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Step 1: Understanding Primary Purpose Workshop

UK Business’ results following the one day program:

  • A number of 6-figure ideas that were implementable in the following three months for an events company.
  • $150,000 idea that was implementable immediately at no additional cost to a firm of solicitors.
  • Replacing a UK council team’s $450,000 “cost” with a profitable plan and team that became $150,000 of forward orders.
  • 50% increase in productivity in less than 6 months for a film production company.
  • 500% increase in retail sales and a smashing of open sales targets for a beauty salon.

Outcomes of the one day program:

  • A real understanding of the purpose of an organisation and how to accelerate results by improving trust and flow.
  • Increased individual awareness, ownership and effectiveness of the team members in their daily roles.
  • Indiviuals’ realisation of their “value” in the team and how they can best create and co-create more flow.
  • A new way to work together more efficiently and effectively that becomes fun and enjoyable.

Talent dynamics pathway — Step 1:

The first step is a one-day or series of one-day programs for your entire team to understand the principles of Talent Dynamics and how they apply to your corporation, beginning with Understanding Primary Purpose and how it links to value and leverage, trust and flow.

Understanding Primary Purpose

1. The primary purpose of an enterprise is to add value to the market or community it serves and to leverage that value profitably.

When an enterprise fails to add value, it soon loses its place in the market. The more value it adds, the greater its place. When an enterprise fails to leverage effectively, its cost of resources exceeds its output and it soon loses profitability. The more effectively it leverages, the greater its profit.

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

 

2. Sustainable value is created by measuring and managing TRUST. Sustainable leverage is created by measuring and managing FLOW.

Understanding that sustainable value is measured in trust allows us to measure the value of each person in your enterprise, based on the level to which they are trusted by others to deliver value, and then to build their value by building this trust.

Understanding that sustainable leverage is measured in flow allows us to measure the effective leverage of each person in your enterprise based on the level of flow they deliver to others in communication, resources and profitability.

During this first day, each team member takes the Talent Dynamics Profiling Test, which consists of eight different profile types. Each type includes a pathway and specific strategies for each to build their performance and value, and leverage most naturally.

3. Building PSR (Personal Social Responsibility) is the key to the performance and effectiveness of each team member.

When each team member takes the Talent Dynamics Personal Profile, they learn their natural path to trust and flow. They learn their strengths and challenges, and when they see their 360-degree personal assessments from their managers, colleagues and reports, they see how their strengths are where they achieve greatest trust and flow.

Each team member goes through a process to define and integrate their personal purpose, life ambitions and identity into their identity within the corporation. They get to see how their work environment is the ultimate testing ground for the trust and flow they are creating in their own life.

They then work on a personal plan and team plan within the team to create an integrated support structure to build their value and leverage scores. This is PSR – your personal social responsibility to respect and grow the identity and integrity of each team member while in turn growing your own trust and flow within the team.

The following workshop sessions are delivered 3–6 months after a team has completed their first one day workshop.

4. Building TSR (Team Social Responsibility) is the key to the performance and effectiveness of each department within the corporation.

The same profiling process scales at team level. When each team sees their Talent Dynamics Team Profile, they learn their team’s natural path to trust and flow. They learn the strengths and challenges of their department as a whole, and see their 360-degree personal assessments from other departments in the corporation.

In our experience, many departments that had previously had delivery issues with other departments are usually surprised when they see the low level of their trust and flow score when assessed by that other department.

Implementing tools and processes from the Talent Dynamics Tool Box based on ‘co-creating flow’ instead of ‘solving problems’ allows a department to resolve inter-departmental issues they had earlier perceived as being out of their power to change.

This is TSR – each department’s team responsibility to reflect and support the value and leverage of each department. A team not adding value to the whole will soon be rejected or ejected: a team that does will build trust. A team that is not leveraging effectively within the whole will soon be an unsustainable cost: a team that does will become a positive contributor to the flow of the whole.

This process identifies the strengths, challenges and overall health of the corporation. Like a health check, it shows the priority areas requiring attention. Any one part of the body that is not in flow will soon impact on other parts.

5. Building CSR (Corporate Social Responsibility) is the key to the sustainable performance and success of the corporation within the market.

The same profiling process scales to the level of the corporation, and provides a direct link between personal responsibility of the individual and the corporate social responsibility of the organisation. At this scale, partners and customers are invited to provide a 360-degree assessment of the trust in the enterprise’s ongoing standard of delivery, and the effective flow of communications, value and value creation.

This is CSR – your company’s effectiveness in delivering sustainable value and being a powerful source of leverage to the market and community it serves.

Talent Dynamics gets to the heart of the degree to which your company is trusted by the market and how well it delivers more effective flow than its competitors.

By the end of this stage, you will have indicators of value and leverage across all areas of your enterprise at the personal, team and corporate level.

Dates:

The ‘Understanding Primary Purpose’ one day program is tailored in consultation with your organisation and delivered at a mutually convenient time and location.


 

 

 

 

 



 

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