ASSESSMENT TOOLS

The Leadership Circle Profile 360° (TLCP)

TLCP is the first 360 leadership assessment that connects a well-researched battery of competencies with their deep motivations and underlying habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behaviour. Ultimately, TLCP gives you the whole picture, going to the source of behaviour to get greater leverage on change. In an instact, it gets your leaders in touch with what is working, what is not and why.

Leadership Effectiveness Assessment 360° ®

The Leadership 360° questionnaire offers managers high-impact and confidential information on the way their superior, colleagues and direct staff perceive their leadership behaviour. The feedback halps managers to identify development objectives, creates a practical plan for reaching them and for putting the plan into action.

PDI Profilor

The PROFILOR is a 360 feedback tool used for development purposes. It collects feedback from a variety of sources (self managers, peers, direct reports, internal customers and others) regarding and individual’s performance. Feedback reports provide practical, well-rounded insights into job performance, strengths and development needs, as well as paint a comprehensive picture of the specific skills that an individual needs to develop to enhance performance. It also provides a basis for creating an individualized, actionable development plan.

MBTI (Myers-Briggs Type Indicator)

The Myers-Briggs assessment is one of the tools most used in organizations to understand individual differences and to discover new ways of working and interacting with others. MBTI helps to develop individual and team performance.

Belbin

The Belbin survey is a very effective tool to reveal team members’ personal tendencies to take on specific roles, how the self-perception and the perception of peers differ in term of team roles, which roles are over-played or under-played and what may happen in working relationships in the light of team-role characteristics.

The Team Expectation Survey

It is a proprietary survey that provides with a high level of customization to respond to the client’s needs. It explores how the team perceives several aspects of their internal dynamics, including team goals, team communication, how issues are addressed and dealt with, decision-making and the ability to deal with change and make things happen.

 The Leadership Circle Team report

The Leadership Circle Team report reveals the relationship between the team’s patterns of action and the internal assumptions that drive members’ behaviour. Ultimately, TLC Team Report gives the team the whole picture, going to the source of behaviours to get greater leverage on change. In an instant, it gets your team in touch with what is working, what is not, and why.

Team Value Assessment

The Team Value Assessment gives a group the opportunity to reflect on the alignment of its members around common values and the values of the current organizational culture. It helps to define desired values and identify clear KPIs for the team culture, while providing teams with metrics to measure their success.

Strategic Direction ®

Through Strategic Direction®, management is helped to identify the behaviours needed to create a culture aligned with the company strategy. This is the first critical step in management development. This tool makes ir possible to select the template of the leadership aspects and related behaviours that are right for the organization.

 Leadership Culture ®

Leadership culture is a process whose goal is to measure the leadership culture in an organization. The Leadership Culture process asks participants to describe how people are currently acting on leadership aspects of their collective roles.

The Leadership Circle Culture Survey

The Leadership Circle Culture Survey measures how the leadership culture of an organization compares to that of other organizations. It also highlights the gap between the current culture and the desired one, thus creating a very compelling rationale change.