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SATs, Maths and Theme Parks! Talent Dynamics for Young People

By Teejay Dowe – Talent Dynamics for Young People

I love this story told to me this week by one of our Talent Dynamics for Young People consultants as we were catching up together a year after she trained to use the profiles.

Fabia’s Story

After training in using Talent Dynamics for Young People, the first person Nicci profiled and debriefed was her daughter, Fabia,  who at that time was just going in to year 6 at school an important year for her as her SAT’s  (Standard Assessment Tests) would be taken at the end of year 6.

Their grades were predicted at the start of the year and Nicci was concerned that her daughter didn’t particularly like maths and therefore was not as good at it as she was in other subjects so, as any concerned and conscientious parent would, a maths teacher was employed to ensure the best results at the end of the year.

Nicci shared her daughter’s profile with the new Tutor to give her a new and additional insight in to who Fabia is and, as a Creator profile, show that she has a great imagination, loves to think in pictures and make up stories. Fabia and her Maths Tutor put this gift to work in their lessons together and instead of  concentrating on the instant ‘calculate these numbers quickly in your head’ type maths they played with applied maths.

Theme Parks!

Throughout the year they turned the maths questions in to stories of Theme Parks with numbers of people on the rides and the prices of the tickets, roller coasters and dodgems and how many hot dogs and fizzy drinks would that be and really made the numbers come to life in all kinds of creative situations. So much more fun!

But what about the grades?

Results

Well – this is really the impressive bit. At the end of the year with her tutor and their engaging sessions Fabia increased her predicted grade in maths by FOUR grades! Now that is what I call a result for Talent Dynamics for Young People and especially for Fabia!

Haha! I wished I’d had that insight when I was younger, I wonder how much more fun chemistry could have become? 🙂

Teejay Dowe will be leading one of the Break- Out sessions at the Trust Conference on September 11th.


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DT’s Tower: The Delegation Game

You might have noticed over the last few months I have been interested in getting ‘stuff’ (technical term) done more efficiently and effectively.

Very Lordly! I have looked at both qualitative and quantitative data, identified the areas that need improvement (and got a blog post out of each one) and put it into practice.

Despite all this (and an improvement in productivity) I still have a lot to do…

…which means I’m going to have to (deep breath) delegate.

Its not that I hate delegating.  I can understand that tasks can be performed best by people who are good at them and if they enjoy them so much the better as this will get them into flow.

I’m just not very good at it 🙁

(cue violin music)

Can’t Delegate, Won’t Delegate

Its not that I’m a ‘micro manager’, a label that gets applied to Lords quite a bit with their desire to control, natural caution, organisation and focus on the detail.  I’m more than happy for people to use their initiative and focus on the result.

Where I get unstuck is that I struggle with the people side of the delegation game.  I recently retook my profile test and I want to share the graph with you.  You might see what I mean…

Do not adjust your screen… I really DO have 0% in Blaze energy, the people and communication side of the Talent Dynamics square.  I’ll try and break down what goes on in my head (you have been warned).

  1. Delegation is not something that naturally pops onto my radar.  Unlike a Supporter I never consider “who would enjoy this and get a great result”.  The task or tasks are what sticks with me as objective things that need to be done.
  2. With my Lordly ways I break down the task automatically into many different aspects that inform what needs to be done.  This trips me up whenever I need to communicate the task as I overcomplicate it.
  3. Objectivity is useful but not when delegating.  I have the knack sometimes of sucking all the fun or excitement out of a task.  People aren’t often excited by the task I share which obviously affects motivation.
  4. Being introverted, rather than delegate first, I delegate last as it really drains me of energy.  What this means is that I lose a valuable portion of time when ‘stuff’ (technical term remember) could be done but it isn’t happening as I haven’t shared it.
  5. When time is pressing the Lord in me takes control, I have all the information, I know what needs to be done, I am in the best place to get the task complete.  This can very quickly turn into a vicious circle of “won’t delegate = can’t delegate”

What can a Lord do?

I welcome your suggestions to help with the Delegation Game.  The obvious answer and the best is to get a Supporter to do it.  They live for this.  However, that isn’t an option right now.

The approach I am taking is looking at delegation as a process (moving me into Flow).  I am an avid fan of flowcharts and when looking into delegation I found this.

