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Performance Consultants from 4 Countries accredited during June!

Gold Coast, Australia programme

Meet the newest members of our Flow and Performance Consultant Community!

Our Accredited Flow and Performance Consultants have led business teams, worked in a variety of business functions, for some, including large multinationals and have had extensive training, coaching and business development experience: they have walked the talk as well as talked it!

They have undergone a thorough 5 day Accreditation training with our Master Trainers and have reached the standard required to deliver Talent Dynamics Step One of the Talent Dynamics Pathway with their clients and teams.

This means that they are qualified to administer our one and two day programmes, designed to Introduce Talent Dynamics to your business. They are extremely well versed in our unique principles, including Value and Leverage and can assist you to gain significant growth in your business/team.

Preston, UK workshop

To find out more about the benefits of becoming an accredited Flow or Performance Consultant, message the TD team today for a free one to one consultation

You can also click here to meet some of the new Consultants on our You Tube Channel.

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Jans Corner:Modern day Communication Babylon!

We cannot not communicate. Everything we say and not say, do and don’t do communicates something. However, in practice the biggest pitfall is thinking that communication actually happens. What comes to mind is the story of an American tourist in Italy who in his quest to find the restroom keeps repeating the phrase ‘Whera isa tha toiletta’, slower and louder, actually thinking he is speaking Italian and wondering why no Italian seems to understand what he is talking about! 

Funny and absurd at the same time, isn’t it? In business that collective monologue is quite common. However, the problem appears not as obvious such as that you speak English and someone else Italian, Chinese, or Arabic, but more obscured and related to our different thinking and action dynamics, vantage points from which we see the same world very differently, regardless of the mother tongue and foreign language proficiency. As a result, a lot of communication is ignored or misunderstood while we attempt to speak louder and slower, just like that American in the story, to vigorously get our message across. In this modern day Babylon, I’m actually surprised that anything gets done. 

Each profile will have certain ways to process and understand information and to best communicate with others. Some are big picture thinkers, others grounded realists, some introverts preferring to decide and act for themselves whilst others extroverts preferring to decide and act through and with others. Understanding how others naturally operate opens the bridge for a significantly better communication and so much more productive and fun experience in the office. 

Creators live in vivid imaginary worlds. They have short attention spans, so all communications needs to be presented with brevity and impact – and ideally visually. They often imagine they have communicated things that they haven’t so make sure all expectations are spelled out and agreements and deadlines explicit and clear. 

Stars are natural communicators when they take the stage. That means they will be better when communicating to a group than one-to-one, for which they have less patience. They buzz when having fun and getting attention. Stars work harder at preparing for the next performance or presentation than they will in the details of the long-term strategic plan or the financial forecasts. Star are not strong at the details so if you leave a 50-page proposal for a Star, don’t expect it to be read soon, if at all. 

Supporters love to chat and an interactive verbal aspect to communication is important to them. They are not as comfortable as Stars with taking the stage, as they don’t work well with one-way presentations. However, they communicate well through casual conversation and concepts brought to life through stories and participation. It’s easy for Supporters to get distracted, so the key is for a Supporter to start with a clear message and outcome to ensure their communication is effective. 

Deal Makers need to hear all sides so communication is always in stereo or even surround for them. They care about the interest of all parties involved and prefer one-to-one communication or smaller groups. To a Deal Maker it is about what is said and how it is said as well as about what’s not said. They read non-verbal and contextual signals well and will often address it indirectly. Sometimes they best communicate by saying nothing at all. 

Traders, like Deal Makers, thrive in smaller groups and often find it difficult to perform in front of an audience. They don’t enjoy the attention being on them and are the first to shine it onto someone or something else. This means they will often find a spokesperson for the team and then prepare the information needed for them to shine. They need time to communicate and are happier when what they say is backed up with research and examples. They are always most comfortable of information that come with substance, and don’t have much time for conceptual ideas and pie-in-the-sky thinking.

Accumulators need quiet time to consider and think before saying anything. So they tend to get annoyed when there is too much conversation or stories around that don’t help them to concentrate. They don’t like to get things wrong, so are not as willing to volunteer a wrong – or unproven – answer, and would rather write things down and get clear feedback on how they can improve. Accumulators communicate best when can write down and present clear concepts, data and numbers. 

