An artist table covered with paint, water colours and chalk

The KBN Index. A 360 assessment of how you are experienced at work.

The KBN Index is the measurement instrument inside Known By Name. It asks the people you work with to rate the five behaviours behind professional reputation, compares their view with yours, and repeats at the end of the program to show what changed.

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Why observable behaviour

Personality is who you are. Behaviour is what others notice.

Personality tools sort how you think and what you prefer. They are useful for self-awareness. They cannot tell you what colleagues notice when they interact with you, what they say when you leave the room, or whether the impression you make matches the one you intend.

The KBN Index measures observable behaviour. Nameable. Specific. Changeable. That is what makes the result developmental rather than descriptive. You finish knowing what to do differently, not only what type you are.

What it measures

Five behaviours, rated by the people who see them.

Each pillar is measured through a set of specific behavioural statements, rated by others on a 10-point scale. Statements describe things a rater has seen, not traits they infer. "When something goes wrong, they own their part rather than explaining it away." "I hear about their work from people who weren't directly involved in it."
Blue outline of eyeball. Decorative only.
reach
How visible and accessible you are.
Do the right people know who you are and what you stand for?

Reach is about the deliberate, consistent effort to be present and known beyond your immediate circle.
Blue outline of thought bubble. Decorative only.
recall
How memorable you are.
When your name comes up, what do others associate with you? Is it what you want?

Recall is shaped by the consistency and clarity of how you show up across different interactions and audiences.
Blue outline of shield. Decorative only.
regard
The respect others hold for you.
Do people feel valued in their interactions with you?

Regard is often what separates good performers from great leaders, and is frequently the dimension with the largest gap between self-perception and how others experience you.
Blue outline of checklist Decorative only.
Reliability
how trusted you are to follow through.
Competence matters, but consistency is what builds long-term credibility.

Reliability is about the gap, or absence of a gap, between what you commit to and what you deliver.
Blue outline of chain link. Decorative only.
Resonance
How well you connect.
Do people leave conversations with you feeling heard?

Resonance is about whether people leave interactions with you feeling heard, valued and engaged, or not.
How it works

How the KBN Index works, step by step.

1. Nominate raters
Each participant nominates their own raters across the groups who see them at work: peers, decision makers (leaders and clients) and direct reports where relevant. Six completed ratings is the minimum for a reliable picture. Invite eight to ten, because not everyone responds.
2. Rate and benchmark
Participants rate themselves. Raters rate the participant on the same statements. It takes 10 to 15 minutes. Responses are confidential and reported in aggregate, so no individual rater is identifiable. The self-rating is shown beside the rater result and never feeds the score. Alongside the Index, each participant completes a benchmark AI role play, which adds an observed data point and a baseline for the reassessment.
3. The report
Results are compiled into a personalised report. It shows a score for each of the five pillars, the gap between self-rating and others' ratings, and rater comments. The report goes to the participant and nobody else.
4. Debrief, plan, reassess
A team debrief session introduces the 5Rs and how to read the report. Each person then works through their own results privately with a Catalyst facilitator and builds a plan targeting the two or three behaviours with the most leverage on their reputation and results. At the end of the Known By Name program the Index and the benchmark role play are repeated. The second report shows what moved, by how much, and where to focus next.
The report

What the report shows.

Pillar scores: one score per R, from raters and from self, side by side. The gap: where you rate yourself higher than others do, and where you rate yourself lower. Both matter. The first shows a blind spot. The second shows an unclaimed strength.

Rater group views: how different groups experience you, so you see whether your reputation with leaders matches your reputation with your team. Comments: specific, anonymous observations which put the numbers into words. Priorities: the behaviours which will shift your reputation fastest, and the plan to work on them.

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faqs

Common questions about the KBN Index.

How does the KBN Index compare to other 360 tools?
Most 360 tools produce a report and stop. The KBN Index is the starting point of a structured development program: workshop, coaching and AI practice built around the results, then a reassessment. The goal is behaviour change, not a report which gets filed.
Who sees the results?
The participant and their Catalyst coach. Managers and sponsors do not receive individual reports. The participant decides what to share, with whom, and when. How rater data is handled is set out in our Privacy Policy.
How many raters does someone need, and are their responses anonymous?
Six completed ratings as a minimum, spread across peers and decision makers. Invite eight to ten to allow for people who do not respond. Responses are confidential and reported in aggregate, so no individual rater is identifiable. It takes about 10 to 15 minutes for the participant and about the same for each rater.
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