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INSIGHTS IMPRESSIONS for PALM
At
the heart of our assessment system is the Insights
Discovery Profile. Individuals complete a simple evaluator
to create the Insights Discovery Profile.
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INSIGHTS
DISCOVERY OVERVIEW
>
Sample
Insights Discovery 360 Profile
>
Sample
Insights Discovery Personal Profile
> Sample
Team Effectiveness Report
> Team
Effectiveness PDF brochure
> Insights
Compass PDF brochure
> Insights
Explorer PDF brochure
> Coaching
with Insights PDF brochure
The
Insights Group
1.1
Background
In
the late 1980s, father and son team Andi and Andy
Lothian were each separately experiencing a time of
questioning and individual change. Their quest for
answers during this period made them ask why access
to personal development and self-knowledge was not
more widely available.
During
this period Andi Lothian discovered the work of Swiss
psychologist Dr Carl G Jung. This became the key to
the development of Insights, a company that now has
a mission to lead the world in personal development.
Since
1988, the company has been providing development solutions
to the leaders of some of the worlds largest organisations,
in areas such as relationship selling, interpersonal
effectiveness, strategic direction, creative change
and team-building.
We
now have offices in 30 countries across the world
and our materials are available in 17 different languages.
We plan to double our language capabilities within
the next two years.
Key
clients include Boeing, Eli Lilly, British Airways,
British Telecom, Mars, Advanced Micro Devices, Novartis,
Guinness, Barclays Bank and CIBC.
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1.2
What We Do
We
specialise in improving interactions and relationships
between individuals by providing a common language
for communication and understanding. Our work has
impact at both a personal and organisational level.
Insight’s
work is based on a simple model or framework:
•
Understand me
• Understand you
• Adapt to you to improve our relationship and
my effectiveness
Our
work has impact at the micro and macro level, from
helping sales representatives to achieve more effective
calls each day to advising Directors about strategy
decisions.
Indeed
the most fruitful results we have had with our clients
are within companies where the client has embraced
our model at all levels as an integral part of the
development of the organisation and its people.
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1.3
The Insights Discovery System
Most
of our work is underpinned by the Insights Discovery
system. Based solidly on the work of Carl Jung, it
has been developed as a result of thousands of hours
of research and development by academics and psychologists.
Its accuracy has been validated by research at a variety
of institutions including the University of Dundee,
the University of Westminster and the University of
Leicester.
At
the heart of the system is the Insights Discovery
Profile. Individuals complete a simple evaluator to
create the Insights Discovery Profile.
So
far, more than 200,000 individuals across the world
have received an Insights Discovery Profile.
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1.4
Why does the model work so well?
The
strength of the model comes in its simplicity –
in terms of both its appeal and application. Customers
buy-in to the user-friendly and innovative way that
the model is delivered and find that the learning
is easy to remember and apply.
Our
model is so sophisticated that each person obtains
a unique Profile, enabling recipients to recognise
and apply their unique gifts and develop those areas
that can cause challenge, difficulty and potentially
hold them back from their goals.
Many
customers find their profile uncannily accurate and
enjoy the practical nature of the instrument as it
enables them to create development plans easily and
quickly.
The
use of four primary colours to describe behavioural
preferences creates a common language that lasts and
many of our customers, large and small, say that even
after periods of years employees still talk about
the Insights colours when describing someone and seeking
to understand their style and how to approach them.
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1.5
Problem Solving for our Clients
Some
of the problems we solve with our clients:
•
I’d like to change the way we do things here.
I need to change the culture of my business, and having
a common language and starting point would be useful
to me.
•
I am moving my business into new areas. How can I
help to build confidence in my people, to equip them
to manage change more positively?
• My marketplace is competitive and it is difficult
retain the right people. How can I attract the right
people for the right roles and help them to want to
stay?
• I need to diversify my customer base –
and be sure that the sales team can meet the challenge.
• I’d like to see stronger cross-functional
working. I want my teams to work more closely together.
• I’d like my managers to be able to lead
and coach their people more effectively.
• I’d like my people to take responsibility
for their own learning and achieve more.
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1.6
Our Approach
Our
objective is to provide our clients with a range of
different products and services designed to resolve
some of the development issues they face.
