OK, we'll get going and anyone else that joins can can jump in as we go. Well welcome everybody to this evening's webinar all about talent dynamics and unlocking your potential and your team's potential within practises and, and finding out a little bit more about where and how you fit into the grand scheme of things practise wise. Just to introduce who I've got on the call with me, I've got Harry and Chloe, they are part of the Simply Bets team here at Alphabet.
My name is Joe. I'm also part of the team. We have Mel Colling joining us all the way from Australia.
It's super, super early over there, so she'll join us in time for the Q&A. Her presentation part we've pre-recorded before, so she didn't have to get up quite so early in Australia to join us there. So, Mel will be taking.
Through the presentation, then she'll be here to join us for any questions that you might have at the end. To tell you a little bit about Mel, Mel is a collaboration expert and bestselling author, and she's passionate about helping people in business succeed and accelerate their impact through a proven framework of project leadership, connection and collaboration. She's a certified project manager herself with 25 years of experience in industry.
She's also a podcast host, facilitator, business strategist and advisor. Having worked with startups to Fortune 500 companies focusing on purpose, people, and projects, combining her experience over the past two decades in the areas of project management, people management, and business strategy, together with a powerful profiling platform. To empower clients and teams to harness their value and contribution, and that's what we're gonna look at this evening, and how you can make a bigger impact to clients, business, and your global community as well.
So I really hope that you'll find this evening to be informative. We can attest to it here at Simply Vets. We certainly use the Talent Dynamics programme, which Mel will take us through this evening.
And we. We have found it to be extremely helpful in building our own team, but also in gaining an understanding of how different personality types fit into different, different businesses and, and for you guys, how you fit into practises, particularly, I know a lot of you guys will be locums. So as you go into different practises, how certain people might be the way that they are and where you can fit into that and have a better understanding of that overall.
So without further ado, what I'll do now is I'll start the presentation from Mel, and as I say, if you've got any questions, please do pop them in the Q&A box. And, and by the time the presentation finishes, Mel should be live with us to, to answer any questions there as well. So I will jump into that now.
OK. Hi, everybody. And welcome to our webinar tonight, unlocking potential in your practise, people, and career.
How to uncover your natural talents to be your best. I'm so excited that you've taken the time to come and join us tonight, and hopefully you'll get some gems, and some nuggets of information from our webinar today. So let's jump in.
So the key takeaways, hopefully after listening to the webinar, you'll come away with all or some of these things. So a personalised path to unlocking the potential in your business, your people or career. The questions to help you uncover people's natural energy, so we'll go into that a bit, how to build your ideal team, and how to accelerate team collaboration in your practise.
So, a little bit about me. I call myself a chief people activist, and as we go through the presentation, you'll probably see why. But my background is in project management.
I'm a certified project management professional. 25+ years in the project management profession. Also a business accelerator facilitator.
I've managed multi-million dollar projects and hundreds and hundreds of people. And I established my own business purpose-driven projects back in 2015. These are some of the businesses I've worked for or worked with, and continue to work with, throughout my business.
And this is me in 2016. So I finally made the great escape from corporate into my own business, and moved my family, to Bali for seven months, where I hosted the business accelerator programme for about 150 global entrepreneurs, which was really fun. So that was where we stayed in our resort.
And I went from corporate clothes to, a snorkel and mask on some days. So it was pretty fun. And I'm also a mom, a podcast host, an author, part of B1G1, so I like to give back when I can through my business.
My number one sustainable business goal is no poverty. And I also am a partner in a podcast booking agency called Experts on Air. So just a bit about me.
OK, let's jump into it. So what's the data saying? This graph here will show the number of vets in the UK between 2010 and 2020.
So what the data is showing us there is that the number of vets employed in the UK is almost 30,000, which is a fair increase from 2019. So why is there a shortage of vets? And this is what the vets are saying.
So this came from a BVA recruitment and retention survey back in 2018. And this was surveying vet vets, vet surgeons, vet nurses, and a whole lot of other people in the vet profession. But I've just pulled out the ones around vets for this particular presentation.
So the vets were asked whether they're planning to stay in their position, whether they're planning to move on. Those that were planning to stay in their current position, the main reason was #1 team, #2, location, and number 3, work-life balance. Those that were considering leaving their current position, the main reason for that was #1, work-life balance, #2, management, and number 3, salary.