Lords are logical so communication needs to be structured and make logical sense for them. They will be the first to put things in writing, and want to see all the detail and instructions clearly written down. Giving a Lord a big picture concept or ask them to think on their feet is the fastest way to lose their interest or get them on the defensive. Lords need time to think about their communication, and will often work through many drafts before being comfortable to present their final results or ideas. 

Mechanics love brainstorming and investigating through visuals and charts. They communicate best when they have information that they can show in new and interesting ways, and when they have the time to prepare properly for their presentation. They are not good at improvising, so putting a Mechanic on the spot is never the way to get the best out of them. Mechanics also communicate best through questions and answers where they can uncover the areas to investigate further. 

Well, in these short descriptions you may recognise yourself as much as you may recognise others. 

The key for better communication is to acknowledge and respect the existence and value of speaking a different language and operating from a different perspective, no matter what it is. The first step then is beginning to listen to others first to recognise where they are coming for and what communication works best for them. Remember, the (adapted) platinum rule: “Communicate unto others as they would like to be communicated to themselves.”

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Una’s Spotlight: The Surprising Truth About Employee Engagement

How many people do you know that are miserable in their work? Even when people set up their own business it doesn’t always feel like the vision they created in their head before they made the leap… Its great that these days more and more companies are beginning to consider employee engagement.  However it is often as a nice to have add-on, rather than how they run their business.

Some of the answer to this misery may be what is highlighted by one of my favourite business authors, Patrick Lencioni. He explains that overcoming the ‘Three Signs of a Miserable Job’ may be the answer:

  • Anonymity – I’ve said for years that ‘Business is Personal’. If you manage and work with people then get to know them, take a genuine interest in them as a person, not just as a worker. You don’t have to go out drinking every Friday but at least understand their personal circumstances and acknowledge them as a person as regularly as possible. Those with Blaze energy (Star, Supporter and Deal-Maker) will most likely happily talk about their personal life, yet Steel (Accumulator, Lord, Mechanic) may be a bit more reticent to reveal themselves until they really know and trust you.
  • Irrelevance – think about the rock stars, actors, athletes that often end up on the rocks. Many people think they would love their lives. They are usually doing work they love, getting more money than they can count and often have adoring fans. Could it be because they don’t really feel needed? When people understand the contribution they are making to another person, or group of people that brings immense satisfaction and fulfilment. Often when our clients first do a Talent Dynamics programme some staff who are usually in the background and not very proactive suddenly come alive – they now know where and when they add value.
  • Immeasurement – it is incredibly helpful for people to be able to measure for themselves how good a job they are doing. In many organisations they only find out once a year usually in an (often painful) exercise called an appraisal. Instead you could have team members clear on and owning accountabilities (particularly ones that get and keep them in flow!). Work out with them simply daily/weekly measures that allow them to assess their own progress. (An ongoing measure of the level of trust and flow within and between teams will really help to improve measurement and performance across the board.)

When it comes to measurement, the profiles that are more detail-oriented and systematic (Tempo and Steel energies) are more likely to create measures. However if their work situation doesn’t allow for that they’ll feel the lack of it more. The Dynamo and Blaze energies are less likely to naturally measure anything, however will really benefit from the focus that measurement brings. All profiles will benefit from the daily self-feedback they get from simple meaningful measures.

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The three sides to every problem

In this blog, Roger Hamilton will be publishing simple tips for Talent Dynamics performance consultants to use to create flow in their teams. This week, the topic is team problem solving. Last year Roger Hamilton took a group of entrepreneurs toRoger Hamilton Italy and Egypt, and while there he shared the influence that Pythagoras had on problem solving. Roger quoted a Pythagoras dictum “Establish the triangle and the problem is two thirds solved.” When you only have two opposing points of view, little can be seen. Step outside to a third point, and the detachment creates perspective on the entire problem.

