The higher you lead, the more everyone agrees with you; at least to your face.
Meanwhile, your organization has already edited itself around you.
The LCP is a structured 360 way to finally hear what your organization already knows about your leadership — and to make sense of it with someone who can help you do something with it.
Leadership Circle Profile® 360
Most 360s end up in a drawer
Not because leaders aren't committed. Because a report without the right conversation is just data sitting on a desk — and data alone doesn't change behavior.
The Leadership Circle Profile goes deeper than most assessments. It doesn't just measure what you do — it surfaces the beliefs and patterns driving it. The reactive tendencies that show up under pressure. The strengths you're not fully using. The blind spots your colleagues or peers notice but rarely mention out loud.
You were promoted from within and now manage former peers — and you're finding that authority doesn't travel the same way relationships did.
You operate in a matrix — accountable for outcomes you don't fully control, navigating competing directives, and wondering why alignment feels like a permanent negotiation.
Your team is going through restructuring or change — and you're expected to hold the energy together while carrying uncertainty yourself.
What you leave with
Relief
The thing you've been sensing but couldn't quite name — finally named. With language you can actually work with.
Perspective
A clear picture of how your leadership lands — on your team, your peers, your organization — alongside the strengths already driving your impact.
Not a to-do list. Two or three meaningful shifts — the ones with the highest leverage on your effectiveness as a leader.
Direction
Why this debrief is different
I hold a doctorate in Health and Performance Psychology, originally trained as a sport psychologist. I'm also a Senior OD consultant who has worked inside large public and private organizations on two continents — as an internal consultant, an external advisor, and an independent practitioner.
Grounded in positive psychology, this process starts with your strengths — then examines what's getting in the way. Not a deficit model. A development one. I work in English and French.
I" came in expecting a performance review. I left with two blind spots finally named — and a real sense of where to focus my energy."
Senior Executive, Federal Government Canada
You next steps
Discovery call — 30 min, free
We clarify your context and whether this is the right moment.Assessment — 2 to 3 weeks
Peers, direct reports, and manager complete the LCP survey confidentially.Coaching debrief — 90 min
Your strengths, your patterns, your next edge. Not a report walkthrough.
HOW IT WORKS
A word on teams
Personal growth can stall when the team dynamic stays unchanged.
The Collective Leadership Assessment approach extends the 360 lens to the whole team — worth a conversation if your context calls for it.