Insights Discovery Perth

Foster better working relationships

At 11 Recruitment, we offer Insights Discovery workshops for managers who want to foster more respectful, productive, and positive relationships with their employees. All workshops are run by our accredited practitioner, Debbie Cooper, who has over 15 years of Insights experience.

The ultimate goal of our workshops is to facilitate better collaboration between colleagues, and to overcome challenges and conflict by establishing a common language.

By participating in one of our workshops, you will learn how to:

  • Modify your behaviour and adopt the most effective communication style when dealing with different people.
  • Improve your influencing and communication skills by understanding why people behave in the way that they do.
  • Improve the way you collaborate with both internal and external stakeholders.
  • Manage “difficult” conversations more effectively.
  • Value and appreciate differences in other people.
  • Enhance your strengths, while mitigating any weaknesses.

Our Insights Discovery workshops are suitable for people who are:

  • Leading a team and want to improve their team’s performance and collaboration.
  • Working as part of a team and want to work better with their colleagues.
  • Leading or working as part of a newly formed team or alliance and want to establish positive working relationships.
  • Or dealing with customers and want to improve their communication skills.
Foster better working relationships

What is Insights Discovery?

Insights Discovery is a psychometric profiling tool that uses a simple and memorable four colour model. These colours, which are referred to as “colour energies”, include:

Fiery red

Individuals high in this energy are competitive, demanding, determined, strong-willed and purposeful.

Sunshine yellow

Individuals high in this energy are demonstrative, enthusiastic, sociable, dynamic and persuasive.

Earth green

Individuals high in this energy are encouraging, caring, sharing, patient and relaxed.

Cool blue

Individuals high in this energy are precise, cautious, deliberate, questioning and formal.

Every person is a unique mix of these “colour energies”, and their specific mix determines how and why they behave the way they do.

Insights also applies Jung's four personality preferences to further develop an understanding of an individual's personality.

Extraversion vs. introversion

This indicates whether the source of an individual's energy expression is external (extroverted) or internal (introverted).

Thinking vs. feeling

This indicates whether an individual makes decisions based on logic (thinking) or emotion do (feeling).

Sensation vs. intuition

This indicates whether an individual mainly believes information from external sources (sensing) or internal/imaginative sources (intuition).

Judging vs. perceiving

This indicates whether a person organises their life events and sticks to their plans (judging) or if they are inclined to improvise (perceiving).

Developing an in-depth personality profile provides insight into an individual's strengths, style, and the value they bring to their team.


Stage 1: Introduction to Insights

We commence our workshops by playing the Insights Discovery card game to introduce participants to the four colour energies (fiery red, sunshine yellow, earth green, and cool blue) and get them thinking about their own behaviour.

Participants will be shown sets of four cards, with each card describing a behaviour representing one of the four colour energies. They will then be asked to select one card from each set that is the most like them, and one that is the least like them. We'll then use the participants' responses to explore Insights' personality types, which are as follows.

  • Reformer. These individuals are a combination of blue and red.
  • Director. These individuals are primarily red.
  • Motivator. These individuals are a combination of red and yellow.
  • Inspirer. These individuals are primarily yellow.
  • Helper. These individuals are a combination of yellow and green.
  • Supporter. These individuals are primarily green.
  • Coordinator. These individuals are a combination of green and blue.
  • Observer. These individuals are primarily blue.

Once the participants have a basic understanding of the four colour model, we’ll look at Jung's personality preferences (extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving), and will use the different combinations of those preferences to describe Jung's personality types.

  • Extraverted sensing. These individuals are high in sensing (as opposed to intuition) and their energery expression is external.
  • Introverted sensing. Thes individuals are also high in sensing, however, their energy expression is internal.
  • Extraverted intuition. These individuals are high in intuition (as opposed to sensing) and their energy expression is external.
  • Introverted intuition. These individuals are also high in intuition, however, their energy expression is internal.
  • Extraverted thinking. These individuals are high in thinking (as opposed to feeling) and their energy expression is external.
  • Introverted thinking. These individuals are also high in thinking, however, their energy expression is internal.
  • Extraverted feeling. These individuals are high in feeling (as opposed to thinking) and their energy expression is external.
  • Introverted feeling. These individuals are also high in feeling, however, theyr energy expression is internal.

Following this, we'll explore how we can combine Insights' and Jung's personality types to gain an in-depth understanding of personality and behaviour. We'll then review what the different personality types and preferences mean for the participants as leaders, team members or individuals when they interact, communicate, and collaborate with others.

This activity enables us to highlight the differences between the colour energies in a practical and engaging way. You can click through the images below to see some of the cards that are used during this game.

Stage 1: Introduction to Insights

Explore some of the cards from the Insights Discovery card game


Stage 2: Developing personal profiles

Following our introduction, each participant will receive a report detailing their personal profile based on a questionnaire they completed prior to attending the workshop.

