Leadership and Management Development

Insights Discovery

The IDTL profile is the natural progression for any manager or leader who wants to lead themselves, their team or their organisation more effectively.

Grounded in Jungian psychology and brought to life through the validated Insights Discovery model of behaviour, this development tool offers leaders a clear framework within which a leader can develop and grow.

Using the familiar and meaningful language of Insights Discovery, the IDTL shifts personality preferences from tendencies to capabilities. Along with the knowledge that we are all unique, yet have access to all four colour energies, the IDTL helps us to realise that in order to achieve great leadership we must practise dialling our colour energies up, or down, depending on the situation.

The IDTL model has four manifestations and is based on the premise of balance, with no one style being better or worse than another.

Results leadership

Gets things done, sustains commitment throughout a process, initiates, completes and achieves.

Visionary leadership

Sees possibilities, applies creative foresight, is a pioneer.

Relationship leadership

Creates community, cultivates collaboration, releases potential of individuals and groups.

Centred leadership

Self-aware, nurtures self-worth, strong personal values, integrity.

What is IDTL?

IDTL is a specific leadership development profile that’s created from the data collected during the 25-frame Insights Discovery evaluator.

In typical Discovery style, the profile offers a description of where the leader is strong, where there could be gaps, and what can be done to improve certain areas that might need attention.

What’s in the profile?

On the introductory pages, the profile describes the recipient in three leadership areas:

1. Leading self

Leading self is about using initiative and taking responsibility. To lead ourselves effectively we need to be highly self-aware, resilient, and constantly curious about how we can continuously learn.

2. Leading teams

An effective leader of teams understands both when to provide support, and when to take a high-challenge approach. A well-led team has a shared purpose, is able to role-model positive behaviours, and feels inspired in heart as well as mind.

3. Leading the organisation

When leading the organisation, leaders must live by the organisation’s values, keeping a clear vision in sight, and bringing their people along with them. A strong leader sticks to their strategy, and shows courage when taking risks.

The eight dimensions of leadership

As we delve deeper into the profile, the leader’s style is examined through the lens of the eight dimensions, with an acknowledgement that all four colour energies are required to fulfil each

Agile Thinking - Engaging different thinking modes

Leading from Within - Raising self-awareness and living your values

Facilitating Development - Nurturing the growth of self and others

Fostering Teamwork - Collaborating to build effective relationships

Communicating with Impact - Inspiring and influencing with emotional awareness

Creating a Compelling Vision - Determining a winning direction

Leading Change - Initiating and directing transformation

Delivering Results - Honouring commitments and exceeding expectations

The leader’s strengths and challenges are explored in relation to each dimension, along with recommendations for improvement. The profile also provides some handy questions that probe the leader’s strengths and challenges, often leading to a breakthrough shift in perception.

How should IDTL be used?

The profile itself is self-explanatory, but the true value comes when it is used in a workshop or coaching setting, or within a peer group.

Leadership coaching

The IDTL can reduce the number of coaching sessions required as it speeds up the process of identifying skills, preferences, and areas for development. The IDTL gets straight to the point and can expedite action planning.

Facilitated leadership team workshop

When a team comes together and works through IDTL they not only raise self-awareness and build trust, but they also develop their coaching skills, and increase accountability over actions. Coupled with the team wheel, and as part of a facilitated workshop, the IDTL becomes a useful lens to examine the collective preferences of the group, allowing them to establish team actions to develop together.

Benefits of using IDTL

  • Builds on the self-awareness gained through Discovery
  • Keeps development at the forefront
  • Simple language, meaningful experience
  • Creates dialogue between leaders around behaviours and skills
  • Deepens leadership awareness beyond Discovery
  • Gives teams and leaders a framework to develop
  • Provides specific points for development

Our areas of specialism.


  • Self-awareness

  • Resilience

  • Personal Development

  • Change

  • Decision making

  • Growth mindset

Team development.

  • Hybrid team working

  • Communication

  • Meetings

  • Feedback

  • Collaboration

  • Trust

Leadership development.

  • Leadership styles

  • Psychological safety

  • Leading change

  • Mission, vision, values

  • Culture

  • Mentoring