Increasing Self-Awareness - Future leaders

How we use carefully selected diagnostics and assessments to build the self-awareness leaders need in today's fast changing world

Leadership Development for the 21 st Century

LEADERSHIP DEVELOPMENT Increasing self-awareness

The Leadership Challenge

Barrett Values Centre

Deeper Learning

Kirkpatrick Evaluation

PrimeFocus TM

Employing Assessments and Diagnostics

Contact Us

The Leadership Circle Profile and System TM

“ 64% of organisations believe their greatest challenge is developing next generation leaders ” Bersin, July 2019


Navigating complexity Resetting the vision Technology disruption Managing complex people challenges Remote working Commercial resilience Value-driven relationships Sustainable business performance Resetting expectations Virtual Connections Embracing change Business growth Adapting Economic challenges Agility Competitive markets Multi-generational workforces Cultural Diversity Whole person understanding Strategic challenge Talent Management Inclusivity Uncertainty Developing new skills Supporting people emotionally


“Self-awareness is about developing your capacity to sense how you’re coming across, to have undistorted visibility into your own strengths and weaknesses, and to be able to gauge the emotions you’re personally experiencing. If you’re going to mobilize others to get things done, you can’t let your own emotions get in the way.” Professor Joshua Margolis, Harvard Business School

IMPROVED SELF-AWARENESS POSTIVELYIMPACTSON PERFORMANCE  100 percent reported a significant improvement in workplace effectiveness.  79 percent mentioned more effective workplace relationships.  86 percent described an improved ability to identify and manage their emotions.  81 percent linked improved emotional self-awareness to a reduction in stress Source: Association for Talent Development, 2018

“Effective, collective leadership is the single most important competitive and strategic advantage that cannot be copied.” Mark Fields, President of Ford Motors



 The 'hero' leader era has ended.  Research tells us that people need 'people' as leaders; fully rounded, authentic, resilient, agile, emotionally connected people who lead with purpose and values.  The traditional focus on growing skills and knowledge (horizontal development) is no longer adequate.  Leaders must develop a highly sophisticated internal operating system or mindset (vertical development) to be able to deal with the pace of change and challenges.  Employing self-assessments, 360 assessments and diagnostics are employed to support this need for increased self-awareness and internal development.


Primeast are experienced and accredited in a wide range of proven assessments and diagnostics which we employ to support the individual learner journey. Some tools include team, individual, self-assessments and 360 assessments:

 Kirkpatrick accreditation (Levels 1 to 4 evaluation)  PrimeFocus TM  Barrett Values CTT TM (including Master Practitioner)  The Leadership Circle Profile and System TM  Presencing Institute Theory U

 Accredited Coaches (ICF Professional Certified Coach)  CTI Professional Co-Active Coaches (PCC)  MBTI ® (Myers Briggs)  DiSC ®  EQi ® (Emotional Intelligence Individual and 360)  AQR MTQ (Mental Toughness Questionnaire)  Virtual Facilitation Certification

 ATD Instructional Learning Design  TMS ® (Team Management Systems)

THE LEADERSHIP CIRCLE PROFILE TM A 360 assessment based on the Universal Model of Leadership


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 The Leadership Circle Profile (LCP) is used to evaluate and explore the existing behaviors amongst leaders.  The profile is designed to investigate, understand and develop creative behaviors which have proven to directly result in improved business performance.  The completed Profile provides a report including a graph allowing opportunities for deep insights on the creative leadership and reactive tendencies of the individual or team.  Accredited coaches guide the individual or team through a process to understanding the insights and uncover the potential for development.  The process shines a light on the invisible, unconscious beliefs and values which are driving reactive behaviors and how these behaviors might impact on others and their performance.  The Leadership Circle Collective Leadership Assessment TM provides a powerful insight into how collective leadership influences organizational culture.

 These insights inform coaching programs and the design of Leadership Development programs to support improved performance.

By ILLUMINATING the underlying thinking patterns that drive BEHAVIOR we give access to new choices and possibilities

THE LEADERSHIP CIRCLE PROFILE – 360 ASSESSMENT A customized process:  Agree cohort – individuals and/or teams.  Select the Manager or Leader Edition depending on job roles.  Participants are briefed on the process by the accredited Leadership Circle coach.  Participants select 15 ( minimum) people to complete the assessment.  This includes 4 groups for the Leader edition: line manager, peers, direct reports and external representatives.  Respondees are given a timescale to complete the assessments.  If the collective report is required for improving leadership team effectiveness, the report is compiled and shared with team members.  Participants receive their report during a initial debrief meeting where the report will be explained and key insights shared for the participant to reflect on.  Teams receive the collective report and a full debriefing to identify insights regarding ‘ways of working'. Teams will receive supplementary team coaching sessions in addition to their individual coaching sessions.  Participants receive 6 x 60/90 minute coaching sessions providing a deep dive into the reactive tendencies which might be limiting the coachee’s performance and to explore the creative tendencies which could be developed to improve leadership effectiveness.