Each participant will be assigned an Insights' personality type (reformer, director, motivator, helper, inspirer, supporter, coordinator, or observer), plus one of Jung's personality types (extraverted sensing, introverted sensing, extraverted intuition, introverted intuition, extraverted thinking, introverted thinking, extraverted feeling, or introverted feeling) as described during stage one of the workshop.

The report will also provide an in-depth explanation regarding the content and charts in the profiles. 

  • Overview. This section provides a broad understanding of the participant's work style. It is used to gain a better understanding of their approach to activities, relationships and decisions.
  • Key strengths and weaknesses. This section identifies the key strengths and fundamental gifts the participant brings to their organisation. It also suggests areas of possible weakness.
  • Value to the team. This section outlines the unique set of gifts, attributes and expectations the participant brings to their organisation.
  • Communication. This section identifies some of the key strategies which will lead to effective communication with the participant. It also highlights the strategies that will be less effective and should be avoided when communicating with the participant.
  • Possible blind spots. The section helps the participant identify the effect their less conscious behaviours have on others. 
  • Opposite type. This section describes the participant's opposite type on the Insights' wheel. This is useful, as individuals often have the most difficulty understanding and interacting with those whose preferences are different to their own. This section also suggests some strategies the participant could use for effective interaction with someone who is their opposite.
  • Suggestions for development. This section provides suggestions that can be incorporated into a personal development plan.
  • Management. This section describes the participant's ideal environment,strategies that should be used to manage them most effectively, what they are motivated by, and what approach they take when managing others.
  • The Insights Discovery 72 type wheel. This section shows the participant where they sit on the Insights' colour wheel.
  • The Insights Discovery colour dynamics. The final section provides a graphical breakdown of the participant's conscious persona, preference flow, and less conscious persona.

The following sections may also be included for an additional fee.

  • Effective selling. This section is designed for participants who are salespeople, to support the development of three key requirements (knowing yourself, understanding others, and being adaptable) at each stage of the sales process.
  • Living on purpose. This section details some things the participant should be aware of in setting goals and defining their purpose.
  • Team and life management. This section contains strategies the participant can use to become more effective in the area of time and life management.
  • Personal creativity. This section identifies some of the participant's creative characteristics and how they can build on them.
  • Lifelong learning. This section identifies several ideas the participant can use to learn more effectively. The participant can use these statements to map out a learning strategy.
  • Learning styles. This section provides a graphical breakdown of the participant's learning styles.
  • Interview questions. This section lists several uquestions that can be used in interviewing the participant. The questions are raised by considering issues the participant may be less comfortable with. Using them will help establish the participant's level of self-awareness and personal growth.

Following this, the participants will be given time for personal reflection. They will then be encouraged to discuss the learning points from their profiles and what this might mean for their own development with other participants.

Stage 2: Developing personal profiles

Stage 3: Actionable behaviour

As the participants now have an understanding of the colour preferences based on their own profiles, we’ll look at how we can recognise these preferences in others.

We'll usually have the most difficulty understanding and interacting with those whose preferences are different to our own. As such, recognising these characteristics can help us develop strategies for personal growth and improved communication. By focusing on adapting our behaviour and establishing a connection with others, we can get the most out of our working relationships.

For example, two opposite Insights' personality types are the Supporter and the Director. Incomptability between these personalities may result in the Supporter perceiving the Director as:

  • Cold, blunt and over-bearing.
  • Self-centred, highly critical and lacking empathy.
  • Impatient and dissatisfied.
  • Aggressive, bossy, forceful and intimidating.
  • Loud, rigid and domineering.

As such, conflict may arise when these two personality types need to interact or work with one another.

Insights allows us to establish a number of strategies the Supporter should use when interacting with the Director. In order to meet the needs of the Director, the Supporter should:

  • Use humour in moderation.
  • Keep up with their pace.
  • Be friendly and pertinent.
  • Present an overview of the important facts.
  • Point out the consequences, with care.
  • Listen and do not ask them to repeat themselves.

Conversely, when interacting with the Director, the Supporter should not:

  • Stray from the agenda.
  • Be vague or imprecise.
  • Take credit for their ideas.
  • Let them dominate the conversation.
  • Be late for the meeting.
  • Speak too slowly or hesitantly.

We’ll then look at real life situations where conflict arises between different personality types, and will plan and practice what to do in those situations.

 The ultimate goal of this stage is to teach the participants how to:

  • Modify their own behaviour and adopt the most effective communication style when dealing with different people.
  • Improve their influencing and communication skills by understanding why people behave in the way that they do.
  • Improve the way they collaborate with both internal and external stakeholders.
  • Manage “difficult” conversations more effectively.
  • Value and appreciate differences in other people.
  • Enhance their strengths, while mitigating any weaknesses.
Stage 3: Actionable behaviour

Interested in Insights?

Find out more about Insights