Clarity about your impact and the levers for effective leadership
With HOGAN 360°
Anonymous online survey
Report of approx. 40 pages
Individual feedback session
See what others see
Leadership makes the difference – for culture, collaboration, and results. Yet many leaders operate without a clear picture of their actual impact.
360° feedback creates exactly this transparency: anonymous, precise, and from all relevant perspectives.
It strengthens self-reflection, accelerates development, and enables leadership that truly makes a difference.
We work with HOGAN 360°, a scientifically validated method used worldwide – especially where leadership excellence matters most: in executive teams, high-growth companies, and complex organizational environments.
Why 360° feedback is so valuable
360° feedback shows leaders how they are actually perceived – not only by their line managers, but also by peers, direct reports, and external stakeholders.
By comparing this with self-assessment, a clear, honest, and often surprising overall picture emerges:
Where is real impact created?
Which strengths have gone unnoticed so far?
Which patterns hinder collaboration or speed?
How does self-perception differ from external perception – and why?
Especially at executive level, this clarity is invaluable: it increases effectiveness, strengthens presence, and creates a solid foundation for personal development.
What makes HOGAN 360° feedback special
Unlike generic feedback tools, HOGAN combines behavioral feedback with insights from personality assessment. This reveals not only symptoms, but also underlying causes.
The process examines four core competency areas of effective leadership:
01
Self-management
Stress management
Self-reflection
Clarity
Prioritization
02
Relationship management
Communication
Inclusion
Trust
Ability to handle conflict
03
Working in the organization
Collaboration
Decision logic
Execution capability
04
Working on the organization
Strategic foresight
Strategy
Innovative strength
Contribution to culture
Leaders also receive a benchmark comparison with hundreds of thousands of executives worldwide. This creates a realistic picture of their position within the leadership landscape.
I am Beate Junginger, Founder & Managing Director of aergon. I support leaders, teams, and organizations in consciously shaping change – with clarity, integrity, and heart.
I am passionate about connecting people with their true nature, their talents, and their collective strengths – so that meaning and trust can grow into sustainable success.
Alignment on objectives and definition of relevant feedback groups.
Anonymous online survey
Line managers, peers, direct reports, and, if applicable, external partners provide structured feedback via ratings and open-text responses.
Analysis & report
A detailed report (approx. 40 pages) outlining strengths, development areas, behavioral patterns, and benchmark data.
Individual feedback session
Results are discussed, clearly interpreted, and translated into concrete next steps.
(Optional) team & group report
Analysis of patterns across the entire leadership team – enabling targeted leadership transformation initiatives.
What our clients say
“Through the culture survey and my personal 360° feedback, we gained a deeper understanding of each other, of the factors required for a successful future, and of our own impact. This became the starting point for genuine dialogue and sustainable development.”
Werner ZirlikDirector of Division Media Distribution, MELO Group
Typical use cases for 360° feedback
360° feedback is particularly suitable for:
New leaders in strategic roles
C-level executives, managing directors, and heads of function
Management teams in phases of transformation or major change
Succession planning and potential assessments
Mergers, reorganizations, or culture programs
Leaders who want to strengthen their impact
Frequently asked questions
What is 360° feedback and why is it so valuable?
360° feedback provides a comprehensive view of leadership performance from different perspectives: line managers, peers, direct reports, and, where applicable, external partners.
It is particularly valuable for leaders because it uncovers blind spots and offers a realistic picture of their actual impact. This forms the basis for targeted development.
How does HOGAN 360° differ from other methods?
HOGAN combines classic feedback approaches with scientifically grounded personality assessment.
As a result, leaders receive not only feedback on behavior and impact, but also insights into the underlying motives and values that drive them. This makes the results more precise and development measures more sustainable.
What happens after the analysis?
After the analysis, an individual coaching session takes place. The results are explained clearly, strengths and development areas are identified, and concrete next steps for everyday leadership practice are defined.
The goal is to translate insights into effective leadership behavior. In addition, the leader receives a detailed report of approximately 40 pages.
How confidential is the process?
Confidentiality is a top priority. Feedback groups are large enough to prevent any conclusions about individual respondents.
Aggregated data may be used for organizational development, but never in a way that allows identification of specific individuals.
