Leadership Circle Profile 360
You know how you see yourself. This shows you how everyone else does.
- The most rigorous and widely used 360 for senior leaders globally
- Your strengths, your learning edge, and what's holding you back
- Standalone with a full debrief, or paired with executive coaching
- Debriefed by an award-winning psychologist, 20+ years' experience
Trusted by leading organisations globally
Most leaders aren't seeing themselves clearly. And it's costing them.
Senior leaders come to the LCP from different starting points. Four common patterns:
You don't know whether how you see yourself matches how others see you. You have hunches about how you're coming across as a leader. You think you delegate well, hold your composure under pressure, influence peers effectively. But you don't actually know whether those hunches match reality. The gap between self-perception and others' perception is the most valuable insight a leader can get, and most leaders never see it clearly.
If you haven't done a proper 360 before, the feedback you've had has been incomplete or sporadic. A bit from your manager. The occasional comment from a peer. The engagement survey numbers. None of it gives you a clear, integrated picture of how you're showing up.
Even if you've done 360s before, they probably told you what but not why. You knew your strengths and your development areas. But the beliefs and assumptions producing the behaviour weren't surfaced. You came away with a list of things to work on, not an understanding of what was driving them.
You sense there are psychological and behavioural patterns running under your behaviour, but you can't see them clearly. You can feel there's something running underneath: the way you over-control under pressure, the reason you hold onto work you should let go of, the reason certain conversations feel harder than they should. You don't have language for it yet, and you don't have a clear picture of what's actually going on.
What makes the LCP genuinely different
The Leadership Circle Profile is the only 360 that integrates three things in a single picture:
- What's working in your leadership. The strengths that drive your effectiveness: how you achieve results, bring out the best in others, lead with vision, and act with integrity. The foundations to build on.
- Your learning edge. The specific areas to lean into to balance yourself out as a leader and increase your overall effectiveness. Not generic advice. The exact dimensions that, if developed, will produce the biggest shift in your leadership.
- What's holding you back. The psychological and behavioural patterns running underneath. The beliefs and assumptions that pull you back into old habits when you're under pressure. Not just symptoms, but the underlying drivers.
This integration is what makes the LCP genuinely different. Most 360s tell you what’s working and what’s not. The LCP tells you why, and shows you the developmental pathway forward. It’s also the only 360 that uses percentile scores against a global database of more than 20,000 leaders, so the data tells you not just how you scored, but how you compare to leaders worldwide.
The framework also aligns precisely with how I work as a coach: practical tools and frameworks to develop the strengths and address the learning edges, combined with the inner work to resolve what’s holding you back. The LCP gives us both halves of that picture in a way no other assessment does.
You can do the LCP standalone with a comprehensive debrief, or pair it with executive coaching to actually shift the patterns it surfaces. Most leaders find they want to do both.
WORK WITH ME
Ready to lead at your full potential?
In 30 minutes, we'll discuss what you're hoping to learn, whether the LCP is the right fit, and whether to do it standalone or paired with coaching.
Frequently asked questions
Have questions about the Leadership Circle Profile?
You complete a self-assessment online (15-20 minutes). You then nominate at least 10 raters from across your professional network: your manager, peers, direct reports, and others who see you in different contexts. They each complete the same assessment about you, anonymously.
The data is then compiled into a comprehensive report and a single visual circle that integrates all the dimensions in one picture.
We then meet for a debrief session (90 minutes to two hours) where I walk you through the data, identify the key patterns, and help you understand what it means for your leadership development.
Your self-assessment, the rater process, the comprehensive LCP report, and a debrief session where I walk you through the data, surface the key patterns, and help you understand what’s most actionable.
If you want, we can re-run the LCP after 12 months of coaching to measure how your leadership has shifted. This is one of the strongest ways to see real, validated change in how you’re showing up.
Yes. The LCP is available as a standalone assessment with a comprehensive debrief.
That said, most leaders find that doing the LCP raises questions and surfaces patterns they want to actively work on. The natural next step is coaching, where we can shift the patterns the LCP has made visible. Many of my clients start with the LCP and continue into coaching.
Yes. The LCP report is yours. The data is held confidentially and shared only with you. If your organisation is sponsoring the assessment, we agree boundaries upfront about what (if anything) is shared back at a high level.
Rater feedback is anonymous and aggregated. No individual rater’s responses are identifiable in the report.
Three main differences.
First, the LCP integrates behaviour and the assumptions driving it. Most 360s measure behaviour. The LCP measures behaviour AND the underlying beliefs and habits of thought producing it. This means feedback isn’t just “you’re too controlling” but “you’re too controlling, and here’s the belief structure underneath that’s driving it.”
Second, the LCP uses percentile scores against a global database of more than 20,000 leaders. Most other 360s use raw scores. Without percentile context, a score of 4.0 out of 5 looks strong. With percentile context, you might find that 4.0 puts you in the 45th percentile, well below average among senior leaders.
Third, the LCP integrates everything into a single visual circle. Other 360s produce reports with pages of competency lists. The circle makes the key patterns and relationships immediately visible at a glance.
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