The Talent and Wealth Dynamics Profiles

The Talent and Wealth Dynamics Profile involves:

  1. Online access to the profile test
  2. An in-depth follow-up written report on your personal strengths according to the Talent Dynamics profilesemailed to you immediately on the completion of the test.

What is Covered in a Talent or Wealth Dynamics Profile

The Profile assesses your personality, strengths, productivity, values and behaviour in order to determine which game you should be playing to be more in Flow and why.

Knowing your value means you can concentrate on your strengths and allow others to use their strengths in areas that you aren’t inspired by – or proficient in.

The Profile provides you with a guide to help you on your path by identifying strategies and steps to focus on. It will give you insights and clarity on yourself and your interaction with others. It will also more than likely raise some questions to ask – which of course we are more than happy to help you with.

Using it can help you with finding people to fit and fulfil a role, restructure a team or even change and transform an entire enterprise to increase team productivity. On an individual level, getting a profile can help you find your value and show you how to give it to others. Talent and Wealth Dynamics show you how to unleash the gift that is your value.

“Your value is like a smile – it’s not worth anything until it’s given away.”

A summary of what’s in your Profile Report

  1. YOUR TALENT DYNAMICS PROFILE
  • This shows you the most natural activities you should focus on to get into and stay in flow.
  1. ROLE MODELS WHO SHARE YOUR PROFILE
  • Which famous role models you can study and learn from.
  1. YOUR STRENGTHS AND WEAKNESSES
  • What gets you into your flow and what are your distractions and opportunities.
  1. HOW TO CREATE VALUE USING YOUR PROFILE
  • How to channel your strengths in a way that the world responds favourably to.
  1. TALENT FREQUENCY BREAKDOWN
  • You will see your balance of energy and understand why you do what you do.
  1. THE VALUE YOU NEED TO OWN
  • How to take even small amounts of value and get it into the hands of many.
  • Roles that increase / destroy trust and flow.

The Profiles behind the “Dynamics” success

There are eight profiles that exist within Talent Dynamics, Talent Dynamics for Young People and Wealth Dynamics. Here is a brief summary of each.

Creator

Creators are the best at getting things started and although quick to create chaos, they can also be surprisingly creative at finding ways out of chaos. Always put them in charge of new projects but move them on to the next creation once their job is done.

Creators can’t resist creating. They keep creating long after they have run out of resources, money and other people’s patience. In fact, they have their greatest creative breakthroughs after most others would have given up.

Before Walt Disney’s first animated movie was finished, his distributor went bankrupt. Before his second movie was finished, he ran out of money himself. To produce the now famous “Steamboat Willie” featuring Mickey Mouse in 1927, strapped for cash, he wrote to his brother Roy: “Slap a big mortgage on everything we got and let’s go after this thing in the right manner.”

Many creators do not make the best leaders as they run faster than their teams and are often on to the next project before the last one is completed. The world is full of frustrated Creators who have started a project and are now stuck running it. They did a great job creating it but now do a mediocre job trying to manage others (often blaming their team for not “keeping up”). They move at an incredible speed but can leave big waves behind them.

Successful Creators include Thomas Edison, Walt Disney, Bill Gates, Steve Jobs, and Richard Branson.

Star

Stars are the best promoters and need to lead from the front. Give them the chance to shine and give them the space to deliver results without tying them down. Give them support and they will be the best spokesperson for the group. Discourage them and they will be the biggest critic.

Creators set the stage and the Stars steal the show. Stars get their most valuable feedback in the spotlight and find their flow while on their feet. As a result they are able to create their attraction on the fly and it is their personal magnetism that is their greatest value.

As creative performers, Stars have an inner confidence that drives them to step up and take the lead. However, others sometimes see this as overconfidence.

Reflecting on his outlook, Arnold Schwarzenegger comments, “I knew I was a winner back in the late sixties. I knew I was destined for great things. People will say that kind of thinking is totally immodest. I agree. Modesty is not a word that applies to me in any way – I hope it never will.”

