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Thanks for listening and see you next time. Welcome to Coaches You Need a podcast short designed to demystified coaching and help you our audience understand what coaching is and how it can help you. I'm your host, Jamie, and today I am delighted to be here with Coach Sarah to discuss the assessment tool Leadership Circle. Coach Sarah is an International Coaching Federation Master certified coach who has been coaching for nineteen years, and I'm very excited because she is the first Master
certified coach I've had the opportunity to interview on this podcast. She has a background in health journalism and corporate wellness and is a lifelong learner, as is demonstrated by her evolution from just being a wellness coach into an executive and leadership coach. Her clients are high performing senior leaders who want both professional and personal success. So thank you so much, Coach Sarah for being with us today. I'm very excited to speak with you about Leadership Circle. Yes, thank
you Jamie for that gracious introduction. I feel so successful and just hearing that, and you are you are. Why don't we just go ahead and get started since we don't have a lot of time. So can you just give us a little bit of a sort of overall description of what the leadership circle assessment is and what is it based on. So, the leadership circle profile is a three sixty assessment that has been well researched and validated and it actually
doesn't take too long twenty to thirty minutes for somebody to complete. It's when I say three sixty, it's a chance for a leader to map how they see them so else against what their evaluators do, all anonymously, so their their boss, their direct reports, their peers, other and this that all of that data is mapped against. You know, the give percentiles for a
whole research base of leaders that what we know to be leadership effectiveness. So where you fall in the it literally is a circle, and the top half are what they call your your creative competencies and the bottom half being your reactive tendencies. And then that's also divided how well are you balancing relationship oriented versus task oriented? And it also gives you some scales in terms of your leadership
effectiveness, how are you being utilized? And gives many different avenues for transformation. Really, so I love it as a result of that, it's a unique goal and yet very complete. Amazing. I'm just that one follow up question, can you provide us that you use the terminologies creative competencies versus reactive competencies. So can you sort of give us maybe some examples of what is
a creative competency versus a reactive competency? Absolutely, so, a creative competency would be things like, are you good at mentoring and developing your team? Are you there's something known as courageous authenticity or an integrity? Are you a systems thinker, strategic thinker? How do you do achieving results? So it goes from you know, even in that gives you up their relational types of strengths and then also task oriented strengths. Let's think of it as your strengths.
The reactive tendencies are their strengths at one point in time that maybe gave you limited success. They just don't necessarily evolve well, so we want to start minimizing those. And the big buckets there are do you sometimes have some complying tendencies like you tend to do some people pleasing or are you on the other side of that, do you drive towards perfection and you know, tend to be controlling, so we're wanting to minimize those because they don't give us
the best results. And what's nice about this is that it really is based on so many different theories, but particularly there's a you know, Keegan's adult development theory that really shows that we want to move from. We want to move from really that reactive tendency, which is all about like how others see us all the way up the spectrum, to what they call unit integral and
unitive leadership, which is transformational. This is where you start thinking in terms of like we you know, you really take your light side in your dark side in stride. It's all good. And interestingly enough, the leadership circle
profile actually helps you to start creating that path for yourself. That's fascinating and particularly the I didn't realize there was an adult development theory and this idea really that I guess the leadership circle is saying that your growth happens as a leader when you go from being reactive to maybe going and saying you see a bigger picture and you bring to you bring to that bigger picture whatever is needed in that moment. Is that the way to think about. It's a strength space
model. So you know, we want to start shifting the reactive tendencies or minimizing them. But let's focus on In fact, let me give you an example or somebody a leader chief administrative officer at a small nonprofit that I just spoke with yesterday that I mean lots in the creative competency side, and yet it was interesting there was a disconnect between how her peers, you know, other leaders on the executive leadership team saw her, and you know, she
and I've been coaching on communication and has seen some great impact. And yet the one sliver, the one pie in the creative competencies that it was important for us to start building on is achieve results. Well, what's interesting is that, and this is where the organic nature of coaching helps to layer on the results of this tool, is that in our discussion, I had asked her, well, how are you doing that with your direct reports? Because
clearly your direct reports see you as achieving results. And that's when she very quickly pointed to like she rattled off a plan that she typically has, well, I clarify the goal, I get people excited, you know, all the way down to you know, then I circle back to lessons learned,
very achievement results, success oriented language. That really her takeaway was that she just needed to start sprinkling in more of that in her exect leadershi of teams so that her peers could see that she is actually very much achievement oriented. And again it's this she already has this as a strength, but sometimes it's being missed. How how do we help bring that to light? Got it? Got it? Oh, that's that's very interesting, just thinking about what
are what are the best use cases for the leadership circle is it? Is it mainly for executive leaders or can you use it in a better broader team based setting or for an individual? I used it for all so, uh, just last week it was a leader who does not have any direct reports. I've taken it myself and I'm not in a classic leadership profile, but it's so it helps you to expose how you see yourself versus how others see
you and start coming into better alignment as well as growth. Certainly, I will say that it's it has gotten, you know, does scale a little bit more towards the senior leaders. I use it for the start of a corporate engagement. I use it when somebody feels like they're stuck or they're going
to be transitioning to another role. It definitely can be used. We can run different group reports, so the one on one individual, but then let's look at as a team, where are the alignment and where are the gaps? And so it can be great fodder for a team conversation and team training and coachings. So it's it can scale up, it can scale down.
