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Talent Dynamics RSS Feed Blog Archive: March 2013

New Speakers for the Trust Conference Confirmed!

The Trust Conference. 10th September 2013

We are delighted to have just confirmed another 2 speakers for the Trust Conference on 10th September 2013 in London. 

Paul Dunn is at the forefront of management and marketing action on a global basis. Australia’s leading business magazine described him in 2011 as ‘a marketing guru turned philanthropist’.

He is an engineer by training but he soon discovered people were more interesting than “things”. He began his career in Australia at Hewlett Packard where he was one of just ten people in the Australian start up of the company.

In 1974, Paul wrote some innovative software that became the basis for one of Australia’s early technological successes—Hartley Computer. Until 1980 Paul was the marketing genius behind the company growing globally to a $23 Million enterprise.

In late 1980, Paul decided that his real love was marketing AND speaking so he formed The Results Corporation. By 1992 his company had grown to a $20 million company serving 23,000 businesses. Many individuals and companies around the world credit Paul with changing their businesses and their lives.

In 2000, Paul sold all of his business interests to ‘retire’. But he continued speaking around the world and writing. He followed up the success of his first book, Write Right with, ‘The Firm of the Future’ written with Ronald A. Baker. It launched in 2003 is now regarded as a standard text for professional service firms.

In 2006 Paul had what he describes as a very personal experience with people impacted by the 2004 Tsunami. “It was,” he says, “my first real understanding of the power businesses have to change our lives.”

Paul has been involved in B1G1 since 2007 and now invests all of his time, energy and passion into the growth of the initiative around the world. He used to have a quote on his desk that said, “Trying to be as good as my dog thinks I am.” Trouble is, he had it even when he had no dog!

Book your tickets to the Trust Conference here today.

Daniel Priestley Key Person of Influence

Daniel Priestley, a successful entrepreneur and event producer. After seeing more than 100,000 business people networking at his events, Daniel started to notice that some people were trusted magnets for opportunity while others seemed to walk away empty handed over and over again.

From his experience working along side some of the worlds most successful entrepreneurs, authors and speakers Daniel knew there were 5 keys to becoming a Key Person of Influence in any field fast.

Daniel speaks around the world on Social Media, Entrepreneurship and Personal Branding. He has founded several companies in Australia and the UK and is also an investor into some exciting (and some not so exciting) ventures. “I believe there is an Entrepreneur Revolution taking place allowing almost anyone with a passion and an idea the ability to turn it into a successful small business. Based on this insight I have created several business ventures designed to assist people to turn their ideas into profitable, fun, rewarding and fulfilling businesses. 

 I have spoken to over 50,000 people at live events”

Come to the Trust Conference. Book your tickets here today!

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Michelle’s news

I’m literally just back in the office after 3 weeks in Australia, where I met with some incredible new Consultants who are getting accredited with us in June and July this year. I also had chance to catch up with and share inspiring stories with our existing Consultants and Master Trainers in each city too.

Everyone was asking me ‘When are you bringing the Trust Conference to Australia?’ So, watch this space…

Speaking of which, tickets for the Trust Conference  in London this year are selling out fast. We have just issued some new group booking tickets as so many people are bringing their entire teams.  Check out the new speakers just announced this month! 

Congratulations to the new groups of Flow Consultants and Performance Consultants who have joined us in the past month. 3 groups in the UK,  including a brand new group of Flow Consultants who have been accredited in our very exciting new programme: Talent Dynamics for Young People. A programme specially created to assist 9-16 year olds to get into Flow!

Oh by the way, just so you know the difference:

Flow Consultants are accredited to work 1-2-1 using Talent Dynamics. Typically, they are coaches, mentors, line managers or new trainers.

Performance Consultants are accredited to work with teams and entire organisations at a transformational level and are usually very well established trainers, consultants and facilitators.

If you want to find out more about either of these accreditations, drop me a line for more information

Have a fabulously Flow filled month ahead!


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Group or Team Performance?

Soccer Team PerformanceOne of the goals (pun intended) of performance management is to improve team performance.  This is sometimes harder to do than it first appears.  To begin with, a group of people working together does not make a team.  It’s right there in the sentence: they are a group, not a team.  So how can you tell the difference?

