Leadership Development Profile
Explore your leadership potential and opportunities for personal and professional growth.
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The Leadership Development Profile (LDP)…
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
Send requestAction 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
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
Step 1: The Questionnaire
Step 2: Analysis of Responses and Profile Creation
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)
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?
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.
