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Talent Dynamics RSS Feed Blog Archive: December 2010

Talent Dynamics January Sale

Its traditional this time of year to buy the new sofa you have been admiring but weren’t ready to splash out on, or get those designer clothes you wanted all season but didnt want to pay top dollar for.

So, for those of you that have been considering running a Talent Dynamics Taster Session, now is the perfect time to book one in. Between now and the 31st January, if you book  a session with us  – you can run it at a time to suit you either during or after January – we have added it to our January Sale and reduced the price from £997 to just £847! (that includes all 10 participants, recieving a personalised profile report each, valued at £1000!)

What is a Taster Session?

It’s a lively, interactive, two-hour session for up to 10 participants. Each participant receives their personal Talent Dynamics Profile Report and begins to understand the best way to create value within their team and how to leverage that value. Often, participants start to have real ‘aha’ moments about why certain relationships in the team are inhibiting performance. They can then begin to appreciate each others’ skills and approaches.

By the end of the Session, the team have an enhanced understanding of their own Profile, how to get into flow, and the role of others in a team and their flow patterns. The session delivers a high level of insight into how the team can operate much more efficiently. It serves as a great way for a team to check out if the Talent Dynamics Pathway is appropriate for them and is also a great energiser to break up a team/away day.

What some of our 2010 participants have said about the Taster Session

 “Insightful, enjoyable and user friendly. Certainly the most practical tool that I have used!” Chris Nitsche General Mills – Training & Recruitment Manager

“I have really enjoyed this session as it has showed how we as an organisation could improve the way we work together and increase the value of our business” Mo Ali – USP Creative

How to take advantage of the January Sale

Either call the office today and ask to speak to Michelle on 01772 634944 or drop us an email with your contact details, with ‘Taster Session’ as the subject header, to but hurry the sale will only be on until January 31st!

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Michelle's Decembers News

Hi there,

It’s a picture postcard as everyone gets ready for Christmas here in the UK right now. Snow on the ground, frost on the branches and the christmas lights on in the houses. The weather has stopped some of the activity here at TDHQ but not as much as in some places across the UK and with the wonders of technology these days, business is mostly, business as usual.

It’s a great time of year to be thinking about giving to those who are less fortunate than ourselves and I hope you enjoy the news we share this month about Talent Dynamics joining B1G1, so that we can contribute much more effectively and make a difference to many more peoples lives.

This week is a very special week for us at TDHQ, as we are running our first ever License Accrediatation training, with 10 of the top Coaches/Trainers and Leaders from across the UK. From the 1st January all 10 of them will be licensed to use the Talent Dynamics Profile as part of their client offering. We will tell you more about these license holders in next months newsletter, when we will also unveil the January Sale items (I was in retail for 15 years, a January sale is still in my psyche!)

Check out this testimonial from Marcus Ubl, GM of Triumphant Events, who shares how the recent one day TD programme will easily add 6 figures to their bottom line in the next 6 months!

I would love to take this opportunity to wish you the most fabulous Christmas holiday with your loved ones and a very prosperous and fun filled New Year!


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Jans Corner: Christmas and jobs beyond repair

It’s almost Christmas time and like every year many of us approach the period of the year with a mixed sense of excitement and dread. Officially, it represents the holidays of love and peace. Practically, it often means stress, overspending and overeating.

For me this is an example of where the Spirit or Intention of something great can wildly diverge from the experience we have when doing it. 

Take for example a job. Most of us either have it, own it or provide it (one or many of them) with the Intention to allow people to participate in creating and providing value of some kind to others. In Spirit, business is about people and for people. In practice, you may agree the experience can be quite different. The spirit is frequently lost in the fragmentation of abstracts goals, boring tasks and conflicting interests somewhere along the way.

