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The Power of Environment

Roger James HamiltonAs Roger Hamilton explained at a recent entrepreneur event in Bali, the roots of Talent Dynamics and the five frequencies are the same roots found in Chinese Feng Shui and used to define the layout of great cities from Paris and London to Washington. According to Roger, we are not products of habit as much of products of our environment, and all the best intentions to change a team won’t work if the environment itself isn’t at the right frequency.

“When we walk in a library, we go quiet. When we go to a club, we dance. Dancing in a library or reading a book in a disco simply doesn’t feel right, so we don’t do it. Many of us are trying to be creative in a cubicle of reviewing finances in a board room over lunch, and we wonder why we keep getting distracted or doing a poor job.” – Roger James Hamilton

Within Talent Dynamics, Roger Hamilton goes into detail as to how environments can be transformed into the five energies that contribute to flow, and that all great companies use all five when designing their different functions: Water (Leadership & Purpose), Wood (Innovation & Planning), Fire (Sales & Marketing), Earth (Service & HR), Metal (Finance & Systems). Furthermore, an enormous amount of energy is spent when we switch energies. As Roger says “Switching from studying a spreadsheet to taking a call to going back to the spreadsheet takes as much energy has going from ice to fire and back to ice again. If you haven’t synchronized your calendar to your environments – your time to your space – you will be constantly wasting energy on interruptions.”

Part of the more advanced steps within Talent Dynamics is when a company redesigns their office and their schedule to optimize their performance. Roger compares the experience when you get this right like the experience of a child planning a day at Disneyland with the Disney map in front of them, or a family planning a holiday to a new place.

“Flow isn’t just about what you do. It’s about where and when you do it.” – Roger James Hamilton

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Momentum: The power of group flow

Roger James HamiltonRoger 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.

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Michelle’s August News

As you read this, ill just be boarding a plane and heading off on a mini-world tour with Roger James Hamilton, Creator of Talent Dynamics, as part of his Fast Forward your Business Tour. If you are in Tokyo, Cape Town, Johannesburg or London on these dates, we would love to see you there and you will be privy to some amazing insights about how to future proof your business.

Following the successful launch of TD in Australia earlier this year, I’m really excited to announce that we will be launching TD in Japan and South Africa, with our brand new Master Trainers there, in September, as part of the FFYB tour!

We start the tour in Tokyo with a lavish launch of Talent Dynamics at the British Embassy on the 2nd September. Tamami Ushiki, who heads up Wealth Dynamics in Japan, has become a Master Trainer for Talent Dynamics. Tamami and her team have translated all the materials into Japanese and on 2nd September, 30 HR Directors/Heads of Training, alongside independent coaches and trainers are meeting with us at the Embassy, to see how they can use Talent Dynamics to transform their organisations too (photos etc to follow next month!)

As if that wasn’t enough excitement for one day, today, our lovely new updated website goes live! We have had so many changes in the past year, with us moving at such speed, the website became cluttered and hard to follow – some people said they just couldn’t tell what we did! So we have refreshed and revitalised and updated it, with much more information about our powerful accreditation programmes and how you can become a Performance Consultant. Please check it out and let me know what you think!

Oh and we have had great feedback from the first 50 people we showed our new and updated TD E-guide to, as it comes with a host of other special bonuses too, including a video with my 7 top tips for creating high performing teams! Feel free to download them here.

Have a fabulous flow filled month ahead!


PS Next month ill be able to spill the beans about Talent Dynamics for Selling!! We are creating for you a whole series of E books by profile on the best way for you to sell to other profiles – its gold dust in an E guide!!

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Testimonial from HR Manager at X Changing

Helen was recently accredited as a Step One Performance Consultant and has since run 2 programmes at X changing – both are set to create some excellent financial results in the next 12 months and she is set to roll out further programmes as a result!

“I was aware of Talent Dynamics and was interested to see the positive impact it would make on both the business and teams within an organization.  After a taster session, I decided to attend the 5 day accreditation process in June this year.  The course was fantastic.  I have since run 2 one day programmes internally. Already the teams are more engaged and ‘in their flow’ and we expect to deliver substantial savings within the next 12 months. The ROI is a definite value add for the business, individuals and teams. We are now looking at rolling out further”

Helen Butler

Reward & Benefits HR Manager

Xchanging Global Procurement Services

Fulwood Business Park, Caxton Road, Preston, Lancs, PR2 9NZ

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Jans Corner: What lies beyond Leadership?

Leadership is critical for a team or organisation and there is no doubt about it. Leaders at all levels provide direction, inspiration, example, and reassuring energy for people around them – more so in times of turbulent changes, complex challenges, and new breed of seemingly invisible opportunities.

