Your Results

Learn How To Improve

Congrats! If you are here that means you received feedback from your raters and got your results on the Insights For You App.


With the Results Guide you get insight into how your decision making process influences the people you work with. You can also find out how you can improve and develop your communication approach.

Results ​Guide


Download our Guide here and print it out to better understand what your results from Insights For You say about your communication style.

Use our recommendations as a general guidance towards improvement and self development. Share your insights with people in your network for more support.

Using your results for personal development


We have created a small guide to use your scores together with your own experience to create a personal development plan. Your plan can be short or long term – it is entirely up to you!

The plan consists of a set of questions you can answer. There are no right or wrong answers -just your answers. Be honest to yourself and think of how you might be different from what other people expect from you. Just realising that these are sometimes different approaches is an important part of creating a relevant plan for you.


Download our Personal Development Plan here and print it out to set your goals and take charge of your own development.


Good Luck!

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Results Guide



You have a harmonious relationship at the workplace, particularly between you and your manager. You showcase a good communication routine with your manager and you are succeeding in meeting his/her expectations. The communication style you use with your colleagues and subordinates is not as effective. To identify some of the factors you can read through the recommendations and see if any of the described situations will benefit you.

Manager: High Scores
Colleagues & Subordinates: Low Scores


Short term:  It might sometimes be needed to plan and deliver decisions based on a Silo Mentality, resisting sharing information and resources with other people or departments within your organization. This will not always be a popular decision, but a request to action, a fire fighting type decision, which needs to be addressed directly without too much explanation. People who find themselves in the middle of a difficult change process, tend to score lower than average. In this case, you should try and reconnect with your colleagues by being more transparent about the key factors in your decision making process and by sharing more information about your upcoming activities.

Long term: it is very difficult to run an organisation with low support from your colleagues. Therefore,  you need to recognise their belief and adjust your behaviour to meet their expectations. It is better to show your results in a small group, or in a face to face environment. Always ask for feedback on what they would like to see more or less of, in order to improve your scores next time.

Increase the level of engagement and transparency by involving your colleagues in discussions about important decisions

Manager: Low scores

Colleagues & Subordinates: High scores



You share a high level of trust with your colleagues and you experience a good connection and communication practice at the workplace. The same situation is not always shared with your manager, which could result in stress and work related tension.


Your manager might have higher expectations of you, in comparison  with your colleagues. Share your Insights For You results with your manager and ask what he/she sees as key reasons for the communication gap.


Your manager might be left out of the communication loop. How often do your share your achievements with your manager? Are you and your team producing results that are being reported to someone else? Ask what he/she would like to see as specific achievements during the next couple of months.

How is the relationship with your manager? What is the trust level? Sometimes when you don’t see your manager as being significant or trustworthy, you end up with low scores. Get support and organise a feedback session where you and your manager can find constructive solutions to the situation.

Are you too permissive with your colleagues and avoiding some tough decisions that need to be made? Short term it might work, but long term you need to act.

Managers & Colleagues: High Scores
Subordinates: Low Scores



You are fulfilling the expectations from your manager and colleagues, however your subordinates are demanding more from you.


Many high achievers set tough, personal ambitions for themselves. Make sure this is a conscious choice and a true need for the business, before neglecting your subordinates in favour of your own development.


If you are experiencing a stressful work environment due to your own goals, it might be a good idea to review your ambitions and quantify your expectations of different possible outcomes. Always ask for feedback from your co-workers.

Your self scores are higher than the others



You have consequently rated your self higher than the others. Your perspective on your own actions is more positive than others perceive it.


Look at the trend: are you rating your self lower where others have rated you higher? Have you rated yourself higher where others have rated you lower? Are you following the same pattern or just using the scale differently? If this is the case it might be beneficial to review in what situations you tend to have a more positive view of things than others and how that impacts relationships.


If you have constantly rated your self higher, independently of how other people have rated you, it would be recommended for you to calibrate your self-perception.

Your self scores are lower than the others



Your self expectations are higher than other people’s projections in relation to your behaviour and communication practices.


Many high achievers set tough personal ambitions for themselves. If this is a conscious choice and a beneficial need for the business, then it is recommended you always ask for feedback and reassurance on your way to success. You like to be surrounded by people who motivate you and work hard to reach their goals. For you self-improvement is a priority and you tend to think that there is always room for improvement.


If you are feeling stressed due to your high aspirations and tough goals which you set up for your self, it might be a good idea to review and lower your expectations accordingly. Write them down and ask yourself who is responsible for setting each one of them. Ask people in your team, colleagues or a coach to review your goals in order to calibrate them with “real” needs.