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Sir Bob Geldof to give keynote speech at second annual Global Trust Conference in London

London, UK (24 July, 2014) – The second annual Global Trust Conference takes place at The Grange Tower Bridge Hotel in London on Thursday 11th of September, 2014, featuring Sir Bob Geldof as keynote speaker. Pioneers and thought leaders of various disciplines such as HR, Talent Management and Recruitment are invited to share their findings and strategies at the event, with an aim to explore the meaning and measure of trust in a business context. At the heart lies the notion that trust is a principle economic driver that can be measured and improved.

Building on the success of last year, the 2014 Global Trust Conference provides a collaboration zone for vendors and spotlights the importance for businesses to build trust in order to achieve financial success. In addition to Sir Bob, other high-profile speakers will include the author of New York Times and Wall Street Journal #1 bestseller The Speed of Trust, Stephen MR Covey; Brain Researcher and award-winning UCLA professor, Dario Nardi; Futurist, Social Entrepreneur, creator of Wealth Dynamics and Talent Dynamics, Roger James Hamilton; Director of People Experiences for Zappos.com, Hollie Delaney; Social Digital Entrepreneur, author and Founder of Digital Youth Academy, Penny Power OBE; Chairman of Buy1GIVE1, Paul Dunn; and bestselling business author and world renowned business speaker Mike Southon as MC.

Spearheading the ‘Trust Movement’, Michelle Clarke previously served as Head of Leadership Development at Marks & Spencer PLC for 15 years before starting her business, ‘Talent Dynamics,’ which operates in 20 countries around the world. Clarke, who is hosting this year’s Global Trust Conference, explains:

“High Trust is a measure that you are delivering value consistently to your market or team. There is a direct correlation between the success of an organisation and the level of trust they hold in the eyes of their employees and customers. We know firsthand that trust can be measured, improved and mended, if broken, as long as the same set of principles are followed. It’s no wonder that high-trust companies are outperforming their competitors ten to one.”

Drawing upon her own documented experience in using trust within a business in order to increase revenues, Clarke started ‘Talent Dynamics’ in 2009 with an aim to adapt the principles of Roger James Hamilton’s ‘Wealth Dynamics’ strategy and apply them to teams in the corporate sector. In less than five years she has grown ‘Talent Dynamics’ to operate with over 300 license holders across the globe.

Clarke continues: “We are thrilled to bring the Global Trust Conference back to London for a second year running and honoured to have Sir Bob as keynote speaker. With banks and entire economies collapsing around us, and governments exposed in cover-up scandals, it’s not difficult to see why consumers are left wondering who they can put their trust in and to what extent.”

In conjunction with the Global Trust Conference, the platform B1G1: Business for Good will release its brand new ‘Shake the World’ app, which allows users to donate pure, life-saving water to someone in need with a simple ‘water shake’ of their mobile device, sponsored by a host of B1G1’s small business clients around the world.

Shake the World is available in the App Store and on Google Play now: http://shaketheworld.me.

The Global Trust Conference takes place at The Grange Tower Bridge Hotel in London on Thursday 11th of September from 8 am to 6 pm. For more information, please visit www.thetrustconference.com.

# # #

For media queries and press passes, please contact:

Sofie Haag
From Sweden Productions
Email: globaltrustpr@fromswedenproductions.com
Tel. + 44 (0)79 7210 4125


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[VIDEO] Paul Dunn will leave you shaking at The Trust Conference this year!

Paul Dunn

Working from home Paul Dunn, Chairman of B1G1: Business for Good reflects on the three things he is taking to the Trust Conference 2014.

  • Paul shares his insights into what makes a business stand out in an ‘Age of Connection’ where Trust is the driving force behind successful business
  • He explains how the small things matter and helps to build or destroy Trust very quickly
  • Paul invites you to ‘Shake the World’ with him at the Trust Conference, allowing our combined presence at the Trust Conference to make a global impact by providing drinking water to those most in need.  All through a free to download app.

The ‘Shake the World’ app is an innovative way to allow anyone with a smart phone to simply shake their phone to provide fresh drinking water, all sponsored by businesses.

Here is the guided tour:

We plan to ‘Shake the World’ together at the Trust Conference, encouraging everyone present and those joining via live stream around the world to shake the app and make a profound difference to people’s lives.

All through Trust.

Join us there.  Shake the World.  Get your ticket.