And the one single thing that they most disliked about being a vet professional, #1, dealing with people, lack of work-life balance, #2, and physical and emotional impacts of the job, #3. And the things that they'd most like to change were number one hours work. Number 2, team aspects, and number 3, management.
So you can see from those couple of slides that the focus is really on people. So on team, retaining people, providing a collaborative work environment, on management, attracting the right people and keeping them, and clients, making it easier to deal with clients. So I'd like to pose a question to you guys.
What's your biggest people challenge in your career or business? So do you struggle to find the right practise for your skills or talents? Do you find it hard to attract the right people in your practise?
Or do you have trouble connecting with your clients or something else? So go ahead, write your answer in the chat box. We'd love to hear about what your biggest people challenge is.
So we'll give you a couple of minutes for that. All right. Thanks for all the feedback, that was great, guys.
So, how is your team performing? Here's a little bit of a graph just to depict. So Are you disconnected to your people around you and to yourself?
Do you know your strengths, your challenges, or are you more connected to understand yourself and those around you? Are you busy in action, just doing things, or are you moving into attraction? And what, what that means in your career is, are you attracting the right roles, the right people around you, the right opportunities.
And if you're a practise manager or in business, how are you attracting those right people, for your team? So if you're busy in action and you're disconnected, you feel a little bit lost. You then move, you know, still disconnected, but moving into attraction, so moving into that space where, you know, you are attracting the right opportunities and the right people.
But there's a little bit of resistance, you know, is this working? Am I doing it right? People issues, etc.
If you move, if you're in action, but you are connected with yourself or your people around you, you could find that you're having wings, and then, you know, it's easy, then it's hard, then it's easy, it's hard. It's what we call erratic. It's a bit up and down.
Where we want to be is in utopia. We want to be connected to ourselves and people, and we want to be able to attract those opportunities and those right people. So it's all about attracting, motivating, and retaining people.
So this is what I talk about is a people first approach, and these are the six keys to success. The one that we're going to focus on today. Is collaborative team or team collaboration.
So let me go into a little bit and explain about what we mean about that and just get into some of the juicy details. OK. So, the difference between a learned skill and an innate talent.
So a learned skill is something that we, go to school to learn, for example, we do a course. It's an education. So, we get taught something, we practise it, we're assessed, to see whether we're any good or we've retained that information.
We then go and execute. So we, we work in our job, we practise what we've learned, and we build trust within our team, within our practise, within our industry. That is a learned skill.
Like you've learned how to you know, be a vet or a vet nurse. Or a practise manager, they are learned skills. The difference, with innate talent is that it's consistent, sustainable, and transferable.
So it's something that's with you all the time. Whether it's in a work situation or a personal situation, it's an innate talent, you do it naturally. So that's what I really want to touch on today is how do you know what your innate talents are?
How do you identify those? You might know, you might have done some profiling in the past, or you may have done some personal development, and you may understand what your strengths are and what your challenges are, but this is something that you do naturally. What we say to people is, you know, think about if you're in an emergency situation.
And something were to happen, and you had to just do something straight away. What is the first thing that you would do? What would you do naturally?
That is what we call an innate talent. So let me jump in and share a little bit more about that. Sorry.
This is just going to explain your natural energy. So there's 4 energies. This is a profile test called talent dynamics.
It's a psychometric test. All psychometric tests are based on a very ancient Chinese. And text called the I-ing.
The I-ing was brought into Western world by Carl Jung who translated that into English and German, and it's really what all the psychometric testing, tools are all based on these days and also psychology that we know today. And so the Eing talked about the seasons, so I'll touch a little bit on that when I'm explaining the natural energies. And as we go through this, I just want you to start thinking about, OK, does that sound like me, or does that sound like someone else that I know, and just try and identify it yourself and people around you, in the different energies and the geniuses.
Let me just take a sip of water. OK. So dynamo Energy is spring energy, so it's all about growth.
When in spring, you know, flowers are growing, trees are growing, things are flowering. So dynamo Energy is all about innovation, big picture thinking, ideas, these guys are really visionary, so they can see the big picture. So you might identify these people with, you know, lots of ideas and, always, you know, excited about starting new things.