So I am clearly at step 1.  I am doing and I realise that I need to delegate.

From my point of view however, there is an element of complexity.  In order to hand over the task I need to identify what tasks need to be delegated, what goes into the task and who is best suited.  I can handle the objective skills but I’m going to need to have to move out of flow a little in order to see if people are interested in doing the work (rather than just sending an email with instructions).

Its going to be … interesting.  Until the end of the process I will be working out of flow BUT once the process is complete I should have more time to focus on those areas which require my Lord strengths.  In addition I will be helping move other members of my team into flow by playing to their strengths

I am going to have to work really hard to put the delegation front and centre, doing it first before ANYTHING else 🙂

 


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Exclusive Interview with Roger James Hamilton

Roger James Hamilton is a futurist, best-selling author, social entrepreneur and creator of the Wealth and Talent Dynamics Pathway and his insights on Trust are not to be missed.

Click here to register>

During this interview Roger will be explaining why, when you build Trust and Flow,

• Productivity speeds up
• Accuracy levels improve
• Attention levels increase
• Communication improves
• You have more fun
• You feel more connected to the organisation
• Results improve dramatically
• You can see significant financial impact, with measurable increase in profits.

You’ll hear Roger’s incredible insights and he’ll share with you the 5 levels of Trust. You will also get the opportunity to ask us specific questions about how Trust levels apply to you.

So, on Wednesday 14th May at 8.30am BST, I personally invite you to join Roger and I for 60 minutes, where you’ll discover more about the amazing effects Trust can have on you, your business and your life.

Click here to register>

See you there!

Michelle


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Career Ready Is Here!! Talent Dynamics for Young People

By Teejay Dowe – Talent Dynamics for Young People

After much planning, preparation, and passion Talent Dynamics for Young People launched The Career Ready Program in the UK.

Sponsored by Talent Dynamics Head Office and Banks Accountants in Swindon and partnering locally with education, apprenticeships, Jackie Kerr Recruitment, Inner Flame Youth Charity and many others it was a pleasure to bring vision into reality and run the very first program.

This program empowers young people from 16-24 to be ready for their careers in a way that compliments all of the other employability schemes that are running.

Educational establishments and organisations are raising the standards academically, apprenticeship and trainee-ship schemes are adding practical skills, recruitment agencies are helping with CV’s but no-one up until now has given young people an awareness of who they really are, what they are naturally gifted and talented at and therefore where they will add value to an employer.

Bridging the Gap

We totally bridge this gap so that a young person can confidently speak about themselves at an interview and know what types of roles they will flourish in.

Erin, a young lady who attended the first course was asked what is one strength that she has, she replied

“I don’t have any strengths, I don’t have any qualifications, I don’t really have any confidence, so I don’t know what I have to offer an employer”

Just 4 hours into the program when asked what value she would bring to an employer she confidently replied

“Whatever job you give me I will always do it to the highest standard and where possible improve it even more. I am a finisher and no matter how long it takes I will not stop until a job is completed and completed well.”

Wow! That’s a bit different than having nothing to offer! Oh, and by the way, she also has 8 GCSE’s but she thought they didn’t count!

At the end of day 2 this same young lady stood up in front of the whole group to present back the work they did on a business project. She delivered that presentation confidently, eloquently and with great visuals as she talked us through the project and how the team had worked together to get the outcome.

A huge shift in confidence and identity in a short space of time and just one of many stories throughout the 2 days.

We are assigning mentors for the young people who are the same Talent Dynamics profile as them and monitoring their progress so watch this space as we share more stories, successes and amazing moments from future Career Ready Programs. Next stop Preston, then back in Swindon followed by Milton Keynes and Australia!

Who knows – it could soon be in your town as more of the Talent Dynamics for Young People Consultants bring the program to where they live and change many lives in the process.

Teejay Dowe will be leading one of the Break- Out sessions at the Trust Conference on September 11th.


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Putting Talent Dynamics to Work in Small Business – Louise & Susie’s Stories

By Osmaan Sharif

I run an online Talent Dynamics Programme for small business owners and I thought I’d share a couple of their stories.

Louise runs Little House Life Therapies, and had an idea of how a business ‘should’ be run.  The thing is she seemed to spend so much time focusing on those details, that she couldn’t easily see where she wanted to take her business.

