October 22, 2014 by www.talent-dynamics.com
- the Managing Director,
- the Marketing Director,
- the Logistics Director,
- the HR Director,
- the Sales Director
- the Operations Director.
As global leaders in vitro diagnostics and automation services, the managers seemed to have no immediate issues. All communicated well with each other and as a team were seamless.
The issue was they tended to focus on areas they knew they were brilliant at – for example the conception of ideas, but they had blind spots in other areas, i.e. putting things into action.
On completion of their individual Talent Dynamics profiles the explanation became obvious.
This lack of Blaze and Tempo energy explained why they were good at brainstorming, but not so strong at following through. They were very tunnel focussed and tended not to go for bigger targets those with a more Blaze energy would instinctively do.
Talent Dynamics Workshop
Saad then asked Susan to run a leadership development training session to decide what changes, if any, needed to be made to their management set-up.
“I wanted the Heads of Departments to understand their own profiles, master their own talents as well as ensure that these talents are put into good use for the team and the company. Having a team that is well-honed and performing at their best can only be good for business.”
During the workshop they looked at what was stopping them from setting bolder financial targets. Was it a Dynamo, Tempo, Blaze or Steel problem? The managers ended up with about 30 or 40 different things blocking them.
After narrowing down these blocks further, the underlying core issue became apparent:
the truth was there was no one in that room with the specific kind of business power or ability to deal with Blaze or Tempo challenges.
What Kind of Energy Are You Missing From Your Team?
Each of the directors left the workshop motivated and full of clarity. They had a deeper understanding of what was stopping them from achieving higher targets and more importantly, who to go to in order to solve any issues and help achieve these new goals.
Susan says, “Sysmex found, through the test, that the management roles fitted them quite well but the workshop helped them to leverage these strengths by highlighting them and showing them how they could be leveraged to improve team communication and performance while reducing stress.”
Saad is now planning another workshop for the next level of management in the Sysmex team and we’ll keep you posted on how much of a difference this one also makes!
“I think Talent Dynamics is a great opportunity to maximize the harmony within the team, to get the needed group mindset and perspectives of “what else we can do”; and thus develop a healthy change culture, opting always to challenge our own achievements and parameters to yield further milestones in the journey of success.” – – Saad Kayali, Managing Director of Sysmex Middle East