Real Insight – Guide for participating Managers

You’re probably reading this because you are either considering or are about to start a Real Insights session. Are you feeling positive? nervous? sceptical? - all are usual and OK reactions. The notes below are designed to provide some reassurance and give you more information about your role in the process. If you still have any questions or concerns after reading this, please contact your normal Point of Difference contact, or e-mail us at info@pointofdifference.co.uk

Before we start:

Right at the centre of whether this process works or not is trust. We want you to trust us and feel confident that we will work constructively with you, will handle your data appropriately and will feed it back to you in the spirit it was provided.

You should get value from this process whether you are experienced, or relatively new to the discussion area. The Real Insights approach is based around coaching principles: something that has proven benefits over traditional training on a wide range of subjects and across all levels of management.

Please also consider the other person in the interview and brief them accordingly – they may well have their own concerns and will engage in the discussion much more naturally if you have discussed it with them beforehand and given them time to ask their own questions.

During the process

You will get the best results from this process when we are listening to you being you. If you have concerns for any reason, we’d rather you hold off pressing record until we’ve talked them through with us. Our whole approach is based on the fact that these discussions are very important so we’d much rather you didn’t take a recorder into a session, than have you take one in and do an unnatural interview because you were uncomfortable with it being there.

The framework we will use to analyse your discussion is research based but is tailored towards the culture and language of your business. Research provides a foundation of what makes effective 1:1 discussions but there is seldom “one right way” that works in every situation. We will therefore take your personal and company perspective into account to provide insight that is relevant to you, your role and your people.

Boring but very important

We live in a world where data protection is constantly in the news, sometimes for the right but often for the wrong reasons. We’d like to stay on the right side of that particular fence. We will provide forms for both you and the other participant to sign before you record your discussion. These will state the purposes of the recording, confirm that it will only be used for the stated purpose and ask for informed consent. We ask that you respect the use of recordings accordingly and that you delete any recorded files as soon as you have had your feedback session. If the other person does not consent to be recorded then that is their right.
 

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