Boon 360
Built on your framework- What it measures
- How managers, peers, and direct reports see a leader on your framework's behaviors, next to the leader's own rating.
- When it fits
- Managers and senior leaders starting a development program.
Leadership assessments with a coach debrief and a development plan.
Leadership assessments at Boon include Boon 360, built on your own leadership framework in Boon's platform, established instruments such as Hogan and Leadership Circle, and 360s you already run. A coach debriefs the results and turns them into a development plan for each leader.
Boon 360Your framework
Built on your leadership framework
- CompetenciesAs observable behaviors
- Common coreEvery leader
- Role-tailoredEach leader's function
- DebriefPriority behaviors
Other instruments, and a 360 you already run, stay as they are. The debrief connects them to the same plan.
Used by People teams at
How Boon 360 uses your leadership framework
Boon 360 can be built on the leadership framework you already use. We take your leadership competencies, translate each one into behaviors colleagues can observe, and build those behaviors directly into Boon's platform. Leaders rate themselves on the same behaviors as their raters, and a coach connects the feedback to a development plan.
A common core can stay the same for every leader, so results compare across leaders and over time, while a few behaviors are tailored to each leader's role. Standardized instruments such as Hogan and Leadership Circle stay as they are, and so does a 360 you already run; the debrief and development plan connect their findings to your framework.
The shape of a recent framework build, anonymized
- 6competencies drawn from the client framework
- 15observable behaviors rated by leader and raters
- 4behaviors tailored to each leader's function
Leaders rate themselves on the same behaviors as their raters, and the coaching plan uses the priority behaviors from the debrief as its baseline.
- 01 · Company competency
Builds trust on the team
A competency from your leadership framework, in your words.
- 02 · Observable behavior assessed
Asks for input before deciding, and acts on what they hear
The leader and their raters each rate how often they see it.
- 03 · Coaching priority
Invite input before making decisions, and explain how it shaped the decision
Agreed in the debrief, where the leader's own view and their raters' views differ. This is what coaching works on.
- 04 · Follow-up assessment(where included)
Raters reassess the priority behaviors
Where the engagement includes it, the same behavior is rated again later, so progress is measured on what was coached.
What happens after the assessment?
Results are most useful when someone helps the leader read them and decide what to do next. In a coaching engagement, one of 300+ ICF-accredited coaches debriefs the results with the leader, connects the findings to your leadership framework, and carries them into the coaching that follows, including in manager development programs.
Debrief
A coach walks the leader through the results, including where their own view differs from how others see them.
Plan
Together they agree on a few priority behaviors and goals, connected to your framework, and coaching works on those.
Follow up
Progress is assessed against those priorities. The method depends on the engagement, such as raters reassessing priority behaviors in a 360.
Which leadership assessment do you need?
Most teams come to us with a situation before they know which instrument they want. Here is where common situations usually start. Your coach helps you confirm the fit before anything begins.
We are developing our next group of managers.
Start withBoon 360A senior leader needs honest feedback from the people around them.
Start withBoon 360We need to understand how a leader behaves under pressure.
Start withHoganOur leadership team needs to work better together.
Start withDISCWe are in a reorg or rollout and need to see how teams are holding up.
Start withPulse surveysWe already run a 360 and need help turning the results into development.
Start withYour existing 360
How do teams start with Boon assessments?
Three ways in, from a single debrief to assessments built into a full program. You can start with a debrief and add coaching later.
- 01A smaller first step
Assessment and coach debrief
Boon coaches run Boon 360, Hogan, or Leadership Circle, or work from a 360 you already use. A coach debriefs each leader and builds a development plan connected to your framework.
- 02
Assessment, then ongoing coaching
The development plan becomes the starting point for 1:1 coaching, so the priorities from the debrief are what the leader works on.
- 03
Inside a leadership program
Assessments run as part of a Grow cohort, an Exec engagement, or Together team sessions, with the same debrief and plan.
