creating understanding
Drawing on a range of profiling tools, diagnostics and facilitated conversations to uncover diverse perspectives, create deeper understanding and identify meaningful insights which help shape the conversations, decisions and actions that follow.
why creating understanding matters
Meaningful change rarely starts with solutions. It starts with understanding. Whether working with an individual, a team or an organisation, taking time to explore different perspectives, understand the current reality and identify what matters most helps create a stronger foundation for future conversations and decisions.
Sometimes that understanding comes through facilitated conversations. Sometimes it comes through profiling tools or diagnostics. More often, it comes from combining both.
understanding individuals & teams
Every individual and team brings different strengths, motivations, experiences and ways of working. Depending on the context and intended outcomes, I draw on a range of tools that provide different ways of creating insight, understanding and perspective.
| tool | understanding it creates | particularly valuable when |
| BeTalent | strengths, decision making preferences and resilience | building self-awareness, developing individuals and strengthening teams |
| CDI360 | Leadership behaviours, impact on others and opportunities for development across collaboration, delivery and impact | increasing self-awareness, gathering meaningful feedback and supporting leadership growth |
| Hogan | leadership strengths, behaviours under pressure and core drivers | leadership development, coaching and identifying potential risk to effectiveness |
| Insights Discovery | communication preferences, working styles and team dynamics | building self-awareness, strengthening relationships and enhancing communication |
| PROPHET | natural commercial and business preferences, working styles and hidden dynamics that influence individual and team performance | building high performing teams, strengthening leadership effectiveness and improving organisational performance |
| TalentPredix | Natural talents, career drivers, personal values and future potential | career development, talent management and helping individuals maximise their potential |
understanding culture & organisations
Understanding organisations requires more than understanding the people within them. These approaches help explore culture, behaviours, relationships and the broader organisational environment.
| Approach | understanding it creates | particularly valuable when |
| Emotional Culture Deck | the emotions people experience at work and how those emotions influence engagement, relationships and performance | exploring organisational culture, strengthening team connections and understanding the emotional experience of employees |
| Fearless Organisation Scan | psychological safety, levels of trust and the factors that influence whether people feel able to contribute, challenge and learn | building high performing teams, navigating change and creating environments where people feel safe to speak up and perform at their best |
| Values & Behaviour Conversations | What matters most to the organisation, how people want to work together and the behaviours that support long-term success | defining values, strengthening culture and creating shared expectations across the organisation |
turning understanding into action
Creating understanding is never the end goal. The real value comes from the conversations, decisions and actions that follow. The insights gathered through diagnostics, profiling tools and facilitated conversations often become the foundation for consultancy projects, development programmes, coaching conversations and organisational change initiatives.
Let’s Work Together
The right tool is rarely the starting point. Understanding the challenge, opportunity or question you are trying to explore comes first. If you’re looking to create greater understanding at an individual, team or organisational level, I’d love to hear more.