Starting a new role is a big moment! It’s exciting and full of promise (and maybe just a little bit daunting).
But if you’re already an accredited Insights Discovery practitioner, you’re ahead of the curve.
Moving to a new role with an existing Insights license is like unpacking your suitcase after a great trip. Inside, you’ve got everything you need: colour energies, communication tools and connection-building magic, to make your expertise stand out.
Whether leading a new team or finding your place in a new culture, Insights will help you to build influence and set the stage for high performance.
Here's how to make your first 90 days count...
Before you jump in, take the time to understand your new organisation’s culture, the language people use, and how they view L&D.
Are people energised by new ideas, or have they seen one too many assessments already?
If your new colleagues already use psychometric profiles, that’s great, as you can build on what’s familiar.
Insights often complements or enhances these frameworks, and it’s an accelerator for in-house programmes too.
Once you’ve gauged the mood, it’s time to position Insights as a strategic enabler to boost engagement and strengthen leadership capability.
Tailor your conversations to the person you’re speaking with. For example:
When you show that Insights can deliver tangible impact like stronger teamwork and measurable ROI, you’ll find champions quickly.
If you can, share a short case study or a real-life example from your previous experience. And if you don’t have one, your Insights account manager can help you find a relevant success story from your industry. You can also search our database here.
Finally, identify an executive sponsor to champion the programme. Offering a complimentary Insights Discovery profile to a key leader can be a brilliant way to create enthusiasm and buy-in from the top.
Once you’ve built some curiosity, it’s time to show Insights in action. The best way to demonstrate its value is to let people experience it.
Start small with a pilot workshop for one team (ideally one that’s visible within the organisation like an executive group or a high-performing department).
Use individual profiles and the team wheel to bring conversations to life. Many facilitators find that the team wheel sparks genuine curiosity and dialogue, even before the session begins. If your stakeholder is hesitating, sharing that team wheel often makes the difference.
After the workshop, capture feedback straight away. Ask participants how the experience changed their perspective, behaviour or improved team dynamics. These reflections will be the foundation for powerful data and stories to share later.
Even small outcomes, like ‘less conflict’ or ‘better collaboration’ can be reframed as business results., Consider: Fewer conflicts mean better attendance and retention. Improved collaboration means faster decisions and increased engagement. These are all compelling benefits in the right context!
To impress your new organisation, track the data where you can and report back (your Insights account manager can support you with tools like impact surveys to measure behavioural change and provide tangible results from your pilot).
Momentum matters. Once you’ve seen positive results from your pilot, it’s time to make them visible.
Share testimonials from participants ("we finally understand why our team sometimes clashes, but now we understand each other better”) and highlight how those outcomes align with organisational goals.
Keep the stories human and relatable to appeal to Sunshine Yellow and Earth Green, and intersperse charts and metrics that may appeal to those who lead with Cool Blue and Fiery Red.
If your pilot went well, others will want in.
Use that interest to open doors for future workshops and broader adoption. Every success story you share builds credibility and reinforces your reputation as a trusted facilitator and culture-shaper.
With visible wins under your belt, you can now start to broaden adoption.
Suggest follow-up workshops for managers, cross-functional teams or new hires. Begin to build a network of internal champions who can keep the language of colour energies alive in everyday conversations.
The natural next step for most organisations (and perhaps you did this at your last post) is to integrate Insights into existing HR and L&D processes.
Finally, think beyond the first 90 days. Sustaining the impact of Insights means keeping it alive and visible.
In addition to refresher sessions, introduce advanced modules like Self-Aware Leader or Discovering Sales Effectiveness.
Position yourself as the go-to person for team effectiveness and communication. With each success, you’ll not only embed the learning, but also build your influence and reputation as a catalyst for positive change.
And remember, you’re never alone in this journey. As part of the global Insights community, you’ve got access to a wealth of resources and support.
Your first 90 days set the tone for everything that follows. With Insights Discovery by your side, you’re not just joining a new organisation, you’re shaping its future.
So unpack your Insights Discovery facilitator toolkit and experience once again that feeling of being a catalyst for something special that changes people and improves their lives. Here’s to a bright, confident and Insighstful new chapter!