WEBVTT 1 00:00:03.680 --> 00:00:09.119 Welcome to IDMICS Performance and Wellness, where world leading coaches and scientists explain how 2 00:00:09.160 --> 00:00:16.719 their research can help you achieve your personal and professional goals. Foster hi It's 3 00:00:16.760 --> 00:00:21.359 Sanjayanti, co founder and CEO of Idemics Coaching. Coaching has played an important 4 00:00:21.440 --> 00:00:24.440 role in my life. It's helped me through my journey to become a powerful 5 00:00:24.519 --> 00:00:29.519 leader, mother and wife. IDMX coaches help you increase your self awareness, 6 00:00:29.600 --> 00:00:33.359 improve your problem solving skills, and evolve your habits to achieve your goals, 7 00:00:33.679 --> 00:00:36.920 all things I'm grateful to have learned and done through my own coaching journey. 8 00:00:37.399 --> 00:00:41.640 Our easy one minute assessment matches you with an Idemics coach that best fits your 9 00:00:41.679 --> 00:00:46.359 needs and values. Each Idemics coach is vetted and experienced. It helps clients 10 00:00:46.399 --> 00:00:50.799 mad and achieve their wellness, professional and business goals. If you are someone 11 00:00:50.840 --> 00:00:56.200 you know could benefit from coaching, visit our website at www dotidemics dot com. 12 00:00:56.520 --> 00:00:59.759 We also know that not everyone can invest in coaching right now, and 13 00:01:00.000 --> 00:01:03.920 that's what we provide free coaching in our Coach Shorts episodes. If you think 14 00:01:03.960 --> 00:01:07.359 someone you know would benefit from it, please share our podcast with them. 15 00:01:07.760 --> 00:01:14.599 Thanks for listening and see you next time. Welcome to Coaches You Need a 16 00:01:14.640 --> 00:01:19.719 podcast short designed to demystified coaching and help you our audience understand what coaching is 17 00:01:19.879 --> 00:01:23.359 and how it can help you. I'm your host, Jamie, and today 18 00:01:23.480 --> 00:01:30.519 I am delighted to be here with Coach Sarah to discuss the assessment tool Leadership 19 00:01:30.680 --> 00:01:36.799 Circle. Coach Sarah is an International Coaching Federation Master certified coach who has been 20 00:01:36.799 --> 00:01:40.799 coaching for nineteen years, and I'm very excited because she is the first Master 21 00:01:40.920 --> 00:01:46.760 certified coach I've had the opportunity to interview on this podcast. She has a 22 00:01:46.799 --> 00:01:49.959 background in health journalism and corporate wellness and is a lifelong learner, as is 23 00:01:49.959 --> 00:01:55.760 demonstrated by her evolution from just being a wellness coach into an executive and leadership 24 00:01:55.799 --> 00:02:02.000 coach. Her clients are high performing senior leaders who want both professional and personal 25 00:02:02.239 --> 00:02:07.519 success. So thank you so much, Coach Sarah for being with us today. 26 00:02:07.000 --> 00:02:12.479 I'm very excited to speak with you about Leadership Circle. Yes, thank 27 00:02:12.479 --> 00:02:17.520 you Jamie for that gracious introduction. I feel so successful and just hearing that, 28 00:02:20.479 --> 00:02:24.879 and you are you are. Why don't we just go ahead and get 29 00:02:24.879 --> 00:02:30.120 started since we don't have a lot of time. So can you just give 30 00:02:30.199 --> 00:02:34.680 us a little bit of a sort of overall description of what the leadership circle 31 00:02:34.719 --> 00:02:38.360 assessment is and what is it based on. So, the leadership circle profile 32 00:02:38.560 --> 00:02:46.719 is a three sixty assessment that has been well researched and validated and it actually 33 00:02:46.800 --> 00:02:53.319 doesn't take too long twenty to thirty minutes for somebody to complete. It's when 34 00:02:53.360 --> 00:02:59.319 I say three sixty, it's a chance for a leader to map how they 35 00:02:59.360 --> 00:03:04.919 see them so else against what their evaluators do, all anonymously, so their 36 00:03:04.960 --> 00:03:09.039 their boss, their direct reports, their peers, other and this that all 37 00:03:09.039 --> 00:03:15.319 of that data is mapped against. You know, the give percentiles for a 38 00:03:15.360 --> 00:03:20.680 whole research base of leaders that what we know to be leadership effectiveness. So 39 00:03:20.719 --> 00:03:25.120 where you fall in the it literally is a circle, and the top half 40 00:03:25.159 --> 00:03:30.479 are what they call your your creative competencies and the bottom half being your reactive 41 00:03:30.560 --> 00:03:38.759 tendencies. And then that's also divided how well are you balancing relationship oriented versus 42 00:03:38.879 --> 00:03:46.520 task oriented? And it also gives you some scales in terms of your leadership 43 00:03:46.520 --> 00:03:53.319 effectiveness, how are you being utilized? And gives many different avenues for transformation. 