Leadership Circle Profile® 360 · Singapore & International
A 360 leadership assessment with a certified Leadership Circle Profile® practitioner. Your view of your own leadership, set against how the people around you experience it. Two structured debriefs. Standalone, or inside a coaching engagement.
What brings you here
Four situations bring people to a 360. They look different on the surface. Underneath, each one is the same question: what does the room actually see, and how far is it from what you see?
"My review said presence, gravitas, be more strategic. Nobody can tell me what that means."
The words are vague because the specific version is harder to say to someone's face. The room saw something. In a particular meeting, on a particular day. The assessment finds the specific version.
"I'm doing the job. The room hasn't caught up."
Promoted, delivering, and colleagues still respond to the person from two roles ago. Working harder does not shift a perception. Knowing precisely what the perception is can.
"The file says not quite ready. Nobody can define ready."
A name that has not moved on the succession list, and a development budget buying courses. The measured version answers the question the file cannot: what would ready look like, specifically?
"If I'm going to invest in this, I want to know where I'm starting from."
Coaching without measurement runs on opinion. The profile gives the engagement a baseline, and gives the end of it something honest to be compared against.
Fit · Honestly
Right fit
Wrong fit
If you are not sure, the first conversation is free and exists to answer this question.
Why measured
The feedback you have already received is somebody's opinion, compressed into a word like presence. You cannot work on a word.
A 360 replaces the word with structure: how each group around you actually experiences your leadership, scored against a global norm base, with the gap between your self-view and theirs made visible. The vague feedback becomes a set of specific, workable findings.
Then the part that matters: two debrief sessions to work out which findings deserve your next six months, and which are noise.
The Process
The instrument does the measuring. The debriefs do the work. Everything in between is designed so the data is honest: confidential surveys, anonymity floors, and raters chosen because their read of you matters.
Nominate
You choose the raters whose read matters: boss, peers, direct reports, others. Four or five per group is the working minimum, so responses stay anonymous and the picture holds.
Respond
Raters answer a confidential online survey over one to two weeks, written comments included. You complete the self-assessment in parallel, before you see anything.
The profile
The instrument plots 29 dimensions, summarised into 8 scores, as percentiles against a global norm base. Your self-view and the room's view, on the same page.
Debrief, twice
Two structured 60-minute sessions. What the data says, where your view and the room's part company, and the two or three gaps worth your next six months. A short list, not a binder.
The Leadership Circle Profile® (LCP) is published by Leadership Circle® and run through certified practitioners. Gary McRae is certified on the instrument; the debriefs sit inside The Clarity Practice®'s wider methodology.
Read the methodology →Promoted is a decision. Accepted is a verdict. The profile measures the distance between the two.
The premise of the practice
Three ways in
Three routes into the same assessment: standalone, inside an Executive Coaching engagement, or organisation-sponsored. Every route includes the two debrief sessions. The assessment is where engagements with The Clarity Practice® typically start, from SGD 2,000, and the exact shape is agreed in a thirty-minute conversation.
The outcome
The profile turns presence, gravitas and be-more-strategic into findings you can actually work on: where the room's experience of your leadership sits, where your self-view parts company with it, and which of those gaps decide how you are read.
What you leave with
Route 01 · Standalone
Many leaders start here. The assessment with two debriefs is a complete piece of work, and a smaller first step than a coaching programme. Measurement is the first act of development: the final debrief ends with the work named, and the shape of what follows is agreed then.
Begin a conversationRoute 02 · Within coaching
Inside an Executive Coaching engagement the profile sets the starting point, shapes what the work targets, and gives the end of the engagement something honest to be compared against.
Executive CoachingRoute 03 · Sponsored
For HR and talent leaders: what would ready look like, measured. Sponsored assessments run singly or across a cohort, with sharing agreed in writing before any survey goes out. A Manager Edition exists for emerging leaders.
Leadership DevelopmentThe instrument
More than 460,000 leaders worldwide have completed the Leadership Circle Profile®, drawing on over three million rater surveys, and 45 per cent of Fortune 100 companies use it. The figures are Leadership Circle's own, from the current instrument factsheet.
"The Leadership Circle Profile is an internally consistent, valid measure for leadership development."
Institute for Psychological Research and ApplicationQuoted in the Leadership Circle Profile® factsheet
"A powerful path to step changing leaders' capabilities individually and as a team."
Erik Fyrwald, CEO, Syngenta GroupOn the Leadership Circle approach, from the instrument factsheet
Not ready to ask the room?
The Executive Presence Check is twelve statements about how the room responds to you, drawn from the situations leaders actually describe. Free, and the result names the pattern your answers point at. When you are ready for the measured version, the 360 is here.
Take the Executive Presence CheckA self-check tells you where to look. The 360 tells you what the room already sees. Different instruments, one question: how are you being read?
FAQ
Common questions about the Leadership Circle Profile® and how it runs at The Clarity Practice. If yours isn't here, ask directly.
A 360-degree leadership assessment published by Leadership Circle®. Your chosen raters describe how they experience your leadership; you complete the same survey about yourself. The results plot 29 dimensions as percentile scores against a global norm base, so you can see where your view and the room's view agree, and where they part company.
Leadership Circle positions it as the only instrument measuring both Creative Competencies and Reactive Tendencies, connecting patterns of behaviour with the habits of thought underneath them. In practice the difference that matters is the debrief: data without a structured conversation changes nothing. Every profile here comes with two 60-minute debrief sessions with a certified practitioner.
You do. Raters' individual responses stay confidential, and group patterns only appear where at least three people in a rater category respond, so no answer is identifiable. If your organisation sponsors the assessment, what is shared beyond you is agreed in writing before any survey goes out.
You nominate raters, the confidential surveys run over one to two weeks, the profile is produced, and the two debrief sessions follow. Start to finish, about a month.
Engagements with The Clarity Practice typically start from SGD 2,000, which is where the standalone assessment with two debriefs sits. The exact shape is agreed in a thirty-minute conversation.
No. The standalone assessment is complete in itself: the profile, two debrief sessions, and the development named. Measurement is the first act of development though, not a substitute for it. The final debrief ends with what to work on; Executive Coaching is built for the how, and its shape is agreed after the debrief, not before.
Yes. Sponsored assessments answer the succession question directly: what would ready look like, measured. They also give a before-and-after read on any development engagement. A Manager Edition (LCP-ME) exists for emerging leaders. Start at Leadership Development, or bring it to the first conversation.
Begin
The first thirty minutes is a working session, not a sales call. Bring the review comment, the succession-list line, the sense that the room has not caught up. We work out whether measuring it is the right next step. You leave with a read you can use, whether or not we continue.
