How can you use the Leadership Circle Profile (LCP) for leadership development?

Two of my clients, Alex and Sarah, were experiencing challenges in their leadership development. Both were talented individuals with ambitious goals and a desire to lead their teams to success. However, their approaches to leadership were vastly different. Alex was known for being highly achieving and goal oriented. He was always driving his team forward, setting aggressive targets, and pushing everyone to perform at their best. On the other hand, Sarah was admired for her authentic and empathetic leadership style. She fostered an environment of open communication and trust within her team, allowing everyone to contribute their ideas and opinions freely.

Identifying and accepting one’s strengths, threats ,weaknesses, and opportunities can unearth a strategic journey of change. 👉🏾One of my clients believed their leadership was top notch. Hence, I administered an anonymous survey to their more than 3000 employees. 👉🏾The results were crippling to the executive’s ego. 80% of the entire company believed the work environment to be led as a dictatorship. 👉🏾Once reality and acceptance sunk in, we were able to revamp the entire internal operations system, a few core competencies, and the CEO’s attitude. This was not a rapid change. It took two years, several apologies, turnovers, and so much more. 👉🏾LCP is an effective tool coupled with acknowledgment, acceptance, & change.

Alex had a tendency to be controlling, often micromanaging his team and disregarding their input in favor of his own ideas. While they achieved results, morale among the team was often low, and turnover was high. Sarah continuously sought feedback to improve herself and her team. However, Sarah's team not achieved the same level of output as Alex's and goals were often unclear. It became evident that the long-term sustainability of Alex' approach was questionable. High turnover and disengagement were taking a toll on team morale and productivity. Sarah, on the other hand, may not have achieved as much in the short term, but her team was flourishing in the long run, with high retention rates and a positive work culture.

Reflecting on their experiences, both Alex and Sarah realized the importance of balancing their Creative Competencies and Reactive Tendencies. Alex acknowledged the need to dial back his controlling tendencies and foster a more open and trusting environment within his team. Sarah recognized the importance of setting clear goals and driving performance while maintaining her authentic leadership style. In the end, both managers learned valuable lessons from applying the LCP about leadership and the importance of finding the right balance between achieving goals and building strong relationships with their teams.

Engaging in a continual leadership assessment helps to measure personal and professional improvement. 👉🏾One effective way to do so in conjunction with using LCP is relying on constructive feedback and from peers, associates, close family/friends. 👉🏾For example, choose three people from the aforesaid list and ask them to specify two of your top strengths and weaknesses. Once you’ve gathered their authentic feedback, the following may help: ✅accept the constructive criticism without responding ✅adjust the areas you agree with & mull over the ones you don’t. ✅hire an unbiased coach to hold you accountable for areas of improvement Change begins within and when healthy leadership follows, so does a healthy work environment.

Recognizing the need for continuous improvement, Alex and Sarah understood that the LCP wasn't a one-time assessment but a tool for ongoing learning and growth. Both Alex and Sarah shared their LCP profiles and development plans with their managers, coaches, and trusted mentors. They solicited feedback and guidance on areas where they could enhance their Creative Competencies and mitigate their Reactive Tendencies. Alex sought support in overcoming his controlling tendencies. He developed strategies to delegate effectively, empower his team, and foster a culture of trust and collaboration. Sarah focused on refining her goal-setting and achieving competencies while staying true to her authentic leadership style.

While "Janet" received consistent praise, her advancement within the organization seemed stalled. Upon analyzing her LCP, we uncovered a crucial insight: while her peers highly regarded her, her supervisors noted a gap in her systems thinking abilities—a pivotal skill for progression. This was eye-opening, as "Janet" hadn't previously received such targeted feedback. Armed with this knowledge, we embarked on a journey to refine her communication approach, highlighting how her initiatives and insights impacted the broader organization. By reframing her strategies to showcase their systemic impact, she is working to put the final piece of the puzzle together for promotion.