September 23, 2011
Roger Hamilton makes a key distinction between flow and group flow. While the first gives us a sense of fulfillment, the second gives us a sense of achievement. Group flow is not just about harmony, but momentum. As Roger says:
“A team with momentum won’t even try and solve the problems that other teams are tackling, as they will be operating at a different level. Momentum has the power to lift metal, and a plane in flight doesn’t worry about sitting in traffic jams or missing their turn-off.” – Roger James Hamilton
When a team is in momentum, small obstacles disappear. Decisions are made with certainty. No one wants to miss the boat, and attraction appears all around us. In his book “The 21 Irrefutable Laws of Leadership”, John Maxwell wrote “Momentum is really a leader’s best friend. Sometimes it’s the only difference between winning and losing.” When Roger Hamilton asked Maxwell what distinguishes a manager from a leader, he replied: “A manager solves problems. A leader creates momentum. When you have momentum, the problems soon solve themselves.”
Maxwell gives the example of a train pushing against a wall. “If it is trying to push the wall from a standing start, it has a challenge on its hands. If it is approaching the wall at 100 mph, the wall really isn’t an issue.”
The benefit of Talent Dynamics is in its ability for everyone to move into their own personal flow, and synchronize with everyone else in the team to pick up team momentum. In the same way that a crew of rowers of an orchestra of musicians work together to create a new paradigm of performance, the purpose is not to solve issues at the current level, but to build momentum until everyone is operating from a higher level.
August 1, 2011
Different Talent Dynamics profiles buy in different ways. Being able to assess what profile a client is allows us to tune in to their frequency and connect with them at their level. Roger James Hamilton explains the principle in talent dynamics terms “When the value exceeds the cost (including the cost of money, time and effort), we buy. The four sides of the Talent Dynamics square makes this assessment differently, so knowing which ‘language’ to use when communicating cost and benefit saves an enormous amount of time.”
Traditional sales training focuses at ‘overcoming objections’. In Talent Dynamics, an objection is like a rock in the river. Not something to overcome, but something to flow around – a clue that you are already connecting in the wrong language.
- Dynamo frequency profiles are more visual, and want the big picture.
- Blaze frequency profiles are more auditory, and want to hear the stories.
- Tempo frequency profiles are more kinesthetic, and want to experience the product and see evidence of success.
- Steel frequency profiles are more analytical and will only be satisfied after looking at the detail.
“Great communication is not about more communication, but meaningful communication. The more you focus on what is meaningful – and delete everything meaningless – the more your client will appreciate you for understanding them and not wasting their time” – Roger James Hamilton
Roger Hamilton believes that with practice, an individuals’ profile can be assessed within minutes. This is through a combination of words, focus, body language and empathy. Understanding the different modalities, how they communicate, assess costs, benefits – and risks – doesn’t just help in building your sales, but in better service, leading teams and recruiting the right team to begin with.