Hogan 360
How to Pass the Hogan Development Survey (HDS)?
Looking to pass the Hogan Development Survey (HDS) with confidence? The key lies in self-awareness, preparation, and role alignment. The HDS doesn’t have right or wrong answers—it highlights behavioral tendencies that may emerge under pressure, such as overconfidence, perfectionism, or avoidance. Employers use it to spot leadership risks before they surface.
To succeed, reflect on how you behave under stress, understand the 11 “dark side” traits, and tailor your responses to align with the expectations of your desired role.
What Is the Hogan 360° Assessment?
The Hogan 360° is a multi-rater feedback tool designed to evaluate a leader’s performance based on feedback from managers, peers, direct reports, and even clients or partners. It also includes the leader’s self-assessment, enabling comparison between how individuals see themselves versus how others perceive them.
The assessment is structured around key leadership competencies, such as:
Relationship building
Communication
Strategic thinking
People management
Integrity and trust
Decision-making
It’s part of the broader Hogan suite, known for assessing personality and workplace behaviors, and is often used alongside Hogan’s HPI, HDS, and MVPI tools.
How the 360° Process Works
Survey Distribution: An anonymous questionnaire is sent to a select group of raters (manager, peers, team members, etc.).
Self-Assessment: The individual also completes the same survey.
Data Collection & Analysis: Responses are collected and compared across categories.
Feedback Report: The leader receives a detailed report with scores, strengths, blind spots, and development opportunities.
Coaching Session (optional): Many organizations include professional coaching to help leaders interpret and apply the feedback.
What Does the Hogan 360° Measure?
The Hogan 360° focuses on behavioral performance, not personality. It’s built around core areas of leadership and influence:
| Category | Examples of What’s Measured |
|---|---|
| Leadership | Vision, initiative, accountability |
| Working Relationships | Communication, collaboration, empathy |
| Personal Credibility | Trustworthiness, ethical behavior, reliability |
| Business Acumen | Strategic focus, decision quality, innovation |
| Self-Management | Emotional control, resilience, responsiveness to feedback |
Benefits of the Hogan 360° Assessment
The 360° format is ideal for identifying how behavior impacts team dynamics and performance—something that resumes, interviews, and self-reports often miss.
Key Benefits:
Increases self-awareness among leaders
Identifies blind spots and behavioral gaps
Supports coaching, succession planning, and leadership development
Strengthens team relationships by addressing perception gaps
Helps align leadership style with company culture and values
The tool is often used in executive development programs, high-potential identification, and for improving team trust and accountability.
Who Should Use the Hogan 360°?
The Hogan 360° is designed for:
Senior and mid-level managers
Team leaders and department heads
High-potential employees
Leaders undergoing professional coaching or leadership training
It is especially useful when transitioning into new leadership roles or undergoing a development review cycle.
How Long Does It Take?
Survey Length: Approx. 50–60 items
Completion Time: 10–15 minutes per rater
Reporting: Final feedback is typically delivered within 1–2 weeks after completion
All responses are anonymous (except the self-assessment), which encourages honest and actionable feedback.
What Makes It Different?
Unlike generic 360° reviews, the Hogan 360° is grounded in industrial-organizational psychology and integrates seamlessly with Hogan’s personality assessments (HPI, HDS, MVPI). This creates a more complete profile of leadership capability by combining how a person acts (HPI), what might derail them (HDS), what drives them (MVPI), and how others experience them (360°).
Format and Scoring
Assessment Format
The Hogan 360° is a multi-rater feedback tool. It collects anonymous responses from people who interact regularly with the individual being assessed.
1. Participants (Raters)
Feedback is collected from:
Self (the person being assessed)
Manager(s)
Peers / Colleagues
Direct Reports / Team Members
Clients or Stakeholders (optional)
Each rater completes the same set of questions, offering their perspective on the individual’s workplace behavior and leadership style.
