We work with Corporates and Public Sector Organisations to build and inspire high performing leadership teams, to deliver impactful and valuable training. As part of this work we utilise world leading psychometric and behavioural instruments where appropriate and where the application of these instruments adds true value to the organisations.

Myers-Briggs Type Indicator® (MBTI®)

The Myers-Briggs Type Indicator® (MBTI®) assessment has helped millions of people worldwide gain insights about themselves and how they interact with others—and improve how they communicate, learn, and work. It provides a powerful framework for building better relationships, driving positive change, harnessing innovation, and achieving excellence. The MBTI assessment makes Carl Jung’s theory of psychological type both understandable and highly practical by helping individuals identify their preferences in four areas.


The MBTI assessment is ideal for a wide range of applications, including:

  • Team development—helps ease communication among team members, identify team strengths and weaknesses, and create action plans for improved performance
  • Leadership development—deepens leaders’ understanding of their personality type and the types of those they are leading to help them manage better, give more meaningful feedback, and improve individual and team performance
  • Conflict management—improves skills in identifying sources of conflict and intervening early to prevent underperformance, disruption, and disengagement
  • Stress management—builds resilience, increases productivity, and offers strategies for identifying and managing stress triggers
  • Career transition and planning—helps guide individuals on career choice, development, and management
Thomas Kilmann Conflict

Thomas Kilmann Conflict Mode Instrument® (TKI®)

The Thomas-Kilmann Conflict Mode Instrument (TKI®) tool is the world’s best-selling tool for helping people understand how different conflict-handling styles affect interpersonal and group dynamics—and for empowering them to choose the appropriate style for any situation.

The TKI tool assesses an individual’s typical behavior in conflict situations and describes it along two dimensions: Assertiveness and Cooperativeness. It provides detailed information about how that individual can effectively use five different conflict-handling modes, or styles.

How It Helps

  • Conflict management—to identify different conflict-handling styles and to learn how to choose the appropriate style for any situation
  • Team building—improves team functioning by helping members reconcile differences and work together more effectively
  • Leadership development—enhances leaders’ conflict management skills
  • Performance improvement—helps eliminate barriers to effective performance
  • Stress reduction—gives employees the capacity and tools to identify and manage workplace stress
  • Retention—helps employees be successful, improve morale, and stay engaged in order to build a stronger organization and retain the best talent
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Need Higher Performing Teams? One of the key things that managers need to address is the understanding and utilisation of the natural talents and motivations within their staff and teams. They can do this by using their own gut feelings or they can do it in a more structured way by using Belbin to identify these behavioural talents, preferences and motivations. Using the various Belbin tools such as “Teams”, “Team Roles” and “Individual Reports” provide a rich source of information and the deep insight managers need to get the best out of each person in their team. This enables managers to bring the right people together so that the team is as high performing as possible and most likely to achieve its goals. Great teams can be put together, existing teams can be understood and improved, and everyone can feel that they are making a difference in the workplace.


How It Helps

  • Balanced teams based on behavioural contributions, not job titles
  • Ensure that job roles and strengths are aligned
  • Help managers make the transformation from being effective process managers to becoming outstanding people managers
  • Give managers a language to be able to talk about the way they interact and interrelate with others.
  • Self-aware individuals who can adapt their behaviours according to the situation and business need
  • The right people doing the right tasks, leading to better-performing teams
  • Depersonalised team conversations, using a common language to discuss team contributions
  • Informed decision-making based on fact rather than a gut-feel or hunch
  • Insight into behavioural strengths and weaknesses that don’t necessarily show up on a CV
  • Putting together graduate recruitment strategies or assessment centres
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The 16pf® Questionnaire (16 personality factors) is a reliable, validated tool with decades of data behind it. It is highly effective at revealing potential, confirming suitability, and identifying development needs. Unlike many personality assessments designed for use in business, the 16pf establishes a fully-rounded picture of the whole individual, making it a vital roadmap for decision makers.

A reliable, validated tool with decades of data behind it, the 16pf® Questionnaire is one of the most widely recognized tools to assess personality. It can be a powerful means of gauging an individual’s work style and strengths, so you can separate the “great” from the “good” and help guide millennials into leadership positions to support strategic goals.

