Leadership Circle Profile
Unlike a typical leadership assessment, a 360 leadership assessment takes into account feedback from your peers to evaluate your leadership skills, influence, overall effectiveness, and other key competencies relating to leadership. The Leadership Circle Profile is unique because it is the only 360 assessment that measures both Creative Competencies and Reactive Tendencies. In this way, it gives the leader far greater insight into how they are thinking and what they are doing that limits the full deployment of creative competencies.
Well-researched competencies measuring how you achieve results, bring out the best in others, lead with vision, enhance your development, act with integrity and courage, and improve organizational systems. The next step on your pathway to Integral Leadership.
Leadership styles emphasizing caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles focus on gaining the approval of others, protecting yourself, or getting results at the expense of others.
A leader’s unique Operating System: Internal Assumptions (beliefs) that run behavior in both domains. See how the inner world of thought translates into a productive or unproductive style of leadership. The Leadership Circle Profile increases awareness to create change in behavior.
Finding out how you view yourself is the first step toward enhancing your own leadership development.
Slide arrows left and right
The top half of the circle maps Creative Competencies that contribute to a leader’s effectiveness. They measure how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity, and improve organizational systems.
High scores in the Creative dimensions correlate to high levels of leadership effectiveness and business performance.
The lower half of the circle maps self-limiting Reactive Tendencies and behaviors. The Reactive Tendencies emphasize caution over creating results, self-protection over engagement, aggression over alignment, and control over collaboration.
High scores in the Reactive dimensions correlate to low Creative Competency scores and leadership effectiveness.
Slide arrows left and right
The top half of the circle maps Creative Competencies that contribute to a leader’s effectiveness. They measure key leadership behaviors and internal assumptions that lead to high fulfillment, high achievement leadership.
The left half of the circle maps Relationship behaviors in both the Creative and Reactive halves. This is how you relate on a daily basis.
The lower half of the circle maps self-limiting Reactive Tendencies and behaviors. The Reactive dimensions reflect inner beliefs and assumptions that limit effectiveness, authentic expression, and empowering leadership.
The right half of the circle maps the ability and style through which you engage with work. The Task dimensions show either your Creative abilities to accomplish tasks and sustainably achieve results, or a Reactive style to push yourself and others beyond sustainable productivity.
Leadership Circle Profile™ Manager Edition is an innovation. It is as powerful as the Leadership Circle Profile (LCP); however, the LCP Manager Edition is designed for an audience that is different from that of the standard LCP. The LCP is fine-tuned for Directors and up when you are a Leader of Leaders. The LCP Manager Edition is a 360 leadership assessment that is fine-tuned for mid-level and front-line managers, supervisors, and team leaders tasked with deployment and execution of the overarching direction of the business.
Unlike most 360 leadership assessments that take hours to interpret, the Leadership Circle Profile reveals itself in seconds, putting leaders in touch with what is working, what is not, and why.
Choose a tab below to learn more about the Leadership Circle Profile (LCP)
Whether you are a leadership coach, a leader of an organization in need of transformation, or an individual looking to explore how The Leadership Circle can improve your professional career, the Leadership Circle Profile creates results.