The challenge sometimes with the dynamo energy is they're great at starting, but not so good at finishing sometimes. Blaze Energy down the side there, in red, Blaze is summer energy, so in summer you're all out and about and connecting and catching up with people and having conversations. So Blaze Energy is around people.
These guys are about connection and communication, love getting out, you know, understanding people, learning through people, connecting, understanding how people interact, how they communicate, and Blaze people are also really good at leading other people because they understand people so well. Tempo energy down the bottom in yellow is autumn. It's an earth energy, so it's very grounded.
So these people are really sensory, they're all about service and timing. They've got this kind of sixth sense about timing. They can almost know when something's going wrong before it actually happens, because they just sense it.
They're kind of like, And we'll get to the profile shortly, but kind of like traders, they know when to buy and sell, for example, and they're really, really good at implementation and implementing processes and following them. Is a tempo energy, and steel energy is winter energy, so all about, you know, kind of slowing things down, and getting into the detail and the data. So they like processes and systems and data and detail.
Steel energies love a good spreadsheet, and they're always gathering data in detail so that they can analyse it, and that's the way that they make decisions. So they're the four energies. And as I said, let's, you know, as we go through this, try and identify what you might be in those.
All right, so there's 4 energies, and there are 8 profiles. So the first one at the top there is creator. So as I said, creators are big picture thinkers, they're visionaries, they're all about ideas, innovation.
They're always thinking of the next thing to do. So an example of a creator is Richard Branson. So he's always coming up with all these business ideas, and how to disrupt different industries, for example.
So he comes up with the idea, but he doesn't run the business. He hands it on to someone else to run the business. Because he, then he's able to stay in his creator mode.
Star is the next one round, so a star profile has a bit of dynamo energy and a bit of blazes. So therefore they're really good, they understand the innovation, but they also bring the people into it. So the, the creator can have the idea and the stars are about going and taking that idea to the people.
So really good at presenting. So an example of a star is Oprah Winfrey. So Oprah Winfrey became famous for shining a light on other people.
She was up on stage, but she was actually interviewing other people and telling their stories, and, and shining the light on their story, whatever movement or . You know, activity or action that she wanted to mobilise people for, she was really, really good at that because she stayed in her star energy. She's gone on to do other things in the media like, you know, a magazine and, You know, she's got podcast now and TV show, etc.
And, and a production company as well. And there has been times when she's kind of moved into other areas that wasn't staying in a star profile, and that's when she hasn't done so well and she's always come back to, you know, being in that star profile, performing, shining a light on others. The next one round is supporters.
So, supporters are really good at understanding people. They're really good at leading people, so leading other people and teams, so you'll see them in kind of a leadership role. And even if they're not in a leadership role, they'll kind of take that role in a team or a group or an organisation.
It's just something that they do naturally. Next round we've got DealMaker. So DealMaker has the blaze energy, so the people element, and then they've got the tempo energy.
So, those two coming together, they understand the people, and then they've got the timing element. So they're really, really good at relationships, building strong relationships. They're also Really good peacemakers or negotiators because they understand, the right time to have the right conversation, for example.
So, you know, if you have an example in the sales, the dealmaker would know the right time to have the right conversation with the right person, for example. Then we've got trader down the bottom, so they are really high tempo energies, which means, you know, really sensory, good at timing, really, really good at customer service, they, they know how things should work, and they're naturally putting things into a process, and following a process really, really good at implementation. So where we've got the creator at the top here that can be kind of, you know, it can be said that they've got their head in the clouds, you know, thinking of all those ideas, the trader or the tempo energies are really got their feet on the ground, so they're quite grounded, and they're actually taking that idea and implementing it, for example, so that's where their strength is.
An accumulator profile has the tempo energy, and also the steel energy, so they've got the, the customer service and the timing and the sensory element, but also the detail and the data. So accumulators are really good, we call them the goalkeepers of the team, so they don't let anything through, they don't let anything slip through the cracks, but they, they're really about, . Yeah, catching everything.
These kind of people on the team are really good at making sure everything happens like it's meant to. They're really risk averse, so they're really looking for things that can go wrong, potentially, and they're doing that through the data and the detail and the timing, . Accumulators make the best project managers, and when I found that out, I'm over here a supporter, and I was like, hang on, but accumulators do because they've got the data and the detail, and also the timing.