Briefing The Leadership Circle

Feedback workshop • Distance travelled • Actions

Leadership Development Workshop 2

Leadership Development Workshop 3

Leadership Development Workshop 4

Leadership Development Workshop 1

24 month timelapse- Assessment re-take

Creative Competencies

Assessments completed & analyzed

Reactive tendencies

Process & Set up

Coaching 5

Coaching 6

Coaching 1

Coaching 2

Coaching 3

Coaching 4

 Leadership Development workshops are designed in response to the specific group needs and organizational context  Journaling and reflective activities throughout to promote deep learning as new skills are applied and tested  Multimedia resource library available for the duration of the program and 12 months after, supported by communities of learning

THE LEADERSHIP CIRCLE SYSTEM An integrated program for developing leadership effectiveness


 The Leader to Leader™ program is one of the programs available through the Leadership System TM . It begins with the Leadership Circle Profile assessment

with workshops selected to respond to key development areas identified in the cohorts’ assessment report.

 The program is a highly interactive series of sessions in which high-potential individuals come together to learn and practice new leadership skills to increase both their effectiveness and business performance.  Leader to Leader™ offers a powerful combination of business issue resolution with accelerated professional and personal development for your key cross- functional leaders or intact teams.

An organization cannot perform at a level higher than the consciousness of its leadership team. Successful organizations strive to keep pace with the escalating complexity of our times



Elective Modules

Mandatory Modules



Mapping your Journey



Courageous Conversations

Moving toward your vision

Systems Thinking

Listening as a Leader

Leading through Change

Taking stock




Accountability & Leadership Development Plan

Creating a Culture of Accountability

Sustaining Energy, Focus & Commitment

Relationship Building

Following the initial assessment & workshop, the group meets for facilitated half day sessions 4-6 weeks apart




Kirkpatrick Levels 1-4 Leading Indicators

 We are only as good as our results.  Typically a program starts with the end in mind and this means the design of a comprehensive evaluation system.  This could include the capturing of client feedback, participant feedback and completion of trainer evaluation reports.  The evaluation outputs will inform a continuous improvement cycle, as part of our quality assurance and ISO:9001 accreditation. These are reviewed at regular check-ins with the partnering team.  Lessons learnt will influence ongoing improvements and adaptation of the program content.  We are adaptable and flexible and work with all clients in this way.  Our client consulting team are Kirkpatrick accredited and design the evaluation to respond to the leading indicators.  KPIs and metrics are agreed and outputs planned to provide evidence for return on investment.

What impact has the program had on business performance?

Level 4 Result

How have participants applied their learning?

Level 3 Behavior

How much did participants learn from the program?

Level 2 Learning

How did participants respond to the program?

Level 1 Reaction


 Clive Wilson, (author of Designing the Purposeful Organization) developed the PrimeFocus TM model based on 30 years’ experience working with organizations globally as learning and development consultant.  PrimeFocus TM is deployed as a framework for consulting, understanding the challenges within an organization and informing the design of any successful solution.  It is based on the principle that all conditions must be aligned in support of the organization’s purpose to achieve business growth.  Find out more about PrimeFocus TM  Complete the Self Assessment and receive a summary report outlining the challenges to your organization.


 Barret Values is employed in culture change and teamworking solutions where organizations are seeking to develop a cohesive culture in pursuit of the organization’s purpose and objectives.  Used in a range of situations including mergers and acquisitions and the development of collaborative working, Barrett Values is a powerful tool used by our accredited practitioners. It provides deeper insights and forms the basis of workshop design resulting.  A scalable, repeatable tool which allows current vs desired status data comparison.  Uncovers the hidden values which drive behavior and are fundamental to ensuring recognizablebehavior change.  Identifies entropy with scores which supports progress monitoring in a more meaningful and considered solution.



Beth Williams Email: Phone: +1 692 6642 8821 CONTACT THE TEAM

PRIMEAST USA 1600 Perrineville Road Ste2-325 Monroe Township NJ 08831, United States

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