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What’s new?

Last month I shared with you that I had just met Sir Bob Geldof and had a fascinating discussion with him about the exponential business result of Trust. You can catch here a few minutes of that conversation. I’m super excited after meeting, to hear his keynote on September 11th in London!

I also had the opportunity to interview one of my favourite mentors ever, Roger James Hamilton this month! He shared some amazing insights about how to build trust with clients by building levels of engagement first. Something that has led him to have over 1500 people subscribe to join his database list every day! Click here to access the recording and enjoy the gems!

Have a great month ahead!

Michelle


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DT’s Tower: The Importance of Scale

measure

See that picture of a tape measure?  It will be important.

I’ve been thinking and writing a great deal about getting things done lately.  The reason being is that I’ve been laying the groundwork for growing the business.  I thought it might be useful to share some of my thoughts with this.

Growth means growing in size.  Seems obvious?  On the surface maybe, but me being a Lord I get my kicks out of the detail.

Growing Pains

So what exactly is ‘growing’?  Well turnover and profit would be a really nice answer.

But that’s not the answer I’m afraid.  That is the measure.  You can only tell that you are growing if turnover is increasing.

“Ah ha DT, I hear you cry.  You left out profit”

Well yes because profit is a result of how well you are doing what you do.  If you are an example of efficiency your profit will be higher but you are not necessarily growing.

True growth means that you are doing more of what you promise to do, what you are good at.  Where you deliver value.

So you have the same amount of time.  But you are doing more (hence why I’ve been thinking about getting things done).  I’m not a fan of working 24/7.  I need recharge time.  My iPhone gets better treatment than me sometimes! :D

So I think true growth means ‘making time’.  Feel free to argue.

Making Time

“Hang on DT, I’ve been with you so far but making time?  Its a universal constant! You can’t make it”

Well, no.  Grant me a little hyperbole.  When I say ‘making time’ what I’m looking at are the two sides of the Talent Dynamics square.

Systems allow you to save time and improve efficiency.  In essence you make time by doing what you do more effectively.

People allow you to add time and improve how much can be done.  In essence you make time by employing people to do ‘stuff’ (dazzling use of technical terms).

Trouble is… you can’t grow effectively by focusing on only one side.

The downside of systems (unfortunately there are some) is that they simply exist.  Something needs to go in one side… data, projects, money, ideas etc, to be turned into something else… graphs, completed projects, more money, results etc.

If you don’t have enough to go in to the system, the system is not going to be as effective as it can be.  Many systems sit in our businesses not being used effectively.

The downside of people (and as an introvert I can talk at length) is that they increase costs.  Unlike a system which only has a set up time, people take recurring time and money to get the best out of them.  Yet they think for themselves!  They don’t just exist.  If something is going wrong, they’ll spot it.  If something needs to be done, they’ll do it (as long as they are fully engaged with what they are doing).

The Importance of Scale

Remember the tape measure?  That is one way to demonstrate size.   But it doesn’t really show what need to be done to get there.  Hence the old style weighing scales.

For true growth, the importance of scale is balance in ‘making time’. Systems to ensure that the minimum effort is expended for the maximum result (and quality) and people to ensure that more can be done whilst keeping variety, initiative and values in the business.

If you are on one side of the Talent Dynamics square you’ll be better at one side than the other, systems or people.  That doesn’t mean that you can ignore the balance!  Far from it!  You actually need to put some thought into the opposite of what you are good at.

A systems heavy company won’t need many people but the people they do have need to be tip top to manage the systems and add a bit of diversity into the production line.

A people heavy company will need lots of simple systems to ensure that everyone is pointing and moving in the right direction.

What do you think?  Is the secret of growth in getting the balance right?


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Transforming People’s Lives Daily? Making a HUGE Positive Impact Globally!

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Sounds amazing doesn’t it?

As you may know, Talent Dynamics has the belief that everyone has a fundamental right to experience Flow, in their personal and professional lives.

I am delighted to share a competition that will be exciting to you and can help you get into Flow.  Celebrating the launch of our awesome on line training, next week I will be sending out details of how to enter this fabulous competition.

Be sure to check your inbox on Thursday 31st July.

There are over £50,000 of life-changing prizes to be won including many simply for entering the competition before 4th August.

It really is an opportunity not to be missed.

Don’t forget to check your inbox ;)

Have a fantastic flow filled week!

