The Leadership Circle profile is unique for two reasons. First, we all know that great leadership is a complex mix of skills and inner beliefs. This is the first competency tool that assesses both the internal and external aspects of your leadership.

Second, your result is much more than just a list of behavioral skills. It is processed into a meaningful system that makes human behavior and leadership development more understandable. It helps make sense of the interrelationships between the many different dimensions of your self-system that have been assessed.

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Your results are displayed in a large circular graphic, your profile. Its symbolism aims to help you understand yourself as a whole. Taken as a whole, you are a remarkably complex and integrated, holistic person. This is our starting point and this profile attempts to do justice to it.

The profile is shown circular for another reason. The circle quickly shows how the different dimensions relate to each other. The interactions between dimensions are represented by their position within the circle.

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The levels of analysis

The report has two levels of analysis:

• Leadership skills orcreative competences

• Inner beliefs - orreactive tendencies

 

Each of the levels contains a significant amount of information about your leadership and your life.

 

The Leadership Circle profile measures eighteen leadership competences. These competencies have been extensively researched and proven to be the most important leadership behaviors and skills.

You will receive feedback on how you rate yourself in relation to these competencies. Your results are compared to the results of other managers on the same competencies.

 

The second level of analysis relates to the inner beliefs. How we think, and especially ours habits of thought determine our behavior to a large extent. Behavior patterns, both effective and ineffective, are controlled by habits of mind. This profile captures eleven internal beliefs that hinder effectiveness.

Our experience working with hundreds of managers shows that both overused and underused skills can usually be traced back to beliefs that limit your development. Competency feedback compares your own assessments with how other managers assess their own thinking.

 

There is no instrument that can measure the truth about you. Some things will seem accurate to you, others inaccurate. Your task is to gain fundamental insights that will positively influence your future development by intensively examining your profile and the associated report. Think of the Leadership Circle profile as a radar screen where you can discover the key strengths and weaknesses that need your attention at this point in your life.

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In executive and personal coaching, the LCP forms the basis for further coaching alongside your development plan.