We
provide consultancy and/or training ourselves or we
train our clients to deliver our material internally
or deliver a combination of both.
In
any case our style is interactive and lively. We believe
that change and development - at whatever level of
our clients’ organisation - should be inspiring
and exciting.
2.1
The Insights Discovery Profile
Download
a Sample Insights Discovery Personal Profile (PDF)
2.1.1
Foundation Chapter
This
includes the following sections.
•
Overview
• Key Strengths and Weaknesses
• Value to the Team
• Communication
• Possible Blind Spots
• Difficult Person
• Suggestions for Development
Recommended
Use
The Insights Discovery Foundation Profile is perfect
for kick starting and/or underpinning any programme
of development – team building, customer service,
sales effectiveness.
It is our belief that personal change leads to organisational
change. Jung said ‘all change begins inside
of self’ and this is fundamental to Insights’
philosophy and approach to development.
The
strength of this Profile is that it can also be
used as a coaching tool within the workplace, enabling
delegates to continue their learning ‘on the
job’, and supported by their manager and peers.
(The
Foundation Chapter must be produced before other
Chapters can be obtained).
‘There
is no change or improving of the world that does
not begin with the individual himself.’
- Jung.
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2.1.2
Management Chapter
This
chapter focuses on:
•
Ideal environment
•
Managing
•
Motivating
•
Management style
Recommended
Use
This Chapter is ideal when incorporated into a Leadership
or Management Development Programme. It enables
managers to consider their own management style
as well as the needs of those they manage in terms
of motivation, environment and preferred style of
leadership.
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2.1.3
Sales Chapter
This
chapter focuses on:
•
Effective Selling
• Selling Style
• Before the Sale Begins
• Identifying Needs
• Proposing
• Handling Buying Resistance
• Gaining Commitment
• Follow-up and Follow Through
• Sales Preference Indicators
Recommended
Use
This Chapter is for salespeople (or anyone who needs
to influence others within their role). It explores
both the strengths and areas of potential challenge
for an individual at each stage of the sale from
preparation to follow-through. It is an excellent
vehicle to use within a sales training programme
and/or as a coaching tool for a sales manager and
each of his or her team members.
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2.1.4
Personal Achievement Chapter
This
chapter explores :
•
Living on purpose
•
Life and time management
•
Personal creativity
•
Life long learning
•
Learning style
Recommended
Use
An excellent follow-on to the Foundation Chapter,
this chapter addresses the question: ‘now
that I know more about me and my style (warts and
all), how can I use this information to help me
grow and improve in some of the key areas of personal
achievement – creativity, goal setting etc?’.
This Personal Achievement Chapter can form an integral
part of a Personal Effectiveness programme and again
can support one-to-one coaching discussions outside
of the formal learning environment.
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2.1.5
Interview Questions Chapter
This
chapter provides questions for use in:
•
Job interviews
•
Performance reviews
•
Coaching sessions
•
Mentoring sessions
Recommended
Use
This section lists several questions that can be
used in a variety of applications. Although titled
“Interview Questions,” these questions
can be used for job interviews, performance reviews,
coaching and mentoring sessions. The questions are
raised by considering issues the individual may
be less comfortable with - those development areas
in which he may have fewer strengths. Some or all
of these topics could be used along with other questions
that may be more job specific. Using them will help
establish the level of John's self-awareness and
personal growth.
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2.2
Additional Products available from Insights
2.2.1
Team Effectiveness
>
Download the PDF brochure
A
Report that enables you to measure how well teams
perform on an ongoing basis. Individual team members
complete a 40-question evaluator to provide their
perception of how well the team performs against
16 key criteria – trust, vision, approach
to task, communication etc. This produces an output
that enables the team to focus on exerting effort
in improving those areas deemed most vital to the
achievement of that team’s objectives. This
can be continuously reviewed to measure progress.
Recommended
Use
This is an excellent compliment to any team dynamics
programme. The Discovery Report says ‘let’s
look at the personality styles of each person in
this team’. Team Effectiveness says ‘Now,
we know more about the people, let’s look
at how well the team is doing in terms of competencies’
Mapping the two together as part of an ongoing programme
of team development can ensure that the human dynamic
and the achievement of team objectives is maximised.
