We work collaboratively with clients to
design in-house training solutions that fit
with the needs of the business and
participants. For smaller businesses and
individuals we also offer open programmes and
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SDI is the perfect complement to the Kingswood Different² Model – understanding what drives and motivates an individual is the key to understanding how they think and how they relate to others. We can begin to link patterns of visible behaviour with individual values and motivational style.
Kingswood use SDI to help individuals understand more about themselves and how they can make best use of their strengths and gain a sense of satisfaction and fulfilment. The personal profile enables individuals to understand how others may perceive them and how overdone strengths can hinder performance and relationships.
For managers, SDI demonstrates how a flexible leadership and communication style can get the best out of others and help deal with people who appear different or difficult.
For teams SDI provides a practical way to understand individual differences and strengths; the language of SDI is non judgemental and inclusive and demonstrates the value of diverse teams.
SDI is also a proven tool for improving understanding and management of interpersonal conflict. The model highlights how individuals may respond when under pressure or facing resistance. It enables people to recognise the cause and triggers for conflict in order to avoid or manage difficult situations in a constructive way.
The work of Dr Meredith Belbin in identifying team roles is widely recognised and acknowledged as a practical tool for understanding the contribution that different individuals can make to a team. Belbin defines 9 different Team Roles; each having a particular way of behaving, contributing and interrelating with others.
Belbin provides an introduction to the understanding of individual difference and is the perfect tool for many of the training workshops delivered by Kingswood. The model helps to improve self-knowledge and understanding amongst team members and demonstrates how to maximise the synergy that can be released within the team. It provides a common language to discuss differences and how best to use individual talents.
The self assessment questionnaire can be completed on-line and provides easy to understand individual and team reports and the potential for 360 degree feedback.
Kingswood is an approved Solutions Partner for SHL and is accredited to BPS Level A and B in the use and interpretation of Occupational Tests and Personality Questionnaires.
The SHL Occupational Personality Questionnaire (OPQ) is the most widely used measure of behavioural and motivational style in the world. It provides detailed information on 32 specific personality characteristics that will impact on individual performance at work.
SHL provide an extensive range of additional personal profiling tools including questionnaires designed for specific job roles such as customer service or sales; the Motivation Questionnaire; Team Work profiles and 360 feedback tools.
Our partnership with SHL is invaluable where individuals and teams require a more in-depth and detailed self understanding. One to one sessions are used to explore in confidence the key personality traits and motivators that make up an individual’s unique talents. Greater self awareness helps in evaluating work and life options and in understanding how to enhance work performance and relationships with others.
Kingswood developed The Different² Model to describe the factors that makes each of us unique. Understanding individual difference is fundamental to all of our programmes as we believe that this is the key that unlocks the potential for boosting performance at an individual, team and organisational level.
When we meet or work with people for the first time all that we see is their visible behaviour – everything that they say and do and how they present themselves to the world.
Underlying our behaviour or performance at work is a unique set of knowledge, skills and talents.
Knowledge – information and understanding that has been learned and retained. Knowledge may be factual and theoretical or learned from life experience.
Skills – the ability to perform certain tasks; the techniques and ‘the knack’ of how to do something.
Talents – each individual has a way of approaching a task and their own way of going about things.
For example, in order to be able to drive a car we need to:
• Learn the highway code – this is Knowledge
• Practise how to use our clutch and gears – this is a Skill
• And each of us will have developed a particular style of driving (reckless, cautious, considerate) – this is our unique style or Talent
Knowledge and Skills are relatively easy to understand and we can learn and develop new knowledge and skills as we need them.
Talents are more complex to understand - talents are wired in at an early age and become well developed habits that have been reinforced by our life experience. We refer to talents in all sorts of ways and they can be thought of as a combination of personality, style or attitude.
Talents tend to come in three different types:
The Values and Beliefs we hold about ourselves and the world around us underpin our identity as individuals. To truly understand what motivates an individual and how their talents have evolved we need to take some time to understand and find out about what is important to them – what they care about; what they are passionate about and what they believe to be true about themselves and others.