So they've got the list of everything that needs to happen and they've got their schedule and they're ticking things off. So they're really good at following the process and making sure nothing falls through the cracks. Next we've got Lord profile, so they're really high skill, so data detail analysis is their thing, they'll always be referring to a spreadsheet, they love the detail and data, and sometimes they can be a bit challenged by, are having to make a decision without having enough data in detail.
So sometimes they might be a little slow to make that decision because they're waiting for all the data, before they can make the decision. So sometimes, you know, people with high skill, you know, they need to just make a decision based on the data that they've got at that time, and so that they can move forward. But, you know, normally in financial roles, anything that's got to capture data, like lots of detail, yeah, lots of analysis to get to the bottom of something.
So, you know, in the veterinary industry, these would really be, you know, vets probably fall into the steel and the ward category. For all their diagnostic and analysis work that they do. And then lastly but not least, we have mechanics, so they have the steel, energy and also the dynamo energy, so really good at, Understanding, the big picture and ideas and innovation, but also the data and the detail and putting those two things together.
So you'll find mechanic profiles will be in process improvement, performance improvement, so they're always looking at how things can be done better, quicker, faster. Like a car mechanic, they lift the, the bonnet and they tinker with something under there, and they usually make it go faster or louder, as well as fixing the problem. So they're really good at systems and tools, looking at how things can be done better.
So they're great to have on your team. So let's jump in now that we know the, the 4 energies and the 8 profiles, let's talk about what the needs and motivations are of each of those, because this then helps, you know, how, how do you motivate people in, in different energies and if you've got different energies in your team, how do you make sure that all of them are motivated and their needs are met. And as we talk through this, you might then identify, OK, that's why.
I can see someone acting this way or that's why I don't feel comfortable in that situation, for example. OK. So Dynamo Energies love freedom.
They're all about thrill and excitement. So if you try and tie down a dynamo, make them follow a process or make them do something day in, day out, they'll just be bored and go and find something else to do, because they really value that that element of freedom. Blaze energy or all around variety.
They love fun and entertainment. So, variety meaning they like to do different things. So if they're doing the same thing day in, day out, they'll get really bored.
And the problem with, you know, people that, might be, in a blaze energy and they're doing the same thing day in and day out, if they get bored, they sometimes, you know, make things more complex than they need to be, for example. Or they go and start trouble in other places because they haven't got that variety and that's what they're craving. Tempo down the bottom, really crave connection, so they're all about care and compassion.
You see a lot of tempo energy. People in the, the health profession, obviously the vet profession, you know, that healthcare caring element, and a lot of mining as well because it's kind of, you know, a grounded earth energy, . Area.
So yeah, connection to other people, connection to clients, for example, and making sure the connections of the business are all happening as well. So that's the, the motivation and the need that a temperate needs. And then we've got steel, and they crave certainty, so they like comfort and reliability, they like to know what's going on, they don't like change, they like to know that .
You know, what he said is going to get done, and they like to, to know that the same thing's going to happen every day. So they're kind of comfortable with that. So, you know, sometimes you'll have, you know, maybe a practise that's changing a lot and, people might be pushing back to saying, well, why are we changing?
And you'll kind of get that feeling of, you know, why aren't they coming along on this journey? And it's just that you haven't given them enough certainty to, to, so they can, understand and resonate and, and know where they're going, and where they fit in, in that journey, for example. And there's lots of stuff that we can talk about around that, but I know we're conscious of time and there's a few more things to get through.
And then on either side, So on the, as I'm looking at my screen on the right hand side, we've got extrovert with a line down the middle, and on the left hand side we've got introvert. So these are not necessarily personalities, although they could be, but it's more around how you re-energize yourself. So people that are on the extrovert side, they need an element of connection to people.
They need to be going and connecting talking conversations with people, whereas the people on the introvert side, they need time alone or some downtime or quiet time, thinking time just to do things, and then people that kind of fit in the middle of that, they need a mixture of both. So you might find yourself, if you're more of an introvert, that, you know, you have a big weekend, for example, and then on Sunday, you just need to sit on the couch and chill and go, don't, you know, no one talked to me, I just need to watch TV and chill out for a while, so you can go back and do the people stuff on Monday. If you're an extrovert, you might, you know, if you're home alone too much, or if you're just doing data and detail work, for example, when you're not having that connection with other people in your team, with clients, you'll find that, you know, you're kind of like, I need to go and speak to somebody, and you need that extravert energy to re-energize you, OK?
