Leadership Assessment & Planning
Most leadership assessments tell a leader what others think of them. Ours tells them why — and what to change first. The Leadership Circle Profile (LCP) is the only 360-degree assessment that measures a leader’s effective behaviors and the self-limiting patterns that undercut them, then connects both to the underlying beliefs that drive them under pressure.
Assessment without a plan is just information. Every leader we assess leaves with a Leadership Development Impact Plan (LDIP™) — a working document they own, built around the single highest-leverage shift in their effectiveness and the one pattern most likely to block it.
Our Process. A full assessment and planning engagement runs four to six weeks from launch to plan:
- Confidential multi-rater feedback gathered from the leader’s boss, peers, direct reports, and close colleagues
- A structured debrief with an accredited AO coach that moves from what others experience, to why the pattern persists, to where the leverage sits
- A written Leadership Development Impact Plan naming the leader’s central development goal, the pattern most likely to limit it, and the specific start/stop behaviors that make progress visible
- Where scope calls for it, a Development–Business Alignment Grid mapping the plan directly to the business results the leader is accountable for
The Right Solution For:
- Establishing a Development Baseline
- Preparing a Leader for a Larger Role
- Making a Promotion or Succession Decision
- Onboarding a New Executive
- Building an Individual Development Plan That Holds
- Measuring Leadership Growth Over Time
THE IMPACT
Benchmarked Against Real Scale
Every leader’s results are compared against roughly 2.5 million survey responses from more than 200,000 leaders worldwide.
Tied Directly to Business Performance
Research across 486 organizations found leadership effectiveness to be a strong predictor of performance on all six measures studied: revenue, market share, profitability, product and service quality, new-product development, and overall performance.
The Behaviors That Matter Most Are Known
Purposeful and visionary leadership correlates with business performance at .91, fostering team play at .89, and mentoring and developing others at .82 among the highest-performing organizations studied.