44 00:03:53.680 --> 00:03:57.879 Really, so I love it as a result of that, it's a 45 00:03:58.000 --> 00:04:03.759 unique goal and yet very complete. Amazing. I'm just that one follow up 46 00:04:03.879 --> 00:04:11.360 question, can you provide us that you use the terminologies creative competencies versus reactive 47 00:04:11.400 --> 00:04:16.160 competencies. So can you sort of give us maybe some examples of what is 48 00:04:16.160 --> 00:04:23.639 a creative competency versus a reactive competency? Absolutely, so, a creative competency 49 00:04:23.839 --> 00:04:27.959 would be things like, are you good at mentoring and developing your team? 50 00:04:28.920 --> 00:04:35.480 Are you there's something known as courageous authenticity or an integrity? Are you a 51 00:04:35.519 --> 00:04:42.879 systems thinker, strategic thinker? How do you do achieving results? So it 52 00:04:42.879 --> 00:04:46.079 goes from you know, even in that gives you up their relational types of 53 00:04:46.839 --> 00:04:50.319 strengths and then also task oriented strengths. Let's think of it as your strengths. 54 00:04:50.680 --> 00:04:55.680 The reactive tendencies are their strengths at one point in time that maybe gave 55 00:04:55.720 --> 00:05:00.560 you limited success. They just don't necessarily evolve well, so we want to 56 00:05:00.600 --> 00:05:04.079 start minimizing those. And the big buckets there are do you sometimes have some 57 00:05:04.240 --> 00:05:10.480 complying tendencies like you tend to do some people pleasing or are you on the 58 00:05:10.480 --> 00:05:14.879 other side of that, do you drive towards perfection and you know, tend 59 00:05:14.879 --> 00:05:20.560 to be controlling, so we're wanting to minimize those because they don't give us 60 00:05:20.600 --> 00:05:25.759 the best results. And what's nice about this is that it really is based 61 00:05:25.879 --> 00:05:31.399 on so many different theories, but particularly there's a you know, Keegan's adult 62 00:05:31.439 --> 00:05:40.279 development theory that really shows that we want to move from. We want to 63 00:05:40.319 --> 00:05:46.600 move from really that reactive tendency, which is all about like how others see 64 00:05:46.680 --> 00:05:51.279 us all the way up the spectrum, to what they call unit integral and 65 00:05:51.439 --> 00:05:57.720 unitive leadership, which is transformational. This is where you start thinking in terms 66 00:05:57.720 --> 00:06:00.160 of like we you know, you really take your light side in your dark 67 00:06:00.199 --> 00:06:06.160 side in stride. It's all good. And interestingly enough, the leadership circle 68 00:06:06.240 --> 00:06:14.279 profile actually helps you to start creating that path for yourself. That's fascinating and 69 00:06:14.800 --> 00:06:21.680 particularly the I didn't realize there was an adult development theory and this idea really 70 00:06:21.720 --> 00:06:28.800 that I guess the leadership circle is saying that your growth happens as a leader 71 00:06:29.000 --> 00:06:34.319 when you go from being reactive to maybe going and saying you see a bigger 72 00:06:34.360 --> 00:06:40.480 picture and you bring to you bring to that bigger picture whatever is needed in 73 00:06:40.560 --> 00:06:44.120 that moment. Is that the way to think about. It's a strength space 74 00:06:44.199 --> 00:06:47.759 model. So you know, we want to start shifting the reactive tendencies or 75 00:06:47.759 --> 00:06:50.399 minimizing them. But let's focus on In fact, let me give you an 76 00:06:50.399 --> 00:06:57.279 example or somebody a leader chief administrative officer at a small nonprofit that I just 77 00:06:57.279 --> 00:07:03.199 spoke with yesterday that I mean lots in the creative competency side, and yet 78 00:07:03.680 --> 00:07:08.240 it was interesting there was a disconnect between how her peers, you know, 79 00:07:08.319 --> 00:07:12.120 other leaders on the executive leadership team saw her, and you know, she 80 00:07:12.160 --> 00:07:15.079 and I've been coaching on communication and has seen some great impact. And yet 81 00:07:15.720 --> 00:07:20.839 the one sliver, the one pie in the creative competencies that it was important 82 00:07:20.839 --> 00:07:26.519 for us to start building on is achieve results. Well, what's interesting is 83 00:07:26.560 --> 00:07:29.759 that, and this is where the organic nature of coaching helps to layer on 84 00:07:30.120 --> 00:07:33.279 the results of this tool, is that in our discussion, I had asked 85 00:07:33.279 --> 00:07:35.680 