It's it's really a beautiful tool. And the and the team evaluation are you looking at does the team skew one way or the other in terms of their sort of creative competencies and reactive tendencies or is that sort of how it's every team is different, So really it's a compile. The group report in particular
is a compilation. There's another more nuanced assessment that can be taken. You know, usually you don't want to have assessment fatigue, so you would do it like several months later after you've had several of these one on one conversations. But that that's where it can really map how how do others see you according to the culture that you're wanting to build and don't ask me what the
algorithms are and whatnot. But it gives you a more nuanced picture of where the gaps are as a team in culture building doing Yeah, okay, okay, and what do you think or some of it? I mean, there's so many assessments out there, so compared to some other assessments are there. Do you think there's disadvantages to using leadership Circle or what are sort of the
maybe the yeah or you wouldn't use it? Yeah. The only disadvantage I think of Jamie is if sometimes I don't really see this, but that because there are there's a chance to have written comments. Sometimes the feedback can be sensitive, right, so this growth you get a chance to evaluate somebody in terms of you know, evaluate the you know, there's the twenty minutes, but then there's five or ten minut It's where you can write in what does
this leader do well? Where are they challenged that you would see as their growth edge, and what else that we haven't pasked? And those comments can be are usually very affirming. They can be challenging, but give you an eye to what it is you need to work on. And as long as they're sensitively delivered, then they're great, but there's always that option of like somebody might you know a reactive tendency starts flaring as a result of hearing something.
You know. Yeah, yeah, but that's the only thing that you know. As a coach and coach e team, we need to figure out how to navigate that well so that you can really see what the growth edge is and kind of calm any reacting to it. Got it, got it? And you know, again, with all these assessments out there, and I know you you're a Master's certified coach, you must be familiar with many of them. So tell me why what was it about leadership Circle that really
spoke to you? You said, this is the one that I want to delve into and become an expert in that question. Thank you. It's because it's so aligned with my brand. My brand is the idea is to help you call the truth and stop citing yourself. I think so often with leadership development programming, we get right into building on skills and strengths and we missed the chance to actually look at what are the hidden deficits and how can we
anchor into what we know to be true about ourselves. I liken it to a tennis coach you know, doesn't go after the you know, excelling coints. You first have to look at the foibles of the player and you have to help them to remember you know, their potential and really anchor into know that about themselves. So at the center of this profile is identity. This is an identity conversation. So it's a chance to really do all of that.
You know, just in that example that I gave you, is that we were able to in focusing on achieving results for the chief administrative officer, I'll color predy by doing that, that would naturally calm any of the completing that she tends to do because just cut you know, some more authoritative stance that she's taking. So we're doing both. We're both like reaffirming and helping somebody come back to what they feel is true for them, while also helping
to expose and course correct the hidden deficits. So it just speaks to the you know, there's a quote that we grow neither better nor worse as we age, but more like ourselves. So a chance to really like just beautifully help somebody to become more of themselves. I love that. I'm on board. Yeah, yeah. Well, on that note, h Coach Sarah, I want to thank you today for your time and for enlightening us about the Leadership Circle Assessment tool, and to our audience, thank you for joining us.
If you would like to work with Coach Sarah or one of our other qualified coaches, please visit us at theidemics dot com. Thank you so much for listening today. Thank you, thanks for listening. Please subscribe wherever you live and leave us a review. Find your ideal coach at www dot VIIDMX dot com. Special thanks to our producer Martin Maluski and singer songwriter Doug Allen.