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2.2.2
Insights Discovery 360 Profile
Download
a sample Insights Discovery 360 Profile
For
a long time our customers have been saying ‘I
know what I think of me, but how do others see me?’
The Insights Discovery 360 provides individuals
with this insight. Respondents are asked to complete
a 10-frame evaluator on behalf of the recipient.
The Profile is created by compiling the feedback
from each respondent and comparing it to the individual’s
self-perception. This offers individuals a valuable
insight into the impact they have on others and
provides a springboard for them to assess their
interactions and to make constructive changes. The
use of colour provides a consistency with the Discovery
Report and ensures feedback is in a familiar and
non-threatening language.
Recommended
Use
The Discovery 360 Profile is an excellent compliment
to the Discovery Report, taking self-awareness to
another level. This is a powerful coaching tool.
It also works well as part of a Personal Development
or Team Building workshop where each team member
receives a 360 Report, and the programme is built
around receiving the feedback, making sense of it
and taking action.
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2.2.3
Insights Navigator
A
customized system that enables a given population
to measure how well they believe the company, department
or team is doing in terms of adhering to values,
performing against competencies etc. This facilitates
clearer understanding of the strengths and challenges
of specific groups and enables action plans to be
developed to ensure movement towards short and long
term company, team or personal goals.
Recommended
Use
Navigator has a wide variety of uses and will depend
entirely on your specific needs. Our clients have
used it to support competency review and appraisal
systems, as a means by which to measure performance
against company values and goals, and as a training
needs analysis tool.
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2.2.4
Life In Balance Inventory
Work
place stress is a big issue. According to the Health
and Safety at Work Act HASWA 1974, “Stress
is a state not an illness” and both employers
and employees have a responsibility to avoid this
state. The starting point is a person’s perceived
view of their world and their perceived ability
to cope. The Insights Life in Balance Inventory
measures the self-perceived use of a person’s
Insights Colour Preferences in the key areas to
maintain a life in balance. The programme is supported
by full workbook, exercises, support material and
CD slides, as well as access to Life in Balance
Reports. Those with Insights Accreditation may also
gain Accreditation to use the Life in Balance Inventory.
Recommended
Use
The Life in Balance Inventory can be used as a stand
alone product but has more power when linked to
Insights Discovery knowledge. It is ideal to support
“Work Place Stress” Awareness programmes
and Management of Change Programmes. The Inventory
can be used on an individual or a team basis.
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2.2.5
Insights Compass
Download
the PDF brochure
Insights
Compass takes our management development expertise
and makes it available via the internet for the
first time. Launched in September 2001, the Insights
Compass programme is aimed at anyone wishing to
improve their personal and professional effectiveness
in both life and their career. The Compass modules
are designed to be taken alone, in conjunction with
a workshop, or to be supported by a professional
coach.
Week
by week, participants log into our web site to complete
a series of interactive modules, following a journey
from creating their personal vision, setting the
milestones to achieve it, and developing the personal
effectiveness skills that will help them carry it
out. Each module contains an excerpt from the Insights
Discovery Report, ensuring that each person is working
on the issues that are most relevant to him or her.
Recommended
Use
Insights Compass steadily builds personal confidence
and skills over the period of a year. It can be
used as an excellent complement to an Insights workshop
both to reinforce earlier learning and to ensure
continuous development, or as an introduction to
the Insights system.
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2.2.6
Coaching with Insights
Download
the PDF brochure
Our
Coaching with Insights programme is a three day
workshop designed to develop first class coaching
skills. It comprises experiential learning followed
by 12 online “Coach the Coach” modules.
The learning is focused on the Insights Discovery
Profile, listening skills, giving and receiving
feedback and adapting your coaching style to meet
the different needs of the person being coached.
Participants
are also qualified to use Compass as a tool through
which to coach others. The system allows them access
to those they are supporting through our web site,
allowing the coach to read individual responses
to each module, and the participant’s complete
Discovery Profile. In this way a unique approach
and development plan is guaranteed for each individual
being coached.
Recommended
Use
This programme is recommended for either professional
or internal Coaches or for managers wishing to develop
their coaching skills and style.
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