Leadership Circle Profile

The Leadership Circle profile helps the leaders measure two primary domains – Creative Competencies and Reactive Tendencies. By integrating this two information from primary domains, we can make the key opportunities for the leadership development rise to the surface. The Leadership Circle Profile assessment and the debrief process will be done by a certified practitioner who will specially tailor process for every individual’s development.

Leadership Circle Profile Survey

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Creative Competencies

The top half of the circle contains various sections that represents creative competencies.

Leaders who have self authoring mind can differentiate between the self and surroundings. They can self-direct, set limits and create boundaries. They make choices by moving away from the social environment to create their internal ‘seat of judgement’.

The competencies are well researched and helps one measure how to be decisive, collaborative, fostering team play, achieve results, mentor others and create a caring connection, develop personal skills, act with integrity & authenticity and improve the Organization with Systems thinking.

Reactive Tendencies

The bottom half of the circle contains areas that elaborates the reactive tendencies.

Leaders who have socialized mind seeks external direction and they are mostly bound by their own ideologies. They tend to have strong reactive tendencies as they are moulded by personal environments.

The tendencies emphasize caution over creation, self-protection over engagement and aggression over alignment. These are self-limiting styles and they focus on approval, protecting thyself and focus on getting results through control.

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The Leadership Circle profile increases the awareness towards ones reacting style so that they can gain a better outward behaviour. 

Relationship

The left half of the circle represents the relationship which spans on both the reactive and creative hemispheres. These values help you figure out your day to day communication and interaction with people.

Task

The right half of the circle represents the ability and style which leaders engage with work. This dimension helps you figure out the engagement with work and how do you push yourself and others to achieve desired results.

What happens in your Debrief

  • Schedule debrief meeting with your coach
  • Define your role and position in the Organization
  • Talk about your leadership influences
  • Review qualitative feedback
  • Review Leadership Circle Profile Graph
  • Discuss areas for growth
  • Identify your “One Big Thing” goal

Results at a glance

Unlike most profiles that takes hour to interpret, the LCP integrates key information in a way that brings fundamental issues to the surface instantly.

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Self vs Raters

The grey bar is your own raw score compared to other leader’s raw scores. The green shading is the aggregate score your raters gave you compared to the spectrum of leaders who have taken the profile.

Inner Circle

The outer circle displays the results for each of the 29 dimensions measured by the Leadership Circle Profile (LCP). The inner circle dimensions summarize the outer circle dimensions into 8 summary scores.

Database & Scores

All scores are displayed as percentile scores compared to an ever-growing norm base of 100,000+ leaders worldwide. High scores are beyond the 67th percentile. Low scores are below the 33rd percentile.

Reactive Creative Correlations

Adjacent dimensions describe similar Behavior patterns that are positively correlated. Dimensions on opposite side of the circle are opposing Behavior patterns and are inversely correlated.

Summary Dimensions

In addition to all the dimensions displayed in the inner and outer circle, the rectangular scales located around the circle are intended to bring everything together.

Who is this for?

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.

Is the LCP statistically valid?

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.

Where did the competences you measure came from?

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.

Can this be used in Performance Appraisal?

No. The Leadership Circle Profile is designed to catalyse 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.

Will People know who gave the scores?

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.

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