2. Question Structure
Approximately 50–60 items
Rated on a 7-point Likert scale, typically:
1 = Strongly Disagree
2 = Disagree
3 = Slightly Disagree
4 = Neutral
5 = Slightly Agree
6 = Agree
7 = Strongly AgreeQuestions are grouped under key leadership domains, such as:
Leading the business (strategy, decision-making)
Leading people (influence, coaching)
Building relationships (communication, empathy)
Personal credibility (ethics, self-awareness)
3. Open-Ended Feedback
In addition to scaled questions, raters may answer open-ended questions like:
“What are this person’s greatest strengths as a leader?”
“What could this person do to improve their effectiveness?”
These qualitative responses give deeper context to the numeric scores.
Scoring and Results
The Hogan 360° report provides a comprehensive feedback summary, comparing how different groups rate the same individual.
Key Report Features:
| Score Type | Description |
|---|---|
| Mean Scores by Rater Group | Average score from each rater group (e.g., manager vs. peers) |
| Self vs. Others Comparison | Highlights where self-perception aligns—or doesn’t—with others |
| Percentile Rankings | Shows how the individual compares to a global benchmark group |
| Strengths & Development Areas | High and low scoring items flagged for feedback or coaching focus |
| Qualitative Comments | Open-ended responses grouped by theme for deeper insight |
Interpreting the Results
There is no “pass” or “fail” on the Hogan 360°. Instead, the scoring is used to:
Identify leadership strengths
Reveal blind spots (areas where others see weaknesses the individual may not)
Guide coaching, development plans, and performance reviews
Example:
If peers score a leader high on “team support” but direct reports score them low on “approachability,” it may highlight a need for more inclusive communication or availability.
Overview of Hogan Assessment Tests
| Test Name | Purpose | Traits Measured | Format | Use Cases |
|---|---|---|---|---|
| HPI Hogan Personality Inventory | Measures normal personality and job fit | Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive, Learning Approach | 206 true/false questions (15–20 min) | Hiring, development, team fit, leadership screening |
| HDS Hogan Development Survey | Identifies derailers and risk factors under stress | 11 derailment traits (e.g., Excitable, Skeptical, Bold, Reserved, Leisurely) | 168 true/false questions (15–20 min) | Leadership development, risk mitigation |
| MVPI Motives, Values, Preferences Inventory | Measures core values, motivators, and cultural fit | 10 values (e.g., Recognition, Power, Hedonism, Altruism, Security) | 200 items (15–20 min) | Culture fit, career planning, team alignment |
| HBRI Hogan Business Reasoning Inventory | Assesses cognitive ability and reasoning | Tactical Reasoning (Numerical), Strategic Reasoning (Verbal) | Multiple choice (25–30 min) | Roles involving analysis, decision-making |
| Judgment Hogan Judgment Assessment | Evaluates decision-making and learning style | Information Processing, Decision-Making Style, Reaction to Feedback | Interactive scenarios | Executive hiring, leadership training |
| Hogan 360° | Multirater leadership feedback | Self and others’ ratings across leadership behaviors | Questionnaire sent to peers/managers | Executive coaching, leadership benchmarking |
FAQ
The Hogan 360° includes:
50–60 rating questions on a 7-point scale (from Strongly Disagree to Strongly Agree)
Open-ended questions for qualitative feedback
Anonymous responses from selected raters (peers, manager, team members)
A self-assessment for comparison
No, there is no pass or fail. The Hogan 360° is a developmental tool, not a screening test. It highlights leadership strengths, blind spots, and areas for improvement, allowing individuals to grow and align their behavior with leadership expectations.
Each participant typically spends 10–15 minutes completing the assessment. Once all raters submit responses, results are usually compiled within 1–2 weeks and presented in a comprehensive feedback report.
Yes! Preparation can help you:
Reflect on your leadership style and how others might perceive you
Practice self-awareness and openness to feedback
Review sample questions and take self-assessments to identify your strengths and gaps
These tools can help you prepare for 360° feedback and improve your leadership impact in real-world roles.
