By Rich Douglas, Executive Director, Human Capital Lab
You don’t develop leadership skills merely by measuring them. Once you’ve done the measurement, then what? As a leadership coach, I’ve used 360-degree assessments for years. But coaching ain’t training, and sometimes my clients need to do some straight-up learning about leadership—especially in the areas where they need to grow. That’s where structured training comes in.
Why I’m a big fan of the Leadership Circle Profile 360©
I’ve long been a fan of the Leadership Circle Profile 360© (LCP360). Unlike other assessments that focus on how well someone is doing in various areas, LCP360 measures what a leader will do in different situations. Instead of relying on survey respondents to interpret and rate the person, it directly assesses behaviors, making the results much more relevant and useful.
That doesn’t mean there’s no data for comparison. With over 400,000 LCP360 assessments completed, there’s a vast database to benchmark leadership performance. The results highlight 18 “creative competencies” that correlate with effective leadership and 12 opposing “reactive systems” that undermine it. This feedback is invaluable, allowing coaches to help leaders build meaningful development plans.
So, what comes next?
Once you have the insights, what do you do with them? That’s where the Leadership Circle’s Leadership System comes in—a series of facilitated learning courses, combined with self-study online modules, designed to help leaders grow based on their LCP360 results. To use this system, coaches must complete a certification process, and only those already certified in LCP360 can qualify. I just got certified a few weeks ago, and I can’t wait to put this new tool to work.
The shift from reactive to creative leadership
Reactive managers protect the status quo, inhibit forward thinking and center leadership around themselves. Creative leaders, on the other hand, are more resilient, better equipped to handle ambiguity and prepared to guide their teams toward innovative solutions. The difference is striking—and now, with the Leadership System, it’s within reach.
I’m eager to bring this system into the Human Capital Lab and help leaders move beyond measurement to real, lasting development.