (Coaching Tips on a Low Engaging Score)

Working in the Business refers to having the experience, capability, and efficiency to consistently deliver great results. It requires having the energy, passion, and competitive drive to stay in the performance zone. Success in this area can involve smarter prioritisation of work, more delegation, better time management, and more effective goal setting. It is about achieving service and operational excellence in a timely, efficient manner.

Working in the Business consists of the sub-themes Capability, Efficiency, Results, and Customer:

• Capability: Has the requisite ability and experience to do one’s current role (Coaching Tips on a Low Capability Score)
• Efficiency: Prioritises and manages time and effort for maximum benefit (Coaching Tips on a Low Efficiency Score)
• Results: Delivers on commitments and expectations to a high standard (Coaching Tips on a Low Results Score)
• Customer: Is driven by internal and external customer needs to drive improvement (Coaching Tips on a Low Customer Score)

Working on the Business refers to adding extra value through innovation and strategic planning and building motivated, accountable teams. Success in this area can involve long-term planning to achieve competitive advantage and delivering results through high-performing cultures. Leading change requires spending more time on the business, having a planning cycle, conducting regular planning reviews, and challenging poor performers.

Working on the Business consists of the sub-themes Accountability, Motivation, Strategy, and Innovation:

• Accountability: Manages performance by providing consistent and constructive feedback (Coaching Tips on a Low Accountability Score)
• Motivation: Creates a work environment that allows everyone to become engaged (Coaching Tips on a Low Motivation Score)
• Strategy: Spends time thinking long term and shares vision with others (Coaching Tips on a Low Strategy Score)
• Innovation: Suggests and supports ideas that improve processes and deliverables (Coaching Tips on a Low Innovation Score)