Susie, of Mildred Jones, knew what her Talent Dynamic’s profile was, but didn’t fully understand how to apply it to her business, and had even begun to question whether that was her true profile.

As they worked through the programme, Louise and Susie put Talent Dynamics to work in their businesses.

Louise, a Creator’s Story

Louise profiled as a Creator and began to understand why the business model she’d been using was getting in the way of her building a business she loved.

“I discovered that I am a lot more creative than I thought, and that I am easily distracted by ‘boring and technical’ things.  Knowing this helped me structure a business model that gets the boring stuff done while focusing on the bigger picture.”

As well as her new way of working, Louise has been able to figure out where to focus her energies in order to stay in flow and have a more successful business.

“I’ve been able to let go of ideas and resources that aren’t congruent with what I truly want to do.  My background in coaching doesn’t restrict me to 1:1 sessions and I am taking a whole new approach to my initial training.  This has been a very liberating discovery, and has enabled me to look even deeper into where I truly am in Flow. ”

Susie, a Trader’s Story

Having initially found it difficult to relate her Trader profile to her fine jewellery design business, Susie finally saw how her profile made sense.

“I am a Trader after all, albeit one with creativity, and that’s a really good mix.  While I sell a physical product, I actually provide a service, and by focusing on that I can really differentiate myself.”

The more Susie understood what got her into flow, the more she realised how much easier building her business could be; especially when it comes to marketing it.

“I get it much more now about the strengths I have in building relationships, listening to what people want, and providing it.  I’ve already been asking more insightful questions on my Facebook Page, which is generating great engagement and getting priceless information about my ideal customer.”

Louise and Susie are just two of the small business owners who benefit from using Talent Dynamics in their business, and I can’t wait to see what they use their new tools to build.


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Una’s Spotlight: Another New (Tax) Year

By Una Doyle

Sometimes life just throws you a curve ball and there’s not really very much you can do about it.

That’s what happened to my partner and myself this January when he started to feel unwell a couple of days into the New Year. Roll on a few weeks and he was rushed into hospital seriously ill and since then it’s been a long recovery, now about 95% complete.

So it’s now April, the start of a new tax year and we’ve decided that this will be our New Year.

A chance to start afresh. A chance to put in place the plans we were so excited about back in late December!

There are times in life when you have to admit you are not in control and this was definitely one of them. How do you react when life throws curve balls at you?

  • Get mad
  • Lie down and cry
  • Carry on regardless

Well I briefly experienced each of those at one time or another, however they’re not necessarily constructive!

So I thought it would be useful to look at this from a Talent Dynamics perspective taking each of the energies in turn to see what could be helpful in your professional and personal life.

Spirit

Trusting in each other, honest and open communication and having each other’s back was essential during this period. We never lost sight of our primary purpose during this time which was to get him well enough to come home and then well enough to fully live life again.

“How clear are you and your team on your purpose? Do you prioritise your activities accordingly or just do the most urgent tasks, reacting to those who shout the loudest?”

Dynamo

Motivation

I am a Star profile with pretty equal Dynamo and Blaze energies. When the ‘proverbial’ hit the fan I immediately went into emergency task mode. Being able to instantly come up with ideas to solve problems is useful – as long as it’s not overdone.

“How effective are you and your team at problem solving? Do you spend time to establish what kind of problem it is that you have?”

Innovation is not always the solution… For instance in this particular situation Blaze and Tempo elements turned out to be more important.

Blaze

We both had to ask for help a lot more than usual. It was important to have the support of family and friends both emotionally and practically. In fact, it was the practical help that was required the most!

Thankfully we were also able to call upon some team members we’d worked with previously to help out with the business. And a cleaner was definitely essential too 😉

The vast majority of doctors and nurses that we dealt with were fantastic communicators and that made such a massive difference.

How substantial is your support network? In the event of an emergency who could you call upon? How effective is communication in your organisation and/or family?  What could you do now to be prepared with team members and/or freelancers to stand in when required?

Tempo

Once the initial heart-stopping emergency was over it was a case of constantly reprioritising and rescheduling personal and work activities around his recovery. It took a while for me to realise how much time it actually took to not just visit but travel to and from the hospital and to do (or delegate) the activities he would normally do.