Stars are naturals at creating a unique identity for themselves. It is their personal brand that attracts others. They get frustrated that others cannot do what they can do and so make poor managers without the right people to support them. Successful Stars who share the same winning and losing formulas in their path to success include Oprah Winfrey, Martha Stewart, Arnold Schwarzenegger, Paul Newman and performers like Madonna and Lady GaGa.

Supporter

Supporters are the best leaders but don’t expect them to come up with the plan themselves. Build a plan and set the goals with a Supporter and then let them lead the team towards the plan. Let them set their own management style and their own agenda. Always give them an environment of fun, variety and celebration.

While Stars are busy shining, Supporters are busy lighting up others. Supporters are the strongest leaders, as they can turn value into action by encouraging and motivating.

As Jack Welch says, “Information moves so fast today, and everyone has more information than the CEO does. So the only role of the CEO is to be out there energizing people and turning this information into action.”

Supporters are masters at energizing teams by giving them the confidence they need to succeed. Quoting Welch again, “Giving people self- confidence is by far the most important thing that I can do. Because then they will act.” Supporters supply the glue without which great plans would crumble.

Successful supporters in life have chosen the right person or company to support and have stayed for the long term, building a team that is often as loyal to them as the company. Steve Ballmer has led Microsoft, giving Bill Gates the space to create and his shares in Bill’s company now give him a net worth of over $13 billion. Notable Supporters include Jack Welch (General Electric CEO).

Deal Maker

Deal Makers are the best peacemakers and will leave everyone feeling good. Don’t expect them to go out cold calling as they thrive on building the relationships they already have.

Work with Deal Makers to nurture the relationships within the team. When things get too hot, Deal Makers will cool it down.

While Stars are high in the sky, Deal Makers have their ear to the ground. They create value through timing, not creation. A Deal Maker lives in the present.

As Donald Trump said, “I try to learn from the past, but I plan for the future by focusing exclusively on the present. That’s where the fun is.”

Of all the profiles, the Deal Makers rely most on the relationships around them. While a Star’s value grows as they become less accessible, a Deal Maker’s value grows as they become more accessible. They are constantly on the phone and on the move. They create most value by spotting connections around them. Once the deal is done, the new value created enriches everyone involved.

Successful Deal Makers don’t try and shape their surroundings to suit them but shape themselves to suit their surroundings, listening and learning before acting. Whether it is David Geffen in Hollywood, Donald Trump in New York real estate, or Rupert Murdoch in media every successful Deal Maker has picked a single area from which to attract the best deals in their market and create the most valuable connections. Successful Deal Makers include Donald Trump, David Geffen, Masayoshi Son, Henry Kravis, and Rupert Murdoch.

Trader

Traders are your best negotiators as they are looking for balance and fairness. They will always get you the best price, in both what you buy and what you sell. Traders will have their ear to the ground in your market and your team and they will always look for harmony and equality in the team.

As Traders are sensory, they are also the best at customer service and market research, finding balance by seeing both sides. They are also great at managing ongoing projects by bringing people and systems together to deliver results. They love buying and selling things, whether getting a bargain at the flea market or making millions trading in the property market.

They are naturally detached which enables them to remain grounded while others might be losing their heads. Value comes from waiting for and surfing the right wave while others get caught in the current.

When asked if he went with the herd or against it, famous market trader George Soros replied: “I am very cautious about going against the herd; I am liable to be trampled on. The trend is your friend most of the way.”

Successful Traders are always on the lookout for what is happening around them and how to quickly add value with a conversation here or an action there. They work best when they are hands-on and in action, rather than being left on their own. Well known traders include George Soros, Peter Lynch, John Templeton and Jim Rogers. Leaders like Nelson Mandela and Mahatma Gandhi are also Traders, who see their role in supporting the equality of others.

Accumulator

Accumulators are your best ambassadors. They are reliable, get things done on time and don’t make rash decisions. Accumulators make the best project managers, when a task or a project needs to be delivered reliably on time and budget. They are the reliable organisers in the team.

Accumulators always prepare and the most successful ones can be found doing their homework.

As Warren Buffett said in an annual report, “Noah did not start building the Ark when it was raining.” Steady and dependable, if the profiles were compared to a football team, the Stars would be the strikers while the Accumulators would be the goal keepers.

