As part of a far-reaching transformation process, a medium-sized company had launched a leadership program. For many managers, this led to noticeable changes in their understanding of their roles, as well as in the demands and responsibilities placed on them. Consequently, there was a significant need for guidance, an assessment of their current status, and targeted development.
A key component of the program was the combination of personality assessments (Hogan Personality Inventory, Hogan Development Survey, Motives, Values, Preferences Inventory) and a 360-degree feedback tool, the Hogan 360. The results were consolidated into individual leader dashboards, highlighting areas requiring immediate development and the key factors for success in future roles.
The combination of self-perception and how others perceive you proved to be particularly effective: it enabled a manager to understand why tensions arose when interacting with their team and what personal patterns were driving them. At the same time, these insights helped them prepare specifically for a potential role in top management.
Why the combination of 360-degree feedback and personality assessments is so effective
360-degree feedback is one of the most commonly used tools for comparing self-perception with others’ perceptions. Managers evaluate themselves and are also assessed by supervisors, colleagues, employees, and other stakeholders.
Personality assessments complement this picture. While 360-degree feedback primarily reflects observable behavior and competencies, personality assessments provide insights into deeper-seated traits and values.
A helpful metaphor is that of an iceberg:
Above the waterline: behavior and competencies
Below the waterline: personality, motives, and values
Combining these two approaches thus enables a holistic understanding of the leader. Furthermore, the perspectives differ. 360-degree feedback is a snapshot of the current context. Personality analyses provide a more stable, long-term picture of a person’s impact across various situations.
Six Benefits of Combining 360-Degree Feedback and Personality Assessments
The combination of 360-degree feedback and personality assessments provides a comprehensive view of an individual’s leadership style, taking into account both observable and intrinsic factors. This significantly increases the return on time, effort, and investment.
1. Data-Driven Approach to Diversity & Bias
360-degree feedback can be skewed by subjective evaluations. Studies show, for example, differences in how men and women are evaluated, as well as a tendency to provide less specific feedback to women. Scientifically validated personality assessments, on the other hand, are free from such biases and offer a more objective complement.
2. Integrated Results & Clear Dashboards
The greatest value comes from consolidating data. Custom dashboards help narrow the focus: What is currently relevant, and what will be important in future roles? Ideally, development should concentrate on a few, clear areas of action.
3. Targeted Development Instead of a Flood of Data
Assessment results often yield a vast amount of data. The key is to identify the truly relevant issues. Contextual knowledge about the role and the organization helps set the right priorities.
4. Scientifically Sound Diagnostics
Not every tool provides reliable results. Effective assessments are based on valid data, sound research, and clear competency models. Crucially, they reveal not only a person’s self-perception but also how they are actually perceived by others.
5. Linking Competencies and Personality
This combination makes it possible to link competencies identified through 360-degree feedback with personality traits. This allows existing strengths to be leveraged in a targeted manner to address areas for development more effectively.
6. Gaining Insights from Differences
Comparing one’s self-image, others’ perceptions, and a personality profile provides valuable insights. Differences often reveal blind spots or untapped potential and offer concrete starting points for personal development.
Conclusion
The combination of 360-degree feedback and personality analysis provides deeper insights and makes development more targeted, effective, and sustainable.
As an expert in robust personality diagnostics, RELEVANT offers not only the Hogan Assessment but also suitable 360-degree methods, such as the Hogan 360, and supports individuals and companies at various stages. We are happy to assist with any questions or concerns regarding these and other topics.
This post is based on an article originally published in the Hogan Assessments Blog.
Our Authors
Dr. René Kusch