“How aware are you of how long things really take?”

This is important to manage your own workload as well as when working with team members. If you don’t know, simply use a kitchen timer or one on your smart phone to measure frequent activities. If you haven’t got high Tempo energy in your profile you may be surprised by what you find!

Use this knowledge to help you understand the return on investment you get from your activities, consider whether they’re really necessary and if they are, who is best placed to do them.

Steel

Understanding the measures being used to mark my partner’s recovery was very helpful, otherwise we would have been completely in the dark about progress.

“How effectively are you measuring progress on the projects and processes that are most important to you?”

Also related to Steel was the adaptability required by my partner (a Lord profile) to adjust to his circumstances while in hospital and then recuperating at home. Lots of uncertainty, noisy and unfamiliar surroundings and people didn’t make this easy, so it was important for me to provide support by being physically there and communicating effectively to alleviate that.

This applies to changes you may be looking to implement in your workplace!

“Do you consider those that may have high Tempo and/or Steel energy that will find change more challenging, no matter how much they may buy into the concept of it?”

Be sure to connect, listen and constantly over-communicate before, during and after the change.

Have you been dealt some rough hands recently and if so how did you handle them? I’d love to hear your views, please comment below.


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Osmaan’s Observations: Opposites Attract

I’ve heard the saying ‘opposites attract’ when it comes to finding that special ‘one’, who you’d want to spend the rest of your life with.   But the same is also so true for me when it comes to my clients.

As I looked through my schedule for the week ahead, it struck me just how many of my current small business coaching clients are Creators and Stars!

To a Trader like me it could seem like they are from a far away planet.

The way they naturally think and act is so different from me.  But instead I truly get a buzz from working closely with them.

Dynamo Buzz

It’s because we are like ‘ying’ & ‘yang’.

They’re super innovative and always have so many ideas of what they could do.

I love seeing their reaction when ask I ask them – “when are you going to do it by?’ – it’s like I’ve sworn at them at times.

Instead of standing at the top of the ‘skyscraper’; admiring the view from there and thinking about all the potentials that are out there, Traders like to be at ground level and are very practical minded.

Typically if left to their own devices or without super self-discipline, a Creator or Star’s amazing visions can remain as an idea before the next spark of inspiration hits them (& then the next).

But you can’t really take an ‘idea’ to the bank to get cashed, can you now?

Tempo Reality

So I love helping these talented individuals to take their ideas and do some real stuff with them, so they have a greater chance of happening.

“Yes sometimes it can feel less ‘fun’ for them when they’re having to focus upon the nitty-gritty planning and execution stages. The same can be said for me, when given a blank piece of paper and attempting to come up the next new or novel idea!”

However, when you remember that we don’t have to do it all ourselves and that we use each other’s talents, then things can really start flowing more easily.  And that’s where the real magic is, as when you help other people to get into flow – they help you get into flow too!

What else could you ask for?


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Nicci’s Call: Leveraging the Value of Your Sales Meetings

By Nicola Bonfanti – Talent Dynamics for Sales

Lots of sales people make the mistake of talking too much in the first meeting with a new prospect, anxious to tell them everything about their company, products or services. The big opportunity of a first meeting is to discover the real scope of the prospect’s problems, by talking at them they will miss opportunities.

So use the first prospect meeting as a fact finding mission rather than a chance to roll out your usual presentation.

You are there to identify opportunities and find a mutual fit to see if and how you can actually help them. They should be doing most of the talking for 4 reasons

  1. So you can get a proper understanding of their issues so your proposal back to them can be tailored to those
  2. So you can lead and guide the meeting in the direction you want it to go
  3. So you don’t give away any of your expertise content now but just explain to them what they need to do, not how. That comes once you are working together
  4. If you don’t already know what their Talent Dynamics profile is, you will be able to get an idea from their conversation.

If you do know their Talent Dynamics profile, plan your questioning to accelerate the rapport building.

Dynamo Prospects

Start by focusing on them

  • Ask them to give you an overview of where the company is at and their role in it
  • Do they see big changes on the horizon?
  • What are the key issues that matter to them?

