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Talent Dynamics RSS Feed Blog Archive: August 2011

Michelle’s August News

As you read this, ill just be boarding a plane and heading off on a mini-world tour with Roger James Hamilton, Creator of Talent Dynamics, as part of his Fast Forward your Business Tour. If you are in Tokyo, Cape Town, Johannesburg or London on these dates, we would love to see you there and you will be privy to some amazing insights about how to future proof your business.

Following the successful launch of TD in Australia earlier this year, I’m really excited to announce that we will be launching TD in Japan and South Africa, with our brand new Master Trainers there, in September, as part of the FFYB tour!

We start the tour in Tokyo with a lavish launch of Talent Dynamics at the British Embassy on the 2nd September. Tamami Ushiki, who heads up Wealth Dynamics in Japan, has become a Master Trainer for Talent Dynamics. Tamami and her team have translated all the materials into Japanese and on 2nd September, 30 HR Directors/Heads of Training, alongside independent coaches and trainers are meeting with us at the Embassy, to see how they can use Talent Dynamics to transform their organisations too (photos etc to follow next month!)

As if that wasn’t enough excitement for one day, today, our lovely new updated website goes live! We have had so many changes in the past year, with us moving at such speed, the website became cluttered and hard to follow – some people said they just couldn’t tell what we did! So we have refreshed and revitalised and updated it, with much more information about our powerful accreditation programmes and how you can become a Performance Consultant. Please check it out and let me know what you think!

Oh and we have had great feedback from the first 50 people we showed our new and updated TD E-guide to, as it comes with a host of other special bonuses too, including a video with my 7 top tips for creating high performing teams! Feel free to download them here.

Have a fabulous flow filled month ahead!


PS Next month ill be able to spill the beans about Talent Dynamics for Selling!! We are creating for you a whole series of E books by profile on the best way for you to sell to other profiles – its gold dust in an E guide!!

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Testimonial from HR Manager at X Changing

Helen was recently accredited as a Step One Performance Consultant and has since run 2 programmes at X changing – both are set to create some excellent financial results in the next 12 months and she is set to roll out further programmes as a result!

“I was aware of Talent Dynamics and was interested to see the positive impact it would make on both the business and teams within an organization.  After a taster session, I decided to attend the 5 day accreditation process in June this year.  The course was fantastic.  I have since run 2 one day programmes internally. Already the teams are more engaged and ‘in their flow’ and we expect to deliver substantial savings within the next 12 months. The ROI is a definite value add for the business, individuals and teams. We are now looking at rolling out further”

Helen Butler

Reward & Benefits HR Manager

Xchanging Global Procurement Services

Fulwood Business Park, Caxton Road, Preston, Lancs, PR2 9NZ

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Jans Corner: What lies beyond Leadership?

Leadership is critical for a team or organisation and there is no doubt about it. Leaders at all levels provide direction, inspiration, example, and reassuring energy for people around them – more so in times of turbulent changes, complex challenges, and new breed of seemingly invisible opportunities.

Today, it is safe to say that leadership is a requirement for performance, not a luxury. Actually, according not just to numerous leadership gurus but also common sense, everyone needs to step up and stand out and be a leader – responsible and responsive, authentic and effective – regardless of his or her title and position in the organisation or team for it to have a chance to succeed.

Now, imagine an organisation where the leadership challenge has been resolved. Everyone is a leader. There is nobody to look up to and no one left to follow – at least not in a traditional sense. How does one work as one amongst leaders, and how does one lead in such setting? What makes it effective and sustainable rather than competitive and ultimately counter-productive?

When everyone is a leader, what taps and directs the collective energy and allows for a higher level of collaboration and performance is the context and environment of partnership.

Partnership is a shared mentality and an environment that allows leaders to thrive, and ordinary people to accomplish extraordinary feats, not just once, but over and over.

It is a place where you are successful by making others successful; where you experience flow by bringing others into flow; where you focus on co-creating, not negotiating. It is about intentionally combining differences for accomplishing a meaningful joint purpose.

In a organisation where partnership is the operating principle, something of a new quality emerges. Just like when in chemistry you join two atoms of hydrogen and one atom of oxygen – both gases – and you get a whole new substance – water – that is actually a liquid.

In an environment of partnership, people who were asleep come alive. Work that was drudgery becomes fun. Talents that were hidden come to the surface. Differing perspectives that caused friction become complementary pieces of a beautiful mosaic. Obligations become privileges. And threats become opportunities.

Who wouldn’t want to work in a place like that? Who wouldn’t give their best in an environment like that?

