Powerful Tools to
  • Develop Effective Leaders
  • Grow your Leadership Culture
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  • The Leadership Circle Profile™
  • The Leadership Circle Culture Survey™

  • TLC Certified Practitioner (2005)


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To get to the next level of effectiveness, you must upgrade your internal operating system.

Effective leadership is about leading people, pure and simple. How you get results is as important as the results themselves.

The Leadership Circle Profile™ (TLCP) provides an unparalleled development pathway (operating system upgrade!) to leadership that correlates demonstrably to business performance. The TLCP is a global tool with a clear ROI for global business.

Adoption of a development agenda is a business imperative. A White Paper first published in 2006 by Bob Anderson, Founder of The Leadership Circle™, shows that the TLCP dimensions are highly correlated to measures of Leadership Effectiveness. It also shows strong and significant correlations to a measure of business performance. The White Paper presents powerful evidence showing that changes in leadership behavior, as measured by The Leadership Circle Profile, are very likely to translate into increased leadership effectiveness and, thereby, bottom-line business performance.


Develop Effective Leaders
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The TLCP is unique and compelling in how it connects leadership competencies with underlying motivations and habits of thought. Individual results reveal relationships between patterns of action and the internal assumptions that drive behavior. It allows an individual to delve deeply into what matters.

With the TLCP you build reflective leadership and competency-based leadership. Conscious leadership is about being aware and awake…and it’s about conscious practice.

Taking a developmental lens to leadership, you remove bottlenecks and system constriction. You can be more adaptive addressing ever more complex issues.

What are the costs of ineffective leadership and collaboration to your discretionary energy? Where do you turn when strengths becomes liabilities? Rather than urge highly creative and talented people to pretzel themselves into conforming to behavioral or context-specific expectations, TLCP feedback provides new options for authentic growth. Leaders gain current, candid, growth-oriented input for making meaningful choices to improve.

In my experience (certified TLC practitioner since 2003), the TLCP is the most comprehensive and sophisticated leadership assessment system available.


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  • CLICK image above to see Bob Anderson & Bill Adams speak about “Mastering Leadership,” the TLC tools, and remarkable findings from their latest research. (The Leadership Circle Asia/Pacific Conference 2016 - Parts 1 & 2)

Grow Your Leadership Culture
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What’s essential to your leadership culture?

As with the TLCP, The Leadership Circle Culture Survey (TLC-CS) focuses on leadership competencies that are demonstrably correlated to business performance measures.

To what degree are perceived leadership competencies expressed within a group or organization? For each competency, you learn what members of your culture perceive and need:
  • How much do we experience?
  • How much do we want?

As you plan for robust business and culture growth, deliberately growing your leadership culture is one of your most valuable long-term plays. Cultivating leadership competencies throughout your organization is the real engine for healthy, adaptive growth while promoting unique qualities that make your culture special.

The TLC-CS is valuable as a stand-alone assessment. It also allows for integrated, directly relevant engagement with individual leaders. A natural follow-up to the TLC-CS is: “What can individual leaders do to produce timely, meaningful changes that significantly improve and strengthen the most effective team culture and results?”

Working with leadership teams, especially in support of ongoing efforts for culture change, strategic planning and engagement, I recommend the TLC-CS as a core element for “Growth by Design.” TLC-CS results provide a framework for subsequent team-oriented interventions to catalyze and direct group inquiry that generates clear, viable action for improvement.


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What needs your attention now?
Schedule Your Discovery Session

Much of leadership development has been too superficial. Most organizational change efforts fail, not because they are ill conceived, but because at the center of those efforts is an implicit and unrecognized requirement that people behave in ways associated with higher levels of consciousness. This is a much bigger demand than we ever understood….We now recognize that leadership is a process of transformation whereby a leader is encouraged to make a profound shift—to gain a deeper understanding of themselves, the world, and their relationship to others. This deeper, longer term work is what our Leadership Circle Profile brings to the table, what The Leadership Circle stands for, and this is the kind of work we invite organizations to experience.
Bob Anderson, founder of The Leadership Circle
At this time in organizational history we are breaking from traditional paternal bureaucratic forms of organizations to high involvement, empowered partnership and collaborating learning organizations. Paternal bureaucracies did not need empowered people—except near the top. The new organization, however, will only take hold when people at every level adopt an empowered stance toward their life, work and leadership.
Mastering Leadership, by Bob Anderson, founder of The Leadership Circle
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Collaborative relationships are valuable to an organization not only because they produce better processes and better results, but also because they increase the amount of discretionary emotional energy that employees will devote to the organizational effort. Discretionary emotional energy is a term … to describe the passion, excitement, enthusiasm, and dedication that individuals choose to give freely to those causes, projects, relationships, and organizations in which they truly believe. Discretionary emotional energy cannot be mandated, and attempts to do so will inevitably lead to either outright rebellion or passive-aggressive undermining behavior. It is personal buy-in that can’t be bought.
Radical Collaboration: Five Essential Skills to Overcome Defensiveness and Build Successful Relationships, by James W. Tamm & Ronald J. Luyet
…it 
is 
time 
for 
all 
the 
heroes 
to 
go 
home… It 
is 
time 
to 
face 
the 
truth 
of 
our 
situation—that
 we’re
 all 
in 
this 
together,
 that
 we
 all 
have
 a 
voice—and
 figure 
out 
how 
to 
mobilize 
the 
hearts
 and
 minds 
of 
everyone 
in 
our 
workplaces 
and 
communities.

Leadership in the Age of Complexity: From Hero to Host, by Margaret Wheatley and Debbie Frieze
What needs your attention now?
Schedule Your Discovery Session
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