Insights Discovery for Charities
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Every single person at Working Families is passionate about the cause
That’s not the problem. That’s the given.
The problem is this: passion doesn’t tell you how to run a meeting. It doesn’t tell you how to onboard a new colleague, or manage the quiet tension between the person who wants to talk everything through and the person who just wants to get on with it.
You can’t run an organisation on passion alone
Working Families knows this better than most.
They exist to remove the barriers working parents and carers face at work. 150 employer members. Practical advice. Real legal knowledge. A small team doing serious work.
And like most charities, they’d grown fast. New team members. New ways of working. A mission that hadn’t got any smaller, even though nobody had time to slow down and figure each other out.
So they didn’t reach for more passion. They reached for Insights Discovery.
Here’s what changed.
Not the mission. Not the passion. What changed was how the team understood each other.
“It’s really helpful to know within that spectrum of personality types where new colleagues sit, and how I can best interact with colleagues to make the most of the relationship.”
That’s not a soft skill. That’s a small charity, with no spare capacity for friction, learning how to spend its energy where it counts.
The bit most charities get wrong.
Small organisations often think the answer is a certain type of person. More extroverts for the fundraising events. Fewer introverts, because meetings run long enough as it is.
Working Families found the opposite.
“We really want to use insights to build that understanding across the team, so that we can sell ourselves as a charity to so many more people, and enhance the team’s enjoyment of the work that they do.”
It was never about hiring for a type. It was about knowing how to bring out the best in whoever was already in the room.
And it starts with knowing yourself.
“I think it has made me more aware of myself — how I come across, how other people see me. It just helps you make a more conscious decision: this is something I need to do more of, or I need to work with this person in a particular way.”
That’s the whole idea in one line: you can’t manage a team you don’t understand, and you can’t understand a team until you understand yourself.
Why this matters more in a charity, not less.
For-profits can absorb a bit of friction. It shows up as a bad quarter.
Charities can’t. Every hour lost to people misreading each other is an hour not spent on the mission. Every new colleague who takes six months to find their feet is six months of capacity you didn’t have to give away.
Small teams don’t have the luxury of dysfunction. They have to be, as Working Families put it, “fairly focused in how we bring out the best of everybody.”
Would they recommend it?
“I would recommend Insights Discovery for any company that wants a better understanding of the dynamics of a team, for team members that want a better understanding of one another — also just because it’s a really fun and engaging workshop. I came out of the workshop feeling like I knew myself and my colleagues a lot better than when I walked in.”
What this means if you’re the one deciding.
You don’t need a big budget or a big team for this to work. You need:
● A small team carrying a big mission — where everyone’s time matters, because there’s no spare capacity to waste on friction
● A group of people who care deeply, but don’t always work smoothly together — the passion is there; the shared language for how you work isn’t, yet
● A way to help people bring their best selves to work they already believe in — not change who they are, just understand it, and each other, better
If that sounds like your charity, this is worth an hour of your time to explore.
Ready to see what this could look like for your team?
Book a call. We’ll talk about your team, your mission, and how to spend less energy on friction and more on the work that matters.