Fortunately, creating an environment of partnership can start now, if you choose so. A few starter ideas include:

  • PURPOSE: Clarifying and communicating why you exist and what you work for as a team and organisation (and it isn’t likely maximising shareholder value)
  • COLLECTIVE SUCCESS: Building on individual strengths and perspectives towards collective success – making it not about who is right but what is best, all the time!
  • TRANSPARENCY: Making the business transparent; finding the courage to show  everyone what is going on under the hood – in terms of activities, accountabilities, information, and money flows – will open up new levels of understanding, involvement and ownership
  • PERSONAL VALUE: Encouraging everyone to know their personal value and see their place in the value creation to best participate, contribute and lead

Cultivating a mindset and environment of partnership is what will make everyone to step up and play their best game – both in sunshine and in rain.

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Please vote for us! Every Vote counts…

We are delighted to announce that Talent Dynamics is through to the final 5 in the Enterprise Vision Awards for Training Company of the Year. Its now all down to the public vote, so if you think we should win, please take 2 mins…

click here and vote for us!

Thank you so much from all the team 🙂

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Unas Spotlight: Politics versus Performance

Picture this scenario: a group leaves the boardroom, dispersing into twos and threes towards their respective offices. The HR director and Communications Director are complaining about the Finance Director and how he wants to measure everything. “How can we measure happiness?” says one. The sales director goes to meet with his sales manager. “Marketing doesn’t have a clue what we really need. I keep asking for more leads but all she is concerned about is our branding, she says getting leads is our job!” he says with frustration.

Meanwhile, the managing director is having lunch with another business owner. “I don’t get it, we have meeting after meeting. They seem to get along yet if anything, performance is worse than six months ago?” She replies, “Are they actually focused on how they can help each other be more effective?” This stops him dead in his tracks because he knows that even though his team are among the best in their fields individually, they’re each more concerned about their own area, then the company as a whole. 

Does this sound familiar? How many times have you experienced political infighting whether overt or incredibly subtle? It is like a cancer spreading through an organisation. Cropping up in all sorts of ways and motivating decisions that gradually push up operating costs and will ultimately reduce revenue too as customers feel its effects.

How can you prevent this taking hold, or eliminate it if it’s already taken root? The key is not just in having conversations; it’s in the quality of these conversations and if you want to have great quality dialogue, ask great questions! Start off with some discussions with your team members, individually or as a group, and then as you get results and become more confident take it to other teams within your organisation and even to your external stakeholders. Here are some suggestions of questions to get started:

  • How can I help you be more effective?
  • In which ways do I help the team most?
  • In which ways do I help the team least and what could I do/not do instead?
  • Ask yourself, “How much do I trust each individual within the team to deliver?”
  • What needs to happen to improve your trust in others if this score is low?
  • Ask yourself, “How much do I believe each individual within the team trusts me to deliver?”
  • What needs to happen to improve your others’ trust in you if this score is low? If you don’t know, ask them.
  • How do I add value to the company?
  • How do I help you to add value to the company? 

Think about it. If people were constantly focused on how to help each other be more effective, how much complaining are they likely to do? How much time are they likely to spend talking behind each other’s backs when there is a forum and means for this kind of open dialogue? Organisational negative politics is like hope; it is not a course of action. 

You and your team will answer questions that you probably have never been asked before. The true dialogue that this exercise creates can bring about changes in attitude, engagement and performance that thousands spent on trust exercises and teambuilding often fails to deliver. These conversations generate effective actions. This kind of dialogue is what turns soft skills into hard skills that show a genuine financial return. 

Would you like to get a glimpse of what this feels like? Simply book meetings with your team this week, listen and take on board what people tell you and be honest with them too. Work together to come up with the actions that will make a difference and watch the results unfold… 

Please comment or email me directly, to let me know how you get on, or if you would like to receive more information about this, at

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Roger Hamilton Blog: Using Talent Dynamics to Increase Sales

Different Talent Dynamics profiles buy in different ways. Being able to assess what profile a client is allows us to tune in to their frequency and connect with them at their level. Roger James Hamilton explains the principle in talent dynamics terms “When the value exceeds the cost (including the cost of money, time and effort), we buy. The four sides of the Talent Dynamics square makes this assessment differently, so knowing which ‘language’ to use when communicating cost and benefit saves an enormous amount of time.”

Traditional sales training focuses at ‘overcoming objections’. In Talent Dynamics, an objection is like a rock in the river. Not something to overcome, but something to flow around – a clue that you are already connecting in the wrong language.

  • Dynamo frequency profiles are more visual, and want the big picture.
  • Blaze frequency profiles are more auditory, and want to hear the stories.
  • Tempo frequency profiles are more kinesthetic, and want to experience the product and see evidence of success.
  • Steel frequency profiles are more analytical and will only be satisfied after looking at the detail.

“Great communication is not about more communication, but meaningful communication. The more you focus on what is meaningful – and delete everything meaningless – the more your client will appreciate you for understanding them and not wasting their time” – Roger James Hamilton

Roger Hamilton believes that with practice, an individuals’ profile can be assessed within minutes. This is through a combination of words, focus, body language and empathy. Understanding the different modalities, how they communicate, assess costs, benefits – and risks – doesn’t just help in building your sales, but in better service, leading teams and recruiting the right team to begin with.

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