Riding the White Waters with Talent Dynamics

Imagine yourself strapped in to a rubber dinghy hurtling at top speed down a perilously rocky canyon, jagged walls to the sides, slabs of granite inches from your face, tons of water cascading over your head and the constant fear of capsizing into the torrent.

Pretty exhilarating stuff. As long as you survive, that is! Running your own social enterprise can be just the same. There are dangers aplenty and navigating the treacherous obstacles of business can be both as adrenaline-pumping and as liable to messy failure.

The secret of getting through the rapids, and feeling the excitement as you not only survive but arrive the other side feeling you’ve really achieved something, is to learn to ride the white waters and let the momentum carry you to ever greater heights.

If you manage that, you’re truly “in flow” and working at the peak of achievement at all times. One technique that can really help you do that is Talent Dynamics (TD) and that’s what I want to talk to you about today. It’s all geared towards getting the very best from yourself and those around you.

Talent Dynamics is an international business development training company based in the UK, which in recent years has grown and grown, accelerating trust and, that word again, flow across the world.

As a certified coach in TD, I can attest to the value of putting yourself and your team through this process. Working in harmony (flow) has significant benefits for developing your culture and talent, for retaining the best people, improving communication both internal and external, and leveraging relationships as you build trust with your customers.

Put simply, Flow is the path of least resistance. When you are in a team “in flow”, your productivity increases, your results improve dramatically and, just as importantly, you have more fun.

The key to “flow” is understanding that everyone works differently. Building a complete team is crucial to avoiding waste and conflict. Talent Dynamics profiles your people individually and assigns each person their own place, focusing on their unique skills and personal attributes.

TD profiling allows everyone to understand their place in the whole by assigning each person to one of eight profiles which acknowledge the different strengths and value of each member of the team. This ensures you are all working where you add most value.

You can also quickly identify if any key characteristics are missing and ensure that everyone is contributing what is most needed. The TD matrix follows the business lifecycle and, depending on where your business is at, you may find you need a different mix of people or talent.

We’ve all heard the phrase “too many chiefs, not enough Indians” and TD addresses this common failing by ensuring that people are valued for what they can bring to the business, rather than seeking reward by trying to inch their way up the greasy pole of traditional personal development. It’s really about developing your biggest asset – your people – in a way that maximizes talent and avoids waste.

 “Make talent a top strategic priority that is pursued constantly”

In a recent report McKinsey & Company highlighted the development of talent as a top priority, second only to fund-raising as an important problem for social entrepreneurs. They said “And unlike other challenges they face (such as funding, logistics, or regulatory compliance), the talent gap is a problem that gets tougher as social enterprises scale.” They go on to say “make talent a top strategic priority that is pursued constantly” and (their italics, not mine) “Don’t just retain employees—grow leaders.”

This points to the importance of utilizing a system like Talent Dynamics to ensure that your team is operating on as effective a level as possible.

If you want to know more about the details of how Talent Dynamics can help you achieve perfect balance and a crew that, together, can steer its way through the rocky waters, talk to us at Bubble Chamber about how we can use the technique to help you and your organization’s development.



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