Tim Ferriss, in his highly popular book The 4-hour Work Week, writes that improving some jobs would be like adding a set of designer curtains to a jail cell. These jobs just seem beyond repair. And more often than not people feel stuck in them for years. In the grand scheme of today’s economy this means that likely tens of millions of people on the planet show up every day to serve their working life prison sentence!

Sad but not necessarily how it has to be. If we look beyond the resignation and cynicism or beyond the repair attempts, we certainly could see the opportunity to rethink and redesign what we call jobs to better express the original Spirit of business and allow people to have a place to shine and belong to, and an environment to be their best and contribute their most. And for that, you and I need not be job providers like Richard Branson. 

This is where I see the Christmas parallel coming in. Consider what difference it would make and to the people around us, if we made our work and our Christmas about: 

  • The attention we give rather than the presents (rewards) we get
  • The quality of moments we share rather than quantity of food we eat and stuff we consume
  • The magical atmosphere we create rather than the stressful hype (or trance) we participate in

Let’s make business just as Christmas about the people and for the people. And let’s enjoy both the spirit and the experience.

Wishing you awesome holidays full of inspiration, connection and true re-creation!

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How you can educate a child for a month in India, through Talent Dynamics.

We are thrilled here at TDHQ to announce our new partnership with B1G1 — an extraordinary organisation that is causing change in a huge way and directly impacting thousands of lives by involving more businesses in contributing to charities and causes.

As you know, at TDHQ we believe that everyone has a fundamental right to experience flow. That’s our mission; it has been from day one and will continue to be. It’s why we do what we do! We also have a very strong connection and contribution ethic. We have always had a policy that 10% of our profits goes to the charity or cause that we support and we have done this almost ‘covertly’ in the past, because we didn’t think you needed to know about it.

Well all that changed recently when Michelle talked with Paul Dunn, Chairman of B1G1.

During that conversation we discovered that last year in the US alone, less than 4% of all contribution came from business. That’s a very low number of businesses that are making a difference back in to the communities in which they trade, so we decided it was time to ‘out’ our contributions and show it in a very transparent way through B1G1. We firmly believe that by doing this we can encourage other businesses to do something similar.

Here’s what Paul said when TD joined the B1G1 movement

“There is no doubt that ‘flow’ involves giving. Being in flow creates happiness and there’s now so much research to show that giving does precisely the same thing. So at B1G1 we’re really thrilled about this partnership with Talent Dynamics. Even more to the point, we’re thrilled that Michelle and the team really get the significance of ‘embedding’ the giving so that it becomes an effortless habit, connecting us even more to who we really are.”

What does this mean for you?

Whenever you choose to buy one of our products or services, we will make a direct contribution to one of the charities or causes in B1G1 (there are over 600 already to choose from) and we will tell you about it directly, so you will know that as well as your purchase making a difference to your team or organisation, it has made a difference somewhere else as well. You can even choose the charity if you like yourself. In the next few months, we will make it easier on our website for you to see the projects and how they relate to our products and services. 

For now though, the participants on our first ever License Accreditation Programme will discover today that as a result of ‘buying one’ programme, where they have become educated in using the Talent Dynamics Profile, each of them have also given education to  a child in India for a month

We think that’s pretty cool.We hope you do too and would love to hear your feedback.


Which Profile makes the best Leader?

An interesting question that gets posed on a regular basis…

Someone had to take the lead...

Last week, I was sent an article, describing the difference between Leadership and Management. A typical school of thought, that when analysed, suggests that Dynamo/Blaze profiles are the kinds of people we should be seeking as ‘leaders’.  It also described  a typical view of a ‘manager’, (having made them sound a lot less valuable) The way they described the Manager, exemplified the Steel and Tempo profiles.

