Aware, Cognisant, Sensible, Awake


It’s difficult to move in the right direction if you don’t know where you are starting from. Corinium provide a range of diagnostic tools and processes that help individuals (and teams!) understand their current performance.

This information is important for:


Picking the right person for a role


Prioritising strengths to be leveraged and weaknesses to be developed

Talent Management

Identifying people with potential and proactively managing their progress 

Measuring Impact

If you are investing in a programme of development you want to be sure of your return on this; and in particular that objectives for the programme are achieved.


Option, Alternative, Possibility, Preference, Solution, Answer


It used to be assumed that there was one right way to be as a manager, a leader, an employee. Just take the latest model or tool and use it in the prescribed way for success to be guaranteed. Increasingly there has been recognition that one size does not fit all and sheep dipping just results in inauthentic behaviour that feels uncomfortable for both the deliverer and the recipient.

Therefore, central to everything we do is a philosophy of encouraging responsibility and choice. You will particularly see it in the following:


Achievement, Accomplishment, Fulfilment, Power, Potential


Central to performance are self-awareness, awareness of others and making the right behavioural choices in the moment. If I know I have a tendency to dominate conversations and I also know I’m interacting with a reflective, expert colleague, then the effectiveness of our conversation will depend on the extent to which I can control impulses to transmit and adopt a more questioning, receptive and measured approach.

Therefore, employing the diagnostic (Awareness) and developmental (Choice) tools that are described elsewhere on this site are useful pre-requisites for  employee performance.

However, employees do not act and interact in a vacuum. There is an organisational context that also informs performance.

  • How the organisation manages change?
  • The extent to which there is a sense of team work and teambuilding
  • Whether the people processes and practices; such as performance management and succession planning; facilitate or inhibit performance
  • The culture of the organisation and the extent to which this reflects the mission and strategic direction of the organisation

At Corinium we have experience in employing bespoke consultancy services to support clients in creating better people processes, building teams and enabling change.

Our primary focus is typically:

Equipping leaders with skills and pooling their ideas in order to enable successful change.

Just contact us to discuss your issues/concerns and we will be happy to explore how we might be able to help you.