360° Performance Reviews

Professional growth can be challenging - getting from here to there requires something you don’t have yet. True transformation isn’t found in a workshop or bestseller. It’s an inside job.

To cultivate and revitalize the inner game, we need comprehensive insights into the way the leader is showing up and getting things done.

We also need to understand the underlying beliefs and assumptions that shape their mindset.

Executive 360° Coaching measures both the leader’s current style and their way of coping by administering the Leadership Circle Profile®— a 360° Review tool used by 45% of Fortune 100 companies.

It will give you powerful leverage to drive meaningful, transformative change.

Leadership Circle Profile®

  • 1. Gather Feedback

    First, we will recruit folks to participate in giving feedback. We will choose those who are familiar the leader’s style and ways of operating — bosses, direct reports, peers, clients. They will fill out an anonymous assessment and the participant being evaluated will answer the same questions, reiviewing themselves.

    The questions are scientifically validated to correlate strongly with EFFECTIVE LEADERSHIP and BUSINESS PERFORMANCE.

    The feedback data provides powerful insight into the participant’s overall effectiveness, influence, reactive tendencies and other competencies key to leadership.

  • 2. Interpret & Identify

    This feedback data is aggregated and analyzed against a large norm group then presented in a comprehensive report.

    How the leader gets things done, how they relate, and how they react when under stress is brightly illuminated. They can see themselves in contrast to how others experience them. And, they can see how their leadership style and effectiveness stack up as a percentile in relation to the large norm group.

    This robust profile clearly points the leader to their unique areas of greatest potential — highlighting the gaps in their effectiveness and lighting the path that will take them beyond their current limits, into greater impact and fulfillment.

    Using this information, alongside the participant’s personal context and interpretation, we can begin to identify targeted, truly impactful development goals. These aren’t the stale goals of annual reviews. These are (inner) game-changing goals.

  • 3. Craft a Leadership Plan

    Having a goal is a great first step in growth. Working with their executive coach, the participant will refine their goal, making certain that if reached, success will mean measurable improvements for their leadership, their team and their organization as a whole.

    But, reaching the goal requires a thoughtful plan. In collaboration with their coach, the leader will create a powerful plan that encompasses mindset shifts and behavioral change.

    Fortified with a goal and a detailed plan to accomplish it, they can now move on to the journey of Leadership Development.

    Here, they delve into deeper exploration of what has kept them from this goal in the past and they begin the journey shifting their mindset. Additionally, we deploy progress benchmarking along the way to determine if they are truly making the changes they have set out to make.

4. Leadership development

There are many popular, tried-and-true leadership assessment tools to choose from — Meyers Briggs Type Indicator, the DISC Profile, the Hogan Assessment, the CliftonStrengths (formerly StrengthsFinder). Executive 360° Coaching relies on the Leadership Circle Profile (LCP).

Why choose the Leadership Circle Profile?

So, why choose the LCP? In short, the LCP offers a more sophisticated, useful, and impactful approach:

  • LCP uncovers underlying beliefs and assumptions driving behavior; other assessments primarily reveal personality types.

  • LCP provides a developmental roadmap; others merely assign static labels.

By delving deeper into the internal drivers of behavior and offering actionable pathways for growth, the LCP enables transformative leadership development beyond the surface-level insights of traditional assessments.

When comparing the Leadership Circle Profile (LCP) to other popular assessments like MBTI, DISC, Hogan, and CliftonStrengths, several distinctions highlight the LCP's unique advantages.

The Leadership Circle Profile (LCP) distinguishes itself through its robust theoretical foundation, integrating insights from leadership theory, adult development, psychology wisdom. This comprehensive approach offers a nuanced understanding of leadership behaviors and their underlying motivations.

  • While MBTI and DISC focus on categorizing personality types and behavioral styles, the LCP delves deeper by connecting these behaviors to underlying beliefs and assumptions. This approach provides leaders with a comprehensive understanding of the root causes driving their actions, enabling more profound personal development.

  • Assessments such as CliftonStrengths identify individual talents, and Hogan evaluates personality traits and potential derailers. In contrast, the LCP offers an integrated framework that not only assesses competencies but also examines the interplay between a leader's internal mindset and external behaviors. This holistic perspective facilitates targeted growth strategies that align internal beliefs with outward leadership practices.

  • While many assessments provide descriptive insights, the LCP emphasizes a developmental trajectory. It identifies both creative competencies and reactive tendencies, guiding leaders on a path from reactive patterns to creative, effective leadership. This focus on evolution and growth sets the LCP apart as a tool for transformative change.

The Leadership Circle Profile stands out by revealing the “why” under the “what” — the assumptions and beliefs under the identified style.

It is built on robust theory, integrating the “how” of development — empowering leaders to achieve meaningful and sustained growth with a pathway to improve, instead of just a label.

  • Based on Carl Jung's theory of psychological types, MBTI focuses on categorizing individuals into distinct personality types, emphasizing innate preferences rather than developmental pathways.

  • Rooted in William Marston's DISC theory, this tool centers on four primary behavioral traits—Dominance, Influence, Steadiness, and Conscientiousness—providing a snapshot of behavioral tendencies without delving into the underlying belief systems.

  • Grounded in socio-analytic theory, Hogan assessments explore personality traits, potential derailers, and core values, aiming to predict leadership performance but not explicitly linking behaviors to internal assumptions.

  • Drawing from positive psychology, this assessment identifies individual talents across various domains, focusing on leveraging innate strengths without necessarily addressing the developmental aspects of leadership.

Just like it can be intriguing to learn about your astrological sign, it can be illuminating to know your type as defined by the other assessments, such as “INFJ” - The Protector , or “Misfit”, or “Achiever” , or “SC” - steadiness and conscientiousness.

But, what do you do with that that label? How does that label help you grow in ways that will change the way you engage at work? How will it help you evolve into a thriving leader whose performance is impressive?

Start with a useful profile, one that incorporates the “why”, “what” and “how” of professional development, work with Executive 360° Coaching to leverage the power of the LCP on your leadership development journey.

In summary, while other assessments offer valuable insights into personality and behavior, the LCP's unique integration of multiple theoretical frameworks connecting external behaviors with internal beliefs to foster transformative leadership growth, providing a workable and personalized model for change.