Leadership Development Profile

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LDP Matrix

The Leadership Development Profile (LDP)…

…is a tool designed to help individuals understand their mental attitudes and how their current potential relates to the environment around them.

Being informed about development makes a person much stronger — in managing oneself, one’s relationships, roles, and positions in the systems in which they are a part.

The LDP study is based on the Harthill Leadership Development Model (Harthill LDF), which describes the stages of human development throughout life — the Logic of Action.

Logics of Action

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Action Logic is an inherent “mechanism” within us that influences how we perceive the world and where we direct our attention. Action Logic is the source of our values, beliefs, and convictions and ultimately determines our decisions and behavior.


Action Logic does not describe:

• Skills and competencies

• Physical and mental health

• Personality type

The model describes at least seven consecutive changes in the structure of a person’s perception of the world. Each stage corresponds to a particular Action Logic. Once a person has mastered an Action Logic, they permanently assimilate its mechanisms and then begin to learn the next, more complex Action Logic.


Each Action Logic has both its value – the contribution that a person can make to their own development or to the development of their organization – and its “flip side” — limitations that impede effectiveness.


The LDP survey helps people deeply understand their way of thinking. Typically, people act based on more than one Action Logic, but they always have one or two dominant ones.

The LDP assessment for companies

In the context of corporate leadership, the LDP helps to understand a person’s logic of action as a manager — the sources of actions, preferred behavioral patterns, and forms of corporate governance, as well as the quality of achieved results in relation to the company’s overall goals.

Many companies practice management audits, the results of which allow for the allocation and redistribution of managerial resources according to the company’s needs. By including LDP in the audit process, management will gain an understanding of employees’ abilities to perform various types of management actions — strategic, tactical, analytical, or practical — based on their dominant Logic of action.

The Process of the LDP Assessment

The LDP Assessment focuses on the currently available Action Logics, typically 3-4, where one is dominant. The process involves three main steps:

Step 1: The Questionnaire

The questionnaire comprises 32 unfinished sentences arranged in a specific order using modern techniques of psychodiagnostics within the Leadership Development Profile Model.

Step 2: Analysis of Responses and Profile Creation

Step 2: Experienced constructive psychologists analyze each sentence and assign them to one of the 9 Action Logics of the Model. They create an overall picture of the Profile and identify a unique “cluster” of Action Logics specific to the participant at present. Based on several qualitative and quantitative criteria, the “center of gravity” of the Profile – the dominant Action Logic – is determined.

The result of this stage is a personalized Leadership Development Profile, which provides participants with insights into their leadership actions and helps them understand their development prospects.

Step 3: Debriefing (Personal Meeting with LDP Consultant)

Participants have a personal meeting with an LDP coach (debriefing) where the results are placed within their context and “attached” to reality.

The debriefing aims to:

• Help participants accept the research results and realize how the available Action Logics, especially the dominant one, specifically manifest in their life and work: in which types of situations they are productive and in which they hinder the best outcome.

• Provide participants with recommendations for developing desired and productive ways of behavior and help them rethink situations where their habitual behavior is not optimal.

• Contribute to the formation of tasks for the participant’s further development through the formation of necessary productive mental attitudes and gradually “relax” attitudes that have lost their effectiveness.

What’s next?

Further work can be carried out in the form of coaching in line with the goals set during the debriefing. The LDP coach’s task is to help align the participant’s abilities with the level of difficulty of the tasks ahead. This work aims to give greater flexibility and dynamism to rigid and static mental attitudes, thereby improving productivity and harmony in life and work.

How is LDP different from personality type or team role assessments?

LDP can be used in combination with other tools that allow for a comprehensive view of an individual’s different aspects, such as values, character traits (e.g. MBTI), preferred roles in a team, leading styles, temperament, intellectual abilities, and empathy.

However, LDP stands out from other tools in that it provides a clear “vertical” perspective on the development of mental attitudes and, consequently, the ability to live and work in an increasingly complex world. The resulting profile from LDP research is dynamic from the outset and allows for a visualization of further horizons of development.

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