Aligning intention with perception

Hogan 360™ is a structured multi-source feedback process designed to provide insight into how a leader is perceived within their professional environment.

It compares leadership intent, declared posture and the actual impact of behaviours on key stakeholders. Anchored in a development and performance perspective, Hogan 360°™ offers an objective, multi-perspective and contextualized view of leadership in action across the four dimensions of the Hogan Leadership Model:

Hogan 360°™ is not a normative assessment or a judgment. It is a powerful awareness tool designed to support individual and collective development. When integrated into a coaching process, it becomes a strong lever for reflection, alignment and leadership growth, a true accelerator of self-awareness.

Who is it for?

Executives and managers seeking a clearer understanding of how they are perceived
Leaders stepping into a new role, expanding their scope or navigating a career transition
Leaders operating in contexts of transformation, reorganization or growth
High-potential talents engaged in leadership development
Leadership teams aiming to strengthen their collective impact and alignment

What is it for?

Compare leadership intent with stakeholders’ actual perceptions
Better understand relational impact and leadership style
Identify development opportunities and potential risk areas
Strengthen alignment between posture, communication and behaviour
Embed feedback within a sustainable development and performance approach

Practical framework

Careful identification of raters (direct reports, peers, managers) to ensure the relevance and quality of feedback
Confidential and anonymous online questionnaire completed by all contributors
A comprehensive report structured around the Hogan Leadership Model
Optional integration of insights into an executive coaching process

The feedback session

The individual feedback session with a certified Hogan coach is a key step in the process. It transforms the results into strategic reflection, helping the leader move beyond a defensive or emotional reaction to feedback and develop a deeper understanding of gaps, alignments and areas of tension between intended leadership and the experience of stakeholders.

This session enables a thorough interpretation of the results, perspective on perception gaps, and the identification of clear development priorities.