Now, I understand why these schools of thought exist…  People can find the strategists , the Visionaries, the out of the box thinkers, the enigmatic, warm and people focused profiles more attractive… That’s one of their natural talents, these profiles tend to shine more, just by being the way they are. However, when you consider that the wealthiest man on the planet right now, Warren Buffett, is an Accumulator Profile. An introvert by nature. Systemized, planned, thorough and precise and he leads the business,  it kind of questions that ‘School of Leadership’ thought…

I was debriefing a Star Profile the other day, who up until 6 months ago, was hailed as the visionary leader in his business.  Quite literally, he was seen as a Star leader amongst others. His strong passion, vision, ability to excite and inspire others with new and bold projects, was exactly what was needed – until the financial crisis occurred, when his greatest talents became his biggest challenge. The business focused on cost cutting, restructure, detail and precision. He said he couldnt have felt more out of flow if he had tried and was aware that his ‘Talents’ were now being viewed as poor performance by the business.

A Lord profile I discussed this with, told me of how, until discovering her profile and value she rarely took the lead, always feeling in the shadow of the more extroverted profiles. However, when finally able to work in a team, that understood the profiles and knew her value, they recognised that it was crucial she took the lead on a project that required Clarity, Detail, Systems and information.  The project was an enormous success, the level of productivity was excellent and for the first time the team felt they had really grounded and succesfully completed a project. For the first time, she realised she was a Leader. Now, she knows there is a time and place where she is required to step up and that she too can ‘shine’

You see, there is no best profile to be a Leader. All 8 Profiles have tremendous Leadership qualities and abilities. True, they go about the delivery of that Leadership in a very different way and thats what makes them so valuable to your business.

Knowing that there is a time or situation, that is most appropriate for a particular profile to take the lead is really important

Here are the Leadership attributes and strengths from the different energies. It may help you as you determine who should be taking the lead on what and why its important to place value on all of them.

  • Dynamo Profiles – Task focused. Great at Initiation and getting things started. New projects. Action takers.
  • Blaze Profiles – People focused. Great at motiviating the team to action. Encourages strong collaboration and working to strengths.
  • Tempo Profiles – Activity focused. Great at consultation and connection. They ensure projects are delivered within timescales and to dependencies.
  • Steel Profiles – Data focused. Great at calculation of information and attention to detail. Ensures that clarity exists and completion occurs.


Employers must foster shared purpose to succeed, CIPD survey shows

Having a common purpose is vital for increasing engagement and productivity. Organisations that build and implement strong Enterprise Promises and Team Promises, really do see the levels of productivity and profitability increasing as backed up by this CIPD research and article.

Organisations with a strong sense of shared purpose outperform those that lack this unity, research from the CIPD has revealed.

But, in the YouGov survey of 2,000 employees, entitled Shared Purpose: The Golden Thread?, 35 per cent said their daily work was not aligned with their firm’s core purpose.

The research found that workplaces with a profit-based purpose tended to have staff that were less synchronised with the aims of the organisation, while respondents from workplaces with the “golden thread” reported better organisational performance overall.

In addition to improving performance, the survey found that having a sense of shared purpose also improves employee engagement and understanding of the organisation’s core goals.

Respondents working for organisations where a sense of shared purpose exists throughout seem far more likely to be engaged (84 per cent) than those employees who work for an organisation without a sense of shared purpose (32 per cent).

But while more than three-quarters (76 per cent) of employees agree that they know clearly what the core purpose of their organisation is, only 28 per cent believe that the purpose is shared throughout the whole organisation.

Claire McCartney, resourcing and talent planning adviser at the CIPD, said: “The difference between simply having an organisational purpose and having a shared sense of purpose is that the latter is shared by all employees working for the organisation and often beyond, to include external stakeholders. That is why we insist that an organisation’s shared sense of purpose is ‘the golden thread’ to which its strategy should be aligned.

“The research has established that the alignment of an organisation’s purpose, values and goals has clear benefits. In an uncertain economic climate this becomes even more important. As the public sector faces mounting pressures, those organisations that are able to align their purposes, values and goals for all employees will have a clear head start.”

via Employers must foster shared purpose to succeed, CIPD survey shows – People Management Magazine Online.

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