Your Organisation Speaks Insights. Fluently. And Safely.
But what if colour became the ceiling?
Let's be honest about something the leadership development industry rarely says out loud. Not all assessments are equal.
Hogan predicts derailment with validated correlation data across 75% of Fortune 500 companies. It was designed specifically to identify what makes leaders fail — before they do. The Leadership Circle Profile maps unconscious reactive beliefs against leadership effectiveness with decades of organisational research behind it. DiSC provides a behavioural style assessment with nearly a century of applied use and genuine predictive utility.
Insights Discovery gives you a colour.
That's not a dismissal, but it is a distinction that matters.
Insights does something specific. It creates psychological safety quickly. It gives teams a warm, accessible language for navigating differences. The workshop is memorable, the framework is sticky, and people reference their colour years later. Ask anyone in your organisation what colour they are. They'll know. Instantly.
That's a real achievement. Building shared language and genuine connection in a leadership team is hard. Insights does it faster and more warmly than almost anything else available.
The problem isn't what Insights does. It's what organisations expect it to do next.
The colours got you here.
Insights is built on Jungian psychology — a framework with genuine depth and decades of clinical grounding. Carl Jung's work on psychological types explored the shadow: the unconscious patterns that run beneath our conscious behaviour, the parts of ourselves we don't see, don't acknowledge, and don't bring to the debrief.
Most corporate Insights deployments never go there, because it tends to kill the vibe.
The workshop is warm. The colours are friendly. The Sunshine Yellow brings energy and enthusiasm. The Fiery Red drives results. The Earth Green holds the team together. The Cool Blue keeps everything precise and considered. Everyone nods. Everyone recognises each other. Everyone leaves feeling understood.
And the shadow keeps running.
Your Fiery Red is still steamrolling decisions. Everyone knows it. Nobody says it — because "he's just a Red" closed the conversation before it opened.
Your Sunshine Yellow is still over-promising in client meetings and disappearing when delivery gets difficult. Totally Yellow, what can you do?
Your Earth Green hasn't named a real problem in six months. Absorbed three personnel issues that needed addressing. Smiled through all of it.
Your Cool Blue has produced fourteen versions of the strategy deck. The launch is eight weeks late.
Insights gave the behaviour a name. The name gave the behaviour permission. And the warmth of the framework — its greatest strength — made the difficult conversation feel like a betrayal of the trust it created.
The colour became the ceiling.
The Shadow Insights Won't Touch.
Jung's original framework was built around the shadow — the unconscious material that drives behaviour from below the surface. The patterns formed in environments that no longer exist. The beliefs that once protected you and served a purpose are now holding you back and costing the business money.
A Sunshine Yellow over-commits because underneath the enthusiasm runs: if I'm not exciting, I'm not valuable. The colour is accurate. The shadow is what keeps generating it.
An Earth Green absorbs conflict and tolerates underperformance because, if I push back, I risk losing the relationship. The warmth is real. The belief underneath it is what keeps the difficult conversation from happening.
A Cool Blue perfectionist drags every initiative because: if it's not flawless, I'll be exposed. The precision is genuine. The fear driving it is what keeps the launch perpetually two weeks away.
Insights gives you the colour. The shadow is what needs disrupting.
That's not a flaw in the Insights framework — it's a design boundary. Insights was built for connection, not excavation. The mistake is treating a connection tool as a development destination.
What Insights Was Built to Do — and Wasn’t.
Insights was designed as a communication and connection tool. It excels at building team awareness, improving interpersonal dynamics, and creating a shared language for differences. If your leadership team is newly formed, fractured, or simply doesn't understand why they keep talking past each other, Insights is genuinely excellent.
It was not designed to:
Predict leadership derailment. Hogan does that — with validated data, a 40-year research base, and correlation coefficients your CFO can read.
Map reactive beliefs against performance outcomes. The Leadership Circle Profile does that — with specificity that connects unconscious behaviour patterns directly to organisational effectiveness scores.
Identify the systemic patterns driving behaviour under pressure. That's where SSC operates.
Insights identifies the colour. It doesn't ask what's generating it. It was never designed to.
When organisations deploy Insights as a leadership development programme, they get warm workshops, sticky language, and unchanged behaviour.
Because the Fiery Red isn't steamrolling because they're unaware they're doing it. They know. Most Reds know mid-sentence.
They steamroll because beneath the red energy is an unconscious belief: if I don't drive this, it won't happen. Or: results depend on my force. Or: slowing down is how things fail.
Insights measured the output.
The belief is the engine, and the engine wasn't in the workshop.
What the Colour Built — and What Comes Next.
Here's what Insights did that genuinely matters: it created safety. That safety is the foundation. SSC builds on it. When progress stalls in business, it's rarely about skill, effort, or willingness. It's unseen—shaping what your people do and how they behave. The colour names the behaviour. SSC traces what's generating it and disrupts it at the source.
Single Session Coaching sits alongside your Insights investment — not in place of it. The shared language your team built enables the SSC conversation to go deeper and faster. The trust Insights created is the exact set of conditions SSC needs to do its work.
One 90-minute session per leader. We trace the belief beneath the colour. We disrupt it. The Red doesn't need to manage their steamrolling — the belief driving it shifts, and the behaviour follows.
The Insights work didn't fall short. It built something real. SSC takes it somewhere the colour was always pointing toward, but couldn't quite reach.
The ROI.
Insights programme: $5,000–$20,000 (already invested, already valuable — the connection it built is real)
Add SSC: $3,000–$3,500 per leader
For a $10M organisation, a single senior leader running their dominant colour unchecked costs $300,000–$500,000 annually in organisational friction. A leadership team of five: 15–20% of organisational capacity locked in patterns, Insights named, and the warmth of the framework kept in place.
The Insights investment created the conditions. One session disrupts what's been running underneath them.
The Honest Conversation.
If your organisation wants to predict and prevent leadership derailment, invest in Hogan. If you want to map reactive beliefs against performance outcomes with correlation data, invest in the Leadership Circle Profile. If you want a validated behavioural style with decades of organisational research, invest in DiSC.
If you want your leadership team to connect, communicate, and build genuine trust fast, Insights is excellent. Use it for that. It's what it was built for.
And when the colour has done its work — when the language is shared, and the safety is real — that's when SSC enters.
The shadow Jung built the framework around? That's our territory.
One session. What's next?