Insights® Discovery.

Your colour energies.

What is Insights Discovery?

The start of a self-awareness journey.

It is human nature that we just find some people easier to get along with than we do others.

But as a leader it is vitally important to know and understand the people in your team – what motivates them, what their strengths are and what they may need support with.

Insights Discovery helps people understand themselves and their colleagues so that they can have more respectful, productive and positive working relationships, even across virtual boundaries.

Insights Discovery logo
3 people stood laughing

The Insights Discovery methodology uses a simple and memorable four-colour model to help people understand their style, their strengths and the value they bring to the team.

We call these the colour energies.

And it’s the unique mix of those which determines how and why people behave the way they do.

Red hexagon

Fiery Red

Sunshine Yellow hexagon icon

Sunshine Yellow

Blue hexagon

Cool Blue

Green hexagon

Earth Green


red 1 in white hexagon

Individuals understand their own and others’ communication preferences

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They can connect better with their colleagues to improve collaboration

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They have a common language to help them overcome challenges and conflict

How can Insights Discovery help?

4 key challenges it helps solve:

Exploring the Insights Discovery can be a truly inspirational experience, in teams or groups, individually, in-person or virtually. Whichever approach works best for you and your organisation, the Insights Discovery model provides a valuable and unique lens to look at ourselves and our relationship with others.

It can help with these 4 common challenges:

  1. Sub-optimal levels of trust across the team?
  2. Feel that the team don’t really know each other?
  3. Feeling that ‘real conversations’ aren’t happening
  4. Struggling to work effectively with cross-functional peers 

Insights Discovery is suitable for all levels and gives learners the foundation of self-awareness they’ll need to be successful at whatever they do – whether that’s developing themselves, working as part of an effective team, or leading others with authenticity.

Through Insights Discovery, individuals will gain a common language that has wide-ranging benefits, including connecting colleagues across geographical and cultural boundaries, and providing a safe platform for feedback conversations.

What's the impact?

Real world application.

The impact of Insights Discovery isn’t simply in the profile you receive – although that in itself is outstanding. No, it’s what you take with you when you go back to the day job. Once the workshop or coaching session is over, we’re not content to just leave it there – and neither should you be.

The real breakthrough will happen in your business when the lessons of Insights Discovery are applied back in the real world.

When communication is consistently clear and respectful, when managers know how to motivate their people, when salespeople beat their targets by understanding how to relate to their customers, and when everyone on the team is working towards the same goals, you’ll realise the measurable impact that investing in people development can bring.

Where can it lead?

Discovery Personal Profile.

Using the profiles as a springboard, we work with your people, teams and leaders to tackle the challenges that are standing between them and peak performance, such as effective communication, management styles, sales performance and finding an environment that inspires them to do their best work.

By applying the four-colour model to a variety of business challenges, we focus on your most important asset – your people.

red 1 in white hexagon

Improving team productivity.

Used in conjunction with our teamwork programmes, Insights Discovery tackles collaboration, communication and working relationships.

red 2 in white hexagon

Increasing personal effectiveness.

Used as part of a one-to-one coaching programme, Insights Discovery can help people create a tailor-made development plan.

red 3 in white hexagon

Boosting sales performance.

By looking at the effectiveness of your salespeople at each stage of the sales cycle, we create strategies to improve customer relationships and smash targets.

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Introducing a common language.

The language of colour spreads quickly throughout organisations - it's memorable, simple to understand and means that the learning isn't forgotten once people are back on the day job.

Ready to make a difference?

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation