Podcasts about insights discovery

In our latest episode, Craig is joined on the SUGTalks podcast by Nick Saunders, award-winning conference speaker and No. 1 Amazon bestselling author. Together, they discuss effective communication strategies, focusing on how to turn relationships into results and improve workplace communication. Nick also shares how to use the Insights Discovery tool to enhance team dynamics. To learn more about Nick Saunders and Insights Discovery, visit: https://nicksaundersspeaker.com To learn more about the UKISUG referral scheme, visit: https://www.sapusers.org/community-referral-scheme

In this episode, we dive deep into a transformative tool for enhancing team dynamics and organizational effectiveness—the Insights Discovery Tool. Joining our host, Claudia Day, is Mark Leisegang, Practice Lead at Insights Learning and Development, to discuss the pivotal role of self-awareness and emotional intelligence in personal and professional growth. Together, they explore how the Insights Discovery Tool, grounded in Jungian psychology, empowers individuals and teams to understand their personality preferences.   Mark shares his inspiring journey with the tool, shedding light on its cross-cultural applications, scientific reliability and validity, and its profound impact on communication, decision-making, and team collaboration. Listeners will learn from real-life examples, showcasing how teams leverage the tool to bridge personality differences, celebrate diversity, and foster stronger interpersonal relationships. Mark also delves into the concept of "dialling up or down" personality preferences, helping individuals adapt to various situations while maintaining authenticity. Ethical considerations and best practices for using the tool responsibly are also discussed.   Whether you're a coach or leader looking to enhance team performance or an individual on a journey of self-discovery, this episode is packed with valuable insights to improve your communication, potential and relationships. Don't miss this insightful conversation that underscores the power of understanding yourself and others in achieving effective teamwork and organizational success.     You will learn: ·       The 3 key areas of the Insights Discovery Tool: attitude, decision-making function, and irrational function. ·       The 4 colour energies representing personality preferences. ·       The 4 components of team effectiveness: climate, focus, process, and flow.     "I've been in workshops where people have been working in teams together for 17 years, and suddenly they do an Insights Discovery workshop and they go, 'Oh my goodness, if only I had realized how this person wanted to be dealt with, wanted to be treated, wants to be engaged with,' and that's changed their life, they've changed their relationship."   Don't forget to subscribe, rate, and leave us a review! Your feedback helps us bring you more valuable content.   For the episode resources and guest bio, please visit:  https://www.associationforcoaching.com/page/dl-hub_podcast-channel-self-awareness-insight-tools-personality-preferences    

Welcome to the Liz Career Coaching podcast! I'm your host, Liz Herrera, career coach and job search ally. I've dedicated my career to empowering individuals to use their strengths to drive their career and find their purpose. Whether you're launching your career or preparing for your next move, this podcast will empower you with actionable steps to reach your goals.  I interview professionals from diverse backgrounds who are working with purpose and on a mission. They share valuable knowledge and insights into both their personal and professional lives, how they've paved their own career paths, and offer advice to help you on your own career journey.Today's Guest:Melinda E. Ramírez is a seasoned expert in leadership development, change management, and team effectiveness with over 17 years of experience partnering with Fortune 500 companies, nonprofits, and global organizations. A first-generation Latina college graduate, military spouse, and mother, she brings a distinctive blend of personal resilience, cultural insight, and professional expertise to her work, earning recognition as one of Influence Digest's Top 15 Nashville Coaches in 2024. With a Master's in Educational Psychology and a dynamic, creativity-infused approach, Melinda empowers leaders worldwide to build inclusive cultures, unlock their potential, and create lasting success.Episode Highlights:Melinda shares how her passion for ballroom dancing cultivated skills that translated into effective leadership.Insights Discovery Tool:Explanation of the four color energies: Fiery Red, Earth Green, Sunshine Yellow, and Cool Blue.How understanding these energies fosters self-awareness and improves communication within teams.How Insights Discovery helps professionals navigate blind spots and unlock their full potential.Be sure to check out her Free roundtable discussion on 1/17/25 @1pm central time on Dancing Through Life: Mastering Emotional Regulation With Every StepClick here for detailsConnect with Melinda on LinkedIn: https://www.linkedin.com/in/melindaeramirez/Connect with me!LinkedIn: https://www.linkedin.com/in/lizherrera1/Instagram:  https://www.instagram.com/lizcareercoaching/Website:  https://www.lizcareercoaching.net/Email: lizcareercoaching@gmail.com40 Best Career Coach Podcasts100 Best Coaching PodcastsMusic: https://www.purple-planet.comSound from Zapsplat.comArtwork: Joseph Valenzuela DesignSupport the show

The behavior of leaders in any organization is learned and passed down from team to team. With 89% of managers having no formal leadership training, today's episode is an important conversation on learning what being a good leader looks like. Elaine Gosden, CEO of Blue Gnu Consulting, joins me from England to discuss leadership development and creating happier workplaces. Elaine outlines her company's approach, which focuses on learning and development initiatives to equip leaders and teams with the necessary skills. She explains tools like Insights Discovery and Motivational Maps to help understand organizational behaviors and motivations. Elaine also touches on challenges specific to university leadership, the importance of addressing organizational silos, and the significance of constant improvement for leadership effectiveness.What you will learn:●Tackling the challenge of new leaders managing colleagues and friends.●How to prevent your leadership shadow from keeping feedback in the dark.●Why investing in happiness is important for driving performance indicators.●The benefits of trading independent teams for interdepartmental collaborationThanks for listening!Connect with GradComm:Instagram:@gradcommunicationsFacebook:@GradCommunicationsLinkedIn:@gradcommSend us a message: GradComm.com

For this episode of the Business With Purpose podcast, David is joined by Jamie Waller a serial entrepreneur. Jamie, who is dyslexic, has built and sold numerous businesses over the past 20 years. He is currently running several global businesses and is an author. His latest book The Dyslexic Edge explores why so many people with dyslexia are successful entrepreneurs and leading thinkers.  It is written for people with and without dyslexia. Everyone who reads it learns how these successful people live, what their mindset is and how anyone can apply a similar approach to their lives. To explore how to get unstuck on your mission, put your purpose into practice and convert your ideas into impact book a discovery call with David here https://calendly.com/david-peoplewithpurpose/30min KEY TAKEAWAYS You don´t need a new idea to start a business. pick something and do it better than the existing providers. Spend time with people you admire to learn. They don´t have to own huge businesses to be great mentors. Businesses that take diversity and inclusion seriously, make better decisions. Businesses need to actively recruit people with dyslexia because they bring a different way of thinking to the table. People with dyslexia see the cause of the problem faster.  People with dyslexia are not afraid of making decisions even when there is not a lot of information available. Seeing things differently often leads to spotting solutions others have missed. BEST MOMENTS “Life is a journey; we have to climb that ladder…just get going. The worst you can do is just do nothing.” “You don't need to be an inventor to become an entrepreneur. You could simply do something slightly different or better than somebody else.” “I would like to see more businesses start to think about dyslexic thinking as part of their diversity and inclusion strategy.” EPISODE RESOURCES Do you want free coaching with David? Now is your chance. On launch day, 13th November 2024, download and listen to all 6 of the launch episodes for the Business With Purpose podcast and send proof you have done so to David at david@peoplewithpurpose.live. The first 10 people pulled out of the draw will win free coaching with David and 20 others the chance to meet him and see him recording the Business With Purpose podcast, live in the studio. https://www.linkedin.com/in/jamie-waller-0b04063 Books - https://www.amazon.co.uk/stores/author/B07DZ1RKTC https://www.madebydyslexia.org Insights Discovery - https://www.insights.com/products/insights-discovery ABOUT THE HOST David Roberts is a highly regarded CEO, mentor, and investor with 30 years of experience across multiple sectors. As an intrapreneur and entrepreneur, David has bought, grown, started and sold several businesses, working with values-driven start-ups, award-winning SMEs, and multinational corporations on strategies for service excellence, leadership, and profitable growth. David's passion is for purpose and creating an environment where everyone can succeed, through building teams that get things done, execute on their mission with passion, deliver exceptional service and really make a difference. ARTWORK CREDIT Penny Roberts - https://www.instagram.com/penpennypencils CONTACT METHODS LinkedIn - https://www.linkedin.com/in/david-roberts-nu-heat Facebook - https://www.facebook.com/DavidRobertsPeopleWithPurpose David's Facebook - https://www.facebook.com/dave.roberts.5076798  Instagram - https://www.instagram.com/davidcroberts_ Email - david@peoplewithpurpose.live

Insights Discovery geeft inzicht in individuele voorkeuren en het effect daarvan op de teameffectiviteit. Door jezelf en je collega's beter te herkennen en begrijpen, kun je bewuste keuzes maken voor effectiever gedrag om als team de resultaten te bereiken.

We learn little about vital life skills at school. Which is why personal development matters throughout your adult life. That's the message in today's episode with renowned NLP trainer, executive coach, and author Dee Clayton. Dee shares with us her transformative journey from a high-flying marketing career with brands like Pizza Hut and Jacobs Creek to launching her own business Simply Amazing Training. An unexpected car accident became a turning point. It led Dee to discover the world of personal development, life coaching, and NLP. Her inspiring story of personal growth sets the stage for her estimable achievement of winning 34 awards, reflecting her dedication to excellence and growth. That's why we delve into the critical role personal development plays in business growth. It is especially true for executives dealing with the pervasive "I'm not good enough" mindset. Dee and I discuss how this belief, while driving success, can also cause stress and imbalance, and explore alternative motivation strategies. Discover tools like Insights Discovery and Motivational Maps that help executives better understand themselves and enhance team dynamics. Our conversation also explores overcoming severe anxiety in public speaking and transitioning to more expansive executive coaching roles. These areas showcase the transformative power of personal development. In addition, discover how entering business awards can be a powerful tool for self-assessment and industry recognition. Dee shares how engaging a bid writer and compiling case studies can not only boost confidence but also refine business strategies. As we reflect on the significance of accolades, both as career milestones and personal achievements, we again underscore the importance of continuous self-improvement.    {2:34} Dee's corporate career. {4:36} Why she started her own business. {8:21} Launching a business during a financial crisis. {9:20} Leveraging presentation skills as a niche. {9:45} The qualities Dee brings to the presentation arena. {12:25} Using Insights Discovery personality profiles. {13:56} Dee's books on presenting. {16:20} Broadening her executive coaching. {19:03} The motivation to enter business awards. {21:54} The first awards she entered. {22:16} Raising your profile through awards. {23:17} Using PR from awards. {25:17} The advice Dee would give her younger self. {30:20} Dee's next twelve months. {31:47} Being the first compere of the Best Businesswomen Awards.   Connect with Debbie at: https://thebusinessawardsshow.co.uk Connect with Dee: https://simplyamazingtraining.co.uk/ Facebook: https://www.facebook.com/SimplyAmazingTraining LinkedIn: https://www.linkedin.com/company/simply-amazing-training-ltd/ YouTube: https://www.youtube.com/channel/UCjPnDNbN9IzT5n67zfv3nMw High Performance Presentations: https://www.amazon.co.uk/High-Performance-Presentations-Presentation-Communications/dp/1983684031/ref=sr_1_1?crid=1ZZRWO0V5VFTI&dib=eyJ2IjoiMSJ9.h6-0RilJYffFZOwVS5l1CiucV9OZdVzaKezohpNwuZk.DPOmGcnirjxlDOK8V6xI_WBxjOHiZzZUrEKHrC-AY0w&dib_tag=se&keywords=dee+clayton&nsdOptOutParam=true&qid=1729083522&sprefix=dee+clayton%2Caps%2C162&sr=8-1 Taming Your Public Speaking Monkeys: https://www.amazon.co.uk/Taming-Your-Public-Speaking-Monkeys/dp/1908372273/ref=sr_1_2?dib=eyJ2IjoiMSJ9.h6-0RilJYffFZOwVS5l1CiucV9OZdVzaKezohpNwuZk.DPOmGcnirjxlDOK8V6xI_WBxjOHiZzZUrEKHrC-AY0w&dib_tag=se&keywords=dee+clayton&nsdOptOutParam=true&qid=1729083584&sr=8-2

Lucinda discusses the important topic of neurodiversity with independent consultant Amanda McEvoy. With over 20 years of experience in the health sector and a personal connection to neurodiversity through her family, Amanda shares her insights on the challenges and strengths associated with conditions like autism, ADHD, and dyslexia. The conversation delves into the unique ways neurodiversity presents, particularly in females, and emphasises the need for organisations to create inclusive environments that harness the talents of neurodivergent individuals KEY TAKEAWAYS Neurodiversity encompasses all individuals, including both neurotypical and neurodivergent people. It refers to the variety of ways in which our brains function, affecting our experiences, strengths, and weaknesses. Female autism often presents differently than male autism, leading to under-diagnosis. Many girls are adept at masking their symptoms, which can result in their neurodiversity going unrecognised until later in life. Organisations should focus on making reasonable adjustments that benefit all employees, not just those who are neurodivergent. Simple changes, such as using plain language in job descriptions and allowing flexible interview processes, can create a more welcoming atmosphere. Companies that actively seek to hire neurodivergent individuals can benefit from their unique skills and perspectives. Embracing neurodiversity can lead to increased productivity, retention, and overall workplace satisfaction. BEST MOMENTS "When I hit menopause, my symptoms actually got a lot worse. And I realized that actually, I got diagnosed with ADHD."  "Girls are fantastic at masking... they learn very quickly how to adjust, so they therefore become fantastic at masking or fawning."  "It's really about adjusting the environment, so not expecting the individual to fit into the environment, but actually adjusting the environment to make it easier for the individual to thrive."  "If you can do it in construction, you can do it in any industry. It's just about working out what is your strategy for harnessing it." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk ABOUT THE GUEST, Amanda McEvoy Amanda McEvoy is a passionate learning and development expert and the Company Director of McEvoy Training Solutions Ltd. With a background in Leadership and Organisational Development, Amanda has a wealth of experience working with SMEs and the Public Sector. Since starting her company in 2011 after the birth of her second child, Amanda has focused on offering flexible, tailored solutions in areas such as Insights Discovery, Mental Health First Aid, and Menopause. Her mission is to help businesses and individuals achieve their goals through personalised training, with a strong emphasis on Equality, Diversity & Inclusion, and Health & Wellbeing. Connect with Amanda... amanda@mcevoytrainingsolutionsltd.com www.mcevoytrainingsolutionsltd.com ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

In this episode, Matt engages in a fascinating conversation with Jennifer Recla, a seasoned leadership coach and advocate of strengths-based leadership. Jennifer shares insights on the importance of focusing on individual strengths rather than weaknesses in leadership roles. She emphasizes the value of creating environments where people can thrive and grow, even if it means letting them fail occasionally. Through tools like Clifton Strengths and Insights Discovery, Jennifer guides leaders on how to identify strengths gaps within their teams and leverage diverse strengths for enhanced collaboration and productivity. Listen in to discover how emphasizing relationships, understanding communication preferences, and supporting deliberate growth paths can lead to more engaged and effective leadership.

De kleuren van Insights Discovery kun je benutten om de teameffectiviteit te analyseren. En met elkaar concrete acties te activeren om op alle vier de aspecten de energie in je team te benutten en te vergroten omwille van de opgave en de bijdrage.

255 Greg Carrette Over Psychedelics En In Het Leven Dien Je Te Jeunen | What's In Your Heart? (Dutch/Nederlands)Op 28 mei 2024 kan je opnieuw een live opname bijwonen. Deze keer over Narcisme op het werk met Nelly De Keye. Meer info op https://psgrow.com/nellyBeslissingen nemen vanuit je verstand gaf me zekerheid. Beslissingen nemen vanuit je hart geeft je dat vuur in het leven, dat gevoel dat je je leven leeft in plaats van overleeft.Deze gasten zullen je leven voortstuwen naar leven in plaats van overleven door zaadjes in je te planten door hun eigen verhaal.Wees de verandering die je wilt zien/zijn in de wereld. GhandiGreg Carrette heeft een echte passie voor mensen en ziet het als zijn doel om hun bewustzijn te verruimen zodat ze gezonder en performanter in het leven kunnen staan.Als voormalig Vice President in HR en McKinsey consultant heeft hij de afgelopen 15 jaar meerdere individuen en teams door veranderingstrajecten geleid. Ook heeft hij de afgelopen jaren meer dan 100 ondernemers met persoonlijke of professionele uitdagingen gecoacht. Verder heeft hij 20 jaar ervaring met psychedelica zoals psilocybine, LSD en MDMA.Daarnaast is hij meervoudig geaccrediteerd coach (The Coaching Square 2015, Insights Discovery practitioner 2017, Arcturus NLP practitioner 2020, Agape Belgium life coach 2021) en volgt hij een opleiding tot psychotherapeut.Topgesprek met Greg, niets zweverigs aan !Connecteer met Greg op social media:https://www.true-nature.be/teamhttps://www.linkedin.com/in/greg-carrette-b5a4b63?originalSubdomain=behttps://www.instagram.com/greg_carette/Subscribe to see more inspiring videos: https://www.youtube.com/c/petersnauwaertShare this video with a YouTuber friend: https://youtu.be/GhF_vk0vpdILeave your email address at http://www.psgrow.com and receive a weekly update when the new episode is availableYou find this episode also as audio podcast:Spotify: https://open.spotify.com/show/54qQcaiEWYYfILU6jWHJHsiTunes: https://podcasts.apple.com/be/podcast/ps-grow/id1500180608Support your podcast via Patreon https://www.patreon.com/psgrow?fan_landing=true or WhyDonate https://whydonate.nl/donate/PSGROW/enIk gebruik Willow, een Belgische software om alle social media posts op Twitter, Facebook, Instagram en LinkedIn te posten. Willow's tool en consultants zorgen ervoor dat je altijd weet wat, hoe en wanneer je moet posten. Ik ben er zelf heel tevreden van wegens het grote gebruikersgemak.Van eenvoudig inplannen tot content inspiratie en glasheldere analytics. Contacteer me op peter@psgrow.com als je wil genieten van 1 maand gratis !Music: Intro Peter Snauwaert (Copyright)Voice-over: Stemmig by Sara FiemsLet's connect:LinkedIn: https://www.linkedin.com/in/petersnauwaertTwitter: @petersnauwaertInstagram: @ps_growFacebook: https://www.facebook.com/PSGROWE-mail: peter@psgrow.com Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

Avez-vous déjà eu des discussions difficiles avec des proches ? Ou eu un conflit avec un collègue et vous aviez l'impression qu'iel ne vous comprenais jamais ? Et si je vous disais que ce n'est peut-être pas une histoire d'intelligence ou de mauvaise foi, mais que tout simplement vous aviez des couleurs dominantes différentes ? Dans cet épisode de L'art du mentaliste, nous rentrons en détail dans un outil de personnalité, Insights Discovery, qui vous permettra de mieux vous adapter aux autres et avoir moins de problèmes dans votre communication. Références : - Jung, Carl Gustav, and Yves Le Lay. "Types psychologiques." (1955). - Erikson, Thomas. Surrounded by idiots: The four types of human behavior and how to effectively communicate with each in business (and in life). St. Martin's Essentials, 2019. L'art du mentaliste, un podcast animé par Taha Mansour et Alexis Dieux, musique par Antoine Piolé. Retrouvez Taha Mansour : - Ses spectacles : L'effet Papillon : https://www.billetreduc.com/326581/evt.htm La mystérieuse histoire de Thomas Polgarast : https://www.billetreduc.com/275400/evt.htm - Son site : www.tahamansour.com - Instagram / Facebook : @TahaMentalisme Retrouvez Alexis Dieux : - Son site : https://www.alexisdieux.com/ - Instagram : @alexisdieuxhypnose

SEASON 4 FINALE! We're ending the season on a high note with A-List celeb and Fortune 500 career coach Sundie Marquardt joining Erica once again and this time to dive into personality quizzes and why they might benefit you. a look into her top 4 and why they are Sundie's go-tos why an employer may ask you to take one of these understanding your results using these in friendships, relationships, career and beyond a dive into Erica's results and how she broke the system *You do not need to take any of these quizzes to get something from this episode. Sundie explains in depth about each and you will know what you resonate with and what you don't while listening. The 4 quizzes referenced in this episode (These are in no way affiliated with HERE FOR IT) Myers Briggs - free  Insights Discovery - $155 - email Sundie at sundie@greenhouseculture.co Clifton Strengths - $25 Six Types of Working Genius - $25 To connect with Sundie click HERE Follow Erica @ericamullerr Looking for a new podcast? Check out DEAR IMANI a lifestyle podcast hosted by LA-based model and content creator Imani Blackmon. Tune in every Friday for pop culture updates and bestie advice you need to put yourself first. Produced by 58 Ember Please note this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode. Learn more about your ad choices. Visit megaphone.fm/adchoices

Hoe zit het ook al weer met de verschillende kleuren die gebruikt worden door Insights Discovery? Wat zegt introvert en extravert gedrag bij jouw teamleden? En wat is de impact van de voorkeur van denken en voelen over besluitvorming? 

Episode #114. The personal understanding topic discussed in this episode is work/life balance, which can significantly impact our wellbeing and our sense of fulfilment in our career and lives as a whole. A good work/life balance means having the clarity on all the things that are important in your life, then actively making the time for them, especially for the things that energise you – or fill up your cup - both inside and outside of work. Joining Abby to discuss how you can work towards a work/life balance is Katie Martin, Head of Marketing Excellence at Innocent drinks, who has a passion for what makes people tick and is a mentor, certified with Insights Discovery and a mental health first aider. In this episode, Katie shares how she visualises the work-life balance, harmony when things are out of your control, self-compassion, open communication in the workplace and being willing to ask for help. Plus the work/life culture at Innocent and career highs and lows. Host: Abigail (Abby) Dixon FCIM/ICF | LinkedInGuest: Katie (White) Martin | LinkedInThis podcast is sponsored by Labyrinth Marketing www.labyrinthmarketing.co.uk The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole. For more info go to www.thewholemarketer.com

Episode #114. The personal understanding topic discussed in this episode is work/life balance, which can significantly impact our wellbeing and our sense of fulfilment in our career and lives as a whole.  A good work/life balance means having the clarity on all the things that are important in your life, then actively making the time for them, especially for the things that energise you – or fill up your cup - both inside and outside of work.   Joining Abby to discuss how you can work towards a work/life balance is Katie Martin, Head of Marketing Excellence at Innocent drinks, who has a passion for what makes people tick and is a mentor, certified with Insights Discovery and a mental health first aider.  In this episode, Katie shares how she visualises the work-life balance, harmony when things are out of your control, self-compassion, open communication in the workplace and being willing to ask for help.  Plus the work/life culture at Innocent and career highs and lows.  Host: Abigail (Abby) Dixon FCIM/ICF | LinkedIn Guest: Katie (White) Martin | LinkedIn This podcast is sponsored by Labyrinth Marketing  www.labyrinthmarketing.co.uk  The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole. For more info go to www.thewholemarketer.com 

In deze boeiende aflevering van 'Body en Talk', duikt psychotherapeute Peggy Van Looveren in de kleurrijke wereld van Insights Discovery. Als expert in authenticiteit, onthult Peggy hoe deze krachtige tool ons kan helpen om dieper inzicht te krijgen in onszelf en anderen. Insights Discovery, gebaseerd op de psychologische theorieën van Carl Jung, categoriseert persoonlijkheden aan de hand van vier kleuren: rood, blauw, groen en geel. Elk vertegenwoordigt een unieke set van eigenschappen en voorkeuren.Peggy legt uit hoe ieder van ons een voorkeurskleur heeft die onze manier van denken, werken en communiceren beïnvloedt. Ze bespreekt de kenmerken van elke kleur en hoe deze zich manifesteren in ons dagelijks leven. Of je nu een besluitvaardige 'Rode', een analytische 'Blauwe', een zorgzame 'Groene', of een dynamische 'Gele' bent, deze aflevering biedt waardevolle inzichten in hoe jouw kleur je interacties en beslissingen beïnvloedt.Luister naar deze aflevering voor een kleurrijke reis naar zelfontdekking en begrip van anderen. Peggy's deskundige begeleiding zal je niet alleen helpen om je eigen voorkeurskleur te identificeren, maar ook om de kleurendynamiek in relaties en teams te begrijpen. Ontdek hoe Insights Discovery je kan helpen authentieker te leven en effectiever te communiceren.- Deze aflevering werd gemaakt door Body en Talk in samenwerking met Audiokop.HOOFDSTUKKEN(00:00) - Intro (00:19) - Insides discovery (01:20) - Wat geeft dat weer? (02:05) - Vier kleuren (02:53) - Rood (05:14) - Groen (07:51) - Geel (10:03) - Blauw (12:27) - We zijn een combinatie.

The guest this episode is Jane Ayrton who has been working in the L&D space for over 30 years.Her career has incorporated being in both self-employed and employed roles. In her most recent role, Jane was Head of L&D in a financial services business and worked with what she describes as 'the best team she had ever had the pleasure of leading'. Within that same organisation, they introduced Insights Discovery Profiling and Jane shares the principles of what that is but then explains the amazing results they achieved by using it. The key, as with any learning initiatives, was their focus on embedding what was learned, how the information was being used day-to-day, and then measuring the results. The business were able to see marked improvements in all aspects following the roll-out of this across the organisation from how people communicated with each other to projects delivered quicker and more efficiently.Jane takes great pleasure from watching others grow and succeed and we talk through some principles of how to get the best from your teams.We also discuss the topic of confidence as this is something that Jane coached when self-employed having struggled with confidence herself in her early career. She shares some really useful tips to help boost your confidence when you really need it.I've known Jane a number of years so always knew trhis was going to be a great conversation. However, I also learned a lot through the various topics we explored too. I hope you enjoy it! career outplacement, career consulting, Support the show

Steve is joined by corporate executive turned entrepreneur Rasheeda Creighton for a fun chat about corporate detox, entrepreneurship, and navigating big career pivots. What can happen if you take a pause, gain a little clarity, and reclaim your time? Timestamps: (00:00:00) Filler Words (00:03:55) Coaching Shout Out (00:04:49) Personality Assessment: Insights Discovery (00:08:59) Interview with Rasheeda Creighton (00:27:37) Post-Corporate Life Detox Resources: + Want to take the Insights Discovery personality assessment? + Check out all of our new coaching topics! + Download our *free* Career Transition Planner. Contact Greenhouse Coaching: + Head to the Connect page of our website to inquire about Individual Coaching, Team Coaching, Workshops, and more! + Follow us on Instagram and send us a DM + Email us at info@greenhouseculture.co Thanks for listening, and cheers to figuring out what's next!

Sharing a quibble I have with the "blue" people characteristic in the Insights Disovery people assessment method.

¿Qué es Insights discovery y cómo esta herramienta puede ayudarnos a desarrollar relaciones más saludables y a conseguir resultados más eficientes y constructivos? Adriana Carrillo López, psicóloga especialista en desarrollo organizacional nos explica Jaime Lopera y Marta Inés Bernal, entrenadores de grupos y consultores en clima organizacional, son los autores del libro La Carta a García y otras historias inspiradoras en el que, a través de relatos y reflexiones, invitan a cultivar el talento propio y la motivación para alcanzar las metas.

Mentoring is not just giving advice, it's also listening to people. If you want to be a successful leader, you have to set the standards for yourself that you want people to follow!Whitney Breer, CEO of leadership development consulting firm Lebenskunst, has been sharing her knowledge and research on this topic for 25+ years.As a certified business coach, certified trainer for Change Management & Insights Discovery and certified stress and resiliency coach, Breer gives her insight on how to become a great leader by tapping into your IQ and your EQ. Breer has conducted multiple studies in positive psychology and is certified in Emotional Intelligence Tools (EQ-i 2.0 and EQ-i 360). Her clients include Bayer, Unilever, Lufthansa, Rotary Club Wall Street, KPMG and more.Learn more from Whitney Breer by reading her best-selling book, “Leadership Starts With You.”“Until you learn to lead people and people actually want to follow you, you are not fit to lead” - Breer

“HACE, or The Hispanic Alliance for Career Enhancement, is an organization that I am honored to lead,” says Patricia Mota. “Headquartered in Chicago, national in scope, its mission since 1982 has been to positively impact workplaces by cultivating the pipeline of Latino talent and providing the community the insight, the access and the support to be successful in their careers.”Since taking the reins eight years ago, HACE has grown more than tenfold in annual revenue, reaching five times as many people.AI Summary* Patricia Mota is the President and CEO of The Hispanic Alliance for Career Enhancement (HACE).* HACE cultivates the pipeline of Latino talent and provides insight, access, and support for them to be successful in their careers.* HACE's programs include leadership development, coaching, mentoring, and networking events.* The organization has a reach of nearly 100,000 individuals and nearly 200 corporate partners across the United States and 13 countries.* Under Mota's leadership, HACE grew revenue by over 10x and the people reached by over 5x in just eight years.* One of HACE's core pillars is its pipeline and leadership development programs.* Mota believes that true impact and transformation do not happen unless through an intentional model that builds a community of trust, self-awareness, and honing an authentic self in roles.* Patricia discussed the importance of self-awareness in leadership development, the power of networking and building strategic relationships, and launching programs even if they are not perfect.* Mota highlights the importance of embracing diversity and building inclusive spaces.* Individuals and companies can join HACE through their website or events.HACE has “three core pillars,” Patricia says.“One is through talent acquisition. So programs, services, events where we're actively connecting job seekers to career opportunities to our employer partners, to talents, anywhere from interns to senior level talent across all business functions across various areas,” she says.“Secondly, which has been over the last decade, our fastest growing is our pipeline and leadership development programs. These are cohort initiatives that start as young as the high school level all the way to the senior level, where we work with a group of individuals, 15 to 25 or so at a time, various cohorts at a time, going through individual coaching, leadership assessments, culturally relevant content. But what I'm most proud of, it's enabled us to create a strong, multi-generational support network across the nation where we have executives, senior leaders and subject matter experts coming back and giving back through our programs and those in their careers doing the same not only for professionals but for our students,” Patricia says“The third and final area, which is just as important, is what we consider thought leadership. These are opportunities that we bring organizations, employers together to share best practices, to network with one another and to shine a light on those that are doing great work that help fulfill our mission,” she says.“We have a reach of nearly 100,000 individuals that we serve across the country, nearly 200 corporate partners. These are some of the bigger employers that we work with to support our mission and have graduates from our programs from the US and now 13 countries since we went virtual in 2020,” she says.Patricia began her work at HACE, leading a program called Mujeres de HACE, a Latina leadership program. When she took over, it operated as a series of workshops taught in Chicago. Today, the program has over 3,200 alums from 135 cities in the US. She credits the program with helping women “not only increase their pay, increase promotions, but get into leadership roles.”“I kind of fell into the fundraising, but because I was so passionate about the impact and the work, I was bringing in additional partners and funders,” she says. Not surprisingly, her leaders encouraged her to focus on that.When her predecessor left in 2014, she was tapped as an interim head. Some in her circle encouraged her to put her own name forward as a permanent replacement. She did and was chosen.“Since April 2015, eight years I have been serving as president and CEO of the organization,” she says, adding when prodded, “At that point in time, we were under 20,000 members, individuals that we had served. Now we're 100,000. At the time, we were at just under a $400,000 operating budget. Now we're at the 5 million mark.”She has a remarkable superpower:  the ability to build and scale solutions.How to Develop the Ability to Build and Scale Solutions As a SuperpowerPatricia scaled HACE's women's leadership program by leveraging her network and relationships. In college, she discovered a sort of sorority of Latina professionals who provided mentorship and networking. She used their connections to expand the program to new markets. Patricia continues to build her network and recently joined the Economic Club of Chicago and Chief, a women's executive club. Her strategy involves cultivating a few core relationships that help her achieve her mission.In addition to networking to develop the ability to build and scale solutions, she suggests remembering it's “okay if it's not 100 percent perfect and launching anyway.”She adds, “Another part of the skill set is having enough confidence in seeing the bigger picture that it may not be a success the first time around, but you need to get it started.”By following Patricia's example and advice, you can develop the ability to build and scale solutions into a superpower that enables you to do more good in the world.Guest-Provided ProfilePatricia Mota (she/her):President/CEO, The Hispanic Alliance for Career Enhancement - HACEAbout The Hispanic Alliance for Career Enhancement - HACE: The Hispanic Alliance for Career Enhancement (HACE) is a national nonprofit dedicated to the employment, development, and advancement of current and aspiring Latino professionals. Since 1982, HACE has served as a resource for Latinos in the workplace and is a subject matter expert for corporations seeking to access diverse talent. Through professional development, resources, and networks, and by facilitating access to meaningful career opportunities, HACE helps Latinos succeed in every phase of their career. HACE works with employers to remain competitive in an increasingly dynamic economy by helping them attract, develop and retain Latino and diverse professionals. Website: haceonline.orgTwitter Handle: @Hace_OnlineCompany Facebook Page: fb.com/HispanicAllianceforCareerEnhancementBiographical Information: Patricia is an innovative trailblazer, advocate for access & equity, startup entrepreneur, author, connector, public speaker, and compassionate leader with a particular strength that exemplifies the mission of the Hispanic Alliance of Career Enhancement (HACE); to positively impact the workforce by cultivating the pipeline of Latinx/a/os talent and providing insight, access and support to their careers. Patricia serves as the President & CEO for HACE, leading strategy, fundraising & development, leadership programs, and expanding organizational reach on a national and international scale.Patricia is also a co-founder of SHENIX™, a Fintech tool to close the wealth gap that impacts Latinas. Patricia's story of transition is one that is representative of many of the stories of those positively impacted by programs and opportunities through HACE. Patricia is a proud Mexican-American Latina, daughter of immigrants, and first-generation college graduate and professional. She is a fitness enthusiast, health and lifestyle aficionado.Patricia has a strong history of serving in capacities that garner access to education, meaningful jobs, and advancement, also reflected by her service on various boards and accolades, serving on the Associated Colleges of Illinois, Indiana University's O'Neil School of Public Affairs Distinguished Alumni Council, Chicago Theological Seminary Board of Trustee, Illinois Treasurer Charitable Trust Board and most recently awarded the SHERO award by the Center for Asian Pacific American Women (CAPAW) in 2021, the Nonprofit HR Top Leaders to Watch in 2020, and Crain's Chicago Business Top 20 Most Powerful Latinos in Chicago in 2019.Patricia earned a double Bachelor of Arts degree from Indiana University-Bloomington in Spanish and Communication & Culture and a Master's in Public Affairs (MPA) in Public Management from Indiana University's School of Public & Environmental Affairs (SPEA)-Indianapolis, along with executive leadership certificates from both Kellogg School of Management at Northwestern University and the McDonough School of Business at Georgetown University. Patricia is also a certified coach and Insights Discovery© licensed practitioner and a proud 2022 World Economic Forum at Davos Delegate, 2019 Leadership Greater Chicago Fellow and 2019 Aspen Institute Festival of Ideas Scholar.Twitter Handle: @PatriciaMota77Linkedin: linkedin.com/in/patriciamota1110/Instagram Handle:@PMota7, @HACEOnline Get full access to Superpowers for Good at devinthorpe.substack.com/subscribe

Get to know these successful thought leaders and find out how they present themselves and their crafts as experts in their fields. Melissa Lamson is the CEO of Lampson Consulting. She is also a Virtual Presenter, Executive Coach, Leadership Trainer, Insights Practitioner, and a Blanchard Channel Partner. She works with leaders at companies in growth mode to improve communication, elevate teamwork and create alignment in leadership teams. She specializes in new manager training, leadership development, and managing dispersed teams. She is also certified in the Insights Discovery tool. If you're a leader and you've got a bunch of leaders who are not as good at building #Culture, you should reach out to Melissa Lampson at lamsonconsulting.com or https://www.linkedin.com/in/melissalamson/. Bradford Blevins is a chief strategy officer, operations resiliency strategist, determined disrupter, and negotiator. He aims to propel better decisions, better government, and better lives. He currently works as a chief strategy officer of Forge Forward, an organization that takes pride in serving the public sector and our nation. Having developed the ResOps (Resilient Operations) framework, they help forge success in the government. If you are a government official, a stakeholder, or you are not just making the right decisions, consider reaching out to Bradford Blevins by visiting his LinkedIn profile at https://www.linkedin.com/in/bradfordblevins/ or their website at https://www.forgefwd.com/.  Dr. Elisse Barnes JD, Ph.D. is the owner, CEO, and lead trainer at A Certain Vintage Workforce Educational. She is also a LinkedIn Trainer empowering baby boomer job Seekers, Career Transitioners, Entrepreneurs, and Nonprofit Leaders. She teaches baby boomers to harness the power of LinkedIn through hands-on, individual and small group “driving lessons” and “Mindset Reset” presentations that acknowledge their unique learning style and security concerns regarding the use of social media. If you're a boomer or you know somebody in your network who's a boomer who hasn't tried #LinkedIn yet, you should reach out to Dr. Elisse Barnes JD, Ph.D. by visiting https://www.linkedin.com/in/elissewbarnesjdphd/.  Global Credibility Expert, Mitchell Levy is a TEDx speaker and international bestselling author of over 60 books. As The AHA Guy at AHAthat (https://ahathat.com), he helps to extract the genius from your head in a two-three hour interview so that his team can ghostwrite your book, publish it, distribute it, and make you an Amazon bestselling author in four months or less. He is an accomplished Entrepreneur who has created twenty businesses in Silicon Valley including four publishing companies that have published over 800 books. He's provided strategic consulting to over one hundred companies and has been chairman of the board of a NASDAQ-listed company. Mitchell has been happily married for thirty years and regularly spends four weeks in Europe with family and friends. Visit https://mitchelllevy.com/mitchelllevypresents/ for an archive of all the podcast episodes. Connect to Mitchell Levy on: Credibility Nation YouTube Channel: https://bit.ly/3kGA1LI Credibility Nation LinkedIn: https://www.linkedin.com/company/credibilitynation/ Mitchell Levy Present AHA Moments: https://mitchelllevy.com/mitchelllevypresents/ Thought Leader Life: https://thoughtleaderlife.com Twitter: @Credtabulous Instagram: @credibilitynation Learn more about your ad choices. Visit megaphone.fm/adchoices

Sunshine yellow, earth green, fiery red and cool blue – these are some of the colours we discuss on today's episode with Mark Hector, Training and Development Manager and Natalie Hill, Training and Development Advisor. Join us as we chat about how TfW uses Insights Discovery to allow colleagues to develop leadership skills as we build a people-orientated organisation. - Melyn heulwen, gwyrdd y ddaear, coch tanllyd a glas cŵl – dyma rai o'r lliwiau rydyn ni'n eu trafod yn y bennod heddiw gyda Mark Hector, Rheolwr Hyfforddiant a Datblygu a Natalie Hill, Cynghorydd Hyfforddi a Datblygu. Ymunwch â ni wrth i ni sgwrsio am sut mae Trafnidiaeth Cymru yn defnyddio Insights Discovery i ganiatáu i gydweithwyr ddatblygu sgiliau arwain wrth i ni adeiladu sefydliad sy'n canolbwyntio ar bobl.

No matter how large or small the company, the characteristics, emotional intelligence, and general mood of the leader inevitably impacts the entire operation. In fact, that correlation between the mood of the leader (CEO, president, owner, etc.) and the bottomline performance of the company has been proven in several studies. Pascal Renders has been at the forefront of this type of work, as a consultant for large corporations, particularly in his years in Belgium, where he garnered a reputation for getting deep and personal with business leaders to address areas of struggle. A transpersonal psychotherapist, Pascal believes in a holistic view of addressing systemic problems within organizations and that if you do not deal with the deep underlying issues, behavioral patterns of company leaders will continue no matter how an organization may shake up personnel or its structure. This is one of the most interesting conversations I have had in regard to leadership, which is a topic we often delve into on the podcast. It's definitely worth the listen! Also in this episode, we cover: "bad bosses," the ineffectiveness of typical corporate approaches to instilling values and company culture, compartmentalizing and the pitfalls of it, catastrophic team-building sessions, respect for employees, challenging his future wife, Alexandra, to align her company with her own values, discovering a new modality to address trauma, Pascal's work with individuals and couples, the mind vs. the brain, family constellations, generational trauma, emotional intelligence, HeartMath, his organization United Inner States of Freedom, bringing the best out of people and much more.I hope you'll enjoy my conversation with Pascal Renders. Pascal's bio: A native of Belgium, Pascal is a dynamic, multi-lingual professional well versed in a wide variety of business functions. For the past 12 years, as Founder and CEO of Quantumize, Pascal has provided executive and life coaching to a broad range of companies and individuals throughout Europe and the US. His clients are family offices, and companies in the banking, insurance, and investment management industries. He has also worked with companies in the retail, food, luxury goods, leisure, and cosmetics industries. Earlier, Pascal was an Operations and General Manager for companies in the food and leisure, and HR and consulting industries. He began his professional life as a Start-Up and Business Development Manager for a Brussels-based family owned business invested in the leisure industry.Pascal completed training in Systematic Coaching, Destination Coaching Methodology, Transpersonal Psychotherapy, Systemic Constellation Work, Body-Oriented Trauma Resolution, and is an accredited practitioner of HeartMath, Insights Discovery, Emotional and Social Competence Indicator, and the Birth into Being Method. After graduating from St Jan Berchmans, a renowned Jesuit High School in Brussels, Pascal also earned a combined BA/MA in English-Spanish Translation from the University of Brussels and holds an Executive MBA from Antwerp Management School (AMS). www.innerstatesoffreedom.com. --- Support this podcast: https://podcasters.spotify.com/pod/show/john-krol/support

Bio When Primo was young he wanted to be a Film Director.  Today he directs his own business – helping individuals and teams be more effective through the power of coaching and Insights Discovery.  With 30 years' experience in corporates such as IBM, GE, T-Mobile & BP, Primo has made the transition from IT Project & Programme Management to Learning and Development.  He has always used his core values of Empathy, Trust & Honesty to build deep relationships with others and support them in achieving their career potential.  He has a wealth of experience developing others, both as a Line Manager to global teams and in designing and delivering a global Leadership Development Programme. Now he can use this experience to support individuals and teams in their journeys using Coaching and the Insights Discovery tool. LinkedIn - Primo Masella | LinkedIn  Interview Highlights Project work – 04:15 How leadership sets the tone – 08:00 Insights Discovery – 13:26 Recruitments styles – 27:08 What makes a good leader? – 32:15  Books  ·         The Development of Personality by Carl G. Jung https://www.amazon.co.uk/Development-Personality-Collected-Works-C-G/dp/0415071747 ·         The Archetypes and the Collective Unconscious by Carl G. Jung https://www.amazon.co.uk/Archetypes-Collective-Unconscious/dp/B08RF2RGSM ·         The Psychology of C G Jung The Psychology of C G Jung Rev: 1973 Edition: Amazon.co.uk: Jacobi, Irving G.: 9780300016741: Books ·         The 7 Habits of Highly Effective People by Stephen R. Covey https://www.amazon.co.uk/Habits-Highly-Effective-People-Anniversary/dp/1471195201/ ·         No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer https://www.amazon.co.uk/No-Rules-Netflix-Culture-Reinvention/dp/0753553651 ·         The Inside Out Revolution by Michael Neill https://www.amazon.co.uk/Inside-Out-Revolution-Thing-Change-Forever/dp/1781800790  Episode Transcript Guest Intro (Ula Ojiaku)  Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku So I have with me Primo Masella as my guest of the Agile Innovation Leaders podcast. Primo, thank you so much for making the time for this conversation. Primo Masella My absolute pleasure, Ula. Lovely to see you again. Ula Ojiaku Great. I've been looking forward to having this conversation. Can you tell us about yourself, Primo? Primo Masella Gosh, there's a question to start with. So I'm the youngest of five siblings. My parents were both Italian, but I was born here in the UK, and grew up in the Midlands, in the UK, in Coventry. And then, for most of my career, I worked in IT actually, so I was an IT Project and Program Manager for a long time. And then I moved over into HR and got really interested in developing talent, and especially developing leadership skills and future leaders. And I guess that's how I've ended up where I am. Ula Ojiaku Okay, so growing up, what would you consider were the significant happenings, the choices that put you on the path you are on right now, career wise? Primo Masella Yeah. So I liked things at school, but I also really liked both arts and sciences. So I kind of always felt like I was that person who could bridge that gap between two things. So, you know, I loved English at school and at the same time I loved physics, which I think is kind of unusual. People tend to go one way or the other, don't they? And so then when I did a degree, it was an Applied Sciences degree where I could choose lots of different modules of things, and so it was at that point that I kind of got into IT really, because I chose quite a lot of IT elements and I guess early on in my career, again, I was using that skillset of bridging the gap between technology and business. And so I've never done coding for a living, but I've been the guy that could speak to the coders and then translate that for non-coders to understand. Somehow I kind of fell into that quite early on. My first real job, actually, when I moved down to London, I was in quality assurance. So my first ever job was testing software and also proofreading user guides for software, so that was always quite interesting. Ula Ojiaku So what do you do for leisure? What are your interests? Primo Masella So I'm a huge movie fan, so I've been passionate about movies my whole life. If I hadn't ended up where I am today, I would've loved to have been Steven Spielberg. I just, being a director would've been amazing. So I still love movies, anything to do with cinema and film, and in the last few years I've become quite a keen road cyclist as well. So I got myself a bike, which worked out brilliantly during the pandemic because at the time when we were still allowed to go out and exercise once a day during the lockdowns, that was just perfect. That gave me my escape for the day, and it also acts as my kind of way of just getting out and being mindful. So rather than purposely practice mindfulness, I tend to just go out on the bike. So yeah, that's kind of the key thing you'll find me doing when I'm not doing this. Ula Ojiaku Okay. So what do you do now? Primo Masella So I wonder if before I come onto that, I just give you a couple of key things which led me to do what I'm doing now I think. So back in the day when I was in IT and an IT Project and Program Manager, the thing that I really loved about project work was the variety and the fact that we got to work with different stakeholders all the time. And I think in my experience, there are broadly two types of Project Manager – there's the kind who's really good at managing a schedule and keeping on top of a plan and a risk log and an issue log and really executing a plan - that wasn't me. I'm the other type that's really good at working with stakeholders, defining the scope, making sure that the business case is sound and what the customer wants. And so the piece that I really enjoyed about projects was starting them to be honest, and once the project was underway, I lost interest pretty quickly. And so the first kind of real inflection point for me was when I stopped delivering IT projects and instead, I looked after the pool of Project Managers, I became the resourcing and Line Manager for a group of project professionals, and that was probably the first time where I specifically had people's development at the heart of my job. And whereas previously I'd had people's development kind of tangentially really, when we worked together, when we first met each other, I was doing little training sessions as a kind of an aside really. It was something I really enjoyed doing, but it wasn't part of my job description. So being responsible for a pool, and I was lucky enough that we worked in a model where we had a bit like a consultancy, we had a pool of Project Managers who were then allocated to different project sets, and they all reported to me from a people perspective. And so I could really focus on, how are they developing those skills? Are we giving them the best projects to help them on whatever career path they all wanted? So, I guess that was kind of the first kind of real thing. There might be three things I haven't counted. So the second thing was, I'd kind of mentally checked out of delivery for quite a while then, so I was looking after resourcing, I was focusing on capability development and how do we develop IT professionals? And then I had the opportunity to step back into delivery, to deliver a really large transformation program, and that was a serious inflection point, because I consciously made a decision where I thought I could add value because I think I can bring some people skills, which were lacking at that time in that particular program. And so I stepped in, and that true, that turned out to be a massively significant part of my career. So without going into lots of details and we don't need to name anybody at all, it was a very challenging piece of work and there were lots of things going on, and I was tested to my absolute limits as a Program Leader, as a person, to be honest, it was probably the most stressful part of my entire career. And I went on this kind of emotional rollercoaster and I left that program on my own terms, having taken away one of the key things that I still hold to this day, and that is that leadership sets the tone. So depending on how the leaders shows up, that cascades to everybody else in that program, in that organisation, it reflects in the culture of the group of people that are working together. And I felt like I learned that the hard way. It was a huge lesson for me, you know, to the point where I was considering leaving the industry. I was, in my mind, at the point where I was going to make some really fundamental decisions about what I wanted to do next. So I say that because that, I don't, as I look back, I'm massively grateful for that experience because I think many of us would agree that it's when we're challenged, that we truly learn about ourselves. We learn about what we want and we learn about what we're going to do next. And so that led me then, that helped facilitate a move out of the IT sector and into HR. That was one of the key catalysts of me moving functions. And I'd always been an IT guy, so this was, you know, although, you know, as I said before, not hands on, not a developer, but IT felt like my home, those were the people that I understood and I knew really well. So to move to the dark side of HR, seemed like a really strange thing to do. And I remember being asked at an interview, this seems a bit odd, you know, you are a project guy, why do you want to come and work in HR? And it was absolutely the right thing for me, because I'm all about people, and every job that I've ever done, irrespective of what the job title was, was about how can I help people get the best out of themselves? That's really the bottom line. So that led me then into this path, which I established for a while, which was around developing talent and developing future leaders. I was fortunate enough to be in a position, right place, right time, where I designed and led one of the global development programs in our previous organisation, and that was great, having an 18 month program to deliver and look at future leaders and what they needed to get to the next stage of their careers. And then that brings me, I guess, to the final  significant point, which was during that process, I also became an Insights Discovery practitioner, and we can talk about Insights in a moment if you like, but that gave me a tool, that gave me a mechanism that I could get into a conversation with teams about how do you show up within your team? How do you like to work and interact with others? What is it that makes it difficult sometimes to work with people because, you know, people think differently from each other and that's completely normal, but a lot of us go into teams thinking we all think about stuff the same way, so having that exposure to Insights and having the ability to become certified as a practitioner has then led me to, I'm finally getting to answer your question that you asked me a million years ago, a position where I now work for myself. And I use Insights Discovery as one of my core tools, along with other tools and models to help leaders develop themselves and develop their teams. So anything that's in that space of how do we build the best team that we can with this group of people? And a big part of that is coaching and I'm in my process of becoming a certified coach, I would say I've been an informal coach for probably 30 years, so I thought it's probably about time I had the letters to put after my name as well. Ula Ojiaku That's awesome, so what's the name of your business? What sort of service do you offer? Primo Masella So I have my own consultancy. It's called Primo Leadership Development Limited. It's just me, I'm not intending to hire lots of people, and the service offer is really to provide physical, virtual workshops, coaching and other training interventions to help people either establish or develop their teams. So whether it's creating a new team, setting a vision, being clear on, kind of, what are the ways of working of that team, maybe thinking about, you know, how do we look at trust or conflict or emotional intelligence? That's a really hot topic, obviously right now. And then aside that it's the offer of coaching individuals, one to one through their leadership and their career journeys, and we may use Insights Discovery as a tool in some of those offers. So if you wanted just a standalone intervention using Insights Discovery, then I also provide that as a service. Ula Ojiaku Okay, so going onto Insights then, what exactly is Insights Discovery, and what's the, if I may use that word, science behind it? Primo Masella Sure. So Insights Discovery is a personality profiling tool, it's been around for quite a number of years, probably about 30 odd years now I think, based out of the Insights company in Scotland, in the UK. You'll see in my background I've got a set here of these lovely coloured bricks, we use these four core colours to talk about different traits in people's personality. Ula Ojiaku And you're holding up a brick, looks like a set of yellow bricks, I mean, not yellow bricks, a set of Lego bricks, yellow, red, blue and green in the interest of those who are listening only to the audio version. Primo Masella Yeah, they're like bricks, we've said Lego a few times, hopefully we don't have to pay royalties for saying that they're like big Lego bricks kind of made of a strong foam, and they're just a physical reminder of what the model is about. So, when we talk about it, we say, we all have these four core traits and the way that we use them, the way that we are made of them is slightly different for each of us. And so we talk about yellow energy being very collaborative or influencing or visionary, red energy being very directive, more focused on results, blue energy being all about attention to detail and being structured and formal, and green energy all about building trust, strong relationships and having empathy. So, you know, each one of us has got all four of those traits, but it's the way that we combine them and the way that they show up when we work with others. So the way the model works is that you take an online questionnaire, you get a really detailed report about your style of working, and then we can use that report in a workshop environment with you and your team to look at what are the common areas and the differences in people's styles, in the team. So you might have, for example, somebody who's very task focused, who's very good at, you know, working in a kind of project context, working with data, really delivering an objective very effectively, but they may be working with somebody who's very relationship focused and wants to take more time to build relationships, look at kind of a bigger picture of what's going on and seeing how it's impacting people. So there, that's one of axis of the model where, you know, you have individuals in a team who will be on different places on that scale. And so Insights is just a way of providing this common language and using colour is a really easy way to access the language, so people very quickly remember, oh yes, yellow means this, and blue means this. And once we have those four core colours, we then get into various layers. So we go from 4 to 8 to 16. Ultimately you can be in one of 72 positions in the Insights model, so it's a very rich model compared to some others in the marketplace that take you up to 16. So in my experience, people overwhelmingly say they find it useful and they say that they could see themselves in the report that they received back. It's very, very rare that somebody reads their report, just doesn't agree with it. When that does happen, it tends to be there's something else going on for that person, because at the end of the day, it's about understanding ourselves and kind of self-awareness and self-reflection. And the greater the level of self-awareness, we tend to see the, the greater the level of buy into the tool. Ula Ojiaku I have, you know, taken the Insights assessment a couple of times and whilst I've found it very useful, there were some, you know, aspects of the analysis that I said, hmm, I didn't know I was like that, am I really like that? You know, I had those, you know, moments and you know, where I questioned what I was reading. And that brings me to, you know, some people who are of the school of thought that going through these sorts of assessments, you know, brings with it a risk of shoehorning or putting people into boxes and saying, oh, he's a red, you know, therefore we expect you to always be fiery on the, on the point, get abrupt with people. What do you think about that, what's your view on this? Primo Masella Yeah, I think it's a very common misconception of this kind of tool and especially of Insights Discovery. In my experience, all I could tell you is that I see the colours in the real world. When I work with people, I see these colour energies as they are working, and at the end of the day, this kind of thing is not intended to stereotype. So we purposely say things like, we're not going to use the phrase, she's a red, or he's being a complete blue today, for example, that wouldn't be a healthy way to use the language. But what I can say is that when you work with somebody, and you can just test this in the next few hours, just think about whoever you're going to interact with today. If you know them a little bit, if you've interacted with them a few times already, think about, do they tend to focus on the task more or do they tend to focus on people more? People who focus on task may use the phrase ‘I think' a lot more often, they may be more detailed, they may be more urgent in what they're talking about and they have a passion for the thing. People who are more people focused, tend to use the phrase ‘I feel' a lot more often, so we'll hear it in the language that people use, and it's quite subconscious for most of us, and they'll just have a different warmth to them if they have more of that people energy. And so I completely get the idea that it's stereotyping, and especially if people focus on the fact that we start with four colours and people see the four colours and think, well, there's more than four types of people in the world. The intent is that those four sets of traits give us the clue into what makes this person work the way they work, and the model is actually far more sophisticated and much more multi-layered than just four colours. So all I would say is that in my experience, it works. I've interacted with lots and lots of people over the years, I can tell you that I can see the traits described in this model in pretty much everybody I work with. There hasn't been a single person, and I'm pretty happy saying this, there hasn't been a single person that I couldn't say, I wouldn't know where to put them on the model. Ula Ojiaku I would agree it's being more aware of, you know, the colours and the four broad personality traits they represent has helped me with understanding, whilst not stereotyping people or putting them in a box, but understanding, okay, what dimension they're from and how best to adapt myself to, you know, relate better with them. So can you share some, you know, one or two examples of where using this assessment has helped maybe a person or a team to become more aware, because in agile or in even any team at all, the aim is to get teams to become, you know, high performing and when teams understand themselves as individuals and how, you know, they fit in or their skill sets, you know, complement, you know, one another in terms of achieving that common goal, they can move mountains. So have you had any instance where facilitating this sort of assessment and conversation around it has helped? Primo Masella Yeah, yeah, very much so. So if I think about, I've worked before with leaders who, say, lead with the red energy, which is all being focused on delivering results. And they may have somebody on their leadership team who meets with the opposite trait, which is the green energy, which is all about being there for the team and building trust and strong relationships. So I've seen in the past where a leader, for example, was about to send an email to a large group of people, and the person that worked for them who was the opposite trait kind of literally stopped them and got them to redraft parts of the email to just make it a little bit more human. And so that's an example of where those two opposite styles can really complement each other and give you a better outcome, because had the initial senior person just sent the email, it would have landed badly with a number of people, because if you have a different style, you perceive things in slightly different ways. So where somebody might think they're being efficient, it may be perceived by their opposites styles as being arrogant or overbearing. And so that collaboration of opposite styles works really, really effectively. I can think of one particular example, but I've seen that happen lots of, lots of times. There's another kind of, couple of quick ones when we do a physical workshop where we're able to get people in a room and we have a floor mat of the model. So it comes as a kind of circular mat that people can stand on and move around, and that's amazingly powerful because you get the team to physically stand where they would appear on the model. And then you are physically opposite some people in the team and physically next to other people, or slightly adjacent to some other people you work with, and you just see people's eyes come alive as they see each other and, you know, I've had people say out loud, I finally get why that individual behaves that way, and I've always found it really hard to work with them, and now I, understand we just do things differently and that's okay. And part of the premise is we all like to think we're super smart, because we're all pretty smart. Yeah, people are pretty smart, but the challenge is sometimes appreciating that we don't always have to do it our way and just because we thought of it, it doesn't mean it's the best way of doing something, and so somebody else's way that may be different may be just as good. And so a lot of the conversations we have around Insights is to say, you know, nobody's better or worse, it's just different and appreciating the difference can lead you a huge step forward. I'll give you one other quick example, which is I did a one to one conversation with somebody. So one of the powers that we have of something like this tool is that once you have a personal profile, you can use that to continue to work on yourself, develop yourself. And so I did coach somebody at one point, who was having a particular issue with somebody else in her team, and we looked at them both on the team wheel, we looked at where they were different in styles, I gave her some pointers about how she might think about communicating with that individual based on their preferences, and she went away and then we subsequently met again, and literally after years of working together, she found a way of connecting with that person that she'd never found before, and that was just astounding to me, not astounding as in surprising, but I was massively, massively pleased that she'd had that outcome and it improved the level of relationship with that individual. Ula Ojiaku There's something you said about being able to see things from other people's perspective that helps us to empathise and hopefully be able to make any adjustments we need, you know, on our own part. So I'm suspecting that's probably what happened for the lady that you coached, being able to understand where that co-worker was coming from. So if someone wants to build a team, assuming you don't have an existing team, because on one hand you've given us examples, how the Insights framework and assessments could help with getting team members to better understand themselves. Is it possible to use this as a role of deliberately putting together a new team? Primo Masella Yeah, it's a good question, and we get asked this question quite a lot, especially in terms of recruiting people into a team and an organisation. So depending on, so if you work inside a company that has a policy about how they recruit people, typically, certainly in Western corporate organisations, people tend to do something called competency based recruitment. So we recruit people by asking them questions, like, tell me about a time when you… and so we're looking for some experience in their past, which gives us an indicator of how they might perform in the future. So that's typically, for a number of years, that's how a lot of corporate organisations have recruited. So if you are recruiting that style, Insights isn't the best tool to use for recruitment because Insights doesn't tell us about your competency or your level of skill. So if you have a high level of cool blue energy in the model, which indicates attention to detail and structure, and objectivity, that's not the same as saying I'm good at writing a project plan or working with Microsoft Excel because those latter two things are skills that you can learn to do by practicing them more often. So that's kind of the first thing to say, there's a bit of a health warning. And I think the same would apply to many of these kinds of tools. However, assuming you have somebody within your organisation already, that's passed all the necessary kind of entry checks, Insights is a great way of saying how do I assemble a team in order to deliver on a particular set of objectives? So I may have a team that I need to be, you know, really focused and interrogate data and make sure accuracy is really, really key. If that's the case, then I'll look for that cool blue energy in a number of key individuals in the team. You know, conversely, I may have a team where I really need some creative thinking, I need to come up with some wacky ideas, you know, I may work at an industry where that's, you know, really important, my competitive edge, in which case I'll look purposely for people with more sunshine, yellow energy, which is the opposite of that blue. So it can be really helpful, once a team leader is looking at, what is it I need to achieve, it can be a great way of saying who's the best person to allocate to this task or which two or three individuals do I put together so that I get a really nice balance or a really nice mixture of styles to give us an interesting result that maybe we wouldn't have got otherwise. We can think of it like a, it's another lens on diversity and inclusion, so what's the diversity of thought in the team with respect to how they interact task versus people, how kind of more introverted or extroverted people might be. Ula Ojiaku Is it possible to take the tests  and then a time passes and you take it again and you come up with different results, and if so, what could be the reasons for that? Primo Masella Yeah, it is possible. We refer to it sometimes as a test - that scares people doesn't it, they feel like there's a pass or a fail. It's an evaluation of your preferences, but it can change over time, so for some people, if you, you know, are adapting as you move along your career, if you're changing the roles you are doing or changing the industry or the country, that may have an effect on how you show up. So yeah, I see people as they go through their careers, they may move around and use different styles. I worked with a leadership team in the past where a lot of the leadership team were high in the red energy, were really focused on delivering outcome. And as individuals in the team became more experienced and more mature in their careers, they actually focused a bit more on others and bringing up others below them in the organisation. And so that red energy came down and the yellow energy came up a bit, which was about engaging and collaborating with others. So there are definitely some people who kind of move around, there are others then like me, who I've stayed pretty much in the same place forever, and anybody hearing this who's ever seen the model before would be no surprise to any of you. I'm very high in earth green energy. I don't think that will ever change. So, spoiler for anybody I'm about to work with I'm, so on, on a scale of a hundred percent for each colour, I'm 99% earth green. So I don't see myself moving very far from that position. Ula Ojiaku That's very interesting. So how, in your experience, because you've worked with leaders extensively. So what makes a good leader? Primo Masella I could take the project management answer and I can say it depends, because that's in any project context, that's always the answer the project manager should give isn't it, but I'm not a project manager anymore, so I'm not allowed to do that. I would say it's somebody who can set the right tone for the organisation to deliver on its objectives. And in setting the right tone, that sounds like a really simple thing to say, doesn't it, but I think those few words are really difficult for some leaders to do. Now some leaders are really naturally just there, they're just on it. Other leaders need to be coached and trained and guided on how to do that in the most effective way, and by setting the tone, it's getting that balance right between how do we deliver safely, in an inclusive way. How do I make sure that each person in my team is engaged, stretched to the right level, but not overstretched? So there's actually quite a lot, I think. To be an exceptional leader is huge actually, and I think there is a mixture of nurture and nature here. I think some people have that innate thing where they understand how other people work. Now, whether you call that emotional intelligence in this context, or whether you say they've got high people skills or they're very self-aware, all of that kind of language is pointing to the same thing. It's having an understanding of what you do. Sorry, how what you do is impacting other people. So I think some individuals have got naturally higher levels of that than others. I think that can be taught up until a point, but I think there's, you know, if you have a natural empathy, I think that will take you a long way as a leader, personally, I'm aware of my own bias though, as well. So my bias is the people lens, that's always been my bias and my focus, which is why I'm very conscious to be clear around, you know, do we understand what we need to deliver, how it aligns with the organisation's objectives? What's the culture I'm working in? There's, you know, there's a framework that has to sit around this. I think being a leader in today's society is a huge ask for anybody. Ula Ojiaku Would you then say that there's a particular, you know, colour or energy type that this ideal leader would be more inclined towards than another? Primo Masella Yeah, again, that's a really great question. The truthful answer is no. And, so the model that I work with comes as a circle, the four colours, core colours, being quadrants of the circle. If there was such a thing as an ideal, you'd be right in the centre, yeah. You'd have easy and natural access to all colours all the time and use them massively appropriately. Since none of us are perfect, that's a bit of a tall ask. It's unfortunate that some people look at these kind of models and say, for example, they look at the red energy and since the red energy is associated with delivering results and efficiency and meeting objectives, there's a perception with some organisations that we need leaders who've got lots of that red energy. And if you've got a command control organisation or you work in a safety critical environment, or are heavily audited, you know, in any of those environments, that red and that blue energy really play their part. And yes, you may find a lot more of the leadership roles are filled by people with those traits. My perspective is that in reality you can lead from anywhere. There's a saying isn't there, you can lead from any chair, you don't have to be sitting at the front of the room to be the leader, or at the head of the table to be the leader. I think the trick is adjusting according to the circumstance, so according to the group of people you are with, or the activity that needs to be done. And actually one of the things I often say when we talk about Insights is that if we think of somebody who's a really strong communicator, they'll use all four colour energies. When they work, when they make a speech, I often think of, I cite President Obama as an example, I'm sure Obama had wonderful speech writers, that helps as well, but if you don't hit all four colours, you're going to lose potentially a quarter of your audience. So when Obama spoke, he would talk about a vision, he would paint a picture of what was going to happen, he would give people enough details that they understood there was some credibility there. He would have a sense of urgency and pace about what he was doing, but he would also be empathetic and engaging with the people at a human level. Now, if you can do that, if you can hit all four of those traits, when you speak to somebody, that for me is the sign of a great communicator. It's also a pretty good indicator of a pretty strong leader, I think. I'm not going to name any names, but I'm sure we could all think of senior political figures, past or present, who certainly don't hit all four of those colour energies when they speak. And some of them are literally rooted in one dimension, and the real danger is, like I say, you're going to lose at least a quarter, half, maybe three quarters of your audience, because you're not speaking to them, that's the danger. Ula Ojiaku So what I'm hearing is there needs to be a balance and as a leader, an effective leader, or the ideal leader would know how to slide, for lack of a better word, you know, from one energy to another. Primo Masella Yeah. So that's not to say that you can't have leaders in different positions who kind of call that out. So it's absolutely fine to have a leader who is more people focused and they're more collaborative and engaging and people know them, that that's their leadership style. Likewise, it's fine to have a leader who's very results focused, and wants the data before they make decisions and move things forward. I think the trick is to kind of be very clear with the team that you are leading - this is how I work, these are my preferences, and be conscious of the fact that you may be missing some things because you have a stronger preference for something else. And then think about how do I use the rest of my team to help fill in those gaps, so that as a team, we bring a unified view to how we're going to deliver this particular activity. Ula Ojiaku So, what I'm hearing is, you know, be aware of where you tend to operate from as a leader, and also understand, you know, that you need the team to complement, you know, the gaps. Primo Masella I think, because otherwise we do get into this thing of setting an expectation that a leader should be able to do everything. That's a tough call, isn't it. Ula Ojiaku What books would you recommend for anyone who wants to learn more about this topic, you know, personalities, leadership teams? Primo Masella Yeah, I've got a couple of recommendations, which aren't necessarily related to what we've spoken about. So the Insights model is based on the work of Carl Jung. So if you read anything of Jung's work, that can be helpful. So this whole concept of how our personalities work, the fact that we each have at least two aspects to our personalities, and we might show up in a slightly different way, depending on who we're working with or where we are. So, I would heartily recommend anything in that space. People ask me about leadership books and I have to be brutally honest and say I'm not a huge reader of leadership books, but I would say the one thing that stuck with me over years and years is Stephen Covey, The 7 Habits of Highly Effective People. And I keep coming back to it because it just works for me. So, you know, you can get these things now as synopses, kind of easy read, quick read things, but yeah, read the whole book. It's one of the few kind of management books that I read and have reread, so maybe that's an indicator. On a slightly different tangent I've just finished reading a book. It's been out for a few years now, but I'm a bit late to the party, about the culture at Netflix and, culture, I find, is really interesting. So I've worked in big corporate organisations where they've had certain cultures. The book is called The No Rules Rules by Reed Hastings, who was one of the co-founders of Netflix. And it's really interesting, especially if, like me, you've, you've worked in huge corporate environments for a long time, because Netflix took an entirely different approach to how they created their organisational culture, and it makes no qualms about the fact that if you are in highly regulated or safety critical, or, you know, if you're building aeroplanes and you don't want people to fall out of the sky, you need certain policies and procedures in place. With a company like Netflix, who are in a creative environment, it's really interesting to read about how they built their company culture, which is the polar opposite from some of the companies I've worked for, really interesting. So just as a read, it's a great read. Then the final thing I'm going to recommend is, and this is slightly off topic. So I'm holding up a book called The Inside Out Revolution by Michael Neill, and this is a based on a principle around consciously thinking about how we think, and a principle that I'm becoming more and more interested in actually, as I get older, which is that everything starts from the way that we think about it. So our mindset governs everything else. So where you may feel like an event happens and I'm sad because that event happens, actually there's growing evidence, and there has been evidence for some years, actually, that how I think about the event dictates really how I feel about it, not the event itself. So Michael Neill's book is a great way into that, but there's loads of other things out there as well. If you, you know, Google ‘mindset' or ‘consciously thinking', you'll see a whole bunch of stuff. So that's something that I find really interesting because that's much more about us taking personal responsibility for how we think about stuff, and being quite intentional rather than be reactive and blame things outside of us for what happens. Ula Ojiaku I like the concept of, you know, being intentional and actually exploring our mindset and why we're thinking or feeling the way we do. So where can the audience find you? How can they get in touch with you if they want to. Primo Masella So, the best place is LinkedIn. So I'm on LinkedIn as Primo Masella, LinkedIn is probably the best place, so you can find me on there, and I'd be very happy to chat to anybody about Insights or connect with anybody who's interested in the same things that we've been talking about today. It's been really interesting, just to share one reflection. So I've been self-employed for just over a year now, so not about long, really, and, and I started this self-employment journey with perhaps a misconception that it would be very competitive and people would be very guarded about sharing anything. I have to say, it's the exact opposite. People have been so gracious with their time. I've made connections that I never thought I would make, and literally everybody that I've been introduced to, or that I've met along the way has just wanted to help. So if you are thinking of going self-employed then, you know, I can heartily recommend it. Ula Ojiaku It kind of goes back to a statement you made earlier. And I said when we're challenged, we learn more about ourselves. So sometimes in the challenges, the going out of the comfort zone, that's where you get the room to grow. Primo Masella Yeah, absolutely. Absolutely. And, you know, in my circumstance, I left the big corporate world. I wasn't expecting to do that, particularly, it wasn't a decision I'd made some years before, I didn't have a plan for this, and so yeah, I kind of felt like I was thrown into it and I thought, well, I'll just see what happens, and it's great. I can't say enough how generous people have been with their time, and that's just reinforced the fact that I think there is still a sense of supporting other people and collaboration and wanting to do good work, you know, across lots of people. Ula Ojiaku So any final words for the audience as we wrap up, this has been a great conversation. Primo Masella I would say just start with yourself. So if you know, if you're having a tough time or it feels like everything's going wrong, or your team's falling apart, just, just kind of start by looking at yourself. I don't mean that in a kind of negative way, but you know, we are the masters of our own destiny and there's always something you can change, and sometimes the most powerful thing you can do is to change how you think about something and that can help you in whatever circumstance you're in. Ula Ojiaku Yes. Those are profound words of wisdom, Primo. And again, it's been a great pleasure having you as my guest on this episode of the Agile Innovation Leaders podcast, so thank you very much. Primo Masella My pleasure, and thank you so much for inviting me. That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!   

On today's show, executive director of Insights Science Discovery, Alysha Swann let us know what's going on with this OG El Paso museum.

Dr. Tanya Boyd, Learning Architect for Insights, has a passion for helping individuals and teams develop and perform to their highest potential. Listen in as Tanya shares information about Insights Discovery – a program that can help people – including people leaders – understand, communicate, and connect to each other better. Presented by Shine Consulting LLC

  In this special Hispanic Heritage Month Edition episode, Luis speaks with Joelle L. Martinez. Joelle is the president and CEO of the Latin Leadership Institute. Joelle is a nationally recognized executive, strategist, speaker and facilitator. A visionary leader, Joelle has dedicated her life to helping cross-sector leaders realize their individual potential as well as the economic and social opportunities present by an increasingly diverse U.S. populace.  Prior to the Latino Leadership Institute, Joelle spent more than 15 years building winning communications, business development, and public affairs strategies in both private and public sectors. Joelle is a subject matter expert in neuroleadership, Latino identity, civic engagement, workplace diversity and inclusion, and demographic shifts. In 2017, Joelle was named one of the most powerful women by the Colorado Women's Chamber of Commerce. In 2019, she was honored by the NFL Hispanic Heritage Foundation and Nationwide for her outstanding contributions to the Latino community. She currently serves on the Hispanic Advisory Council for Coca-Cola and has served on boards, advisory councils, and executive committees for Mile High United Way, Building Better Colorado, Museum of Nature and Science, Denver7 Colorado, Prosper Colorado. Joelle is a member of the NeuroLeadership Institute and is a certified practitioner of both Insights Discovery® and i4®. Notes: In this episode, Luis and Joelle talk about the following and more: Training Latinos for leadership Getting Latinos to own their superpower! Don't discount your power. Breaking through barriers in management and leadership positions Navigating imposter syndrome Understanding your worth and knowing your value Resources: Latino Leadership Institute LinkedIn Latin0 Leadership Institute Twitter Latin0 Leadership Institute Website Latino Leadership Institute Facebook Latino Leadership Institute Instagram Download the 3 Fundamental “Money Moves” to Make Before Turning 45 LatinXcellence, more than a brand, it's a movement! Luis' LinkedIn Luis' Twitter Luis' IG On My Way To Wealth YouTube channel

Matt started at Axon in the Leadership Development Program in September 2020 and has rotated in the program in a variety of roles including interim Benefits Manager, Program Manager for Axon's 6 Employee Affinity Groups and now serves as a facilitator on the Learning and Development Team. Since leading Axon's Affinity Group Programming, the groups have focused on Joining Forces and integrating programming to benefit all employees. Matt received his MBA from Rollins College in May 2020, a Certificate in Diversity Equity and Inclusion from University of South Florida in May 2021 and in December 2021 became accredited to facilitate Insights Discovery. When not working, Matt enjoys spending his time traveling and is always looking for a new adventure to take. Interested in a career with Axon? Click here to view the company profile. https://bestcompaniesaz.com/axon-careers-company-culture/

In this episode, David speaks to Julie Hogbin who is a business coach, speaker, author, and mentor. She has a passion for creating and supporting leaders who role model the way through what Julie calls conscious leadership. Currently, she is developing a conscious leadership code, which will become a program that all people can access regardless of where they are on their leadership journey. They discuss this and some of the tools and systems she is already using. Including, the Contribution Compass, Insights Discovery, and Relationship Awareness Theory. As well as how to adapt your approach, hire the right team, manage yourself and be true to your values. KEY TAKEAWAY Conscious leadership is about leading by using our principles and values to get the best results. To lead others successfully you need to lead yourself first. Look at what you are doing and make changes, as necessary. Those that get the best results are willing to change the way they behave to interact well with others. When we are in conflict, including with ourselves, we carry that with us, and it changes how we operate. Conflict is normal, so it is vital to know how to deal with it when it happens and how to nip it in the bud. It is vital not to hold members of your staff back because they do such an excellent job for you. Being honest makes you face up to things and deal with them. Get out of your own way. People are not thinking you are daft, they are far more focused on what they are doing than you. BEST MOMENTS ‘I am looking at just getting the information that's in my head out to as many people as I can get to,' ‘Conflicts normal, the longer you're with someone, the more conflict you're going to have.' ‘If you go for being nice, being liked, you are probably not going to be respected.' ‘My highest value is honesty' BOOKS BY JULIE HOGBIN https://www.amazon.co.uk/Julie-Hogbin/e/B08CSRM3WN?ref=sr_ntt_srch_lnk_3&qid=1663014212&sr=8-3 ABOUT THE SHOW People with purpose make a difference. Imagine a world where more people can just get their purpose out of them, into a plan and then actually make it happen. What a world that would be - People everywhere finding meaning and harnessing that to bring inspiration and energy to each and every day, changing lives for the better. But no one ever achieved anything on their own - we all have something unique to bring and that means we all have to play our part - if we want to go far, we have to go together and lead or serve towards a vision of the world we want to see. Everyone has a story to tell, and this show is where these stories come to life. ABOUT THE HOST David Roberts is a highly regarded CEO, mentor, and investor with 30 years of experience across multiple sectors. As an intrapreneur and entrepreneur David has bought, grown, started and sold several businesses, working with values-driven start-ups, award-winning SMEs, and multinational corporations on strategies for service excellence, leadership, and profitable growth. David's passion is for purpose and creating an environment where everyone can succeed, through building teams that get things done, execute on their mission with passion, deliver exceptional service and really make a difference. ARTWORK CREDIT Penny Roberts - https://www.instagram.com/penpennypencils CONTACT METHODS LinkedIn - https://www.linkedin.com/in/david-roberts-nu-heat/ Facebook - https://www.facebook.com/DavidRobertsPeopleWithPurpose Instagram - https://www.instagram.com/davidcroberts_/ Clubhouse - https://www.clubhouse.com/@davidcroberts?utm_medium=ch_profile&utm_campaign=MBv1ubya1-oOBXc_uQKFHw-46334See omnystudio.com/listener for privacy information.

Der Fachkräftemangel ist in aller Munde und macht auch nicht vor der Pharmaindustrie und den Apotheken halt. Doch welche Möglichkeiten haben wir, um ein besseres Arbeiten und Leben im Team zu erreichen, das von Wertschätzung, Respekt und Anerkennungen der Stärken und Schwächen seiner Mitmenschen und Kollegen, sowie im privaten Umfeld zu erreichen? Eine Möglichkeit bilden die verschiedenen Persönlichkeitsanalysen und Typisierung über Farbmodelle wie DISC, HBDI, oder Insights Discovery. Jeder Mensch tickt anders und agiert meistens in seiner Komfortzone, doch wie kann ich nach erfolgreicher Selbsteinschätzung dieses Wissen nutzen, um besser mit meinem Gegenüber, der mit hoher Wahrscheinlichkeit aus einer anderen Perspektive agiert, umzugehen und gemeinsam zum Ziel zu kommen. Bei einem kühlen Glas Wasser (was bei den Temperaturen der letzten Tage dringend notwendig ist) diskutieren Robert Bielmeier von Bielmeier & Partner und Marcel über die Potenziale dieser Erfahrungen und Perspektiven. Hast du Fragen, Themenwünsche, Anregungen oder bist an einem Austausch mit mir interessiert, dann meld dich gerne! https://www.apovid.de/home/ Instagram: https://www.instagram.com/apovid_gmbh/ Facebook: https://www.facebook.com/apovid XING: https://www.xing.com/profile/Marcel_Becker171/cv LinkedIn: https://www.linkedin.com/company/apovid-gmbh

“Lo que me ha formado siempre lo pongo al servicio de los demás.”- Nury Rector Nury es una profesional de la gestión del talento, la transformación y el aprendizaje empresarial con más de 18 años de experiencia global. Ha trabajado en compañías multinacionales desde sus headquarters para el Norte, Centro y Sudamérica, Europa, África, Emiratos Árabes y Asia. Es una experta en cultura y gestión de la diversidad y tiene varias especialidades en negocios digitales e innovación. Su carrera empezó como consultora estratégica de personas y posteriormente se incorporó al mundo corporativo en empresas del sector de gran consumo, energía, farmacéutica y retail moda. Es una apasionada por la gestión del cambio y la transformación con propósito y valores. Lideró el campus online de la Universidad Corporativa de una utility del IBEX 35 durante 5 años y ha apoyado a diferentes empresas en su transformación digital, así como en procesos de fusiones y adquisiciones. Tiene una gran capacidad para gestionar proyectos digitales globales en varios idiomas e interlocutar a todos los niveles de la organización de forma remota. Es una conectora nata y es coach sistémico de equipos y está certificada en la metodología de TLC (The Leadership Circle), Insights Discovery, Scrum Master y Leadership Architec por KornFerry. Recientemente se ha formado en metodologías para el diseño del futuro del trabajo por el MIT Sloan Business School. Nury habla Español, Inglés y Francés de forma fluida. Es miembro de LPI desde el 2019. En este episodio hablamos sobre la transformación digital, cultural y nuevos modelos en todos los ámbitos. Sigue escuchando nuestro podcast en iTunes, Spotify, Stitcher, Google Podcasts, iVoox y Overcast. No te pierdas el video completo de esta entrevista en YouTube: AQUÍ Conócenos más y siguenos en PARTUM México: Conectamos Soluciones. Creamos Posibilidades: AQUÍ

Holiday Phillips is a Teacher, Writer, Organisational Consultant, Coach, and Social justice advocate - working at the intersection of personal transformation and collective liberation. Her work is rooted in holding a loving and curious space for people to be in deep inquiry about the questions that really matter. Why are we here? Why is there suffering? How can we live in harmony with ourselves each other and the earth? Her gentle and grounded approach embodies her commitment to compassion, loving-kindness and self-acceptance. All in service of the more beautiful world our hearts know is possible. As the daughter of a politician and a psychotherapist, she admits she's "obsessed with the link between self and society", and cares deeply about our collective freedom. Holiday spent over a decade as a leader in some of the world's most renowned technology companies, such as Apple and Monzo, across People, Leadership Development, Organisational Culture and Diversity & Inclusion, and studied Social and Political Sciences at the University of Cambridge and Sociology at the University of Bristol, with a specific focus on activism. She also has a diploma in Human Resources Management from the CIPD, is an ICF certified coach with Integral Coaching Canada, a certified Insights Discovery facilitator, and a certified Path of Freedom instructor for Mindfulness in prison with the Engaged Mindfulness Institute. Encouraging you to check out her Workshop Series: Foundations of Diversity, Equity & Inclusion: https://www.holidayphillips.com/foundations-of-dei Visit her website! https://www.holidayphillips.com Or subscribe to her Substack! https://holiday.substack.com Holiday also has a great Instagram account! Take a look: https://www.instagram.com/holidayphillips And follow her Twitter: https://twitter.com/holidayphillips _______________________________________ The views and opinions expressed on this podcast do not necessarily reflect the official policy or position of the podcast. Any content provided by our guests is of their opinion, voluntarily shared, and is not intended to malign any religion, group, club, organization, business, individual, anyone, or anything. _______________________________________ Follow me on Instagram @LongDistanceLoveBombs: https://www.instagram.com/longdistancelovebombs Looking for a heartfelt gift? Visit my print shop here: https://www.longdistancelovebombs.com/theshop Sign up for my weekly newsletter! Click here: https://longdistancelovebombs.mykajabi.com/email. It's easy and takes five seconds. Check out a list of my favorite books here: https://www.amazon.com/shop/longdistancelovebombs --- Send in a voice message: https://anchor.fm/longdistancelovebombs/message

Ana González Chávez, conferencista, coach y faculty de Insights Discovery, está en la mesa de Está Café compartiendo herramientas para conectar con nuestro presente y darle un giro a nuestro concepto de espiritualidad. Está Café genera conversación, escúchanos todos los sábados de 11 a 12:30 del día, hora CDMX, y descarga los podcasts y lo más importante, COMPÁRTELO. Este contenido es para ti y para quien más le pueda ser útil.

About personality tests such as MBTI, Insights Discovery, DISC, ...

Join Tacey and Angie Robinson as they discuss how to assess and utilize personality types to improve team and customer relationships. Timestamp: 00:57: Angie's Story Timestamp: 01:57: Insights Discovery Personality Profile  Timestamp: 14:15 Angie's Speed Round Timestamp: 17:49: Angie's Final Thoughts Angie's Contact Info: Instagram:@angierobinsoncoaching Website: www.angie-robinson.com Insights Discovery:   

Discussion about why personality tests "must be" wrong and why that is actually a good thing (that they are wrong) I am referencing 2 specific tests (there are many more) MBTI test: 16 types of behaviours Insights discovery test: 4 colors and 8 types of behaviours My arguments for saying that they are wrong are based on Karl Popper's epistemology (critical rationalism)

Welcome to the Accelerate podcast, hosted by the Daniels College of Business Executive Education division at the University of Denver in Colorado. This episode features Executive Education faculty member Amanda Cahal. Amanda is the Director of the MBA Global Programs at Daniels and she's been teaching in Executive Education for the last 10 years. She is an expert in the Insights Discovery tool, and she has engaged hundreds of participants in helping them identify their workplace communication preferences through Insights workshops. Amanda appeared for a second time on the Accelerate Webinar Series in the summer of 2020, joining David to explain why Insights is so helpful for teams and organizations. For more information visit daniels.du.edu/accelerate.

Ellie Hearn is the founder of Pencil or Ink, a strategy and coaching firm that provides workshops, offsites, and targeted development of leadership on communication, strategy, and the "human skills" we all need to succeed. She sits on the advisory council of Insights and the board of Accountability Lab, and the board of trustees of the University of St Andrews American Foundation. Born in Ireland and raised in the UK, Ellie is a GlobalScot business ambassador for the Scottish Government. A licensed practitioner of Insights Discovery and Insights Transformational Leadership, Ellie earned a Master's degree from University of St Andrews (first-class honors) and is currently studying Organizational Leadership at Oxford University's Saïd Business School. She has an impressive roster of clients who've benefited from her skillset. This episode is on the essentials of psychological safety in the mid-COVID work environment, how to build psychological safety within your own teams and colleagues, the necessity of boundaries in different workplace relationships, and how "human skills" are the skillset of success in our current (and changing) world. --- Support this podcast: https://anchor.fm/betterthanfine/support

Ana González Chávez es educadora, coach ontológico y faculty en la Metodología Insights Discovery de desarrollo organizacional y personal y viene a la mesa de Está Café Radio a regalarnos herramientas para tener una comunicación más consciente y ver por qué las palabras unen y hacen conversaciones realmente poderosas.

Mensen zijn naast technologie en processen een essentieel aspect als het gaat over kwaliteit. Niks zo uniek als een mens! Hoe kan je deze unieke factor goed inzetten als je werkt aan kwaliteitsverbetering? Ide en Joost hebben Christel Bensink, Marriet Rosier en Timo Nadorp te gast. Ontdek hoe Insights Discovery hen helpt om gedrag en kwaliteiten van mensen inzichtelijk te maken en teams inzicht geeft om (nog) beter te presteren en kwaliteit te leveren.

In this episode we discuss the use of psychometrics in coaching. We use the Myers Briggs Type Indicator quite a lot to illustrate our points, as we believe the MBTI is one of the most popular tools in use in coaching. Other psychometrics mentioned include Insights Discovery™ and the Hogan Development Survey (the Dark Side tool). Oftentimes, coaches are selected because they are trained in how to use a particular psychometric. An organisation might have a preference for a particular tool and this becomes part of the language of that organisation, and so it helps to be able to understand and share in this as a coach and be able to use this to add value to the coaching relationship. This also helps in team dynamics. You can argue that a coach and coachee investing time at the start of the coaching relationship taking a deep dive into the coachee's personality is time very well spent. It helps explore self-awareness and generally inform the goals for the coaching. We share when it is appropriate to use psychometrics in coaching as well as our top tips! Resources: Myers Briggs Type Indicator (MBTI) - https://eu.themyersbriggs.com/en/tools/MBTI Insights Discovery™ - https://www.insights.com/products/insights-discovery Hogan Development Survey - https://www.hoganassessments.com/assessment/hogan-development-survey/ Email us at info@thecoachingquestion.com

In this latest edition of Real HR Professionals, Lucinda is joined by learning and development specialist, Maria Brugel, to discuss how L&D is best used in the financial space, and her career journey so far.  KEY TAKEAWAYS Maria is currently focused on three big initiatives - inclusion, how to make the "new normal" work better for the team, and how to get better at receiving and actioning feedback. Looking after graduates gave Maria a whole new perspective on development, allowing her to learn along with them, essentially beginning her L&D career over again. When looking for a new role, two factors are sought - where value can be brought to the position, and what can be gained in terms of learning. Certainly, some people are better suited to certain parts of HR. For Maria, the development of others was more attractive than the somewhat tougher side of the role. Valuable Resources The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group Host of The HR Uprising Podcast, Lucinda Carney, is also the founder and CEO of Actus Software, where you can find additional free HR Resources: https://actus.co.uk/free-performance-management-resources/ The HR Uprising 100th episode! Introducing the new Actus Academy: your on-demand learning platform! Latest Performance Management Blog Enter the HR Uprising Competition! Virtual Training Programmes: How to be a Change Superhero Virtual People Management Accelerate Potential Change Superhero Resources: Book: How To Be A Change Superhero – by Lucinda Carney Free Change Toolkit: www.changesuperhero.com BEST MOMENTS 'It's about supporting their needs - their growth needs' 'I quite enjoyed passing my knowledge onto new starters and really seeing them shine' 'There was a big learning journey for me there' 'Learning and development is quite a vocation' About The Guest Maria is a modern L&D professional with nearly 10 years experience spanning digital learning and technologies, early careers development, and L&D programme management across insurance, tech and consumer goods sectors. Maria joined Simply Business, an online small business insurance broker, in May 2019 and in her role delivers business impact by overseeing employee onboarding experience; delivering digital learning strategy; partnering across the business; and contributing to enterprise level People initiatives. Also, Maria is passionate about personal growth and supporting others on their development journeys, and most recently doing that through the Insights Discovery tool. Outside of work Maria is a mum to a threenager and enjoys learning about the world through travelling, reading and sampling world cuisine and wines! Connect with Maria Brugel: Maria Brugel LinkedIn - linkedin.com/in/mariabrugelk ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising See omnystudio.com/listener for privacy information.

