The gap your team can’t see may be the one that defines you.
I was working with a leadership team of 8 using the Leadership Circle Profile, a model that maps leadership capabilities versus reactive tendencies. We’d done individual assessments, but I wanted them to see themselves as a collective.
I put a floor mat down with the assessment framework and asked each leader to stand on the leadership capability that was their individual greatest strength.
Within seconds, the gap was visible. Six stood in the task domain—strategy, results, driving execution. Two stood in the relationship domain.
The room got quiet.
This is a company whose customers are service providers, professionals providing services to individual people. And here was their leadership team, physically standing in their lopsidedness—almost entirely oriented toward task in an organization where relationships are the business.
That visual hit them in a way the individual reports never could.
What followed was a real conversation about what this meant for their culture as a leadership team… How their collective tilt toward task might be shaping how they’re perceived across the company… What it could be costing them in engagement and trust.
They committed to leveraging the strengths of those with a relationship orientation before rolling out changes, and to examining how their overall management style might be landing with their teams.
Individual assessments tell you who’s in the room. Collective assessments tell you what you’re building together—and what’s missing.
What patterns would your team see if you your team all stood on the same map?
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