Powerful Tools to
  • Develop Effective Leaders
  • Grow your Leadership Culture
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  • The Leadership Circle Profile™
  • The Leadership Circle Collective Leadership Assessment™
  • 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 framework and tools offered by The Leadership Circle are all created from a Universal Model of Leadership developed by Bob Anderson. Click HERE for a quick (12:34 minutes) description.

The Leadership Circle Profile™ (LCP) provides an unparalleled development pathway (operating system upgrade!) to leadership that correlates demonstrably to business performance. The LCP 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 LCP 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 LCP is unique and compelling in how it connects leadership competencies with underlying motivations and habits of thought. The circle is organized into two dynamically interrelated hemispheres:
Click HERE for a quick video describing them both and why they matter to you.

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 LCP 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, LCP feedback provides new options for authentic growth. Leaders gain current, candid, growth-oriented input for making meaningful choices to improve.

In my experience (certified Leadership Circle practitioner since 2005), the LCP is the most comprehensive and sophisticated leadership assessment system available.

Grow Your Leadership Culture
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What’s essential for a more effective leadership culture where you are?

As you plan for robust business and organizational 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 organizational culture special.

As with the LCP, The Leadership Circle Collective Leadership Assessment (CLA) focuses on leadership competencies that are demonstrably correlated to business performance measures. Starting, for example, with a key group or team, quickly get a vivid, insightful and actionable picture of what's true in your leadership culture.

Each person evaluates the group/team for leadership competencies they
  • ACTUALLY experience
  • PREFER to experience.

You gain clarity together about gaps between 1) what group members say they actually experience together and 2) what group members say they want to experience together. New conversations become possible with a common framework and language for understanding what's happening, what's possible (for better and worse), and how it matters. Those are conversations for co-creating what's next. You build curiosity, commitment and competency to close the gaps for good purpose.

Used as a stand-alone assessment, the CLA powerfully focuses a group on strengths and areas of necessary improvement. Your group generates a new story about what matters and why. Everyone becomes accountable for the group result.

The CLA is also a powerful tool when integrated with individual leadership development coaching. Leaders typically want to know:
  • “What's my role in this?"
  • "How can I be better at this?"
  • "How can I help myself and others be more at our best?"

Linking individual leadership development to culture growth, strategic planning and engagement initiatives consistently produces more coherent, durable results with multiplier benefits.

I recommend the CLA as a core element in my Growth by Design offering. Imagine what your leadership culture could co-create!

To explore individual and collective leadership development options that meet your needs, click the red button to schedule a 30-minute no-obligation, no-cost Discovery Session.
Let's create what's next for you now.

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Lead. Collaborate. Grow. ... to Thrive!
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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
home… It 

Leadership in the Age of Complexity: From Hero to Host, by Margaret Wheatley and Debbie Frieze