Today, it is safe to say that leadership is a requirement for performance, not a luxury. Actually, according not just to numerous leadership gurus but also common sense, everyone needs to step up and stand out and be a leader – responsible and responsive, authentic and effective – regardless of his or her title and position in the organisation or team for it to have a chance to succeed.

Now, imagine an organisation where the leadership challenge has been resolved. Everyone is a leader. There is nobody to look up to and no one left to follow – at least not in a traditional sense. How does one work as one amongst leaders, and how does one lead in such setting? What makes it effective and sustainable rather than competitive and ultimately counter-productive?

When everyone is a leader, what taps and directs the collective energy and allows for a higher level of collaboration and performance is the context and environment of partnership.

Partnership is a shared mentality and an environment that allows leaders to thrive, and ordinary people to accomplish extraordinary feats, not just once, but over and over.

It is a place where you are successful by making others successful; where you experience flow by bringing others into flow; where you focus on co-creating, not negotiating. It is about intentionally combining differences for accomplishing a meaningful joint purpose.

In a organisation where partnership is the operating principle, something of a new quality emerges. Just like when in chemistry you join two atoms of hydrogen and one atom of oxygen – both gases – and you get a whole new substance – water – that is actually a liquid.

In an environment of partnership, people who were asleep come alive. Work that was drudgery becomes fun. Talents that were hidden come to the surface. Differing perspectives that caused friction become complementary pieces of a beautiful mosaic. Obligations become privileges. And threats become opportunities.

Who wouldn’t want to work in a place like that? Who wouldn’t give their best in an environment like that?

Fortunately, creating an environment of partnership can start now, if you choose so. A few starter ideas include:

  • PURPOSE: Clarifying and communicating why you exist and what you work for as a team and organisation (and it isn’t likely maximising shareholder value)
  • COLLECTIVE SUCCESS: Building on individual strengths and perspectives towards collective success – making it not about who is right but what is best, all the time!
  • TRANSPARENCY: Making the business transparent; finding the courage to show  everyone what is going on under the hood – in terms of activities, accountabilities, information, and money flows – will open up new levels of understanding, involvement and ownership
  • PERSONAL VALUE: Encouraging everyone to know their personal value and see their place in the value creation to best participate, contribute and lead

Cultivating a mindset and environment of partnership is what will make everyone to step up and play their best game – both in sunshine and in rain.

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Please vote for us! Every Vote counts…

We are delighted to announce that Talent Dynamics is through to the final 5 in the Enterprise Vision Awards for Training Company of the Year. Its now all down to the public vote, so if you think we should win, please take 2 mins…

click here and vote for us!

Thank you so much from all the team 🙂

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Unas Spotlight: Politics versus Performance

Picture this scenario: a group leaves the boardroom, dispersing into twos and threes towards their respective offices. The HR director and Communications Director are complaining about the Finance Director and how he wants to measure everything. “How can we measure happiness?” says one. The sales director goes to meet with his sales manager. “Marketing doesn’t have a clue what we really need. I keep asking for more leads but all she is concerned about is our branding, she says getting leads is our job!” he says with frustration.

Meanwhile, the managing director is having lunch with another business owner. “I don’t get it, we have meeting after meeting. They seem to get along yet if anything, performance is worse than six months ago?” She replies, “Are they actually focused on how they can help each other be more effective?” This stops him dead in his tracks because he knows that even though his team are among the best in their fields individually, they’re each more concerned about their own area, then the company as a whole. 

Does this sound familiar? How many times have you experienced political infighting whether overt or incredibly subtle? It is like a cancer spreading through an organisation. Cropping up in all sorts of ways and motivating decisions that gradually push up operating costs and will ultimately reduce revenue too as customers feel its effects.

How can you prevent this taking hold, or eliminate it if it’s already taken root? The key is not just in having conversations; it’s in the quality of these conversations and if you want to have great quality dialogue, ask great questions! Start off with some discussions with your team members, individually or as a group, and then as you get results and become more confident take it to other teams within your organisation and even to your external stakeholders. Here are some suggestions of questions to get started:

  • How can I help you be more effective?
  • In which ways do I help the team most?
  • In which ways do I help the team least and what could I do/not do instead?
  • Ask yourself, “How much do I trust each individual within the team to deliver?”
  • What needs to happen to improve your trust in others if this score is low?
  • Ask yourself, “How much do I believe each individual within the team trusts me to deliver?”
  • What needs to happen to improve your others’ trust in you if this score is low? If you don’t know, ask them.
  • How do I add value to the company?
  • How do I help you to add value to the company? 

Think about it. If people were constantly focused on how to help each other be more effective, how much complaining are they likely to do? How much time are they likely to spend talking behind each other’s backs when there is a forum and means for this kind of open dialogue? Organisational negative politics is like hope; it is not a course of action. 