Not only was this principle used by scientists to plot stars, create our calendar and maps, determine distances and by societies to set up their legal and monetary systems, it is also used by entrepreneurs to address current challenges and opportunities by focusing the team on a third point in the future – a goal and vision for them all to align to. This concept of triangulation is also the fastest way to set up a team to problem solve or project manage using a simple 1-2-3 process with the Talent Dynamics square:

1. Begin with the leader’s profile (for example, Star Profile)
2. Take two steps to find the best right-hand man (which would be Deal Maker Profile)
3. Take three steps to find the best counter-balance (which would be a Lord Profile)

Many successful teams are made up in this way (and it works whichever profile you begin with). It allows all sides of the square to be covered with primary and secondary profiles with the minimum number of team members. As Roger James Hamilton says “Two legs on a stool isn’t worth anything. It’s the third leg that brings value to all three.”

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Treat everyone the way you want to be treated… Or not?!


This sure was the way Goldie liked to be treated…

How many times have you heard this phrase? My parents and grand-parents said it to me often as a child, my teachers repeated it. When I joined the workplace it was a mantra for customers and staff alike and yet today it couldn’t be farther from my reality! You see, I realised that people were very different and not everyone wanted to be treated the way I wanted to be treated!

In some cases, treating them how I wanted to be treated, backfired on me!

Take the Dynamo Energy Profiles – Creators/Stars/Mechanics, who enjoy significance, so they can be unique and stand out with their creations and innovations. They love a task and so oftentimes, want to just get stuff started and done. They like speed and activity!

The Blaze Energy Profiles – Stars/Supporters/Deal Makers who enjoy as much variety as possible. Even down to changing the route to work in the morning to see who else they might meet. They are seeking conversation and are good at creating and working with distractions. The more people at the party, the more fun they can be having!

The Tempo Energy Profiles – Deal Makers/Traders/Accumulators like to focus on what needs to be done. They excel at when to actually get the project really moving and taking proper shape. Order is important to them as is routine. Connection and collaboration are required in the project and its important for everyone to have time and be heard!

The Steel Energy Profiles – Accumulators/Lords/Mechanics are looking for certainty when making decisions. Detail and precision is important to them and they like all the information in front of them, before they commit to the plan. They enjoy the analysis and can make very well informed moves when data is at hand. Cutting to the chase and understanding the detail means they don’t need to spend lots of  time chatting and dicsussing!

Now, here’s my major piece of ground breaking, research type, advice!

If you really want to know the best way to treat someone, ask them…

When you sit down with one of the 8 profiles and ask them these few basic questions, you may be suprised by the answers you recieve. It can be real fun to test this out on someone who is the opposite profile to you!

  1. How do you enjoy to recieve/give praise?
  2. What are the indicatiors you use to know you have done a job well?
  3. How do you like to celebrate a success?
  4. What is the best environment for you to work in?
  5. What are your favorite parts of your job role and why?
  6. What are your least favorite?
  7. Who do you admire leadership wise and why?
  8. What qualities would you seek in your line manager/leader and why?
  9. When are you at your most productive?
  10. What else should I really ask you that I havent asked you yet….

“Maxim for life: You get treated in life the way you teach people to treat you” – Wayne Dyer


Roger Hamilton Blog: Talent Dynamics for Schools: The Gen Y Revolution

Over 40,000 entrepreneurs around the world are now using the Wealth Dynamics system , and in the last year the philosophy of flow behind Wealth Dynamics is being applied to corporations through Talent Dynamics, led by Michelle Clarke. This summer, Roger Hamilton has been busy re-crafting the test for the launch of Talent Dynamics for Schools. This system will be launching in the UK with 500 students in July, via the HERO programme.

Roger James Hamilton has become more actively involved in student education this year, with his two daughters at the Green School in Bali. He has connected the Green School with SuperCamp, the world’s leader in student enrichment camps, to run a Junior Green SuperCamp in July and a Senior Green SuperCamp in December. As Roger says “Gen Y is all about a generation asking that question at a deeper level – “Why am I doing what I’m doing; Why are we treating each other poorly; Why are we mistreating the environment; Why are we settling for a basic job when instead we could be starting a movement?”. In the Wealth Dynamics philosophy, the question “Why” represents water, which is the first of the five steps of all

via Roger Hamilton XL Blog: Talent Dynamics for Schools: The Gen Y Revolution.

