The Leadership Circle Profile

Everyone has self-protection tendencies, commonly unconscious, that detract from their ability to engage others and build trusting empowered relationships. These reactive dimensions correlate to reduced performance, limited success and they inhibit long-term effectiveness. This is the only instrument to surface instantly key issues and identifies key opportunities for shifting internal assumptions and improving authentic expression and clear communication in three categories and eleven subcategories.

The 360 reports and coach debriefs provide profile recipients the insight and true breakthrough opportunities to pinpoint the specific areas of emotional intelligence they can develop for greater leverage and productive engagement. They develop a greater ability to achieve results without creating burnout by focusing on reframing their tendencies in the following areas:

• Compliance
• Protection
• Control

These self limiting styles each hold potential leadership gifts as well, which when leveraged, increase the leader’s innovative capabilities and strengths. During the debrief process we will explore key issues and related liabilities and strengths and help you make decisions about which reactive tendencies hold the greatest short-term and long-term benefits once their gifts are understood and their system-draining patterns transformed.

The most effective leaders have one thing in common, they are able to achieve results, improve organizational systems and build strong, empowered stakeholder relationships, the critical fuel for 10x performance. Leaders who have not made intentional efforts to balance these competencies and reactive tendencies, however, tend to find their success in one of these two critical areas at the expense of the other.

The Relating and Achieving dimensions of the 360 provide in-depth and powerful insights into each leader’s or team’s balance on these two performance-critical strengths. From the scores on the left and right of the circle, clear patterns emerge regarding where development efforts may bear the most fruit.

In addition to a detailed breakdown of all 29 creative competencies and reactive tendencies the assessment results provide additional summary indicators of the leader’s own development opportunities:

• Leadership Brand: to view their top strengths through the eyes of their colleagues
• Self-Assessment Gap: to evaluate the degree to which the leader understands their Leadership Brand and opportunities for improvement.
• Reactive-Creative Scale: indicating the degree to which they lean into their creative competencies more often than their reactive tendencies
• Relationship-Task Balance: indicating whether they can better strengthen their leadership impact by developing their interpersonal relating or achievement-focused capacity
• Leadership Potential Utilization: provides a bottom-line measurement of how much the leader is living up to their potential, as compared to over two million other leaders in the global database
• Leadership Effectiveness: indicates the leader’s overall impact, a measure that is highly correlated to business success

In addition to a visual summary of the score, each report includes detailed data tables indicating scores of the boss’ boss, boss, peers, direct reports, and others (e.g., clients) ratings.

A leader should have from 8-12 respondents take the survey (maximum of 20). The “boss” and “boss’ boss” scores will be individually reported, whereas peers and direct reports will only be reported and aggregated in these categories if at least 3 individuals from that subgroup have taken the survey.

The information tables also include self-rating and overall summary scores for detailed comparison.

This 360 assessment instrument offers a rich and deep universal model into how a leader is viewed by others, and also the specific well-researched competencies that will drive behavior change to produce high fulfillment–in both the individual and the rater group.

To achieve results like this the rich data set must be debriefed carefully with the individual leader so they see the personal and true breakthrough opportunities instead of falling prey to their own self-limiting confirmation bias. Such bias in reading the results may create internal assumptions that further limit their effectiveness. To provide appropriate support, we offer two levels of assessment and debrief, which also offer cost variability. Level 1 includes the assessment and two 90-minute debrief sessions. Level 2 provides three additional coaching sessions to focus on helping the leader create meaningful development objectives and an accountability plan with their organization. Additional coaching packages are also available to support them as they work on their own development, as deep behavioral change typically takes place in a 6-12 month timeframe.