her, well, how are you doing that with your direct reports? Because 86 00:07:35.720 --> 00:07:40.759 clearly your direct reports see you as achieving results. And that's when she very 87 00:07:40.839 --> 00:07:44.279 quickly pointed to like she rattled off a plan that she typically has, well, 88 00:07:44.319 --> 00:07:46.079 I clarify the goal, I get people excited, you know, all 89 00:07:46.120 --> 00:07:49.439 the way down to you know, then I circle back to lessons learned, 90 00:07:50.240 --> 00:07:56.560 very achievement results, success oriented language. That really her takeaway was that she 91 00:07:56.639 --> 00:08:00.519 just needed to start sprinkling in more of that in her exect leadershi of teams 92 00:08:00.519 --> 00:08:05.360 so that her peers could see that she is actually very much achievement oriented. 93 00:08:05.839 --> 00:08:09.279 And again it's this she already has this as a strength, but sometimes it's 94 00:08:09.279 --> 00:08:13.319 being missed. How how do we help bring that to light? Got it? 95 00:08:13.519 --> 00:08:18.560 Got it? Oh, that's that's very interesting, just thinking about what 96 00:08:18.600 --> 00:08:22.920 are what are the best use cases for the leadership circle is it? Is 97 00:08:22.959 --> 00:08:26.279 it mainly for executive leaders or can you use it in a better broader team 98 00:08:26.319 --> 00:08:31.799 based setting or for an individual? I used it for all so, uh, 99 00:08:33.759 --> 00:08:37.200 just last week it was a leader who does not have any direct reports. 100 00:08:37.480 --> 00:08:43.720 I've taken it myself and I'm not in a classic leadership profile, but 101 00:08:43.320 --> 00:08:48.360 it's so it helps you to expose how you see yourself versus how others see 102 00:08:48.399 --> 00:08:52.639 you and start coming into better alignment as well as growth. Certainly, I 103 00:08:52.720 --> 00:08:56.879 will say that it's it has gotten, you know, does scale a little 104 00:08:56.879 --> 00:09:01.840 bit more towards the senior leaders. I use it for the start of a 105 00:09:01.840 --> 00:09:03.840 corporate engagement. I use it when somebody feels like they're stuck or they're going 106 00:09:03.879 --> 00:09:07.320 to be transitioning to another role. It definitely can be used. We can 107 00:09:07.360 --> 00:09:11.679 run different group reports, so the one on one individual, but then let's 108 00:09:11.720 --> 00:09:16.480 look at as a team, where are the alignment and where are the gaps? 109 00:09:16.639 --> 00:09:20.440 And so it can be great fodder for a team conversation and team training 110 00:09:20.480 --> 00:09:24.159 and coachings. So it's it can scale up, it can scale down. 111 00:09:24.320 --> 00:09:28.559 It's it's really a beautiful tool. And the and the team evaluation are you 112 00:09:28.600 --> 00:09:33.480 looking at does the team skew one way or the other in terms of their 113 00:09:33.720 --> 00:09:41.840 sort of creative competencies and reactive tendencies or is that sort of how it's every 114 00:09:41.879 --> 00:09:45.120 team is different, So really it's a compile. The group report in particular 115 00:09:45.200 --> 00:09:52.840 is a compilation. There's another more nuanced assessment that can be taken. You 116 00:09:52.840 --> 00:09:54.399 know, usually you don't want to have assessment fatigue, so you would do 117 00:09:54.399 --> 00:09:58.360 it like several months later after you've had several of these one on one conversations. 118 00:09:58.639 --> 00:10:03.600 But that that's where it can really map how how do others see you 119 00:10:03.679 --> 00:10:09.080 according to the culture that you're wanting to build and don't ask me what the 120 00:10:09.120 --> 00:10:13.159 algorithms are and whatnot. But it gives you a more nuanced picture of where 121 00:10:13.200 --> 00:10:20.000 the gaps are as a team in culture building doing Yeah, okay, okay, 122 00:10:20.279 --> 00:10:22.759 and what do you think or some of it? I mean, there's 123 00:10:22.759 --> 00:10:26.759 so many assessments out there, so compared to some other assessments are there. 