Warmest wishes

Janet


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Nicci’s Call: Are You Giving Relevant Value?

value

By Nicola Bonfanti - Talent Dynamics for Sales

There are three basic pre-requisites to being successful at selling which are open to ALL profile types:

  1. Believing in your services, products and yourself.  See ‘What is Blocking Your Flow of Sales?’
  2. Understanding and caring about your prospects.  See ‘One Thing That Differentiates Trusted Selling From Bad Selling’ 
  3. Being able to communicate what you sell to your target audience in a value-driven way to solve their problems or achieve their dreams.

Making People Feel Great!

As a Supporter coach and trainer my goal has always been to make people feel great about themselves, to achieve things they didn’t think they could, to reach the potential I see in them which is not as limiting as the potential they see in themselves.

If you listened in to Roger James Hamilton’s interview with Michelle last week you will have heard him say a similar thing and point out that if your sales and marketing is focused on people’s problems, they feel like a victim and keep the information to themselves.

If however, you focus on what they are proud of and good at, they will want to shout it from the rooftops, share it with everyone and thus give you a firm recommendation which is much more valuable than any email campaign coming directly from you.

Giving Value

So are your emails and social media posts giving value, is there something your prospects can learn from, take away and use, share with their clients and colleagues?

Is that value relevant for everyone on there? If you don’t know the answer to that question or you are guessing, ask them. We get in the habit of sending the same email to our entire database whether it is still relevant for them or not. By asking them, you’ll be able to target your marketing with more relevance and value for your different audiences.

Are you listening to your clients? Communication is a 2-way street. Once they have come back to you, reply. Amend their emails from now on accordingly as much as you can so that you demonstrate that you have listened, you care and only send relevant content and ideas to them in future.

Roger talked about an engagement tree rather than a marketing funnel. The implication is that prospects can follow their own paths with you rather than you pushing everyone in the same direction towards the same end.

This implies sophisticated email and database software but even without that you can have different messages for different segments of your audience and whilst that may seem time consuming the results are bound to be higher within smaller targeted groups than the same message going out to thousands and not being read by the majority of them.

Roger’s final point was: Don’t get seduced by big numbers in your sales and marketing but focus on the smaller group of trusted people who you can support and who support you by sharing their experiences of you to the wider audience.

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


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A Labouring Lord – Rauri’s Story

jujitsu

by Dianne Caldwell

When I first spoke to Rauri, he was 18 years old, working part-time with his Ju Jitsu trainer teaching students and supplementing his income by working in a laboring job he didn’t particularly enjoy.

So I asked him what he would truly love to do…

Rauri’s voice shone with excitement.

“What I’d really love to do is move away from the job I don’t enjoy so I can teach Ju Jitsu full-time to teenagers….”

It turned out Rauri had been practising Ju Jitsu since he was 12 and was now highly trained. He credited both the physical and mental benefits of the sport as completely transforming his life.  Ju Jitsu was far more than just a sport to him.

“Ju Jitsu is not just a martial art, it’s a way to change your life, and I want other children to experience the same amazing life and health benefits which Ju Jitsu brings.”

There was just one problem: he didn’t know how to turn this passion into a successful full time career.

Lord Profile

 

Rauri’s profile was a LORD: 40% Steel. 24% Dynamo. 24% Tempo. 12% Blaze.

There were 2 obstacles stopping him from seeing his full potential and turning his passion for martial arts into a reality. These were his age, just 18, and the peer and societal pressure to “get a regular job”.

Together, we sat down and looked at his desired outcomes, then we established a series of key action steps for him to take to move toward his dream. These small, detailed tasks aligned with Rauri’s Lord profile perfectly.  Once he could take the dazzling dream and break it down into bite-sized chunks, the whole process was a lot less daunting.

First Rauri would contact his Ju Jitsu trainer and ask for support and at the same time, he would also put together his plan.

Getting Fast Results

Here’s the funny thing when you move toward your goals. Everything conspires to help you! In this case, Rauri’s trainer just so happened to know a teacher who was really keen on having martial arts training at her school. The next step was easy.

Rauri submitted his proposal to the teacher on the board at the school & after just 2 – 3 short weeks after shyly vocalizing this idea to me, his semester program is now in the process of being approved!

When Rauri reported back to me he was bursting with joy.

“I’ve done it!” he said.  “I’ve achieved my dream!”

