Insights Discovery
Part 2: What can I expect?
"90% of top performers are considered to be highly self-aware"
Forbes
So how does it work?
Here is what you can expect from each section:
01
Fill out your evaluator
We'll send you an email with a link to your 'evaluator.' This is a short quiz that takes approximately 15 minutes to complete. Fill it with your gut instincts, don't dwell for ages on the questions. When you answer, think about your whole life - not just work you or home you.
02
Receive your Profile
Once you have completed your evaluator, we will build you a profile. The profile is split into sections. Learn about each section below.
03
Coaching or a workshop
Depending on what your organisation chooses, we'll either deliver a workshop with your team, or you'll have a 90 minute coaching session. This will help you understand your profile and how it can help you build awareness of yourself and your team, communicate better, and work more effectively.
Personal Style, interacting with others and Decision Making
These statements provide a broad understanding of your work style. Use this section to gain a better understanding of your approaches to your activities, relationships, and decisions. This is a great overview section, and really calls a spade a spade! Be prepared to really learn about yourself here.
Key Strength and Weaknesses
This section identifies the key strengths and weaknesses which you bring to your organisation. You have abilities, skills and attributes in other areas, but the statements are likely to be some of the fundamental gifts you have to offer.
Jung said “wisdom accepts that all things have two sides”. It has also been said that a weakness is simply an overused strength, this section outlines these too.
Value to the team
Each person brings a unique set of gifts, attributes, and expectations to the environment in which they operate. This section outlines some of those, and we encourage you to add to them!
Communication
Communication can only be effective if it is received and understood by the recipient. For each person, certain communication strategies are more effective than others. This section identifies some of the key strategies which will lead to effective communication with you. It also delves into the things that might switch you off and how to get around those.
Possible blind spots
Our perceptions of self may be different to the perceptions others have of us. We project who we are onto the outside world through our “persona” and are not always aware of the effect our less conscious behaviours have on others. These less conscious behaviours are termed “Blind Spots”. Highlight the important statements in this section of which you are unaware and test them for validity by asking for feedback from friends or colleagues.
Opposite type
The description in this section is based on your opposite type on the Insights Wheel.
Often, we have most difficulty understanding and interacting with those whose preferences are different to our own. Recognising these characteristics can help in developing strategies for personal growth and enhanced interpersonal effectiveness.
Suggestions for development
Insights Discovery does not offer direct measures of skill, intelligence, education or training. However, listed in this section are some suggestions for development. Identify the most important areas which have not yet been addressed. These can then be incorporated into a personal development plan.
Managing and motivating you
People are generally most effective when provided with an environment which suits their preferences and style. It can be uncomfortable to work in an environment which does not. This section should be used to ensure a close match between your ideal environment and your current one and to identify any possible frustrations.
This section identifies some of the most important strategies in managing you. Some of these needs can be met by yourself and some may be met by your colleagues or management. Go through this list to identify the most important current needs, and use it to build a personal management plan.
Managing others
This section is for those who manage others. There are many different approaches to management, most of which have different situational applications. This section identifies your natural management approach and offers clues to your management style, highlighting both gifts and possible hindrances that can be further explored.
"Kate is a fun, charismatic and knowledgeable facilitator. She is professional and personable. Kate takes time to really find out what the ask is and then delivers what’s needed. Our trainees always value her sessions highly and feedback is always excellent. We have been privileged to have her to deliver Insights Discovery colour energy sessions that she has adapted to enable exploration of interpersonal dynamics, change management, personal effectiveness, and team dynamics. The benefits of these sessions are immeasurable."