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Talent Dynamics RSS Feed Blog Category: value and leverage

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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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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Una’s Vlog: Destiny, Churchill & Your Business

“It is a mistake to look too far ahead. Only one link in the chain of destiny can be handled at one time” ~ Winston Churchill

In this vlog Una Doyle explains how Winston Churchill’s quote about the “links of destiny” applies to your business


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Una’s spotlight: Smarter smart goals!

As you are well aware, many people set goals and New Year’s resolutions every year and few achieve them. While you may have come across copious advice on goal setting, read on for something with a different perspective…

“Hell isn’t merely paved with good intentions; it’s walled and roofed with them. Yes, and furnished too.”
Aldous Huxley

There are books galore on setting smart goals that are Specific, Measurable, Attainable, Realistic and Timely. Frankly, I’d be amazed if most people reading this article hadn’t heard of them. That’s not what I mean by truly smart goals though.

I’d like you to put all that to one side for a while and instead focus on the following steps. Once you’ve decided what you want (the topic of at least one other article I’m sure!) you simply need to do two things:

1. Decide where you add the most value to achieving your smart goals

Look at the different ways that you (and your team) can add the most value. Consider strengths and weaknesses, skills, experience, what you actually want to spend your time doing. Ask yourself the question, how can I help others be most effective that will result in me achieving my smart goal?

Where can we add value by being innovative using Dynamo talents? Where can we add value through timing, through the where and the when with people who have Tempo profiles? What are the products and services that will make the most difference to those you serve?

What structures are already in place that will make this easier to achieve? What structures could you put in place if they’re not there? A structure could be a rhythm and routine of meetings, tapping into people’s talents, using the resources that you already have and/or simply believing that the smart goals are achievable.

This is all about you discovering your path of least resistance.

2. Leverage this value effectively

How can you then leverage this value through systems and processes? Get those more data and detail oriented Steel energy people on the case. For example, this could be mapping out effective processes to get repetitive tasks done or it could be using websites for distribution.

How could you leverage this value through people bringing Blaze energy into play? Think about your team, communication within the team and just as importantly with others. Who can sell the idea? Who can be your advocates or affiliates? Who else could you deliver this value to so that you’re not constantly reinventing the wheel?

Write down the activities that need to take place for these two steps and you have the outline of a plan to achieve what you want.

A final word on smart goals

In some instances you may wish to do the two steps above and let the smart goals fall out of that process… This is because this approach allows you to look at truly creating what you want and what you will be great at creating. You may well find that suddenly what you’re looking to create is much bigger than you have ever done before! Traditional goal setting can be limited at times by past experience and learning.

This knowledge by the way, is incredibly vital for people’s sustainable wellbeing. According to Robert Fritz in ‘The Path of Least Resistance”, being empowered to create often is where humanity rises to the challenge. The fulfillment enjoyed by those who create what they want knows no bounds. When you understand how to add value, and leverage that value effectively, then you’re pretty much giving yourself a get out of jail card for the majority of situations in your life.

Fritz says that where evil and bad things flourish it is always where people don’t feel able to create. Think about areas of poverty where people feel they have no control over what happens. Think about employees who’ve given up from frustration. Increase your levels of creation and help those around you to do the same – you may be amazed at the incredible difference this could make…

Now that’s what I call Smart Goals!


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Jans Corner: Heaven and Hell at work

Have you heard the story about what is the difference between heaven and hell? In both places they have the same feast everyday sitting behind large tables overflowing with delicious food and with long spoons in their hands yet surprisingly in hell everyone looks skinny, grumpy and sick whilst in heaven all are healthy, vital and happy.

The difference is that in hell everyone is there for themselves. They haplessly and frantically try to feed themselves from the myriad of goodies on the table using that long spoon in their hand. After a lot of effort, all they create is just a mess around and barely getting any food in their mouths. In the end, everyone is left starving despite the surrounding abundance of food. In heaven, on the other hand, everyone uses their long spoon to feed someone else. You get the difference. It’s easy, fun and every one is fed every single time. In heaven, they understood the basis of effective collaboration and reap the benefits. 

We are raised to be competitive and take care of number one. While it might be sometimes useful in the limited context of survival, in terms of productivity and prosperity in business, which is rarely an individual endeavour, this habitual attitude can create a lot of frustration and wasted potential – experience not far from hell. And as you may guess this pain is not necessary. Paradoxically, even the word competition implies collaboration as it comes from the latin word competare, which means to strive together. 

What if your focus shifted from striving to be successful to making others around you more successful. What if you, your colleagues or people in the team showed up everyday asking:

:: What can I do today that will make you more successful?

:: What can I provide you and others to make your work easier, faster, more productive or more enjoyable?

:: How valuable can I be today for everyone in my team? 

Something changes when we shift our focus from ourselves to contributing to others and their success – be it our team mates, our boss or our business as such. The experience is different and so our own results. By feeding others, we get fed as well, abundantly, every day.

Even if just for a moment, let us be inspired by heaven as portrayed in the story and make it an everyday experience at the place where we probably least expect it – in business and at work.


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Recording of interview with HR Director of General Mills 18.5.11

Thanks to so many of you for logging on to this call on wednesday. We have had so many requests to share the recording again, so  Here is a copy of the recording if you missed it.

Sue Swanborough UK & Ireland HR Director for General Mills shared about creating effective teams in General Mills. What their strategy is and how Talent Dynamics has been integral in this strategy.

At times it sounds like I’m just talking right over Sue and that’s because of the delay between us versus the way the recording has played out!

Anyone who would like to book a free one to one with a member of our  team, to find out more about our Accreditation Programme we highlighted, please just click here and we will get back to you in the next few days.

Have a great week ahead, Michelle


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Mechanic in a Star’s Clothing

Can you learn how to be one of the other profiles?

We get asked this question a lot when running programmes and doing Profile debriefs. The short answer is yes, you can learn how to be any of them.  Your Profile is not designed to be a label but a pathway to a strategy where you can deliver the most value and leverage. A more useful question perhaps, is, where do you choose to spend the majority of your time, in order to get the maximum results, whilst having the most fun?

Recently, one of our clients, a Mechanic Profile, was asked to step into a Star Profile space and do a number of presentations to local businesses about the success of his company.

Mechanics are great natural problem solvers. What they build and create is generally built to last. Endless perfectionists, they are always looking for better ways to improve business and systems.  They are detail orientated and innovative. As a rule the one place Mechanics choose not to be, is in the spotlight! Whilst feeling humbled to be asked to share his story, I know that he was also anxious about being asked to ‘perform’ in a Star type capacity in front of a large audience.

Typical of his profile, he took as many opportunities as he could to innovate,  tweak and improve his presentation.  It was full of very cool stories about substantial problems and challenges that had been overcome in truly systemized ways.

I saw the presentation on the day and it was absolutely fabulous! It was really well thought through, systemized, value packed and very real, even quite emotional in places, delivered professionally and thoroughly.

As I said earlier, it’s definitely possible to learn elements of other profiles that aren’t your natural talent but the question is where do you choose to spend your time in order to have the most fun and be the most productive?

Extremely successful and very popular as the headline speaker that night, the audience were delighted with his sharing. So, I asked him afterwards, did he now want to add the title of professional speaker to his CV? A short simple, smile and a ‘no thanks!’ was his reply…

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