Solventum
Insights Discovery
Return on Investment
- Difficult Conversations
- Feedback
- Influencing
- Insights
- Listening
Does Insights Discovery Actually Change Behaviour, or Does It Just Feel Good on the Day?
Yes. Not a guess, not a feeling — a measured fact. A formal study tracked 345 people before and after training, and found real, lasting shifts in how they worked together.
Everyone claps at the end. Everyone says it was great.
But “great” doesn’t pay the bills. If you’re the one who signed off the budget, “great” isn’t good enough. You need to know it worked.
So when Solventum ran Insights Discovery across a fast-growing team, they didn’t just ask people how they felt about the workshop. They measured what actually changed.
Here’s how they measured it — in plain English.
You’ll sometimes hear this called a “Level 3 impact study.” That’s an HR and L&D term, so let’s skip the jargon and say what it actually means:
They didn’t ask “did you enjoy it?” They asked “did anything actually change?”
Real behaviour. Watched before the workshop, and watched again after. Not a feedback form. Not a smiley-face survey. Hard evidence of people working differently together.
If you’re a manager, a PA booking training on someone’s behalf, or the business owner footing the bill, this is the bit you actually care about: did the money change anything?
For Solventum, the answer was yes. Here’s the scale of the study:
345 learners completed the survey
5 regions fed into the results
124 people leaders were surveyed
66% of learners left an open text comment — this wasn’t a tick-box exercise, people had things to say
And the evidence said something simple.
They asked people the same three questions before training, and again afterwards. Not “did you enjoy it” — “did you actually do anything differently.”
Did you adapt how you communicate with colleagues?
Before: 20% said often or always. After: 74%. That’s a 54% jump.
Did you adjust your approach when dealing with change?
Before: 41%. After: 76%. That’s a 35% jump.
Did you adapt your behaviour to work with others more effectively?
Before: 50%. After: 86%. That’s a 36% jump.
Three different questions. Three different teams. The same story every time: people went from occasionally thinking about how they worked with others, to making it a habit.
That’s the whole idea in one line: the way I behave changes the way you behave.
Once a team can see that, they stop colliding and start working with the grain of each other. Meetings get shorter. Handovers get cleaner. The new person stops feeling like an outsider by week three instead of month three.
The context behind the numbers.
Solventum was a brand-new company. New teams. New leaders. People moving into roles they’d never held before. Nobody had time to figure each other out slowly.
That’s exactly the kind of situation where “I think people liked it” isn’t good enough. So they reached for evidence instead.
Here’s what Rhonda Hegland, Learning Business Partner at Solventum, knows that a lot of people don’t
“You can’t AI your way into relationships.”
You can automate a lot of things. Not trust. Not understanding. Not the moment two people meet in the middle instead of past each other.
That takes something else. It takes people knowing themselves, and knowing each other. No software does that for you. And no feedback form proves it happened — only a measured behaviour change does.
And it isn’t just a team-building exercise.
Insights Discovery gets filed under “team building.” Rhonda pushes back on that.
It’s not just for building teams. It’s for building yourself.
Because when someone understands what makes them tick, they show up differently — as a manager, as a colleague, as a person having a hard conversation. And when a whole team shows up like that, together, that’s when the real, measurable return shows up too.
So what happened next?
Solventum put hundreds of people through it this year.
Demand didn’t shrink. It grew. They’re already planning to bring it back for ’26 and beyond.
Not because it felt good.
Because they could prove it worked — and because the people who run the business could see it in the numbers, not just the feedback forms.
What evidence would satisfy you?
If you’re the one deciding whether to invest, here’s what to ask for before you buy:
● A before-and-after measure, not just an end-of-day survey — feelings on the day tell you nothing about whether behaviour actually changed
● Numbers you can take to whoever you answer to — a board, a partner, or your own conscience about the budget
● A provider willing to build the same evidence in for you — not just deliver a workshop and hope
Insights Discovery gives you all three. And if you want it, we can build in the same kind of evidence Solventum used — so you’re never left saying “I think people liked it.”
This isn’t just a Solventum story.
The same approach shows up differently depending on the organisation. See how a small charity made every hour count with Working Families, how a global business chose an ongoing programme over a single workshop after a major reorganisation with Heineken, and how two teams broke down a silo in a single day with John Lewis.
Ready to see what this could look like for your team?
Book a call. We’ll talk about your team, your budget, and what proof would actually satisfy the person you answer to.