And that's why sometimes, we've seen challenges in, in lockdowns, for example, that the extroverts are really craving connection. And connection to people, which has been their challenge, and we can do that a little bit over Zoom, but actually, you know, face to face people connection, is where extroverts shine. Alright, let's jump into learning and communication styles.
So this is how different people learn and communicate. So this is really interesting because once you can understand this, it's like how can I change the way that I'm communicating to, to different people in different energies, and how do they learn? How am I Sharing information and is it getting delivered in the right way that that that the different profiles can understand it, for example.
So Dynamo Energy is a visual learners, they like to see things, so they like to learn through what we're doing now, PowerPoint presentations, they will go to YouTube and watch things, they'll look around their environment, so that's how they're learning is by seeing. Blaze energy people are auditory, so hearing, so they listen, so they love things like podcasts and audiobooks. There's an element of visual, so you know, they can still, you know, be on Zoom and see a PowerPoint or watch YouTube, but you'll see sometimes someone, you know, you'll be on Zoom, for example, and someone will put their ear to the zoom and you'll think, oh, they're turning away and they're not listening or they're not concentrating, but actually they're putting their ear closer so they can hear because that's their their major way of learning and communicating, so they're putting their ear closer.
Down the bottom we've got the tempo, so these are kinesthetic learners. So they learn through experience and trying things. So they, they'll be like, yep, let me have a go, I'll give it a go and I'll let you know.
So they like to experience things or try things, try things out and see what works, what doesn't, for example, so, you know, you might have gone in and done role plays, you know, we've all been to to different trainings where they do that. The tempo is learned through action and activity, so that's to get some of those tempo energies, their learning style in as well. And steel energies learned through the digital and data learners, so and all about analysing, so they're writing lots of notes.
They like lots of information. So you'll talk to them about something and then they'll say, Can you send me something, in writing, for example, or, you know, they'll look at the brochure, they'll read all the T's and C's of a contract, for example. They like to get all the information, they like to analyse it, and then make a decision.
So, yeah, have a think about how you learn or people around you learn and communicate. And then you'll see a line down the middle again, so on the right-hand side as I'm looking at the slides, you'll see we've got conversation there in red, and on the left-hand side we've got details, so. People on the right-hand side, they learn through conversation.
So, you know, a blaze Energy would, you know, if someone comes up to the manager, let's go grab a coffee and you know, give us an update on this client or this project, they'll be like, yeah, that's great. If we did that to someone that's in a steel energy, that would be like, You know, no, I'm, you'll take me away from my details. So they need the detail and they communicate in detail.
So they'll be, I'll send you something or here's a spreadsheet or here's a graph or refer to their spreadsheet for the information to answer a question, for example. So you'll see sometimes in meetings that you know, you might feel like you're too quiet or someone asks you a question, you can't answer it straight away. It's because you need that time to understand the question and the context, to refer to the detail and then give your answer, whereas other people will be really short, sharp, and they'll be having these great conversations and discussions and meetings, it's because they're conversational.
Communicators and that's how they're comfortable to communicate, whereas people that need to refer to the detail, you know, it's OK to say, you know, I'll come back to you and give a time and go and refer to the detail and then come back and answer that question. Alright, and then there's, let's go on to leadership style. So this is how you lead, in your different energies.
So a dynamo energy is a task-based leader, so they're all about creation, so next thing, next thing, next thing. They're like ticking things off. The list, because they're really impatient, they want to get on to the next exciting thing.
Blaze Energy are people-based leaders, so they, they're all about collaboration. They lead through people, so it's, you know, mobilising people, making sure everybody's OK. I'm actually a Blaze Energy, I'm a supporter.
So this is me, and I actually realised that I did this in my project management years, but not at the time. It was actually when I learned the profiling and looked back that I actually, And projects in the past, which was really interesting. So, .
There's lots of activity, there, there's lots of doing and action, and they're consulting, you know, how are you going on this, what are you doing, that kind of, activity and discussion is going on. That's how they lead people, they know what people are doing, they've got a track of it. They love things like As SAA and all those, you know, project management tools or, you know, activity-based tools where they can track what's going on.
