Leadership Circle Profile

The Leadership Circle Profile is the only instrument that measures the two primary leadership domains – Creative Competencies and Reactive Tendencies – and integrates this information so that key opportunities for leadership development immediately rise to the surface. Administered and debriefed by a Certified Practitioner who specializes in your industry and organizational needs, the Leadership Circle Profile assessment and debrief process is specifically tailored to every individual’s development.

Leadership value wheel

Three Tools in One

Most 360° profiles focus on either Management Style and Personality, Competencies, or Underlying Tendencies. The Leadership Circle Profile combines all three of these areas into one comprehensive, accessible tool.

Creative Competencies

Well-researched competencies measuring how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity and courage, and improve organizational systems.

Reactive Tendencies

Leadership styles emphasizing caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles over emphasize the focus on gaining the approval of others, protecting yourself, and getting results through high control tactics.


A leader’s unique Operating System: Internal Assumptions (beliefs) that run behavior in both domains. This allows the manager to see how his/her inner world of thought translates into a productive or unproductive style of leadership. Ultimately, the Leadership Circle Profile increases the inner awareness that affects outward behavior.

Take your free self assessment

Finding out how you view yourself is the first step toward enhancing your own leadership development.

The Secret Sauce

The Creative/Reactive Framework

The Leadership Circle Profile is the only 360 degree profile that measures both competency and underlying assumptions and it does so in two primary leadership domains: Creative Competencies and Reactive Tendencies.

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Creative Leadership

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 subsequently high levels of business performance.

Creative & Reactive Leadership Circle Profiles

Reactive Leadership

The lower half of the circle maps self-limiting Reactive tendencies and leadership behaviors. The Reactive tendencies emphasize caution over creating results, self protection over productive engagement, aggression over building alignment, and control over collaboration.

High scores in the Reactive dimensions correlate to low Creative Competency scores, and low levels of leadership effectiveness overall.

The 4 Quadrants of the Leadership Circle Profile

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Creative Competencies

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 hemispheres. This is how you relate with those you interact with on a daily basis.

Creative competencies and reactive tendencies wheel People task wheel

Leadership Circle Profile hemisphere comparison

Reactive Tendencies

The lower half of the circle maps self-limiting Reactive Tendencies and leadership 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 whatever task is at hand, or a reactive style to push yourself and others to desired states of performance.

What to Expect

In Your Leadership Circle Profile Debrief

  1. Schedule debrief meeting with your coach
  2. Define your role and place in the organization
  3. Talk about your leadership influences
  4. Review qualitative feedback
  5. Review Leadership Circle Profile Graph
  6. Discuss areas for growth
  7. Leave with awareness action items

The Leadership Circle Profile

Unlike most profiles that take hours to interpret, the Leadership Circle Profile integrates key information in a way that brings fundamental issues to the surface instantly. The data in 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)

 Results At A Glance

Self vs. Raters

Self vs Raters

Inner Circle

Inner Circle and Outer Circle

 Database & Scores

Reactive Creative Correlations

 Summary Dimensions

Download the Leadership Circle Profile brochure to explore descriptions of all 29 outer circle dimensions.

Download PDF

Start Your Journey

Whether you are a seasoned leadership coach, a leader of an organization in need of change, or an individual looking to explore how The Leadership Circle can improve your professional practice, the Leadership Circle Profile is a proven model that creates results.

What They’re Saying

“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 Cherry KLove, 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. I participated in The LCP five years ago, yet I still refer to my survey results today.”

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

Frequently Asked Questions

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.

Are there different versions?

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.

LCP Manager Edition Comparison

Is the Leadership Circle Profile 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. Visit our White Paper page for more information.

Where did you come up with the particular leadership competencies you measure?

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.

Can we use this profile as part of our performance appraisal process?

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.

If I’m going to have my entire management team complete Leadership Circle Profiles on each other, won’t we overload each of us with requests for feedback?

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 helps you do this well.

Will you tell me who gave me which 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.