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Michelle's June news

It’s mid way through the year and it seems at TDHQ that everything is happening in June!

Today of course marks the launch of our brand new affiliate/reseller website where you can earn money by sharing the principles of Talent Dynamics and flow with your friends and clients. If you have missed the launch, click here to check out the launch offer! The offer is limited to the first 50, so please dont miss out!

As you read this newsletter, Jan and I will be running a 5 day, Step One Accreditation workshop in Preston, then heading to Australia at the end of the month to train and accredit our first group of Performance Consultants on the Gold Coast! We have already filled 2 workshops in Australia and with demand so high, we have just this week released new dates for another programme in October!

Also in June, in partnership with our great friends and client HERO 500 teenagers across Lancashire are being the first ever Pilot group to take the Talent Dynamics for schools profile test anywhere in the world! I’ll then be running a special session with all 500 at the start of July so more on that in next months news!

‘TDS’ as we have nicknamed it here, for short, is aimed at young people from 9-16.  If you want to know more about how young people can participate, or you are currently an education provider in the development world and are interested in how this can add value to your current product offering, drop me a line for more info

Have a fabulous flow filled month ahead!


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How Talent Bubbles up or Settles Down

Recently Roger Hamilton, was asked about the best methods for talent selection. His response was worth repeating. He said that the key to hiring the right talent is to set the selection process to match the frequency you’re looking for. A popularity contest would bring out the Blaze energy, a creative competition would bring out Dynamo, a rigorous online test would bring out Steel and a research submission would bring out Tempo.

Roger James Hamilton is always quick with analogies, and he uses politics to illustrate his point: The US political system is structured as a popularity contest, so every President since Roosevelt has been a Star profile. China is the opposite, where longevity and loyalty are the driving factors, and so all the recent Premiers have been Lord and Mechanic profiles. UK and Australia’s electoral system is based much more on consensus, and so recent Prime Ministers have been Supporter profiles (With the exception of Gordon Brown who, as a Lord profile, was Chancellor of the Exchequer until he took over from Tony Blair without an election. As soon as elections came about, he was voted out, as Lord’s simply don’t have the interpersonal skills the public want to see in their leader, and their weaknesses shine through).

The conversation continued, with Roger Hamilton discussing how these different country systems and the leaders they produce have a direct impact on how well the country can whether economic crises (The US will do what a Star does by trying to spend their way out, while China is doing what a Lord does, which is to increase its control on its purse strings). He also discussed parallels in corporations, and how there are many examples of companies seeking a change in the type of leader they want, but continuing with the same recruitment process and getting the same result. The key message: Don’t focus at the person, focus at the process.

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Today! It launches today! With an amazing Opportunity for the first 50 to take action…

We are delighted to finally bring you our lovely new shiny affiliate/reseller site. Today is launch day!! 

Oh and there is a special opportunity for the first 50 to land here and take action…. (But be quick, we already sent this offer out yesterday to a large group of people who pre-registered for the information, many of whom have already taken action and our Sister company Wealth Dynamics is mailing out to over 120,000 on their list as well today!)

This new site is where you can go to buy Talent Dynamics Profiles in Bulk at a generously discounted rate, to resell to your clients. You can also register yourself as an affiliate and receive a thank you commission from us, every time you promote and sell a profile via your link!

Special Launch Opportunity!

For the first 50 quick off the mark companies – or just up until 30th June, whichever comes first, you can access this amazing opportunity!!

For Just £499 / AUS$749

  • 10 profile tokens for immediate use with your team (value £1,000/$1,500)
  • A full set of all 8 Talent Dynamics Profile Reports in detail (value £299/$499)
  • An Audio from one of the UK’s leading HR Directors on how to build effective teams using Talent Dynamics
  • The full Talent Dynamics E Guide

Each of your team upon taking the test, will receive back a full 10 page report detailing their strengths and challenges in your team and highlighting the best roles for them to increase trust and flow and the roles to avoid as they can destroy trust and flow!

All this for only £499!

Click here now to go straight to the offer page!

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