When talking about a product or service you have to help them,

  • Use a few key points to give an overview
  • Let them know the significance of the product or service to them personally as well as to the organisation
  • Point out new or innovative features and why that will benefit them
  • Speak in an animated manner and at a fairly rapid pace

At the end of the meeting ask them:

“How do you see us working together?”

Blaze Prospects

Start by focusing on them

  • Ask them to tell you how things are at the organisation, pick up on specific events or people you’ve heard about or that they’ve mentioned and ask about them
  • Ask them what they have heard about you and your organisation

When talking about a product or service you have to help them,

  • Give specific examples and case studies of other customers’ good experiences
  • Be personable and smile a lot as they will see that as a sign of acceptance
  • Speak in a casual, frank and friendly manner
  • Stay on task and don’t get too distracted by stories

At the end of the meeting ask them:

“Have you heard enough to make a decision about moving forward together?”

Tempo Prospects

Start by focusing on them

  • Ask them what they thought about the information you have sent them so far
  • Involve them in the process by asking what they thing about things in the organisation today
  • Ask them what would they change if they could

When talking about a product or service you have to help them,

  • Take time to go over a full list of advantages and benefits
  • Explain any side benefits or peripherals that are pertinent
  • Provide testimonials that highlight facts
  • Move at a steady, even pace

At the end of the meeting ask them:

“How would you like to take the next step forward?”

Steel Prospects

Start by focusing on them,

  • Ask them how business is doing
  • Ask them what improvements they are looking to make this year or this quarter
  • Ask them what they know about you so far

When talking about a product or service you have to help them,

  • Know your stuff, winging it will not cut it with them
  • Be able to show a bottom line on prices, features and benefits to them
  • Highlight any productivity benefits to them
  • Show them all the specifications
  • Take your time

At the end of the meeting ask them:

Do you need any further information to take a decision to move forward together?

Then make plans for the next meeting together.

Who will you try this approach with first?

More information about how you can leverage the value of your sales meetings at www.TrustedSalesDynamics.com

Nicci Bonfanti will be leading one of the Break- Out sessions at the Trust Conference on September 11th.


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DT’s Tower: Divergent, Profiling and Talent Dynamics

I recently went to see the film “Divergent” in the cinema.  The plot in summary:

“In a futuristic dystopian Chicago, society is divided into five factions: Abnegation (selfless), Amity (peaceful), Candor (truthful), Erudite (intelligent) and Dauntless (brave), based on their personalities. Beatrice Prior is in Abnegation, the faction that looks after the poor and the factionless, as well as runs the government; though she has always been fascinated by Dauntless.

Young 16-year old citizens have undergone aptitude test using a serum to indicate which faction they would really fit and which they would need to choose on the Choosing Ceremony.   Beatrice’s test has resulted different attributes of several factions (Abnegation, Erudite and Dauntless), which means she is Divergent. Since Divergent people can think independently and government cannot conform their thinking, they are considered threats to the social orders. These are the reasons why she needs to keep her true test results a secret.”

The film deals with one of the big objections to profiling, individuality and conformity.  How can a test capture the unique characteristics of an individual?  Can you really reduce a person to a category?

The short answers are “it can’t” and “you can’t”.  But underlying these questions is a more powerful question.  “Why take a profile test in the first place?”

In the film the answer is because that is how society is ordered.  On the surface this does seem like a good idea, and fits with Talent Dynamics’s philosophy.  People doing what they are good at are more productive and happier.  If you can understand yourself to a greater depth, you will grow.

Now, in our society it is not compulsory to take a profile test.  So why take one?  Again it is down to understanding yourself and others.  In Talent Dynamics it is about finding out your route to Flow, a route to a more focused, productive and stress-less work/life.

The film’s profile offers no recognition of individuality.  If you don’t conform to one of the profile types (or Factions) then you are dangerous as the profile is there to control you and society.