While Stars are quick to spend, Accumulators are quick to save. Accumulators often fail as a result of keeping too much to themselves, rather than building the team who will network and speak on their behalf. They rarely act on impulse and fail if they have not set the rules to take action. Often accused of procrastinating, they simply need more data to make an informed decision.

When Buffett appeared on the TV program, Money World, he was asked what investment advice he would give a money manager starting out. “I’d tell him to do exactly what I did 40-odd years ago, which is to learn about every company in the United States that has publicly traded securities.” Moderator Adam Smith said, “But there are 27,000 public companies.” Buffett replied, “Well, start with the A’s. Successful accumulators include Warren Buffett, his mentor Benjamin Graham, Sandy Weill, Hong Kong’s richest man, Li Ka Shing, and Microsoft co-founder, Paul Allen.

Lord

Lords are your best analysts. Give them the space to study the detail and to deliver the data. Don’t ask them to go out and network, as they are strongest when focused behind the scenes. When you need to keep count or keep score, give the job to a Lord. They will always be the most reliable to keep track.

Lords love the detail, and are renowned for their thrift. One of the world’s most successful Lords, John D Rockefeller said when reflecting on his life, “How well I remember the words of my mother, wilful waste makes woeful want!”

While extrovert Supporters value people over numbers, introvert Lords value numbers over people and don’t have time for politics or niceties. They would rather deal with simple legwork than fancy footwork. Lords love certainty and hate risk. They also prefer to keep to themselves. Those in the team who have not yet found their true value have often failed to see their greatest strengths; analytical skills, risk aversion and need for control.

When momentum grows, many Lords cannot resist their tendency to micro-manage. Numbers and detail respond well to this but people tend to object. For this reason, Lords need to be managed well and valued for what they are good at so they don’t get voted off the team for all the wrong reasons, with the team ending up with no one watching the details.

Successful Lords include Andrew Carnegie, John D Rockefeller, Jean Paul Getty, England’s richest man, Lakshmi Mittal, and Google co-founder Sergey Brin.

Mechanic

Mechanics are your best completers. They will wrap up the process and find smart ways to do it better next time. Don’t ask a mechanic to start from scratch but give them an existing process or product to improve on. They work fine on their own and often find social situations uncomfortable.

If Creators need to have their head in the clouds, then Mechanics need to have their finger in the pie. While Creators are great at starting things, Mechanics are great at finishing things. They are perfectionists, which is why they cannot resist finding ways to do things better. One of Henry Ford’s maxims was: “Everything can always be done better than it is being done.”

While Stars twinkle, Mechanics tinker. They get hands-on with their systems and prefer to study how to improve things with their hands dirty. As a result, they have little interest in impressing with or indulging in their appearance.

Bernard Marcus, chairman and Co-founder of Home Depot, recalled going out to lunch with Sam Walton – founder of Wal-Mart who became the richest man in the world in the 1980’s. “I hopped into Sam’s red pickup truck. No air-conditioning. Seats stained by coffee. And by the time I got to the restaurant, my shirt was soaked through and through. And that was Sam Walton – no airs, no pomposity.”

Many Mechanics have yet to get going because they are still trying to figure out what project to start. Ray Kroc was 52 before he realized he didn’t need to start his own business, he could take an existing business – McDonald’s – and make it better. This is where they see the greatest results and where they gain the most satisfaction. Successful mechanics include Henry Ford, Ray Kroc, Sam Walton, and Michael Dell.

 

If you are the leader of a team in an enterprise or your own business, you can discover to profile your team profile based upon the individual profiles within the team. This can help you assess where the holes are currently and identify the types of profiles you need for a particular role based on the people who are most successful at
that role.

For example, Star profiles make the best sales people and Supporters make the best team leaders. It can also identify how to treat the team as a whole, what language to use and how to get the best out of them.

Every time you place a someone in a position where they are in flow
 all around them get into flow … and are more productive!

Talent and Wealth Dynamics are all about using and concentrating on individual (and team/family/group) strengths, passion and natural talents – everyone deserves to do what they love, and experience fulfillment in their personal, social and work life.