“As I delved more deeply into the model, the simplicity was deceptive. I soon found really valuable personal insights: truly some “a-ha!” moments. As my coach explained the underlying logic, even more fell into place. In my almost nine years at CBC/Radio-Canada, this is the most positive personal development experience I’ve had.”Andrew CochranCBC/Radio-Canada
“This 360 degree process is an integral part of both our Executive MBA programs and our non-degree leadership programs. There are two elements that distinguish the LCP from its competitors. First, the instrument itself focuses on the critical developmental components associated with long-term effectiveness. Second, the team of feedback coaches is second to none – absolutely world-class.”Leo BurkeAssociate Dean and Director of Executive Education, University of Notre Dame (Mendoza College of Business)
“Our leaders are growing into their authentic selves and your resources are making a huge impact. We wouldn’t be able to do the work we are doing without this tool and the thoughts/research behind it. It has become an important development tool. So important, in fact, we have leaders asking for it AND we have a waiting list!”Kris Miller and Janet CherryKLove, Air1
“The Leadership Circle Profile is an internally consistent, valid measure for leadership development. The psychometric properties of The LCP are strong, suggesting that it is appropriate and strong for developmental feedback. The results of this independent investigation suggest that The LCP is quite acceptable for developmental purposes.”IPRAIndustrial Organizational Psychology Department, Bowling Green State University
“In the course of my career, I have conducted nearly 1000 feedback-coaching sessions around a variety of survey instruments and I can tell you this: The Leadership Circle Profile is such a unique feedback tool that it has led to the best 1-on-1 coaching sessions I have EVER experienced! The reason, I believe, is that it goes beyond feedback merely on behaviors and competencies (which it does include) to the source: the core beliefs and assumptions out of which those behaviors live. In understanding the source, more conscious change is made possible.”David WomeldorffFounder, Evolutionary Management, Former Consulting Director of Bank One Corporation’s Learning and Leadership Development Program and Acting Director of Executive Education
“When I found The Leadership Circle I knew I had discovered something wonderful. The Leadership Circle Profile is different from traditional competency-based approaches to assessment; it is a 360-degree assessment designed to accelerate your leadership and help you understand the relationship between how you habitually think and behave — and how all this impacts your current effectiveness as a leader. It helped my board, staff, and myself create a plan for growth and a new emphasis on leadership development.”Katie EverettExecutive Director, The Lynch Foundation
“I am certified in several popular and well researched 360° instruments and have delivered results to numerous executives over the past 15+ years. The Leadership Circle Profile is by far the most effective tool in getting directly and immediately into the most transformational conversation with the client. Nothing else comes close!”Carol MurrayThe Lifework Institute
“I have found The Leadership Circle’s instrument a rich and valuable complement to my work! That single picture prompts a world of reflection, and naturally leads to a well-chosen 'improvement goal,' the first step in many a focused coaching approach, including mine.”Robert KeganCo-author of Immunity to Change
Individual leaders and leadership teams in any private or public organization. Educators, HR professionals, coaches, psychologists, researchers; any individual or organization that wishes to improve the effectiveness of leadership and understand the underlying assumptions that drive it.
While our original Leadership Circle Profile is designed for middle and upper management, the Leadership Circle Profile Manager Edition is a similar tool that identifies leadership competencies and limitations for those who are in less complex roles than those of senior leaders.
Yes. Extensive psychometric analysis over a six-year period has gone into the development of the Leadership Circle Profile. It is statistically valid in every way that validity is measured. Visit our White Paper page for more information.
Extensive research of the major streams of leadership and psychology literature over the last century. There is broad agreement on the stance and the competencies that give rise to effective leadership. Visit our White Paper page for more information.
No. The Leadership Circle Profile is designed to catalyze developmental learning. Because this tool measures internal beliefs structures and therefore produces more powerful and vulnerable information, treating the results confidentially is of highest priority. Furthermore, the Leadership Circle Profile measures leadership abilities and is not designed to measure the kind of on-the-job performance that is tracked in a performance review process. We do recommend that the participating manager seek-out feedback about their results and that he/she include what they have been learning from the Profile in conversations with the boss.
Each profile takes about 15 to 20 minutes to complete. If you have 10 members of your team requesting feedback, you will spend a little over three hours completing the profiles. For busy people, this is a lot of time. To help with this we have designed the survey-taking process whereby, if you do not have time to finish at one sitting, you can come back and pick up where you left off. This allows maximum flexibility in completing profiles. Providing good feedback is one of a manager’s most important jobs. Leadership Circle Profile 360 leadership assessment helps you do this well.
No. The feedback provided is completely confidential. We take this very seriously. So seriously, in fact, that we do not report-out scores from any breakout group if less than 3 people provide data. There is only one exception—your boss. Your boss’ job is to develop you and giving feedback is part of that responsibility. You will receive feedback directly from your boss and anyone you specify as your boss’s boss. All other scores will be reported as group averages and you will not know who said what.