And this is where people often get unstuck.  The Talent Dynamics profile is not an end point but a starting point.  It’s not trying to put you in a box.  Here’s why:

  1. Your profile is made up of characteristic ‘energies’ Dynamo (Creativity), Blaze (People), Tempo (Timing) and Steel (Information).  Within the profile is an energy frequency or mix as EVERYONE is different they will have a different mix of these energies.  The profile is simply a trend towards the strongest energy.
  2. Sometimes a profile will resonate with you more strongly than the test result.  A profile debrief with a Talent Dynamics consultant can help challenge the results and unpick why you are drawn to another profile.  It could just be that the profile is wrong!
  3. The profile describes how you work, not who you are.  I am a Lord in a creative industry… doesn’t mean that I can’t be creative but my approach is more methodical and slow than a Creator (though I have quite a bit of Dynamo in my profile).  Your profile can help you find a role you are better suited to OR let you explore different ways of working to the strengths of your profile that will naturally help you into Flow.
  4. Although many people who take the Talent Dynamics profile test have an ‘a-ha’ moment when they get their results, the profile is not a quick fix or a one shot answer.  It is a road map that can help you learn more about what makes you tick, guide you through challenging situations or when making important decisions.

Oh … and the film is pretty good too! 🙂

How about you?  Do you try and conform to the Talent Dynamics profile or are you ‘divergent’?  How do you approach this?


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Nicci’s Call: Are You Challenging Enough?

By Nicola Bonfanti – Talent Dynamics for Sales

Last week I attended the global online conference “The Sales Acceleration Summit”. The first  keynote speaker was Matt Dixon, co-author of “The Challenger Sale” and almost every talk I attended after that made reference to the most effective type of salesperson – the Challenger.

So what is the Challenger sales person, why is it important if you are involved in selling at all and how can knowing your Talent Dynamics profile help you become more challenging?

Why does it matter?

According to the CEB research*, and this is what has been sending shock waves through sales departments globally since its publication in 2012, the typical relationship builder salesperson, i.e. Making sure the customer is happy, being of service, keeping relations sweet, (what most of the sales training of the last 10-15 years has been based on) was the LEAST effective sales person type, particularly in an economic downturn, and not only with complex sales but in almost every sales situation.

Instead the MOST effective type of sales person in every situation proved to be the Challenger type who understood the customer’s business, pushes the customer to think outside the box, doesn’t ask them what keeps them up at night but teaches them what should be keeping them up at night and is not afraid to build constructive tension with the client, to make them think.

What is a Challenger sales person?

A Challenger salesperson excels and outperforms other sales types in 3 key areas:

  1. Teaches for differentiation – is an expert in their field and brings a new perspective to the client and educates them in other ways of doing business.
  2. Tailors for resonance – understands what drives value with different customers and adapts their message accordingly  (which your understanding of your client’s Talent Dynamics profiles will help you do).
  3. Takes control – not afraid to take control of the conversation or discuss pricing and cost concerns with the customers on their own terms.

How can you be more challenging?

Before you try and take on these 3 areas it’s important to remember what your strengths as a sales person already are and how you can build on that to become more challenging. Which is your strongest energy in your profile?

Dynamo profiles
(Creator, Mechanic, Star) – you will be naturally good at teaching for differentiation, will have great ideas for improvements and changes. Your challenge will be to listen more to the client and understand their specific values and to tailor your proposal to their needs rather than your ideas.

Utilising your knowledge of Talent Dynamics profiles and applying that to your clients will help with listening.

Blaze profiles
(Supporter, Star, Deal Maker) – you will naturally be good at tailoring for resonance, adapting your ideas to the client’s specific expectations.  You may be fearful of taking control of the conversation and discuss finances, not wanting to “spoil” the relationship.

Having courage to talk finances for the good of the client and your ongoing relationship will help you overcome this.

Tempo profiles
(Trader, Deal Maker, Accumulator) – you will naturally be inclined to make sure the customer is well served, is happy and there are no tensions there.

In order to win and keep the client you need to explore with them new ways that your products and services can resolve not only their current issues but issues in the future.

Steel profiles
(Lord, Accumulator, Mechanic) – you will be comfortable about taking control of the sales meeting but may not have enough knowledge or ask enough questions to tailor the proposal in an original and stimulating way.

Use the data and research you have to demonstrate to your client how they could be using your products and services in different ways.

More information about how you can become a more challenging salesperson at www.TrustedSalesDynamics.com

Nicci Bonfanti will be leading one of the Break- Out sessions at the Trust Conference on September 11th.

*CEB research in “The Challenger Sale “ (2012) by Matthew Dixon and Brent Adamson


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