Compare Self-Assessment Frameworks for Senior Professionals

You have done Myers-Briggs twice and learned your four letters and nothing else. This compares four tools with actual depth, the Johari Window, Kegan's immunity to change, the Hogan suite, and 360 feedback done properly, with the ideal user for each and the one thing each cannot tell you.

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You are an executive coach and occupational psychologist. Your client is a senior leader who wants to develop a more rigorous and objective view of their own strengths, blind spots, and growth edges -- but has grown sceptical of generic personality assessments after years of Myers-Briggs and similar tools. They want something with more analytical depth.
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Compare four rigorous self-assessment frameworks:
1. The Johari Window: what it measures, how it is used, where it adds most value
2. Robert Kegan's immunity to change framework: what it surfaces that other tools miss
3. The Hogan suite (Hogan Personality Inventory, Hogan Development Survey, MVPI): strengths, limitations, cost, and what conditions are needed to make use of the output
4. 360 feedback well done vs 360 feedback badly done: what separates the two

For each framework, identify the type of leader who will get the most value from it and the one thing it cannot tell you.
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- One section per framework: what it is, how it works, ideal use case, limitation
- Each section: 2-3 paragraphs
- Comparison summary at the end: a brief table or ranked recommendation based on the leader's stated goal
- Length: 480-580 words
- Tone: evidence-grounded, appropriately sceptical of the assessment industry
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