Rauri’s big dream was there all the time, but for him it seemed as insurmountable as climbing Everest. All he needed was some reassurance that this dream was 100% achievable, and then some specific guidance on how to break the dream down into less daunting tasks.  Once Rauri was clear on the way forward he achieved clarity, and that was down to the help of Dianne Caldwell, the ‘Flow Consultant’ and the Talent Dynamics profiling tool.

Rauri’s story is a perfect example of how the Talent Dynamics Profile Test & Debrief has empowered a young person to know & understand their strengths to a point where they take the appropriate action they know will get them into flow.

The plan is in progress and we will update you again on the ongoing success of Rauri’s actions!

We’ll leave the final words to Rauri…

Firstly thank you so much, you have, and will continue to have, my gratitude for all the help you’ve given me. It’s been absolutely wonderful and I’m so glad you have taken the time to provide me with all your advice. I started with an idea but no knowledge or ability to bring it to life. Talent Dynamics gave me the direction in which to head and the impetus to do so, by providing clear action steps and manageable goals as well as excellent and highly personalized coaching along every step of the process. Can’t recommend it enough to anyone with a desire to realize their ideas and dreams.”


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Has There Ever Been A More Important Time To Build Trust?

clock

There’s never been a more important time to build Trust.

With banks and entire economies collapsing around us, governments surrounded by covered up scandals… who can consumers and the public trust and by how much?

The Impact of Trust

It is the most trusted companies today are being the most successful. They are out performing their competitors by as much as 10 times.

In a Watson Wyatt 2002 study, high-trust organizations outperformed low-trust organizations in total return to shareholders by 286 percent.

As if that’s not exciting enough…

When Trust is consistently high, productivity speeds up, people feel more empowered and make better decisions. Accuracy levels increase. Absence decreases, turnover decreases. People have more fun and feel more connected to the organisation and team.

Consequently, the company performs at a much higher level, consistently.

We know from our experience, clients who have accelerated levels of Trust in their organisations,  go on to create results that have as much as doubled their revenues and profits. We hear of teams being told to go home in the evening, they are so engrossed in what they are doing, they didn’t notice how the time flew by!

Is Trust simply a buzz word that companies are banding about today?

Anyone who thinks Trust is simply a buzz word or an HR fad, is unfortunately missing the point.

Richard Barrett of the international Values Centre, asserts,

“that of all values, Trust is the most important to build internal cohesion of a high performance team”

Do you have high Trust?

High Trust is a measure that you are delivering Value consistently to your market or team. As you would expect, we have a series of sophisticated tools that we use to measure Trust with our clients.

However, you can already have a Trust ‘litmus measure’ based on what your customers or colleagues are saying.

The most Trusted companies are the ones that have clients returning time and again to purchase their products or services over and over because they are delivering Value consistently.

Apple has people sleeping on streets overnight to get hold of their latest product. Apple customers have such high levels of Trust in the organisation, they will pre-order the latest product without even seeing it first. This is because Apple focus on the best way they can deliver Value through being consistently innovative.

Trust in High Performing Teams

The most trusted individuals in a team are the ones who are consistently delivering Value to their colleagues in a way that it can be leveraged effectively.

An example of this would be a Creator profile who creates visionary strategies for the business unit, that are scalable and sustainable. Creating exciting new products and services that consumers want and need.

Or an Accumulator profile that ensures all the projects and processes are delivered on time and in the most efficient and timely way possible. Checking all the information and research to make sure the overall plan of action is the most risk averse and water tight.

Wherever you deliver Value consistently, as an individual, a team or an organisation, you will see you can build Trust and you will continue to have a place in the market or the team or organisation.

Can you improve  Trust levels?

Absolutely!

Trust is established and grown when:

  1. You say what you are going to do
  2. It is seen to be of Value by someone else (a team member or customer)
  3. You do what you said you would do, really well and consistently.

If you want to build more Trust, then focus at delivering more Value consistently.

Once you lose Trust, can you ever regain it?

There’s an old saying you may have heard.

“Once trust is gone it’s gone forever.”

Well that’s not strictly true.

If you follow the same principles, you can re-build Trust by consistently delivering Value. It may take longer but it’s not gone forever!

Where Trust was already really high and something goes wrong, its much easier to get the Trust back quickly. There’s enough in the ‘trust bank’ to already believe the person or organisation will fix the situation and do what they said they would do.