Deb Wheelock is an accomplished and versatile Global Talent Management Leader with deep expertise in the global design and delivery of the talent lifecycle. She is known for her ability to collaborate across functions to empower the HR team and to partner effectively with the business to drive inclusive cultural change. Deb recently joined iCapital Network, a fast-growing fintech company whose mission is to power the world’s alternative investment marketplace.  In her role as head of Global Talent Management, she oversees Talent Acquisition, Learning & Leadership Development, Diversity, Equity & Inclusion and Employee Experience.  Prior to this role, she was leader of the global Talent Management and Organizational Effectiveness team at Legg Mason & Co., LLC.   Before that, she was head of Global Talent Management for the Risk & Insurance Services segment of Marsh & McLennan Companies, holding the lead talent management role at Marsh and Guy Carpenter, and earlier, at Mercer. During her tenure in these roles, she led the design of high-impact leadership development programming and streamlined the talent review and succession planning process, while improving the focus on visible diversity.  Deb is a member of The Executive Forum, The Harvard Business Review Advisory Council, the Fairfield County Senior HR Roundtable and the Association for Talent Development (where she has served on their Board Selection Committee). She is a past member of the Chief Talent Officer Exchange and the Senior Executive Board for Talent Management for Best Practices Institute.  Deb has spoken at various learning and talent management industry events and was a member of the presenting faculty at The Conference Board’s Diversity & Inclusion Boot Camp. She holds a B.A. from Rutgers University (Douglass College), a certificate in E-Learning and is NetWorkWise Certified.  She is a licensed and certified practitioner of the Hogan Development Suite (Advanced Feedback & Interpretation) and Insights Discovery.  

Team effectiveness, behavioural preferences and what motivates people to think and act like they do - all topics which fascinate today's guest interviewee.  In his words "it bakes my noodles"!A determined individual, Ian Beer funded his way by selling cars to attend university as a 'mature' student.  His subsequent corporate career spanned Total Oil, Dell Technologies and 3M before flying solo as a consultant and trainer working currently in luxury cars and insurance amongst other sectors.One of 3M's most famous products Post-it Notes was founded by accident by one of their research scientists (read the full story here if you're curious). Herding sheep as a team building activity, the springboard to Raising the Baa, also came about by chance (Episode 1 of SheepDip tells all!) from an unplanned conversation between Chris (founder and Head Shepherd) and an acquaintance who had just launched a youth charity.   Poles apart in many ways yet neither would have come to fruition if serendipity hadn't played its part - another theme we discuss with Ian in reference to remote working.Resilience, reframing, communication, adaptability - all are covered in our conversation, with particular reference to the work/life pattern that the pandemic has provoked.If this episode has prompted any questions, go ahead and ask! Either email caroline@raisingthebaa.com or leave it in a review note.Enjoy - and thank ewe for listening :-)Free Resources:Want to become a more effective remote leader? E-book from Insights Discovery.Sheep, Shepherd or Dog - which one are ewe? Take our personality quiz and find out.Connect with the speakers via LinkedIn:Caroline Palmer - Top Dog and Co-Founder, Raising the BaaChris Farnsworth - Head Shepherd and Co-Founder, Raising the BaaIan Beer -  Sales effectiveness consultant, trainer, coach - and saxophonist

Join Travis Sims and Margaret B. Smith as she shares what it's like to be coaching career minded professionals how to stand out in this new virtual workspace. She gives us a great tips on how to manage Zoom like a pro, how to catch your supervisors attention, and how to manage up the chain of command. Margaret keeping the fun in the workplace and how to manage work life balance all in this new virtual workspace environment. About Margaret B Smith:I love working with people, teams and entire organizations to develop leaders, optimize team members and enable individuals to bring their very best to the workforce. I am working with individuals and teams to promote positive change, and enable businesses and individuals to transform their visions into realities.  Through one-on-one coaching, workshops, and personal assessments, I strive to promote positive and lasting change that will help you or your business to travel down the road to success.  My background as Director at 3M has provided me with a unique skill set that I use to help create successful and capable leaders. I have experience in global business development, sales and marketing strategy and execution, organizational development, leadership and change management.  I have spent the bulk of my 30-year career leading businesses worldwide and the resources accompanying them.  Glad you are here...I am Margaret Smith and my goal is to apply my personal experience in coaching, leadership development, team building, change management, and talent attraction and retention to any business or individual that is aiming to grow and improve.  Services: ► Customer Relationship Management ► Branding and Identity ► Career Coaching ► Strengthening your Interviewing ► Networking and Communication Skills ► Team Building ► Project Management ► Leadership Skill Development ► Facilitation ► Optimizing the Organization ► Developing People ► Insights Discovery ► Public Speaking 

Simon first completed the Insights Discovery programme working at Pfizer almost 20 years ago. He found it invaluable and since then the training has had an ongoing influence on his career. As an Accredited Practitioner, Simon has seen Insights Discovery deliver tangible, practical results throughout sales, consultancy and management sectors. Insights has garnered worldwide success from global corporates right through to small businesses and Simon is excited to introduce this to New Zealand through The Colour Code. He is based in the Bay of Plenty and supports clients nationwide. Simon's Insights Discovery profile shows a preference for Cool Blue and Earth Green energy. This profile explains why he appreciates the accuracy and validity of Insights along with the great results it generates for businesses. He is passionate about how Insights can genuinely help people with different aspects of their lives. --- Connect with Simon - https://www.linkedin.com/in/simon-fowler/ (https://www.linkedin.com/in/simon-fowler/) https://www.thecolourcode.co.nz (https://www.thecolourcode.co.nz) https://www.insights.com/case-studies/ (https://www.insights.com/case-studies/) --- Contact our host - https://www.linkedin.com/in/brentonmwebber/ (https://www.linkedin.com/in/brentonmwebber/) https://www.halftimeorange.co.nz/ (https://www.halftimeorange.co.nz)

tym odcinku rozmawiamy z Piotrkiem Lawendowskim o różnicach indywidualnych i o tym, jak mogą one wpływać na współpracę w miejscu pracy.Więcej Piotrka:Grupa o Insights Discovery: https://www.facebook.com/groups/zyjkolorowo@: piotr.l@focusontraining.plwięcej mnie:www: https://yourbuddy.pl fb: https://www.facebook.com/Your-Buddy-Maria-Gembarzewska-Truong-114988780149822 ig: https://www.instagram.com/yourbuddy_marysia/ li: https://www.linkedin.com/company/your-buddy-hr

Kommunikation ist eines der schwersten Dinge auf unserer Erde. Wenn etwas abgesprochenes klappt, ohne Probleme, ist es ein wahres Wunder. Es gibt Möglichkeiten, um ein besseres Miteinander zu fördern. Insights Discovery ist sehr einfache und praktische Art. Es handelt sich dabei um ein Persönlichkeitsprofil auf Verhaltensebene. Es macht transparent, wie du "tickst". **Interessiert es dich?** **Ruf mich an:** +49-173-6921266 **Schreib mir eine Mail:** florian@florian-volkelt.de oder besuche mich bei LinkedIn: www.linkedin.com/in/florian-volkelt oder auf meiner Webseite: www.florian-volkelt.de **Mehr Infos zu Insights Discovery:** https://elopage.com/s/florianvolkelt/insights-discovery-profile Dort kannst du auch direkt ein Profil inkl. Auswertungsgespräch kaufen, was wir dann gemeinsam durchführen werden. WICHTIG: Nach dem Kauf bitte ich dich, mich anzurufen oder mir eine Mail zu schreiben. Herzliche Grüße, dein Florian

Podebatili sme o hodnote typológie, o (ne)nálepkovaní, o tom, ako sa človek môže meniť a trochu sme sa aj pustili do porovnávania Insights Discovery a Lumina Learning.

Was ist der Sinn von Persönlichkeitsprofilen? Brauchst auch du so etwas? Die wenigsten sagen beherzt "Ja" – leider. Ich habe durch zwei Profile, für die ich mich habe auch zertifizieren lies, so viel über mich gelernt. Deshalb spreche ich in dieser Folge auch über das Reiss Motivation Profile und Insights Discovery. Reiss Motivation Profile: Was sind meine inneren Antreiber? Wofür brenne ich? Warum klappt manches besser und manches nicht gut? Insights Discovery: Wie nehme ich mein Verhalten wahr? Wie nimmt mein Umfeld mein Verhalten wahr? Wie verhalte ich mich unter Stress? Ich bin mir sicher du weißt auf alle Fragen eine Antwort und ich wette mit dir, du beantwortest nur einen Bruchteil dessen, was ein Profil über dich verrät. Bist du neugierig, dann rufe mich an: 0173-6921266 oder schreib mir eine Email: florian@florian-volkelt.de Ich freue mich, wenn ich dir weitere Infos geben darf und deine Fragen beantworten kann. Mehr über mich findest du auf: https://www.florian-volkelt.de/

Hoe hou je op een goede manier contact met je medewerkers, zeker als je op afstand van ze bent? De vier kleuren van Insights Discovery geven je houvast: rood => bespreek helder de doelen en resultaten met elkaar, blauw => biedt ritme en structuur en de juiste informatie, groen => informeer naar het welbevinden, geel => geef waardering en vier successen. 

Teams in de zorg hebben vaak veel groene en gele energie. Zorgend voor de ander vanuit harmonie en samenzijn. Met als uitdaging feedback geven en besluiten nemen om evenwichtig te doen wat er nodig is.

Als iemand met wie je samenwerkt lastig is in de omgang, helpen de kleuren van Insights Discovery om te bepalen wat de meest handige aanpak is van zo'n collega of ketenpartner. Zeker als je je eigen voorkeurskleur daarbij herkent.

Ik werk graag met het kleurenmodel omdat het zoveel concrete tools en tips geeft over het omgaan met jezelf en met anderen. In deze podcast vertel ik je over de basisprincipes en waarom ik er zo enthousiast over ben.

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Veel luisteraars van mijn podcast hebben een persoonlijk profiel van Insights Discovery. Zij gebruiken deze kleurentheorie ook in het contact met hun medewerkers en samenwerkingspartners. Maar… weet je eigenlijk nog hoe het zat met dat rood, geel, groen en blauw? In deze podcast fris ik je kennis weer even op met een compacte samenvatting.

Following the team's interview with Paul Thompson about the work he does with Westminster Associates, we are joined again by Paul and his fellow director, Kevin Bill of Westminster Associates North America. We elaborate upon some of the themes of our previous episode and discuss some of the cultural and workplace differences, and experience with US and UK businesses in a fascinating discussion about improving personal and team effectiveness and the Insights Discovery model. Thanks for listening! To find out more about what Kevin and Paul do, check out Westminster Associates at https://www.westminster-associates.com Created and hosted by the team behind the workflow management platform, SwiftCase (https://www.swiftcase.co.uk) Keep up with us or just say hello on social media @SwiftCaseUK!

This episode, we interviewed Paul Thompson of Westminster Associates, a unique team with decades of experience in the field of organisation and people development across a range of industries. They have developed a variety of programs using Insights Discovery with early to late start up organisations across the world as they grow their people, teams, culture and leadership capabilities. We discuss MBTI personalities, how they interact with each other, and how to improve workplace connections and mutual understanding. Paul gives us a fascinating look into Insights Discovery and how you can apply it for a more inclusive, productive business. For more information about what Paul and his team does, check out their website at http://www.westminster-associates.com - thanks for listening! Created and hosted by the team behind the workflow management platform, SwiftCase (https://www.swiftcase.co.uk) Keep up with us or just say hello on social media @SwiftCaseUK!

*** Det här en trailer för ett Patreon-exklusivt avsnitt, för att lyssna på hela avsnittet gå in på http://patreon.com/sinnessjukt ***I det hundrafemtiofjärde avsnittet av podden är det återigen dags för Sinnessjukt Dokument. Den här gången en granskning av Thomas Erikson, författaren bakom den pseudovetenskapliga boken ”Omgiven av idioter”, och de ovetenskapliga personlighetstester som han och andra konsulter säljer, inte minst till den offentliga sektorn. Thomas Erikson har tidigare granskats av Filter och utsågs till Årets förvillare 2019 av Vetenskap och Folkbildning. I granskningen kartläggs även hur DISC/DISA-metoden och andra liknande modeller där man delar in människor i olika färger har använts i den offentliga sektorn under de senaste åren. Det handlar om tiotals miljoner kronor av skattemedel som läggs på tester som forskare beskriver som lika tillförlitliga som horoskop, samtidigt som regioner och kommuner tvingas till stora budgetbesparingar. Försvarsmakten, Polismyndigheten, utbildningsväsendet och hälso- och sjukvården anlitar både Thomas Erikson själv och andra managementkonsulter som utbildar i DISC/DISA-modellen och andra liknande modeller – till exempel Insights Discovery som retorikexperten Elaine Eksvärd föreläst om för flera militära regementen i Sverige för hundratusentals kronor. Hälso- och sjukvården tycks lägga i särklass mest pengar på de ovetenskapliga färgtesterna. Fyra av landets tjugoen regioner – Östergötland, Halland, Västernorrland och Västra Götalandsregionen – har anlitat ett och samma managementbolag för DISC-baserade utbildningar under 2019. Bolaget heter Move Management och tillsammans har de fyra regionerna på knappt elva månader lagt över elva miljoner kronor på DISC-utbildningar för främst läkare, som dessutom har haft full lön under utbildningarna, vilket motsvarar kostnader på ett okänt antal miljoner ytterligare. Granskningen av Thomas Erikson bygger på en text ur föreningen Vetenskap och Folkbildnings tidskrift ”Folkvett”. Texten är skriven av Dan Katz som är föreningens sakkunnige på psykologi, och har med författarens och Vetenskap och Folkbildnings godkännande anpassats till poddformat. Dan Katz är legitimerad psykolog och psykoterapeut, och i texten går han själv igenom varför han och föreningen anser att Eriksons framgångar med boken ”Omgiven av idioter” är en av dom största pseudovetenskapliga skandalerna i Sverige dom senaste åren.I podden intervjuas även Magnus Lindwall, som är professor i psykologi på Göteborgs universitet, och Robin Fondberg, som är psykolog och doktorand på Karolinska institutet i Stockholm och har undervisat i personlighet på psykologprogrammet. De förklarar varför DISC, DISA, Everything DISC, Insights Discovery och andra liknande modeller saknar vetenskapligt stöd, och varför de anser att skattemedel som satsas på testerna är bortkastade.Källor till alla ljudklippen i avsnittet, samt alla fakturor och annan dokumentation som styrker uppgifterna i granskningen finns på: http://sinnessjukt.se/omgivenLjudeffekter och musik kommer från: https://www.zapsplat.com See acast.com/privacy for privacy and opt-out information.

