Key Models & Online Tools

Insights is a Jungian based tool, utilising a 4 colour profiling system, providing a simple yet highly effective platform, to generate both personal and mutual style awareness.

Insights profiling is excellent in building strategies to adapt your style to connect more effectively with others, and understand the implication of your preferred working style and on which activities you prefer to focus your time.

• Individual profiling

  We provide individual Insights profiles, which are computer generated from a self-completed, online questionnaire, comprising of 25 questions, and taking c.30 minutes to complete.

  The personal profiles provide incisive and practical insight into the individual’s personal style, how they interact with others, and their preferred approach to decision making.

  In addition there are detailed outputs, referencing their strengths, weaknesses, suggestions for development, blind spots, and strategies for dealing with their “opposite type”. It also provides insightful tips to help them, help others, in how to get the best out of working with them.

• Team profiling

  There is also the functionality to aggregate unlimited numbers of team members, to provide team profiles.

• Benefits

  This potentially has a big impact on the leadership and management roles, where the differences between these two roles, requires individuals to adapt their natural styles and preferences. We prefer to initiate all of our work, whether with individuals, teams or groups, with the Insights model, as it provides a great educational platform on which to build the understanding and appreciation of the leadership and management roles.

In order to be an effective leader, it is critical that the individual has the awareness, capability and flexibility of style, to operate across all 4 quadrants of the Map.

Our “Navigator” feedback tools then provide the analysis to identify the current effectiveness of the individual, across the Map; our coaching, training and mentoring interventions then help the individual adopt the necessary thinking, skills and behaviours, to be consistently effective right across the demands of the Map.

It then made absolute sense for us to develop our own bespoke Leadership & Management 360 feedback tool, that was not only carefully constructed to ask the necessary breadth and depth of incisive and relevant leadership and management questions, but also reported the results in a format consistent with the Leadership & Management Map framework.

“Navigator” is an online based tool, which has the facility to collect and process feedback from 5 key stakeholder groups, for an unlimited number of respondents.

It provides quantitative ratings for all elements of “The Leadership & Management Map”, as well as collated verbatim feedback from all of the respondents. The reporting format provides detailed feedback for every question by each stakeholder group, but also aggregates the data to an Executive Summary level, where the individual receives a high level one page graphical summary of their effectiveness as a leader.

This reflects aggregated feedback for each of the 4 quadrants of “The Map”, along with an additional section summarising “Values & Behaviours”.

Our 360 Navigator is available in 3 formats:

• “Leadership Navigator”,
• “Management Navigator” &
• “Leadership Team Navigator” (which provides feedback for a leadership team from up, down and across the organisation).

In early 2013 we went live with “STAR”, which not only delivered the ICEHOP proposition, but went two steps further.

STAR is a 50 question, online questionnaire, which takes c.10-15 minutes to complete, and generates a 29 page report which provides THREE critical rating outputs for an individual.

• A QUALITY rating, which provides an incisive rating of their prevailing skills and behaviours
• A PERFORMANCE rating, which rates their performance contribution over the previous 12 months, both in “delivery of results”, and also in their prevailing “behaviours”
• A TALENT rating, which assesses their value to the organisation over the longer term.  This reflects both their delivery of “overall Performance”, and also their “Potential” to take on bigger and broader responsibilities in the future

The assessment is most commonly undertaken by the line manager and maybe one or two informed and objective stakeholders. There is the facility for the individual to self complete, should it be felt that self awareness was a key development need.

The reporting output will provide a clear diagnostic about the individual across each of the 3 rating fields, and the mechanism to develop the necessary development and planning interventions.

The system then provides automatic aggregation and consolidation of an unlimited number of individuals, to provide incisive and pragmatic insight for the management team, again across all 3 rating fields.  This will enable the management team to identify the Strategic people development and investment needs, Reward Strategy, Succession Planning and Talent recruitment strategy.