The easiest way is to look at what it is they do.  If they all have the same skills and are independently responsible for their own performance whilst not relying on input from other people then they can be thought of as a group.  The next step is to ask ‘if they worked more closely together, would it improve performance?’  In the case of a group the answer would be no.  This is largely down to the fact that the group members are individually responsible and work independently.

So what makes a team?

  • A team works towards a common set of goals which are clearly defined
  • The team works together towards the objectives
  • The team shares leadership
  • The team is jointly and individually accountable for performance
  • The team strongly identifies themselves as ‘a team’

This is the first step of improving team performance, recognising whether you have a group or a team.

Why Use Teams?

Teams are incredibly effective when used correctly but a team is not always the answer you need.  A team is not the best approach if you need immediate action or require specialist or technical expertise.  A team is wasted if the task is small, simple or straightforward.

Teams are a must if:

  • The task is complex, requiring different skills and different areas of knowledge
  • Creativity is needed
  • The route towards task completion is not clear
  • Descisions need to be made quickly
  • Time is available for discussion and team development

A slightly controversial example to illustrate team performance (feel free to comment below):

A football team is not actually a team, in this case it is a group.  Within that group of ‘the football team’ are small effective teams focused on common team performance objectives.

1. Defence Team: This team is focused on stopping the opposing side from scoring, taking the ball away from the opposing side and feeding it to the midfield team.  Their team performance can be measured in goals scored by the opposing team (in this case low numbers are good)

2. Midfield Team: This team is focused on drawing the entire group together, reacting differently whether they have the ball or the opposing side has the ball.  Their team performance can be measured in completed passes.

3. Offensive Team: This team is focused on scoring goals and that is their only team performance measurement  (in this case high numbers are good).

As a group the football team is responsible for their individual performance.  The 3 separate teams are focused on common objectives and rely on each other to work towards the objective: defence on stopping goals, midfield on dictating play and offence on scoring goals.

Now that we have identified our teams we can focus on the areas of team performance we want to improve.

Obviously the lines can get blurry but I think the distinction stands.  So… do you think the entire football team is a group or a team and why?

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Unas Spotlight: Stop Fire Fighting!

“One of the tests of leadership is the ability to recognise a problem before it becomes an emergency.” Arnold H. Glasow


There’s no doubt that managers and business owners around the globe have all experienced fire fighting at one time or another. Some companies even have it built into the culture. Yet everybody seems to agree that fire fighting on a long-term basis is not a good thing…

So why does it happen?


  • Psychological addiction to the feeling of achievement
  • Severe cuts in staffing
  • Attempting to be lean and agile

Looking at the Talent Dynamics square it’s more likely that people with high Dynamo and Blaze energies will engage in fire fighting. For them it may initially seem to be exciting and fun. Dynamo’s for instance get to use their problem solving strengths and be a hero.

Blaze people will love the high-paced interactions with others and flying around here, there and everywhere getting everyone on board. For both Dynamo and Blaze it could even have been their lack of attention to detail that caused the fire in the first place!

However, that’s not to say that people with high Tempo and Steel energies may not fire fight too in the right, or should I say wrong, circumstances. It is likely to be incredibly stressful for them though to do so.

Tempo people may end up fire fighting because they can find it very hard to say no and consequently can easily take on too much. While this may appear to serve them – and their colleagues – in the short term, over time it is likely to cause burn-out and possibly even ill-health while they get bogged down in the detail.

Those with strong Steel energies will get very frustrated with constantly having to solve problems that they know could probably be systemised so that they don’t even occur in the first place. Under pressure, without time to think things through or adequate data to base decisions on, they could feel extremely uncomfortable and you may well get to experience just how cold Winter can be!

The key thing for everybody is to firstly realise that fire fighting is happening. The second is to get into the habit of identifying what kind of problem it is… Then they can get the person and/or team with the right perspective and strengths to solve it.

Dynamo’s will intuitively want to innovate their way out of problems, while Blaze will naturally think about who is the best person to connect with to get the desired result. Tempo will look at how to improve relationships and/or operations and Steel will consider the systems in place and what needs to be created or improved.

This means that people will need to let go of the idea that they, and only they, can rescue the day… The fact is that in business – as in life – things happen. There will always be problems to solve. At the same time the time and resources that can be saved by putting out the fire of fire fighting is immense.

