I discovered a little-known and highly valuable inner landscape of my leadership personality. Experienced a transformative journey with excellent coaches.
Enriching experience among like-minded people which leads to learning from their experience and converges them into your life, culminating into a beautiful learning experience.
LCP is strongly recommended by other peer certified coaches. I agree with them that this is one of the finest leadership development programs. Enhanced my learning and leadership journey.
FREQUENTLY ASKED QUESTIONS
The TLC Certification is an advanced certification and is primarily for those who are already practicing coaches. It’s mandatory for you to be a practicing Coach before you show up for this workshop. The certification provides a deeper understanding of the reactive tendencies, creative competencies and their impact on Business performance. We see a direct correlation between the business performance and how a shift in any one creative competency can impact the leadership capabilities of an individual. The Certification will provide you an even deeper understanding of human behaviour and what supports leaders to be the best version of themselves by working on one or two competencies.
The Leadership Circle Profile (LCP) is a leadership assessment that measures and provides leaders feedback through the lens of the Universal Model. It is the only instrument that measures the two primary leadership domains – Creative Competencies and Reactive Tendencies – and integrates this information so that key opportunities for leadership development immediately rise to the surface.
Yes. You will be granted 29.25 CCE units upon completion of The Leadership Circle Profile.
Yes. Extensive psychometric analysis over a six-years period has gone into the development of the Leadership Circle Profile. It is statistically valid in every way that validity is measured.
Extensive research of the major streams of leadership and psychology literature over the last century. There is broad agreement on the stance and the competencies that give rise to effective leadership.
No. The feedback provided is completely confidential. We take this very seriously. So seriously, in fact, that we do not report-out scores from any breakout group if less than 3 people provide data. There is only one exception—your boss. Your boss’ job is to develop you and giving feedback is part of that responsibility. You will receive feedback directly from your boss and anyone you specify as your boss’s boss. All other scores will be reported as group averages and you will not know who said what.
Each profile takes about 15 to 20 minutes to complete. If you have 10 members of your team requesting feedback, you will spend a little over three hours completing the profiles. For busy people, this is a lot of time. To help with this we have designed the survey taking process whereby, if you do not have time to finish at one sitting, you can come back and pick up where you left off. This allows maximum flexibility in completing profiles. Providing good feedback is one of a manager’s most important jobs. Leadership Circle Profile helps you do this well.
No. The Leadership Circle Profile is designed to catalyze developmental learning. Because this tool measures internal beliefs structures and therefore produces more powerful and vulnerable information, treating the results confidentially is of highest priority. Furthermore, the Leadership Circle Profile measures leadership abilities and is not designed to measure the kind of on-the-job performance that is tracked in a performance review process. We do recommend that the participating manager seek-out feedback about their results and that he/she include what they have been learning from the Profile in conversations with the boss.
All good 360 tools use normative comparisons but do not use percentile scores. The other tools generally compare to the mean and may report a standard deviation. This gives the manager some sense of how they compare. TLC uses percentile scores because they facilitate a more accurate interpretation of the true meaning in the data.
None of the 360 tools are built around a developmental framework. They are behaviorally based and simply provide feedback on behavior. The LCP is theoretically dense and integrates many of the best frameworks from leadership, psychological, and spiritual development. It represents the first comprehensive and unifying theory of leadership development that exists in the field. The LCP can therefore meet the client on multiple layers of depth and allows the coach/consultant to draw on a multitude of frameworks to facilitate a breakthrough.
The LCP is designed to measure both behaviour and thinking. The LCP is the only 360 that measure both Creative (key) Competencies and Reactive Tendencies.
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