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Talent Dynamics RSS Feed Blog Archive: September 2010

Where you do it, is as important as how you do it!

Jane just wanted to get grounded again after a very creative session

Location, location, location — environment is often overlooked and yet is hugely important to enabling flow in your team.

I was surprised recently to meet with a team who confessed that they only meet once a month. They  told me that the meeting, whilst it had a structure and lots of detail, focused on sales figures and profitability mainly, (which is of course hugely important to review!) Its purpose was to highlight where team members were being ‘effective’ or ‘ineffective’  in meeting their targets. This meeting was always held in the board room, a very dark and clean cut room

Whilst the meeting worked well for checking hard measures and performance, (the company was profitable with a solid performance record) the creative members of the team were struggling with this very ‘Steel’ based meeting and had no place to express their new ideas or innovations. In fact, when new ideas were raised at this meeting, they were cut off immediately as being, not well enough thought through. Innovation as a result was very low in the company.

The most productive environment for one Frequency can be counter-productive for another. This was certainly true for the innovators in this team. The Steel based environment was great for checking the monthly measures against and certainly has a place as part of the monthly routine.

We shared with them however, the importance of setting specific environments for specific Frequencies to flourish. To encourage Creativity and Innovation for example, the environment requires to be quirky and constantly changing. This really helps to spark creativity and bold action. Each of the frequencies requires a different environment.

  1. Have a think about the meetings you hold with your team.
  2. Be clear in establising what is their purpose and try to stick to one outcome per meeting.
  3. Check which frequency the meeting relates to on the Talent Dynamics Pathway and choose an appropriate environment to suit.

Let us know the results you see, when you make some changes with where you do it…


Michelle's September News

Michelle Clarke - Head of Talent Dynamics

Those that know me well, know that I love to learn new skills. This month I’ve had a crash course in Web hosting, WordPress usage, RSS feeds, Web spiders and all kinds of web related stuff! Josh and Jeremy are very patient with me when explaining. Being an extrovert, with an activist learning style, I just want to get on with it and ask heaps of questions!

Thanks to so many people who gave feedback on the launch of the new website and the new What is Talent Dynamics video.  It was really gratefully received. We have made some amends already and have scheduled in more over the coming months based on some of the messages you sent us.

One of the cool features on the new site (if you use Facebook) is that you can log into our community blog section, be a friend or comment on the blog posts and connect with others.  Just click on the right side of the blog page where it invites you to sign in through Facebook and follow the Facebook connect instructions.

Check out this blog on how to unblock common blocks to flow. In it, we share an exercise that you can easily facilitate at your next team meeting. Let me know if you try it, what impact it has!

If you want to keep up with latest trends in business and people development or learn about the different Talent Dynamics Profiles, then you can also sign up with the RSS button at the top right of the website where the social media icons are displayed.

Have a great month ahead!


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Measuring and building Trust and Flow

We worked with a team, recently, who placed a lot of value on skills and experience. Rightly so, their clients expected them to have in-depth, detailed knowledge on the subject matter they were delivering. Business success rested primarily on the individual’s credibility and ability to do just that!

We measured the levels of Trust and Flow in their organisation using our 360 degree measurement tool and shared with them their individual and team scores.

Being trusted to deliver

If you are trusted, you will be delivering value. Value is what ensures you have a place in the team, or a place in the market.  As long as you are delivering value, your clients will want to buy from you and your boss will see a reason for you to be in the team!

Teams need to achieve Trust and Flow for success

Team success is about being proactive with Trust and Flow and not reactive to market indicators

You just need to look at Apple to see how this is true. People buy products from them without even seeing them or touching them. They queue in the streets for hours to get the next new Apple product! They have a very high level of trust with their customers.

Creating Flow

Sustainable Leverage is created by measuring and managing Flow. Once you know you are delivering value, you need to ensure you are leveraging your resources effectively. Focusing on utilising your resources effectively, will  help you to further increase profitability.

Understanding this allows you to measure the effective leverage of each person in your team, based on the level of flow they deliver to others through communication, resources and profitability.


The team  members saw, from their individual scores, where they delivered the most trust and flow and were able to create blueprints to increase this. It gave them a whole new strategy for implementation that they could achieve quickly and easily, at no extra cost, but that would really impact on the bottom line. They reported to me very recently a significant increase in the team’s scores, communication and productivity levels!


In these fast-changing times, sustainability comes from measuring and refining trust and flow. Self-evident as this may sound, most companies are not measuring these two factors and work reactively to market and financial indicators. This is the equivalent of patching the symptoms and not treating the cause.

If you want to measure the levels of Trust and Flow within your organisation, contact us for a free consultation.

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Jan's Corner: chasing impressive results or nurturing the love of the game?

Jan Polak - Head of Programmes for Talent Dynamics

Doubled sales, tripled profits, customers raving about our products and admiring our brand – who wouldn’t want to achieve admirable results and massive performance improvements in their business?

The problem is that often we – like the popular Queen song goes – want it all and want it now. Add pressure to deliver from the investors and to outperform the competition and it becomes an insatiable drive to chase results quickly, or else.

Yet the most admirable companies, as the most admirable athletes and performing artists, focus on something quite different. Instead of chasing and driving they express, nurture, and enjoy.

They express their passions – individually and collectively, nurture the contribution they make every day to a particular audience and enjoy every bit of the journey. The funny thing is that the results come as well, and what we see is usually quite remarkable. Just watch for instance companies like Apple, Virgin, 37Signals or Innocent Drinks.