Sommige dominante en verbaal duidelijke collega’s zijn pittig op de werkvloer. Insights Discovery laat zien dat zij veelal een enorme drijfveer hebben om de juiste dingen te doen. En om daar vanuit aan de buitenwereld duidelijk te maken wat er moet gebeuren. Deze hervormers ontdekken dat groen en geel meer benutten in de praktijk ruimte tot samenwerking biedt.

In this episode, Chris Rivers shares his journey with personality assessments and why building relational Equity matters. He also gives several lessons he’s learned building relational equity and presents three things that happen when you begin to master this skill. If you are looking for a tool to help you become more effective at building stronger relationships and simply give direction to others without losing momentum and credibility than be sure to listen in and work through the Relational Equity Tool. Email Hello@culturebus.cc to get the leader guide or visit www.CultureBus.cc to access the Relational Equity Tool, created specifically for this episode. It is great for helping you grow personally as well as create forward movement with your team. RESOURCES MENTIONED PLACE DISC Assessment Jay McSwain (www.placeministries.org) Insights Discovery (www.insights.com/us) NewSpring Church (newspring.cc) Rock RMS (www.rockrms.com/) Grace Church (https://gracechurchsc.org)

We didn’t start a relationship podcast because we have it all figured out.  Just in case you’re getting that impression, we’re pulling back the curtain this week to talk about the things we’re currently struggling with. If you feel like no one understands that relationships are tough, this episode is for you. In this episode, we talk about: The fight we had 5 minutes before we started recording this episodeFear, uncertainty, and money scarcityWithholding information and communication in a relationshipWhen one partner won’t budge in how they communicate #ConfidentCouples challenge: Be honest about something you’re struggling with this week.  Find a way to address it directly with your partner instead of holding it in. Mentioned in this episode: Our personality tests episode: “017: Personality Tests – How to Finally (!) Understand Your Partner”Life DinnerOur episode about The Ritual: “002: The Ritual – How to Communicate Intentionally, Every Day” Barriers to effective communication - Insights Discovery episode Let's connect!  Follow us at @budandsara on Instagram and send us a message with any questions about this episode.

It’s the very first Confident Couples interview!  We love personality assessments, but we’re not the experts.  So we’re bringing them to you. Today, we’re talking with Scott and Linda Schwefel of Discover Yourself, a company that helps people understand one another, be more productive and successful, and build professional relationships.  They use the Discovery Insights personality assessment in their work. Bud first met Scott at a Vistage meeting in 2015 and fell head-over-heels for Discovery Insights.  We both took the assessment and have benefitted from it in our marriage for the last four years. Listen in to find out why! In this episode, we talk about: The four personality styles in Insights Discovery: Fiery Red, Earth Green, Sunshine Yellow, Cool BlueHow understanding personality styles can help you be more open-mindedHow “Communication Do’s and Don’ts” can help in your marriageWhy Scott and Linda post their personality profiles to their refrigerator in their kitchen #ConfidentCouples challenge: Interested in Insights Discovery?  Get your Insights Discovery profile at DiscoveryProfile.com Mentioned in this episode: What is Insights Discovery? Get your Insights Discovery profile at DiscoveryProfile.comScottstedtalk.com Let's connect!  Follow us at @budandsara on Instagram and send us a message with any questions about this episode.

Idag möter vi Annika R. Malmberg som är vad vi vill kalla för styrka personifierad. Annika är VD för Hamilton Group och platinum speaker med över 25 års erfarenhet i att trollbinda en publik. Hon är även certifierad i Insights Discovery som beskriver personlighetstyper genom färger. Idag delar hon med sig av hur vi kan använda läran om de olika personlighetstyperna för att skapa bättre och mer hållbara relationer! Hur bra är du på att förstå din partner? Framstegskonceptet på Instagram: https://www.instagram.com/framstegskonceptet/

Insights Discovery geeft jou aan de hand van kleuren inzicht in je eigen gedragsvoorkeur en waarom die soms zo anders is dan die van een ander. En ook wat de impact kan zijn van jouw kleur op een slechte dag en waar jouw collega’s dan last van hebben.

As an HR professional, you're looking for every edge you can have in motivating, communicating with, and developing your team.  There are many great tools out there to help and in this episode, my good friend Jeremy Evans shares one that he uses in his organization.  Great ideas in this one so be sure to take notes!

As The Boss, you're looking for every edge you can have in motivating, communicating with, and developing your team.  There are many great tools out there to help and in this episode, my good friend Jeremy Evans shares one that he uses in his organization.  Great ideas in this one so be sure to take notes!

Varför kan somliga inte vara utan sin gps-klocka medan andra mår bäst av så pryl- och kravfri löpning som möjligt? Varför får en del löpare energi av att höra publiken ropa deras namn medan andra bara blir besvärade av det? Och varför är det så många som har åsikter om din löpning fast du inte har bett om det? Annika R Malmberg är framgångsexpert och en av landets mest efterfrågade föreläsare inom samarbeten och kommunikation. I sitt arbete tar hon ofta avstamp i den pedagogiska modellen Insights Discovery som beskriver personlighetstyper genom färger. Hon är också en passionerad multisportare och älskar löpning. Välkommen till ett mycket spännande samtal om hur våra personlighetstyper påverkar dels vårt val av träningsform och dels vilket upplägg vi väljer. Finns det kanske rentav en överrepresentation av någon färg bland framgångsrika konditionsidrottare? Och vilken färg är den vanligaste i vårt land? I slutet av programmet möter jag återigen Jonas Bohr, mannen som på bara några år gick från rookie till elit inom cykling – efter fyllda 40! Med hjälp av rätt träning, mat och intag av kosttillskottet Cellexir som han tagit fram tillsammans med den amerikanske läkare Marcus Gitterle, berättar han om hur han lyckats motverka kroppens åldrande och snabbt återhämtar sig från hård träning och skador. Nu har Cellexir utkommit i en uppdaterad version som ännu bättre ska stötta dr Gitterles nycklar mot åldrande och det får du veta mer om i den här intervjun.  ERBJUDANDE: Med koden MARATONPODDEN får ni 33% rabatt och 295 kr för en testmånad av Cellexir. Erbjudandet ger också fri frakt och gäller t o m den 30 april 2019. Med koden MARATONPODDEN15 får du 15% löpande rabatt på ett abonnemang. Beställ på www.cellexir.se. Avsnittet presenteras i samarbete med Cellexir.

I mentioned in my last video that our company recently went through the Insights Discovery program, where we learned what our “personality” colors are and how they affect how we communicate in both our business and personal lives. In this video, I invite Paul Mitchell, our VP of Delivery Services—someone I work with very regularly—to speak about how the differences between his and my colors affect how we speak to each other. – Tim

Resources for churches and ministries are constantly growing and changing. It’s important to admit that you don’t know and can’t possibly know everything. Tim Foot and Cased Berry from Slingshot Group are joined by Louis Galucci from Missio Benefits to discuss the endless resources that are available to HR teams and how to utilize them best. It’s important to be a student of human resources because the world is so often changing. Staying on top of new information, compliance issues, and laws will help you lead your team well. Resources like SHRM, HR Ministry Network and other websites will lend HR teams a helping hand in understanding the wide variety of topics they need to know. Community is also an incredible resource for support. Find like minded people in your position in your community to form groups to meet up, share stories, encourage one another, and help each other professionally. Even using tools like the Enneagram and other personality profiles can be an asset to your team in more ways than one! Society of Human Resource Management (SHRM) https://www.shrm.org A membership program with access to compliance laws, HR advisors, webcasts and more. HR Ministry Network https://newspringnetwork.com/questions/hr Free HR resources for churches and ministries. Missio Nexus https://missionexus.org Missio Nexus engages people who serve within the Great Commission with ideas, events, and resources which propel the gospel around the world. Life Church open.life.church Free tools from Life.Church to expand your ministries from HR resources to training, life groups, and more. Myers Briggs https://www.myersbriggs.org/home.htm?bhcp=1 Personality test based on the 16 personalities developed by C.G. Jung that assess how individuals use their perception and judgement. Strengths Finder https://www.gallupstrengthscenter.com/home/en-us/strengthsfinder An assessment helping individuals discover what they naturally do best, how to develop those talents, and how to apply that to everyday life. Enneagram https://www.enneagraminstitute.com Based on 9 personality types, this assessment helps individuals discover more about their motivations, attitudes, and behaviors. Discovering Insights https://www.insights.com/us/products/insights-discovery/ Insights Discovery seeks to increase self-awareness, and help people perform at their highest level. The Gallup 12 Question Survey https://q12.gallup.com A brief survey to discover what matters most to your employees. www.missiobenefits.com www.slingshotgroup.org

ÄNTLIGEN dags för avsnitt 9 av Inte bara MAMMA – med fantastiska framgångsexperten Annika R Malmberg Hamilton! Lååångt avsnitt som är smockfyllt med roliga och intressanta grejer kring personanalys enligt Insights Discovery - färgerna ni vet! Hur kan vi öka förståelsen för vår partner och våra barn? Hur kan vi se inåt och analysera oss själva för att skapa så goda relationer som möjligt? Och hur hjälper vi våra barn i livets utmaningar och vad är framgångsrikt föräldraskap? Mycket inspiration i dagens avsnitt, vill jag lova!

Rød, blå, grønn eller gul? Eva og Kolbjørn er ekstroverte, men Eva mener likevel at Kolbjørn snakker for mye og at han ikke kommer raskt nok til poenget. Så hvordan kan vi bruke adferdsverktøyet, Insights Discovery, for å samarbeide bedre og i lederkommunikasjon? Vi deler litt av vår innsikt og skryter av alle empatiske mennesker som finnes rundt på ulike arbeidsplasser. Ps: bakgrunnen på fotoet sier noe om hvilken adferd Eva og Kolbjørn har mest av.

 Let's be honest. For so many of us, the mere idea of networking makes us curl up our lip in revolt.  The idea of milling around in a room, full of people wearing "Hello, my name is..." name tags, trying to muster up the confidence to had your business card to the V.P. of So-and-So who is standing across the room. If we're being really honest, that sense of dread arises because we're so focused on what we can get out of the situation. This week's guest asks you to flip the script. Rather than thinking about networking as a way to get something, she suggests approaching it as a way to give something. As a way to cultivate real, authentic connections. Imagine that. Jennifer Kroiss is a networking expert, and an entrepreneurial business coach. During our conversation, we hit on so many amazing topics, including: How to approach networking from a place of service. Asking yourself, "How can I be of value to this person?" rather than, "What can I get out of this person?" We talked about the importance of getting 100% clear on what you want your business to look like. So many of Jennifer's entrepreneurial clients experience overwhelm when they begin entertaining work that falls outside of their passion and their vision. We also talked about the importance of understanding how others might show up to a situation and how that might be different from the way we show up. As an Insights Discovery coach, Jennifer helps people work together in more productive ways, using this powerful tool.  Whether you are an entrepreneur, or you're simply interested in making more real, authentic connections with other people, this is the episode for you.  Sign up at www.aprilseifert.com to get instant access to April's Life Blueprinting tool! Gain clarity on the areas of your life that are most in need of improvement and start to make changes to design your best, most joyous life! Leave me a rating or a review on iTunes by clicking here!

Following her 30+years in corporate life, Margaret decided to use her experiences to help people have a more direct path to their career goals, use their talents and strengths to the fullest and be their very best. She was trained at Coaches Training Institute, became a Licensed Practitioner for Insights Discovery and an adjunct professor at Saint Catherine University in St Paul, MN in order to achieve these goals. Margaret also compiled her thoughts on effective leadership into her book, "The Ten Minute Leadership Challenge". She gives a wide variety of workshops on leadership and career effectiveness, works with individuals and teams to achieve their goals and is actively involved in her community. Want to know how to get artisan wine shipped directly to your house FOR FREE? Visit www.halffulllifestyle.com/freewine Cheers! If you want to stay up-to-date on future episodes or you want access to our Spotify Power Playlist, sign up at www.aprilseifert.com

Welcome to an awesome edition of Journey to Success Radio! Christina Eanes is a former FBI violent crime analyst and senior manager on a mission to help others achieve more in life!  Prior to becoming THE advocate for superachieving, Christina spent over fifteen years in public service including several years at the FBI’s Violent Criminal Apprehension Program where she analyzed serial homicide and sexual assault cases in conjunction with state and local law enforcement officials. She was a senior manager in the FBI’s Leadership Development Program where she led a team of facilitators to improve and shift the management culture in the Bureau. Christina has a B.S. and M.S. in Criminal Justice Leadership, an M.S. in Education with a specialization in Training and Performance Improvement, and is a Certified Professional Co-Active Coach (CPCC). She is also a certified Insights® Discovery practitioner. Christina currently works with government agencies, non-profit and for-profit organizations, stateside and internationally, in the law enforcement, retail, food & beverage, technology, medical, and legal industries. She delivers keynote speeches and workshops on mindset, communication skills, team dynamics, high performance, and leadership.  As an awesome superachiever, Christina has published Quit [Bleeping] Around: 77 Secrets to Superachieving; Companion Workbook; The Planner for Superachieving; The Journal for Superachieving; and Quit [Bleeping] Around: 77 Habits for Superachieving. She also hosts the Quit [Bleeping] Around podcast series on iTunes and is in the process of launching a new time management system for superproductivity. Christian joins us on Journey to Success to give us great tips on how to get out of our own way and become a superachiever! Please visit her at QuitBleepingAround.com

Special Guest: Giles Miskin, MD of The Colour Works and Speaker of the Year 2013 at the Academy for Chief Executives Although investing in improving staff engagement levels makes obvious sense, and the 4 enablers signpost a way to achieving them, we can’t ignore the fact that we’re all different and, even within our own team, may have a very different understanding of what it means to be engaging and to feel engaged. Diversity within teams is of course part of what makes them successful – different skills, perspectives, experiences and opinions all make decision-making more robust – but it can also cause misunderstanding, frustration and stress. Giles is MD of The Colour Works, a learning and development company specialising in engagement and the largest UK distributor of the Insights Discovery profiling system, and he will share with us some of the trials and tribulations of turning behavioural diversity from a potential engagement blocker to a core team strength. Host: Jo Moffatt