The Leadership Circle Profile (LCP) is a 360-degree leadership assessment that measures two things at once: a leader's Creative Competencies, the behaviors that generate effectiveness, and their Reactive Tendencies, the self-limiting habits that undercut it. Its distinctive claim is that it connects what a leader does to the inner assumptions driving the behavior, rather than scoring behavior alone.
How It Works
Like other 360-degree assessments, the LCP gathers feedback from the people around a leader: their manager, peers, direct reports, and others who see them work, alongside the leader's own self-assessment. Where it departs from a standard 360 is in what it measures. The results map onto a circular profile organized into two halves: Creative Competencies across dimensions such as relating, self-awareness, authenticity, systems awareness, and achieving; and Reactive Tendencies grouped around complying, protecting, and controlling.
The circle format is the point. A leader sees their strengths and their self-limiting patterns on the same page, in relationship to each other, rather than as separate lists of "development areas."
What Makes It Different From a Standard 360
Most 360s measure competencies: how well you do the observable things. The LCP is built on adult development theory and pairs the competency data with the reactive patterns underneath: the assumptions and habits of mind that produce the behavior in the first place. That pairing is what makes it useful for coaching rather than just for reporting. A competency score tells you what to work on. The reactive pattern tells you why the same feedback keeps showing up year after year despite your best intentions.
How It's Used in Coaching
In an executive coaching engagement, an assessment like the LCP does a specific job: it replaces vague impressions with structured data at the start of the work. It gives the leader and the coach a shared, concrete picture of how the leader is actually experienced, which anchors the coaching conversation in something more solid than self-report. The debrief is typically conducted by a certified practitioner, because the profile takes interpretation: the raw scores matter less than the patterns between them.