Many years ago, I was as a guest at a nationwide music awards. After performing on stage, the event host asked Michael Stipe from REM what explains their long prolific and successful career in the show business. He simply answered: “We love to do music.” Surely MTV, for instance, might help by providing a great leverage and showing them to the masses across the globe, but it is the passion to play great music for others that keeps them in the game for so long.

Business does not need to be different. It is full of passionate, creative and committed people. It seems that all we need to do is to nurture our and others’ love for the game. That way, the results will be not just remarkable but also sustainable and fun to achieve.

Jan Polak

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Calling all pilots who want to fly by taking three Steps!

He clearly wants to 'pilot' all three Steps....

Here at Talent Dynamics, we love to let you know about clients who are piloting our new products! In the past twelve months, we have been blessed with plenty of teams and enterprises wanting to pilot both Step One and Step Two and now we are out there looking for individuals, teams, divisions and enterprises who want to pilot Step Three – the full Integration Programme, with us.

Rapid Transformation, NLP specialists, pilot the three Steps

Osmaan Sharif contacted us recently. He used to work with Michelle at M&S and did his Wealth Dynamics Profile test a few years back. He was curious to see how Talent Dynamics could set his business up for greater success over the next twelve months and asked if could take part in piloting the three Steps over the next twelve months at the Individual Level.

Osmaan Sharif

At Rapid Transformation, Osmaan likes to keep things its name really does say it like it is!

Os is an expert in NLP (Neuro-Linguistic Programming) and regularly runs open programmes across the UK to train people in how to become NLP practitioners themselves. He has a great track record and as a Talent Dynamics Trader Profile, has built up a solid reputation for strong delivery and great customer focus. You can find out more about Os and his business here.

I’m really excited to be working with Talent Dynamics through all three Steps, as I want to continue to walk my talk by shaking things up and creating a ‘Rapid Transformation’ in my own business.  I’m ready to really re-focus and significantly grow my business.  With the team’s support, I know I can achieve this in a way that will flow well with me on a personal and professional level. Osmaan Sharif

The benefit of being part of the Pilot Programme (on top of all the learning and the guaranteed results we set with you),  is its hugely-discounted! We get to try out all of our funky new tools and methods with you, while you generate amazing results. All we ask in return is that we can share the results of the steps you take in the form of a Case Study and that you interact with us giving feedback on what works brilliantly and what doesnt.

Contact us directly if you want to know more about what results you can achieve if you Pilot all three Steps!

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Unblocking common blocks to Flow

Sometimes the blocks to Flow, facing an organisation or team, seem to be ‘floating about’.  No one wants to take accountability for unblocking them. In some cases, it can be simpler to ignore them or acknowledge them but still not unblock them!

If you want to take some time out to analyse some of the blocks (and create some solutions), here is an exercise we use regularly that you can incorporate into your weekly or monthly team meeting. This exercise can be run over 45 mins or up to a  whole day depending on the result you are looking to achieve.

The more frequently you use this exercise, the quicker you will find you identify blocks and solutions and therefore create more flow…

  1. Set the context and timings for this exercise with the team – it could be to discuss all blocks or one specific block that has been identified.
  2. Invite all team members to take a pile of post-it notes and a pen each and jot down on each post-it note, one word that describes the block (its important to use just one word at this stage).
  3. After everyone has finished writing on all of their post it notes, invite the team to stick them up on a flipchart or an area of wall where you are working.
  4. Ask the team (in silence if possible) to categorise the blocks or tag them into common ‘themes’ and give each a header eg communication, sales leads.
  5. Open out a discussion. You may find that a few people have written the same word, eg time, but this one word, means something completely different to each person. This is great to explore and ensures everyone gets the chance to contribute and share their thoughts. Take as long as you need for this section. (NB The aim isn’t, at this stage to discuss solutions but to understand what the blocks are and how they impact on the flow).
  6. Once you have explored the blocks, and the impact they are having, invite the team to prioritise the top three flow blocks that, if they found solutions to, would create the most flow and would impact the organisation and themselves, the most. They can mark with a dot or line, each, their top three. (At this stage, remember, we are still not even discussing solutions, just understanding what is important to everyone).
  7. This will give you the three most important blocks to unblock. Its a great way to get the team to buy into solution creating as well. Add up the dots and ensure everyone is in agreement with the top three. This is usually very easy to agree, as its done democratically and through frank and open discussion.
  8. Now you can focus on solutions!  If you know your team’s Talent Dynamics Profiles, it’s a good time to split them into specific groups to work on the unblocking solutions, groups which play to their natural talents and value delivery.
  9. Have each team feedback their suggestions and thoughts around how to unblock and create more flow and discuss in the main group to add to/question where appropriate.
  10. Ensure that accountability for action is agreed and a timescale for the team to review is set, a point where you can re-measure the level of flow created by this unblocking process.

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Look what the lovely folks at Really Bright Media posted

Really Bright Media logo

Really Bright Media's logo

Really Bright Media are the company that produce and edit our videos, including the latest What is Talent Dynamics video.

They are super experts in social media and blog great tips every day. Here’s the one about us!

Really Bright Media puts a heavy accent on video, which is growing in importance as a social medium and is benefiting from improvements in bandwidth.

They can act as a single access point for a whole social media marketing campaign, incorporating podcasts, blogs and carefully-selected seeding campaigns on a variety of social media sites, as well as producing creative content.

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