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Talent Dynamics RSS Feed Blog Archive: July 2011

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!

Michelle

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 info@talent-dynamics.com 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 alison.sadler@unity.blackpool.org.uk 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 info@talent-dynamics.com with TDS as your subject header to find out more from our team.


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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 info@talent-dynamics.com

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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