Accountability & Ownership
Taking responsibility for commitments and outcomes.
Soul Grow proprietary framework
Experience Soul Grow 360
From perspective to possibility.
Understand how leadership is experienced. Bring self-reflection, colleague perspectives and organisational expectations into a conversation about growth.
SelfColleaguesContext
A fuller picture of leadership.
Six competencies · Two dimensions
The Six Leadership Competencies.
Dimension 1
Owns Outcomes
Taking responsibility, making decisions and recognising opportunities for growth.
Decision-Making Under Ambiguity
Making considered decisions when the way forward is uncertain.
Commercial & Growth Orientation
Connecting leadership decisions to sustainable business growth.
Dimension 2
Enables Others
Building people, creating understanding and strengthening working relationships.
Delegation
Creating room for others to contribute and take responsibility.
Communication & EI
Communicating clearly and responding thoughtfully to people.
Relationship-Building & Stakeholder Management
Building constructive working relationships.
Meet the archetypes
The Nine Leadership Archetypes.
Nine archetypes across six competencies explore two dimensions: how a leader owns outcomes and how they enable others. They offer a language for reflection—not a personality diagnosis or a fixed judgement of potential.
Enablement of Others
LowerMiddleHigher
Ownership
HigherMiddleLower
Patterns can move as roles, circumstances and working habits change. The nine patterns are starting points for a considered conversation.
Try it yourself — free
What Could Your Pattern Be?
Reflect on how you lead today. Receive a short introduction to one archetype and what it can mean for your growth—without the scores or detail of a full 360.
Take the free archetype check
Name and email · Your summary arrives by email
From feedback to meaningful change
The Journey to Growth.
01
Listen
Self-reflection and confidential colleague feedback reveal how intentions translate into everyday working relationships.
02
Understand
Explore strengths, differences in perspective and leadership patterns in the context of the role held now—and what may come next.
03
Develop
Coach-led 1:1 conversations bring lived experience alongside the findings, shaping meaningful priorities and an integrated coaching report.
We look for patterns, not labels. Development builds on what can grow, without asking someone to become a different person.
Leadership in context
Three Comparisons.
A clearer conversation.
A gap is an invitation to understand the context, not a verdict on the person. Role expectations are set for each organisational level and approved by the client.
01
Self-Awareness
How I see myself
alongside
How colleagues experience me
Where do the perspectives agree, and where is there a difference worth understanding?
02
The Current Role
Leadership as it is experienced now
alongside
The client-approved ideal for this level
What is working well for the responsibilities held today, and what needs attention?
03
The Next Role
Leadership as it is experienced now
alongside
The client-approved ideal for the next level
What might need to grow as the leader prepares for a different scope of responsibility?
The next-role comparison is included when a target level has been agreed.
A glimpse of the report
Insight You Can Work With.
A self-awareness snapshot. A leadership pattern. A focus for the next conversation.
Different Perspectives
SelfOthers — combined view
A difference in perception can open a useful conversation.
No numerical scale or individual colleague responses shown.
© Soul Grow Consulting. Methodology proprietary.
More Perspectives. Protected Voices.
Each participant completes a self-assessment and invites up to five colleagues, in any mix of line managers, peers and direct reports. A balanced Others view brings these perspectives together.
Small groups are never shown separately. Individual colleagues’ answers are never disclosed in reports, and relationship breakdowns are withheld where needed to protect confidentiality.
From individual insight to shared growth
For the Leader.
For the Organisation.
A Clearer View of Yourself
Recognised strengths, differences in perception and focused development priorities—brought into a coach-led conversation and an integrated coaching report.
A Shared Leadership Language
Shared strengths and development themes across levels support conversations about bench strength, succession and focused development investment, without revealing individual colleagues’ answers.
A Baseline for Progress
A starting picture to revisit through later assessments and ongoing development conversations.
Feedback That Builds Trust
Balanced perspectives and confidentiality protections support fair, considered feedback people can engage with.
Conscious growth, made real.
Start With a Conversation.
A focused leadership cohort or ongoing development programme. We agree the scope and timing around your organisation’s needs.