The Leadership Circle Profile (“TLCP”)

“When we experience the world as too “complex” we are not just experiencing the complexity of the world. We are experiencing a mismatch between the world’s complexity and our own at this moment. There are only two logical ways to mend this mismatch – reduce the world’s complexity or increase our own.”

Robert Keagan & Lisa Lahey.

We use the Leadership Circle 360 for our leaders coaching journey because it is:

• A model of leadership
• A framework for development
• An assessment suite.

It is the most comprehensive and research backed (with more than 300k+ participants and counting) 360 assessment tool that supports both the horizontal and vertical development of leaders, with nuance and pragmatism.

At its core, it blends elegantly the creative and reactive orientations theories, the character structure theories (Enneagram and Carl Jung), the stage development frameworks as well as wisdom traditions and Leadership literature.

From the feedback gathered by the evaluators and the exploration of the client’s leadership trajectory, we can identify a clear map towards leadership development and effectiveness, tapping into known strengths and hidden potentials, as well as consciously uncovering blindspots and avenues of transformation.

Working on leadership development requires courage and vulnerability, we believe it is important to offer instruments which respect the effort our client put into the work they do,

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The leadership circle profile is so far the most comprehensive 360 explorative process we have come across to support a leader’s development from an horizontal and vertical development perspective with both nuance and pragmatism.

The key to enable any behavioral evolution is to appreciate and address the motivations driving a behavior in a given context. Sometime we use self-assessments, some other time we use other people’s words about your impact to help you access the motivation behind your behavior. It is important for the instrument to be both intellectually robust enough to offer buy-in from our clients and coachees as well as to offer a clear and nuanced roadmap to liberate impactful change we can track over an extended period of time and in various contexts.

The instruments we use are helping to do what we do at all times with our client, be it in one or one or in teams, or group, it is to help reveal people to themselves so that they can decide what to do and experiment along the way.

Working on leadership development requires courage and vulnerability, we believe it is important to offer instruments which respect the effort our client put into the work they do,