124 00:10:26.840 --> 00:10:30.639 Do you think there's disadvantages to using leadership Circle or what are sort of the 125 00:10:31.039 --> 00:10:35.120 maybe the yeah or you wouldn't use it? Yeah. The only disadvantage I 126 00:10:35.120 --> 00:10:43.600 think of Jamie is if sometimes I don't really see this, but that because 127 00:10:43.600 --> 00:10:48.159 there are there's a chance to have written comments. Sometimes the feedback can be 128 00:10:48.320 --> 00:10:54.240 sensitive, right, so this growth you get a chance to evaluate somebody in 129 00:10:54.320 --> 00:10:58.919 terms of you know, evaluate the you know, there's the twenty minutes, 130 00:10:58.960 --> 00:11:01.519 but then there's five or ten minut It's where you can write in what does 131 00:11:01.559 --> 00:11:03.519 this leader do well? Where are they challenged that you would see as their 132 00:11:03.519 --> 00:11:07.919 growth edge, and what else that we haven't pasked? And those comments can 133 00:11:07.960 --> 00:11:13.559 be are usually very affirming. They can be challenging, but give you an 134 00:11:13.600 --> 00:11:16.480 eye to what it is you need to work on. And as long as 135 00:11:16.480 --> 00:11:22.399 they're sensitively delivered, then they're great, but there's always that option of like 136 00:11:22.440 --> 00:11:26.919 somebody might you know a reactive tendency starts flaring as a result of hearing something. 137 00:11:26.240 --> 00:11:28.840 You know. Yeah, yeah, but that's the only thing that you 138 00:11:28.840 --> 00:11:31.679 know. As a coach and coach e team, we need to figure out 139 00:11:31.679 --> 00:11:35.720 how to navigate that well so that you can really see what the growth edge 140 00:11:35.759 --> 00:11:41.159 is and kind of calm any reacting to it. Got it, got it? 141 00:11:41.039 --> 00:11:45.279 And you know, again, with all these assessments out there, and 142 00:11:45.320 --> 00:11:48.639 I know you you're a Master's certified coach, you must be familiar with many 143 00:11:48.679 --> 00:11:52.399 of them. So tell me why what was it about leadership Circle that really 144 00:11:52.440 --> 00:11:56.039 spoke to you? You said, this is the one that I want to 145 00:11:56.080 --> 00:12:01.279 delve into and become an expert in that question. Thank you. It's because 146 00:12:01.279 --> 00:12:05.200 it's so aligned with my brand. My brand is the idea is to help 147 00:12:05.240 --> 00:12:09.519 you call the truth and stop citing yourself. I think so often with leadership 148 00:12:09.600 --> 00:12:15.279 development programming, we get right into building on skills and strengths and we missed 149 00:12:15.279 --> 00:12:18.720 the chance to actually look at what are the hidden deficits and how can we 150 00:12:18.759 --> 00:12:22.720 anchor into what we know to be true about ourselves. I liken it to 151 00:12:24.000 --> 00:12:28.600 a tennis coach you know, doesn't go after the you know, excelling coints. 152 00:12:28.840 --> 00:12:31.440 You first have to look at the foibles of the player and you have 153 00:12:31.519 --> 00:12:35.759 to help them to remember you know, their potential and really anchor into know 154 00:12:35.840 --> 00:12:41.279 that about themselves. So at the center of this profile is identity. This 155 00:12:41.399 --> 00:12:45.720 is an identity conversation. So it's a chance to really do all of that. 156 00:12:46.080 --> 00:12:48.720 You know, just in that example that I gave you, is that 157 00:12:48.279 --> 00:12:54.720 we were able to in focusing on achieving results for the chief administrative officer, 158 00:12:54.759 --> 00:13:00.320 I'll color predy by doing that, that would naturally calm any of the completing 159 00:13:00.519 --> 00:13:03.919 that she tends to do because just cut you know, some more authoritative stance 160 00:13:03.960 --> 00:13:07.840 that she's taking. So we're doing both. We're both like reaffirming and helping 161 00:13:07.840 --> 00:13:11.840 somebody come back to what they feel is true for them, while also helping 162 00:13:11.919 --> 00:13:18.039 to expose and course correct the hidden deficits. So it just speaks to the 163 00:13:18.240 --> 00:13:22.600 you know, there's a quote that we grow neither better nor worse as we 164 00:13:22.639 --> 00:13:28.879 age, but more like ourselves. So a chance to really like just beautifully 165 00:13:28.879 --> 00:13:33.200 help somebody to become more of themselves. I love that. I'm on board. 166 00:13:33.679 --> 00:13:37.080 Yeah, yeah. Well, on that note, h Coach Sarah, 167 00:13:37.080 --> 00:13:41.600 I want to thank you today for your time and for enlightening us about the 168 00:13:41.720 --> 00:13:46.799 Leadership Circle Assessment tool, and to our audience, thank you for joining us. 169 00:13:46.840 --> 00:13:48.279 If you would like to work with Coach Sarah or one of our other 170 00:13:48.399 --> 00:13:54.159 qualified coaches, please visit us at theidemics dot com. Thank you so much 171 00:13:54.159 --> 00:13:58.759 for listening today. Thank you, thanks for listening. Please subscribe wherever you 172 00:13:58.759 --> 00:14:05.480 live and leave us a review. Find your ideal coach at www dot VIIDMX 173 00:14:05.519 --> 00:14:09.600 dot com. Special thanks to our producer Martin Maluski and singer songwriter Doug Allen.