Which assessments does Boon offer?
Each assessment answers a different question about your leaders.
Hogan
Standardized- What it measures
- Personality at work, including the behaviors that show up under pressure.
- When it fits
- New executives and succession decisions.
- Used in
- Exec
Leadership Circle
Standardized- What it measures
- How a leader's creative competencies and reactive tendencies show up, rated by the leader and the people around them.
- When it fits
- Senior leaders and leadership teams looking at the patterns behind how they lead.
DISC
Standardized- What it measures
- Communication and working styles, in plain terms a team can use.
- When it fits
- Teams that are new, merging, or stuck on how they work together.
- Used in
- Together
Pulse surveys
- What it measures
- Short, repeated check-ins on how a team or organization is doing.
- When it fits
- Tracking change through a reorg, a new leader, or a large rollout.
- Used in
- Any program
Your existing 360
Your tool- What it measures
- Whatever your current 360 already measures. Nothing about the tool changes.
- When it fits
- Companies that already run a 360 and want a coach to debrief it and build each leader's plan.
Hogan, Leadership Circle, and DISC are administered and debriefed by Boon coaches certified in each instrument. Hogan and Leadership Circle are trademarks of their respective owners.
How does Boon measure progress after an assessment?
Progress is assessed against the goals and priority behaviors set in the debrief, and the method depends on the engagement. A Boon 360 engagement can include raters reassessing priority behaviors later on. Results from standardized instruments or your existing 360 shape the goals at the start.
In Grow, leaders are measured on the same competencies before and after the program. Across six-month Grow programs, leaders improve an average of +23% on those competencies. Who sees assessment results is agreed before each engagement starts, and coaching conversations stay confidential. For the method behind the numbers, read how to measure coaching ROI, or see how assessments fit into Grow, Exec, and Together.
Grow cohorts, Q4 2025 to Q1 2026
Competency scores, before and after
- Emotional resilience2.9 to 3.7+28%
- Manager decision clarity2.8 to 3.5+25%
- Psychological safety3.2 to 3.9+22%
- Conflict navigation2.5 to 2.9+17%
Average competency growth across six-month Grow programs+23%
Mostly participant self-assessments, with manager and 360 ratings available, taken before and after the six-month Grow program and averaged across cohorts.
Common questions about assessments
What to know before you choose one.
A 360 assessment collects structured feedback on a leader from the people around them: their manager, peers, and direct reports, alongside the leader's own self-rating. Boon 360 can be built on your leadership framework, so leaders and raters score the same observable behaviors, and a coach walks the leader through the results.
Yes. We translate your leadership competencies into observable behaviors and build those into Boon 360. A common core can stay the same for every leader, with a few behaviors tailored to each leader's role. Standardized instruments such as Hogan, Leadership Circle, and DISC are not customized; the coach debrief and development plan connect their findings to your framework.
Hogan looks at personality and how it shows up at work, including the behaviors that tend to surface under stress. It is most useful for senior leaders and succession decisions. DISC describes communication and working styles in plain terms, which makes it a good fit for teams learning to work together.
Who sees assessment results is agreed with you before each engagement starts, since it depends on the tool and how it is run. A 360 your company already owns may follow your existing rules, for example. Coaching conversations themselves stay confidential between the leader and their coach.
Yes. You keep the 360 you already run, and a Boon coach debriefs each leader and builds a development plan connected to your framework. Ongoing coaching can follow in Grow or Exec if it makes sense.
Progress is assessed against the goals and priority behaviors set in the coach debrief, and the method depends on the engagement. Some engagements include raters reassessing priority behaviors later on. In Grow, leaders are baselined on the competencies you choose and measured again at the end of the program, and across six-month Grow programs leaders improve an average of +23%.
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Pick the right assessment for your leaders.
Book a 30-minute strategy call. We will look at what you want to learn about your leaders, your leadership framework, and which assessment fits.
Book a strategy call