You and your team will answer questions that you probably have never been asked before. The true dialogue that this exercise creates can bring about changes in attitude, engagement and performance that thousands spent on trust exercises and teambuilding often fails to deliver. These conversations generate effective actions. This kind of dialogue is what turns soft skills into hard skills that show a genuine financial return. 

Would you like to get a glimpse of what this feels like? Simply book meetings with your team this week, listen and take on board what people tell you and be honest with them too. Work together to come up with the actions that will make a difference and watch the results unfold… 

Please comment or email me directly, to let me know how you get on, or if you would like to receive more information about this, at

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Roger Hamilton Blog: Using Talent Dynamics to Increase Sales

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.

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Michelle's July news

Receiving our certificate for new business of the year from the BIBA's

Wow, what a month it’s been! We have trained and accredited 20 new Flow and Performance Consultants from 4 different countries! Australia, UK, Japan and USA. You can ‘meet’ and read more about them all here. Our newly accredited Consultants have already been running one day programmes, special launch events and profile debriefs with their corporate clients!

During this month we have also attracted 3 really exciting and very talented Master Trainers, who are going to be rolling out our Performance Consultant Accreditation Training with their clients! More on who are our new Master Trainers and what they will be doing, next month…!

Our new profile test website went live, which very quickly generated a lot of activity and we have been welcoming scores of new partners and affiliates who are now promoting the Talent Dynamics profile test and generating revenues for themselves in the process. You can still sign up as an affiliate or reseller if you missed the launch.

We also ran our very first event using Talent Dynamics for Schools. I have had heaps of people ask me about this and how to access it, so I’ve included an update as one of the blogs this month as well.

Oh and I picked up this lovely certificate on behalf of the team last week, from the BIBA’s at their rather fun cocktail party as we were finalists in the New Business of the Year Category!

Have a fabulously flow filled month ahead!


Ps if you are a Coach/Trainer/Consultant/Training Manager interested in becoming a Talent Dynamics Performance Consultant and you would like to know more about what that means and the value to you, book a free one to one with the team. Just contact us at with ‘one to one’ in the header box!

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Talent Dynamics for Schools Update

Everyone has a fundamental right to experience Flow

Talent Dynamics for Schools is the fastest way to grow flow for the next generation!

Alison Sadler from Blackpool HERO contacted us about becoming an accredited Talent Dynamics Performance Consultant when she heard that we were going to be launching Talent Dynamics for schools. Alison and her team had already experienced the power of Talent Dynamics in the workplace as last year we ran a programme with them, helping them to devise a plan that allowed them continuity as an organisation, after the government funding that previously ran them, had ceased. Click here to see the case study.

HERO is an incredible organisation, that champions Enterprise Education in and around Lancashire. Having understood the impact of Talent Dynamics on their own team Flow and revenues, they were keen to be the first group to pilot and use Talent Dynamics for schools, to introduce Flow to young people.

Launch Yourself Event – Blackburn July 7th

HERO have a one day programme aimed at 14-16 year olds called ‘Launch Yourself’ – An incredibly inspiring one day programme that opens the minds of young people to the possibilities of their future. It gives them access to real pepole who have used Enterprise as the vehicle for their success. People like Daniel Priestley and Jane Kenyon who shared their stories and learning on the day.

We profiled, in advance of the day, all 300 of the students attending the one day programme as well as all their teachers and sent them personalised reports and graphs. The TDS questionnaire has been adapted to make the test much more user friendly and specific for 9-16 year olds. The ensuing report is also more specific for them and easier to understand as well. It talks about the best roles in school for young people to maximise trust and flow – it has examples of which of the 8 profiles, the characters of Star Wars are!

The students got into a fun exercise with me that demonstrated the real differences between the profiles and they were asking some really amazing questions about how to get in and stay in Flow. How to tell what profiles other people were and how they could use this new knowledge today and for their futures.

Of course, they understood and picked up the principles of Flow immediately!

My favorite part of the Talent Dynamics session, was during the exercise debrief with the students and teachers. One of the teachers stood up and declared from the conversations they had during the session that: 

“We now need to find a way to teach the different profiles in the way they most like to be engaged and taught” – This received a big round of applause from the students and from me too!

We are now developing the ‘Talent Dynamics for Schools Pathway’ suite of products alongside HERO, which will include training interventions at the key stages of development and learning for 9, 11, 14 and 16 year olds.

Currently, Alison from HERO is the only Performance Consultant in the world, accredited to work with Talent Dynamics for Schools. For more information on TDS and how your School can benefit, please contact direectly

If you are a Training company or consulting supplier to Education and are interested in becoming accredited to use TDS as one of your tools, please contact with TDS as your subject header to find out more from our team.

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