360 Degree Leadership Assessment
You can’t change what you can’t see.
And when smart, capable leaders get stuck, it’s rarely because they don’t know what to do.
It’s the patterns they can’t see that trip them up — the ingrained habits of thinking, reacting, and relating that used to work, but no longer do.
These blind spots may be invisible to you… but they’re obvious to everyone you lead.
They’re old survival moves — great for getting your little sister to hand over the remote, not so great for leading a team.
And now they’re holding you back.
At Executive 360° Coaching, we use the Leadership Circle Profile® (LCP) to bring those patterns to light — and reveal what’s really driving your leadership impact.
It shows you your leadership brand: how you see yourself, how others experience you, and where the disconnects live.
That brand already exists.
Ready to shape your leadership brand?
Why This Work Works
With a background in clinical social work and advanced leadership coaching, Executive 360° Coaching brings the psychological depth and strategic insight leaders need to break long-standing patterns and grow new capacity.
This isn’t surface-level coaching. It’s transformation that sticks.
Why a 360 Degree Leadership Assessment Matters
There’s no shortage of leadership advice.
What is rare is feedback that actually gives you a mirror — reflecting how you are showing up, and how to shift it.
The truth is, the biggest leadership challenges are driven by the patterns we can’t see.
A well-designed 360° assessment helps leaders uncover those patterns. It gathers honest, structured feedback from the people who experience your leadership every day — revealing how your mindset, communication, and behavior are shaping your results.
90% Fortune 500 companies use them
Retention rates increase with 360 feedback
Performance increases
Effectiveness increases by 60%
This isn’t about judgment. It’s about clarity.
And clarity is the first step toward meaningful change.
Our 360 Degree Leadership Assessment Process
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Step 1: Gather Insight from All Around You
We start by collecting confidential, research-backed feedback from the people who work with you every day — supervisors, peers, direct reports, even clients. You’ll also complete a self-assessment using the same questions.
This gives us a rich, nuanced view of how you show up as a leader — and how your perception of yourself lines up with how others experience you.
You’ll get insight into:
▸ Your leadership effectiveness
▸ How you influence and collaborate
▸ How you tend to respond under pressure
▸ The balance of creative vs reactive tendencies in your style
This is the moment the fog starts to clear.
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Step 2: Decode the Data and Spot the Disconnects
The feedback is benchmarked against a global database of leaders and visualized in the Leadership Circle Profile® — a tool that makes complex feedback surprisingly easy to understand.
Together, we’ll unpack:
▸ Your leadership brand — the top 10 leadership traits revealed in the assessment
▸ Gaps between your intention and your impact
▸ Strengths you’re under-leveraging
▸ Habits that may have outlived their usefulness
You’ll walk away with a clear picture of your leadership brand — and where to focus your growth.
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Step 3: Build a Development Plan You’ll Actually Use
Insight without action doesn’t change anything. So we translate your feedback into a plan that’s grounded, personal, and designed to stick.
With the support of a coach, you’ll define:
▸ The internal patterns you want to shift
▸ The leadership behaviors you want to strengthen
▸ How to measure progress in the real world
This is where transformation begins — not in theory, but in practice.
Have you been here? We have.
High Standards Creep into Perfectionism
Erin was a well-liked VP with a strong track record — smart, hardworking, and committed.
But her team was stalling.
Initiatives weren’t gaining traction. Morale was dipping. She was working long hours, trying to lead by example, but something wasn’t landing.
Her 360° feedback made it clear: her high standards had drifted into perfectionism. Her team felt micromanaged and hesitant to take initiative.
It wasn’t a character flaw — it was a blind spot.
Once Erin saw it, she could shift it. She started communicating expectations more clearly, delegating with trust, and creating space for her team to step up.
The result? Stronger follow-through. More confident direct reports. And a visible lift in energy across the team.
The feedback didn’t just describe the problem — it gave her the insight and support to change.
—>>Let’s talk. We’ll help you find the insight that moves you forward.
It takes courage to ask for feedback.
It takes even more to use it — to shift old patterns, show up differently, and lead with more clarity and impact.
We guide that process every step of the way.
Let’s talk about what your leadership brand is really saying →
How effective are performance reviews at
driving real leadership growth at your company?
(Spoiler: Not Very)
The Leadership Circle Profile® is different.
That’s why 45% of Fortune 100 companies
use it to build their leadership bench.
Why the Leadership Circle Profile® Stands Apart
Today’s business environment demands leaders who are agile, emotionally intelligent, and visionary.
Technical expertise alone isn’t enough. That’s why “professional development” is no longer optional.
But before real development can happen, you need a clear picture of how a leader is actually operating — and the ripple effects of their leadership across the team and organization.
There are plenty of assessments out there — MBTI, DISC, Hogan, CliftonStrengths — but most of them stop at surface-level insight.
The Leadership Circle Profile® (LCP) goes deeper. It doesn’t just describe behavior — it connects that behavior to the internal drivers behind it. That’s the leverage point for change.
Curious whether the LCP is the right tool for your people?
The Leadership Circle Profile stands out by revealing the “why” under the “what” — the assumptions and beliefs under the identified style.
Built on robust theory, the LCP integrates the “how” of development — empowering leaders to achieve meaningful and sustained growth with a pathway to improve, instead of just a label.
Why the LCP Stands Apart
Depth of Insight
Most assessments describe what leaders do without giving much direction for growth.
With the LCP, Executive 360° Coaching shows why leaders do what they do — connecting behaviors to the internal beliefs driving them. This empowers deeper self-awareness and more meaningful change. It also highlights the leader’s reactive tendencies that inhibit their impact.
Integrated Framework
Other tools isolate traits, derailers, or strengths.
The LCP brings it all together — mindset, effectiveness, and leadership theory — into one unified, development-focused model.
Developmental Focus
Many assessments assign static labels or categories.
The LCP maps a leadership journey — helping leaders shift from reactive patterns to creative, visionary leadership.
How the Leadership Circle Profile Compares to Other Tools
Side-by-Side: Common Tools vs. the LCP
| Assessment Tool | Limitation | Focus |
|---|---|---|
| MBTI | Fixed types with minimal developmental direction | Psychological types and preferences |
| DISC | Describes surface behaviors; lacks insight into internal drivers | Behavioral tendencies (D, I, S, C) |
| Hogan | Strong on prediction, limited developmental depth | Personality traits, derailers, leadership risk |
| CliftonStrengths | Encouraging but not actionable for deeper leadership growth | Innate talents across domains |
| Leadership Circle Profile® | Designed for transformation, not categorization | Behavior + mindset + leadership impact |
Why the LCP is the Smartest Choice for
360 Degree Leadership Development?
Most 360 assessments give you a snapshot.
The LCP gives you a map — connecting external behaviors to internal drivers and offering a clear, structured path for growth.
It doesn’t just tell you what you are.
It shows you how to lead differently — and more effectively — to have the impact you want to have.
And in today’s world, that kind of growth isn’t optional.
Leaders are facing increased complexity, economic pressure, and the relentless pace of change.
Industry knowledge and technical skills aren’t enough to navigate it.
What today’s environment demands is:
Clarity under pressure
The agility to adapt
The ability to collaborate across difference
And the capacity to inspire people through uncertainty
That’s what the LCP helps unlock — and why it’s become a go-to tool for transformational leadership development across industries.