How It Helps

  • Delivers objective, empirical measurement of the personality traits that enable you to select and develop the people who will help your organization thrive and succeed.
  • Instills confidence in making the right selection decisions and development investments due to thorough validation and breadth of insight.
  • Increases self-awareness by measuring an individual’s strengths as well as areas for development.
  • Generates numerous report options from one test administration, making it useful for screening, selection, identification of high potentials, leadership development, and coaching.
  • Measures 16 different primary personality characteristics structured around the “Big Five” global factors of personality – Extraversion, Tough-mindedness, Self-control, Anxiety and Independence.
  • Encourages structured and insightful interviews
  • Assesses what a person WILL do, not just what they CAN do.
  • Supports competency-based assessment to ensure the right jobbed organisational fit.
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Emotional Quotient Inventory ® – EQ-i (®)

The EQ-i 2.0® is one of the most advanced and thoroughly researched measure of emotional intelligence in the assessment industry. This tool is indispensable for personal, professional and leadership development, and for recruiting high performing talent.

The EQ-i 2.0® measures a set of emotional and social skills that influence the way people perceive and express themselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way. The EQ-i 2.0 highlights an individual’s emotional and social strengths and weaknesses. A growing body of research suggests that emotional intelligence is a key determinant of success in life.

This self-questionnaire asks candidates about how frequently they use different emotional skills. Unlike personality which is considered relatively stable over time, emotional intelligence skills can be learned and developed as people develop in their careers.

How It Helps

  • Provides a detailed personal profile of current emotional intelligence skills
  • Enriches understanding of skills within teams
  • Provides awareness of strengths and where team members are best optimised
  • Increases relationships through enhanced communications
  • Improves team productivity to achieve business results
  • Supports positive cultural growth and respect
  • Improves employee effectiveness developing their leadership and team capability
  • Identifies potential leadership qualities as part of the talent management process
  • A reliable screening tool in recruitment and selection process
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Occupational Personality Questionnaire - OPQ®

The SHL Occupational Personality Questionnaire (OPQ) is one of the most widely used and respected measures of workplace behavioural styles in the world. The questionnaire helps organisations understand how aspects of an individual’s behavioural style will affect his or her performance at work. This insight is delivered using a range of business-relevant reports that help organisations identify the best hires.

OPQ provides in-depth insight across the key competencies required in graduate, management, and leadership positions and measures 32 different personality characteristics relevant to performance.  It also provides an indication of the candidate’s perception of their preferred behavioural style at work and likely performance against important job competencies. Since this OPQ is based on their own level of self-awareness, the results should be explored with the candidate, either at a selection interview, or development coaching session.

Within a recruitment and selection context, the OPQ provides useful insights into the interviewee’s behavioural preferences. In particular, this can help ascertain their potential suitability for a specific job role, as well as the organisation’s culture. Also, in a development context, the OPQ enables you and the employee to identify potential strengths and areas for professional development.


By using Insights to increase self-awareness, we help people perform at their highest level. We promote effective relationships at work, by improving communication, decreasing conflict, and leaving more time to get the job done.

Boosting employee engagement is often at the forefront of management initiatives, which can lead to countless surveys, meetings, reward schemes and other new programmes. But the simplest way to increase engagement is sometimes overlooked – it starts with the day-to-day communication. One of the most difficult challenges for any organisation today is to find ways to effectively speak to its employees.  Communicating with your employees regularly helps ensure everyone understands the business objectives and goals, as well as their place in achieving it.

It’s hard to find arguments against getting your staff engaged. That’s because engaged employees are more loyal, productive and committed to the organisation they work for. They tend to go above and beyond the call of duty, and have proven to provide more innovative ideas because they truly want the business to succeed so they look for opportunities for improvement.

In a journey which is challenging, deep, and practical, we work with leaders to create strategies for continuous communications enhancement at the individual, team and organisational level.

The real breakthrough will happen in your business when the lessons of Insights are applied back in the real world. When communication is consistently clear and respectful, when managers know how to motivate their people, when salespeople beat their targets by understanding how to relate to their customers, and when everyone on the team is working towards the same goals, you'll realise the measurable impact that investing in people development can bring.

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How It Helps

  • Improving team productivity
  • Increasing personal effectiveness
  • Boosting sales performance
  • Introducing a common language
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