We operate from a position of: “When in doubt, keep it confidential” – and expect you to do the same.

We keep confidential anything disclosed to us in confidence, unless:

• The individual gives explicit permission to share it
• We believe there is a risk of serious harm to them or others (in which case we are ethically and legally obliged to act, and will aim to do so collaboratively).

You can expect us to treat your organisational information, strategy, and trade secrets with the same level of care.

Likewise, we ask that you keep confidential any of our intellectual property (e.g. materials, tools, systems, approaches, proposals) from third parties. Unless agreed otherwise, we retain sole ownership of any resources, materials, or reports created during our work together.

We aim to make things easy, but there are a few key things we ask of you as the client organisation:

• Let people know what they’re taking part in, and that it’s voluntary
• Only access or share reports that individuals have consented to
• Use information only for the agreed purpose (e.g. development, not performance management)
• Let us know if there are any internal policies we should be aware of
• Ensure any reports or participant data stored internally are secure and accessible only to authorised individuals.

These small things help create a safe, ethical environment – and support a good experience for everyone involved.

We provide reports on the understanding that they will be used professionally, ethically, and within the scope of informed consent. This means using them only for their intended purpose, respecting participant confidentiality, and storing them securely. Specific expectations apply depending on the context:

Recruitment Reports: These are designed to support hiring and onboarding, and should:

• Be used only as part of a broader recruitment process (not as the sole decision-making tool)
• Be seen only by those directly involved in the recruitment process
• Not be shared directly with the candidate
• Be stored securely, and returned or securely destroyed when no longer needed
• Be considered valid for 12-18 months from the date of assessment.

Candidates may also request a Development Report after the recruitment process ends. This is a paid summary of their assessment results, tailored for development purposes.

Development Reports and Coaching Work: When a participant has consented to the sharing of development-related information, we ask that:

• It is used only for the agreed purpose (e.g. development planning)
• It is not used for promotion or employment decisions
• It is accessed only by people the participant has authorised
• It is kept secure and not disclosed to others
• It is returned or securely destroyed when no longer relevant
• It is treated as valid for 12-18 months from the assessment date.

We may occasionally share anonymised themes or examples with a professional supervisor or as part of service design (e.g. to refine a programme). We never share names, quotes, or identifying details without permission.

We provide all services – including reports and recommendations – in good faith, based on the information available at the time. However, we can’t guarantee specific outcomes, as many influencing factors are outside our control.

Our role is primarily facilitative. We aim to help individuals and teams find their own answers – through feedback, challenge, insight, and planning. It’s the participant’s responsibility to follow through and apply insights between sessions.

Psychometrics and 360 surveys offer valuable insights, but:

• They don’t offer a complete picture of someone’s abilities or potential
• Reports should be interpreted with a psychologist’s guidance
• Results should always be used alongside other information (e.g. interviews, references, reviews)
• They should never be used as the sole basis for development or employment decisions.

From time to time, we may decide to withdraw from a service or part of a service if we believe it is no longer appropriate. In these cases, we will aim to explain our decision as clearly as possible, though confidentiality may limit what we can share.

Reports are most useful when interpreted alongside a conversation with the psychologist who prepared them. If anything is unclear, we encourage you to get in touch. For example:

• Recruitment Reports include a verbal brief to your organisation and feedback to the candidate before we write the report.
• Development Reports are supported with detailed, personalised feedback sessions for the participant. These conversations are often more nuanced than the report itself.

If you would like a debrief on a Development Report (with the participant’s permission), we can provide one for an additional fee.

We’re often booked in advance. To secure your preferred timeframe, we recommend:

• Confirming the engagement as early as possible
• Pre-booking all key meetings.

If your ability to proceed depends on a particular timeline, please tell us upfront.

For urgent work (like recruitment psychometrics), we’ll do our best to turn it around quickly. However:

• The process takes time (especially if it includes supervised assessments)
• We need at least a week to complete the feedback and write-up
• Candidate availability affects report timing.

Our fees are usually outlined in a proposal, quote, or email. Unless stated otherwise:

• All prices are exclusive of GST (15%)
• Payment is due within 14 days of invoice.

Invoicing structure depends on the engagement:

• Recruitment psychometrics – invoiced after the recruitment report
• Individual development – invoiced incrementally
• Group/team programmes – invoiced 50% upfront and 50% on delivery (or component-based).

Standard tools (e.g. NZ calls, assessments) are included in quoted fees.

Additional costs (e.g. travel, accommodation, international calls, venue or equipment hire, catering, or professional printing) are invoiced separately. We’ll let you know if they apply and can estimate them on request.

If you request changes to a service we’ve already scoped or started, we may need to revise the structure and fee. If we identify needed changes, we’ll notify you as soon as possible.

For individual services (e.g. 1:1 development):

• You, we, or the participant may reschedule or cancel at any time. If at least 72 hours’ notice is given, we’ll invoice only for work already delivered or prepared.
• If less notice is given, we reserve the right to invoice 50% of the session fee.
• Face-to-face sessions rescheduled at short notice will be delivered via video conference.

For group/team engagements:

• We require 20 working days’ notice for cancellation or rescheduling. If less notice is given, a 50% cancellation fee will apply.

We appreciate as much notice as possible so we can manage scheduling fairly for all clients.

We’re not responsible for delays or disruptions caused by events outside our control (e.g. natural disasters, illness, or technical outages). If something comes up, we’ll keep you informed and work with you to find a practical workaround or alternative date.

We may update these terms from time to time to reflect changes in our services, professional obligations, or legal requirements. The latest version will always be available on our website. If the changes are significant and affect your rights or responsibilities, we’ll always aim to notify you directly where possible.

We’re committed to working with care and integrity.

If you have any questions about these terms or how they apply to a specific engagement, please feel free to contact me.

Ngā manaakitanga, Shanel

Shanel Winning
Founder and Director
Registered Psychologist and Executive Coach

www.winningperformance.co.nz