Imagine if you and your team were able to spend time in your areas of strengths, instead of being pulled in all directions every time something happened? Though initially it would require investing some time, afterwards there would be the time and space to do what you do best. This allows you to add more value and leverage it effectively within your team and organisation for results on the bottom line and beyond.

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Jans Corner: Business as a force for greatness

It is sad and limiting to think about about business as a tool for solely making money or making shareholders rich.

How would you view a person who would dedicate their life solely to eating? For me that would be a very limited life purpose and an outright waste of potential. The same is for business. Why limit ourselves? As much as survival is important for every business, it should not confine its existence.

Just like a human being, there is so much more a ‘business being’ can accomplish, learn and contribute if it moves beyond the survival paradigm, beyond the business as usual. In his philosophy and book, Screw Business As Usual, Richard Branson asserts that businesses can be primarily a force for good, great contributors, collective organisms to solve the most pressing problems humanity faces as well as makers of positive difference to communities, locally or globally, on a daily basis.

When considering the question of what is the responsibility of any business, I see that it’s primary purpose is to add value to the market or community it serves, and enrich all the stakeholders it impacts – in the short term and long term, and to do it all by leveraging and best using their internal resources and external opportunities. In a way, as businesses are collectives of people and they exist to serve a wider group other people, they have primarily a social responsibility at any level, including the corporate, division, department or team. This allows us to redefine what we currently understand by corporate social responsibility. What if it was not not just a noble philosophy or a small department with a PR person and a lawyer located somewhere at the end of the corridor, but instead what if corporate social responsibility was a central theme for any business? The theme that allows us to focus on adding value to the people and communities we care about and impact and to do it in the most effective way, instead of focusing on making money and surviving the presumed corporate warfare.

:: How would you think and interact in your team and your business if that social responsibility lied at the centre of why your business exists?

:: What would happen to your experience, effectiveness, and contribution if you primarily focused – individually and collectively – on adding more meaningful value and creating more sustainable leverage?

:: What legacy would you leave if your business context shifted from just financial survival to a social responsibility and impact?

Businesses provide a wonderful opportunity for us to grow and make a difference together – to accomplish more, to leave behind more, and to give our talent and work more meaning. All we need to do is to upgrade what we see is their primary purpose – this may not be easy, but for sure it seems worthwhile.

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Take your Team to the Trust Conference 2013!

The Trust Conference – featuring best-selling author Stephen MR Covey – Special Opportunity to take your team with you!

London, 10th September 2013 

A recent Watson Wyatt study showed that high trust companies outperform low trust companies by nearly 300%!

Stephen MR Covey, best-selling author of ‘The SPEED of Trust’ will be in London this autumn for the first ever Trust Conference!

As you might know, Stephen MR Covey is an international thought leader on ways to strategically build trust and measure its effects in teams and organisations.  Joining him on stage will be some of the world’s top experts on teams, organisational culture and business development.

Find out who is speaking on the Trust Conference website 

Today we want to share with you an amazing opportunity to be able to bring your team with you to the Trust Conference!

Here’s what your team can expect to experience.

  • A 3 hour interactive training session on Building Trust in Organisations delivered by Stephen MR Covey
  • Find out how to actually measure Trust in teams and how to increase the scores
  • Case studies of how top global brands have used Trust to create amazing results
  • Practical strategies on using values, culture and leadership to accelerate trust
  • Networking with business leaders from some of the most trusted companies in the UK

Special Opportunity for teams to attend together!

We thought you would want to bring your team with you on the day, and have created a really special offer for you! Click here to view the special offer today and get 5 tickets for the price of 4!

By attending with your team, together, you will be able to:

  • Create a high performing, enjoyable and fun environment
  • Increase unity and create a shared purpose
  • Innovate quickly and effectively
  • Increase your team’s efficiency and productivity

Book now 

And on top of that, we are offering incentives for teams to book and attend together.

  • Buy 4 Tickets and get a 5th place for FREE
  • EVERY team member gets FREE access to the Talent Dynamics Profile Test  worth up to £1895
  • EVERY team member gets a bundle of supporting material valued at nearly £200

Take your Team to the Trust Conference.  Book now! 

The Trust Conference is already booking up very quickly with key business leaders and large corporates and its only March.

These special offer places won’t last until September…  So I really hope to see you there!

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