Leadership Circle Profile®

360-degree feedback
That shows you
how others experience your leadership,
where you’re effective,
where you’re not,
and why.

I recommend we use the Leadership Circle Profile or Interview-Style 360 as a starting point
in executive coaching.

Why a 360? 

You’ve built a successful business. You know how to read a room, make the call, and hold the line.

What you may not know, what almost no one tells you, is the gap between your intent and your impact.

360-degree feedback is designed to close that gap.

Importantly, 360s open the opportunity for leaders to share their insights and what they’re working on, and to invite ongoing feedback.

What is the Leadership Circle Profile?

The Leadership Circle Profile (LCP) is a comprehensive 360-degree feedback tool. It gathers unfiltered feedback from every direction: above, beside, and below.

It measures leadership competencies that expand your effectiveness and tendencies that constrain it. It reveals how people experience your leadership. It also point to the internal beliefs and assumptions underneath your leadership behavior. 

Anonymous verbatim feedback from every evaluator is also a rich component of the report.

The report provides a precise map of where effectiveness is generative, where tendencies undermine intent, and how these are interrelated. From here, you can choose your leadership growth objective and action.

How I Use the LCP

I use the LCP as a core diagnostic in our Outer Game work. It answers a question that every senior leader has but rarely asks out loud: “Am I as effective as I think I am?”

The debrief is where the real work begins. We don't just review scores. We trace what the data reveals about the underlying beliefs running your leadership.

The Enneagram and LCP together provide extraordinary insight and inspire growth. The Enneagram explains the pattern. The LCP quantifies its impact. Together, they give you both the what and the why.

Most clients come in expecting to talk about competencies. They leave talking about who they are as a leader today — and what they want to build from here.

Common Questions

  • Most 360s measure what you do. The LCP goes deeper — it measures the beliefs and assumptions driving your behavior. It also integrates the Creative and Reactive dimensions into a single visual display, so you can see the relationship between what's working and what's limiting you. It interprets itself in seconds, not hours.

  • Your results are confidential. Rater identities are protected. Your boss's feedback is reported separately (that's their role), but all other scores are reported as group averages. No one can tell who said what.

  • No. The LCP is a developmental tool, not an evaluation tool. Its value depends on psychological safety — the willingness to look honestly at what's working and what isn't. Linking it to performance reviews destroys that.

  • I typically run a 90-minute debrief session. That's enough time to move through the full profile, connect the data to what you're navigating right now, and leave with clear insight into your highest leverage areas.

  • Yes. Extensively so. The LCP has been validated across six years of psychometric research and is based on the Universal Model of Leadership, grounded in decades of research on leadership and adult development.

The LCP 360 is one place to start our coaching partnership.

Contact me to conduct the LCP 360-degree feedback assessment
and schedule a debrief.

Let's Talk