Hogan is one of the best tools there is for understanding personality, values, and the risks that show up under pressure. What it can't tell you is how any of that is actually experienced by the people around your client.
A 360 adds that outside view. Used together, Hogan explains the why and a 360 shows the how-it-lands — and your certification stays the center of the engagement.
Hogan gives you a validated read on personality, motivators, and derailers — the internal drivers behind how your client tends to operate.
A 360 adds the outside-in signal: how those drivers translate into behavior other people see, name, and react to day to day.
Hogan is self-report — it captures how your client is wired. A 360 captures how that wiring lands on their team. The gap between the two is where the coaching conversation gets real.
Hogan flags potential derailers; a 360 shows whether they're actually surfacing in the eyes of colleagues. That moves a risk from hypothetical to concrete and coachable.
360Growth is the multi-rater layer, not a competing framework. Your Hogan interpretation stays the spine of the engagement; the 360 just gives you sharper raw material.
No — they measure different things. Hogan measures internal personality and derailers; a 360 measures how behavior is perceived by others. They're strongest together.
A common flow is Hogan first to frame the person's drivers, then a 360 to test how those drivers show up in practice — with your interpretation connecting the two.
Yes. 360Growth handles the collection and synthesis; the client relationship and the interpretation stay yours.
360Growth handles collection and synthesis so you can add the outside view without new hours — the client relationship and interpretation stay yours.