Does my directness come across as clarity or as pressure? Does my thoroughness give the team confidence, or does it slow them down? Most of us don’t really know. Feedback arrives by chance: in vague terms at a development review, too sharply in a tense moment, or not at all, because it feels uncomfortable to give.
Insights Discovery Full Circle (360) brings this picture into view calmly and in a structured way. Participants see side by side how they describe themselves and how their manager, colleagues, direct reports and customers experience their behaviour. We talk about the feedback in the language of the Insights Discovery® colour energies, which describes behaviour without grading the person.
Insights Discovery Full Circle (360) is not only for leaders. It suits anyone whose work depends on collaboration: leaders, specialists, project managers and team members. Salespeople can also ask their customers for feedback. Feedback can be gathered for one person, for two colleagues about each other, or for a whole team whose members give feedback to one another.
The foundation is an up-to-date personal Insights Discovery profile, which participants receive in Insights Discovery: An Introduction. The Full Circle profile compares the contributors’ feedback with this profile. If the profile is more than about two years old, we recommend updating it first. If there is no profile yet, we start with An Introduction.
The profile sets the participant’s self-perception side by side with the feedback group’s perception: colour energy scores, position on the Insights Discovery wheel, key strengths and how the participant may come across under pressure. It shows how the feedback differs between contributors and between roles, together with the contributors’ written comments.
Other people’s perceptions are neither right nor wrong. They come from their experience of the participant and are filtered through their own preferences. Seeing the difference, the participant can consciously choose to use a colour energy more or less in certain situations or with certain people.
The profile describes behavioural preferences, not competencies or performance. That is why we use it for development. It is not suitable for addressing a performance issue or as a basis for pay decisions.
Participants keep their personal profile. In the next programme only the new profile chapters are added.
The personal Insights Discovery profile (Foundation) is bought once and stays with the participant. If a participant already has an up-to-date profile, only the Full Circle profile is added for the feedback. The price depends on the number of participants and on whether the feedback conversation is one-to-one or in a group workshop. We calculate the exact price in the proposal after a short conversation. Travel outside Harju County is charged at EUR 0.50 per km.
Feedback conversations and workshops take place across Estonia at your premises or a venue of your choice, whether in Tallinn, Tartu, Pärnu or elsewhere, and virtually via MS Teams. The questionnaires are completed online. The working language is English or Estonian. A group workshop works best for 8–16 participants; a one-to-one feedback conversation is also possible.
The trainer is Ertti Hermanson, the only licensed Insights Discovery practitioner in Estonia, with more than 30 years of leadership experience at Alexela, Servaali, Kaupmees & Ko and Momentin. Kvadrant Koolitus is the official Insights Discovery partner in Estonia.
No. Insights Discovery Full Circle (360) suits anyone whose work depends on collaboration: leaders, specialists and team members. Salespeople can also gather feedback from customers.
This is a choice we make before feedback is collected. We recommend named feedback, because the participant can then talk to contributors afterwards and understand the feedback better. If anonymity is needed for a good reason, contributors’ names are not shown in the profile.
The participant chooses up to 12 contributors, ideally at least six, and we help think the choice through. A good choice is varied: manager, peers, direct reports and customers. To see results by role, each role needs at least two contributors.
About 20 minutes. The contributor completes a shortened Insights Discovery evaluator about the participant and answers three open questions.
Yes. The Full Circle profile compares the contributors’ feedback with the participant’s own Insights Discovery profile, so the profile needs to exist and be up to date. If the participant has already completed An Introduction, we start with the feedback straight away.
No. The profile describes behavioural preferences, not performance, and it is the participant’s development tool. If the participant wishes, they can discuss their development goals with their manager.
The participant writes down their goals and actions. With named feedback, they can talk to some of the contributors to understand the feedback better. In a second session we look at what they have tried and what has changed.
Or write to ertti.hermanson@kvadrantkoolitus.ee or call +372 51 19 878.
