OPTION 1

In-Depth, Customizable 360° Leadership Master-Certified Coach Interviews

Go beyond the score to understand the story behind the feedback.

Sometimes a rating tells you what people are experiencing.

A conversation can help uncover why.

Potential Unlimited's In-Depth 360° Leadership Interviews offer a highly customized approach to gathering leadership feedback. Rather than asking colleagues to complete a standardized questionnaire, an experienced executive coach personally interviews approximately four to six people who work closely with the leader.

Depending on the leader and their role, interviewees may include their leader, senior stakeholders, peers and direct reports.

These confidential conversations allow the coach to do something a standardized assessment cannot: probe.

When an interviewee identifies a strength, concern or leadership pattern, the coach can ask deeper questions. What does that look like in practice? When does it tend to happen? What impact does it have? Can you share an example? What would make this leader even more effective?

That additional layer of inquiry can transform a general piece of feedback into an insight a leader can actually understand and act upon.

More context. More nuance. More actionable insight.

This approach can be particularly powerful for senior leaders, where leadership dynamics are often complex and context matters.

Instead of receiving a score or an isolated comment and wondering, “What exactly does that mean?”, the leader receives a synthesized picture of the themes emerging across the interviews.

The coach conducting the debrief has also personally conducted the interviews. They have heard the tone, examples, nuances and context firsthand, allowing them to bring significantly greater depth to the development conversation.

The leader receives:

Confidential stakeholder interviews
Approximately 4–6 focused interviews with carefully selected colleagues representing different perspectives on the leader's impact.

Expert synthesis and analysis
Feedback is analyzed across interviews to identify recurring themes, strengths, development opportunities, potential blind spots and areas where the leader could increase their impact.

A concise Leadership Feedback Report
Rather than overwhelming the leader with pages of raw data, findings are synthesized into an approximately 3–5 page report focused on the insights that matter most.

An in-depth executive coaching debrief
The coach works with the leader to understand the findings, explore what may be driving particular patterns and determine what they want to do differently moving forward.

Individual feedback remains confidential. Comments are synthesized into themes rather than attributed to individual interviewees, helping create the psychological safety required for candid and useful feedback.

Particularly valuable when:

• The leader is senior or operating in a complex stakeholder environment.

• Context and specific examples are important.

• You want to understand not simply what people are experiencing, but what may sit behind those perceptions.

• You want the ability to probe interesting or important feedback as it emerges.

• The goal is highly individualized leadership development rather than standardized benchmarking.

• You want a focused, highly actionable assessment without overwhelming the leader with data.

OPTION 2

Leadership Circle Profile® 360 Assessment

A validated assessment that reveals how a leader sees themselves—and how others experience their leadership.

The Leadership Circle Profile® (LCP) is a comprehensive 360° leadership assessment that integrates leadership competencies with the underlying patterns of thinking and behaviour that can either enable or limit leadership effectiveness.

Feedback is gathered from the leader and from colleagues across different levels and relationships—including their leader, peers and direct reports.

One of the most valuable elements of the Leadership Circle Profile is the ability to compare the leader's self-perception with the collective perceptions of others. Areas of alignment and discrepancy can reveal important strengths, blind spots and opportunities for development.

The assessment examines two primary leadership domains:

Creative Competencies — leadership behaviours and capabilities associated with effective leadership and performance.

Reactive Tendencies — patterns and assumptions that can limit effectiveness, particularly when a leader is operating under pressure.

Results are presented visually and compared against Leadership Circle's global leadership database, providing both individual insight and broader context.

The leader receives:

A detailed Leadership Circle Profile® report
The leader receives a comprehensive online report that brings together their own ratings and the collective feedback of others. The report visually maps their leadership across the Leadership Circle framework, making patterns easier to see and understand.

A comparison of self-perception and how others experience them
One of the most powerful elements of the Leadership Circle Profile is the ability to see the leader’s Self Score alongside the Aggregate Score from their raters. This can highlight areas of alignment as well as meaningful discrepancies—surfacing potential blind spots, underestimated strengths and opportunities for growth.

Percentile benchmarking against a global leadership database
The leader’s results are shown in percentile scores, allowing them to understand how their leadership compares with a broad global database of leaders.

A visual snapshot of their overall leadership profile
Rather than presenting feedback as disconnected scores, the Leadership Circle Profile integrates the findings into a single visual framework. This allows leaders to quickly see where their leadership is strongest, where patterns may be limiting their impact and how different aspects of their leadership connect.

An in-depth coaching debrief
The assessment is followed by a confidential debrief with a certified Leadership Circle practitioner. The coach helps the leader interpret the results, identify the most important themes and understand what the profile may be revealing about their current leadership.

The focus is not simply on reviewing scores. The debrief helps translate the assessment into clear development priorities and practical next steps that can strengthen the leader’s effectiveness and impact.

Particularly valuable when:

• You want a validated, research-based 360° assessment.

• Self-perception versus others' perceptions is an important part of the development conversation.

• You want benchmarking against a broader leadership database.

• You are assessing multiple leaders and want a consistent methodology across participants.

• You want to identify broader patterns in leadership behaviour and underlying tendencies.

Potential Unlimited coaches delivering LCP assessments are certified to administer and debrief the instrument.

Two approaches. Different strengths. One objective.

Neither approach is intended simply to produce a report. The value comes from turning feedback into greater awareness, better choices and stronger leadership.

Not sure which approach is right for your organization?

You don't need to decide before contacting us. We'll begin by understanding the leader, their role, the organizational context and what you are hoping the assessment will accomplish. From there, we'll recommend the approach that will provide the greatest value.

360° feedback can surface in weeks what might otherwise take months—or years—for a leader to recognize on their own. Done well, it doesn't simply tell leaders how they are perceived. It gives them a clearer understanding of where their leadership is creating impact, where it may be getting in their way, and where focused development could make the greatest difference.