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Founder and Chief Creative Officer Bob Anderson
Bob Anderson’s story as an innovator and visionary in leadership began in high school and college where he staffed intensive personal and leadership development retreats. In business school, his love for statistics and economics helped to culture a unique talent: he became skillful at taking complex ideas and integrating them into models and methods for leadership development that are powerful, tangible and accessible. While working as a manager in manufacturing, Bob completed a Master’s degree in Organizational Development. Early in his career, he was fortunate to have had Peter Block as his mentor. He has also worked closely with some of the industry’s most respected names including Peter Senge, Robert Fritz and Ken Wilber. He and David Whyte co-taught leadership workshops created by Bob. For the last 20 years Bob has created and conducted intensive leadership development workshops. His most current breakthrough programs include: The Authentic Leader, Mastering Leadership, and Pathway to Partnership. Bob’s clients rank among the nation’s top companies. To better serve his clients, Bob searched for an assessment tool that matched the frameworks he had been developing for nearly 30 years. He found himself using multiple surveys because no single tool did enough to reveal both behavioral competencies and the underlying motivational system that establishes the pattern of strengths and weaknesses. He decided to create a tool that did it all. With The Leadership Circle Profile, he succeeded.
"The kind of cultural change we have been striving for requires far more than mere skill development from our leaders. It requires that they grow—that they significantly upgrade their inner ‘operating system’ to be able to embody the kind of leadership that can create the envisioned culture." Bob Explains, "We now recognize that leadership is a process of transformation whereby a leader is encouraged to make a profound shift—to gain a deeper under-standing of themselves, the world, and their relationship to others. This deeper, longer term work is what TLCP brings to the table, what TLC stands for, and this is the kind of work we invite organizations to experience.” |
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Home | The
Leadership Circle Profile | Leadership
Culture Survey
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According
to Bob, “Much of leadership development has been too superficial.
Most organizational change efforts fail, not because they are ill
conceived, but because at the center of those efforts is an implicit
and unrecognized requirement that people behave in ways associated
with higher levels of consciousness. This is a much bigger demand
than we ever understood."