If there was low Trust in the first place its certainly harder to get it back but it’s always possible to regain and replace Trust if both parties are open to it.

Think of a relationship you had, where Trust was lost for some reason, if both parties feel the win of being together in a relationship is enough, then they figure out how to build trust.

Sometimes you just need to ask the other party if they are willing enough to want to rebuild it…

Find out how to build Trust in your Business

If you want to know more about building Trust in your business for success, join us at the Trust Conference in London on September 11th with Keynote speaker Sir Bob Geldof.

Early bird tickets still available, please click here.


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The Power of Giving, Shakes Things Up…

water drop

Talent Dynamics have proudly sponsored Buy1Give1′s ‘Shake the World’ app.  Go to http://shaketheworld.me/ to download or find it on the app store

The app allows you to give life-saving water through a simple shake of your phone.  How many times do you take your phone from your pocket, or glance at it before putting it down?  Imagine if every time you did that you could make a real difference?

Now you can!

The shakes are funded by B1G1 Partners — businesses (like Talent Dynamics) that join B1G1 to embed giving into their everyday activities. To date, they have created 44+ million giving impacts, supporting hundreds of high-impact projects worldwide.

The Shake the World App is specific to providing water in Ethiopia.

Over 700 million people around the world do not have access to clean water. And many walk hours each day to collect contaminated water, which often causes life-threatening diseases. This is why a simple thing like having access to water really transforms lives.

Now you truly have the power to shake the world right in your hands.

Click the banner to go to the Shake the World website!


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A Case of Mistaken Identity! Talent Dynamics for Young People

TDYP

By Teejay Dowe - Talent Dynamics for Young People

So many of our young people today struggle to articulate just who they are and that’s no surprise really as it’s not exactly something we teach in school. We rarely are asked to define our identity much deeper than our name and perhaps role in a team, or later business, and so when faced with options and opportunities how do they know what to choose?

Well, the answer to that all too often unfortunately is they have no clue and so are pushed in one direction by parents, pulled in another by teachers, given suggestions by careers advisers and influenced by peers. No wonder they can often in later life find themselves in jobs that put them completely out of flow, they become disillusioned, stressed, miserable and under perform. Know anyone like that?

Robert’s Story

I met a young man like that recently, his name was Robert and he was working in a firm of accountants. It was actually the senior partner of the firm who asked if I could help because if he didn’t get sorted out then he was out!

Robert is a very bright young man, and a little cocky with but he’s young and it’s part of who he is. We began the conversation around his profile as he came out as a Star and he immediately told me that he felt it was all a bit superfluous, there wasn’t really any substance to it was there? And his boss had thought that too (or maybe planted that seed?)

It made me smile when I asked him if he’d actually read the detail of it and he admitted he hadn’t and that’s very typical of a Star, just looking at the overview. So we explored the report in more depth and he resonated with much of it, nodding and agreeing that was so like him and in other things agreeing it was not. Then, after all the agreement he said

“Actually this just makes me more confused. Now I really don’t know who I am at all. It’s made it worse!”

I smile and we go back a few steps in the conversation and add more insight in to his natural gifts and talents and the types of roles that would suit who he is. We go around in circles for a little as he continues to protest and then all of a sudden he stops and looks at me and says….

A Bitter Pill

“This is a bitter pill to swallow. I really do know more about who I am than I have ever admitted to anyone and now I am realizing that the reason that I am struggling in this job, feeling as if no one appreciates me, bored with the data entry and detail is that I’m in the wrong job.

I love the job when I’m able to go out with the boss and meet new clients, or greet them and show them around the office and I get to have some variety in what I do. That’s not very often in this job though and I’m miserable. I was going to go on to train as an accountant but I know I would find it really hard and too much for me. I just wanted to please my dad and my boss. What should I do?

Should I leave?”

Of course that is an option but not the only one. There was no reason why he could not stay with the firm but find another role there that allowed him to shine, interact with people, promote the business and work in a team.

Or, understand why he felt stressed in this job and start to look around for those types of roles in other industries where he would be in flow, build trust in who he is and what he does best and really add value to a business so he can feel appreciated.

Discovering that his thoughts of “I’m not good enough here and nothing I do is ever good enough” was just a case of mistaken identity and that when he does what he is naturally gifted and talented at he will shine, Robert is excited to find that new role and enjoy his career again.

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


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