And still profiles are database leaders, so through calculation, so they'll be referring to spreadsheets and data in detail. Now how are the finances going, how, how do we know that we're on track? They go and check a spreadsheet or the finances or something like that.
They look for the data and the detail. And that's how they lead people through as well. All right, so I'm going to ask you a question.
We're going to do a poll now, and I'll give you some tips here about how you can try and identify what different what people are without having to profile them because it's not always possible to profile people that you meet all your team members all the time, but you can actually listen to clues and listen to questions that people ask. So, for example, Dynamo Energies will always ask what question? So what's happening, what's next?
What are we doing? They're all excited, they're like the newness of things, so the question is what? Blazey, people will ask a who question, so who do I know that can help with that?
Who's the best person for that job? yeah, they're always like thinking in people terms and asking food questions. Temer Energies will ask the when questions, so, when's that due?
When are you going to have that to me by, when do we need to get that done, when's that happening? They're always thinking in timing, so their questions are usually a question. And steel energy people, their questions are how.
How are you going to do that? How's that going to get done? How do you plan on, you know, getting, getting that to me, for example.
So they're, they're asking the question because they want more detail in order to understand, the question or the problem or to give you the right information back, for example. And in the middle, we have the why question, because that's our spirit energy, that's all about who we are. But it's interesting, you know, now that you know this, is to go into a different scenario or a team meeting or, you know, listen to your clients.
And have a listen to what questions they're actually asking you, and you might be able to identify, you know, what their natural energy is, which then will help you to, you know, better communicate, you know, or, or teach or, you know, their learning styles, their communication styles, and how you would lead that person in the best way. So, This is over to you. We're going to ask you a poll, which is going to come from the screen.
So what natural energy do you think you are? So this is your best guess. What questions do you always ask?
So, are you always asking what questions and what are we doing? What's next? Are you always asking who questions, you know, who can I ask about that?
Who would know the answer, who's the best person, when questions, when do you need that by? When, when will you have it to me, for example, or the how question? How's that gonna work?
How do you see that happening? How are we going to do that, for example. So pop in the poll, whether you think you ask what questions, who questions, when questions, or how questions.
So I'll give you a couple of minutes to do that. All right, good work, guys. So let's jump into a little bit about the veterinary industry, and here I've actually put in the different practise roles into the energy so that you can kind of get an idea of, you know, where the roles in a practise might fit.
So generally, a dynamite energy is, you know, could be a clinic director who has been a vet in the past, but it's come to a kind of a crossroads or, or the, you know, the pinnacle of their career, and it's like, OK, what next? And they've taken that step that, you know, the innovators, big picture thinkers, they're thinking what next? They want to make a bigger impact, for example.
And so, they take on that role of clinic director or starting their business or running a business. And so they have the ideas innovation, big picture thinking, and very visionary to mobilise that, practise and get people on board. Blaze Energy are usually lead vets or lead nurses, because obviously they have to lead people, so really about having that people focus, and usually the reception, people are blaze energy, people focused because we want them to be client facing, meeting and greeting the clients as they come in.
And so they're usually, the Blaze energy. And when I'm talking about the energies, you know, they could be Blaze as in supporter, but it could be either side of that, so Star and dealmaker as well, but someone that has a higher blaze energy is suited to those roles. Down the bottom in tempo, you've got usually a practise manager.
They're kind of holding everything together, making sure everybody knows what they've got to do, putting in processes and, into the business for everybody to follow, and making sure that everything runs smoothly, basically, which is a really tempo. Thing to be doing, and there's still energies, people like vet surgeons and vet nurses, so people that are really into the data and the detail and doing the, the analysing and the diagnostics and all that kind of thing. So again, some more information of how you can kind of identify yourself and those around you.
And then the next slide, we're going to talk about career management. So, What kind of practises are you? Attracted to.
And maybe you've not thought about it in this way, but maybe if you look back on your career or you look back at your practise and you're like, OK, that's why I'm attracting those people, or that's why I'm attracted to working for those organisations, or those practises, and you may not have known it consciously, but maybe there's a reason why you're connecting with those. So I'll explain as I go along. So, you know, dynamo energy, it's about innovation, so, you know, if you know you're a dynamo energy, can you look for those startup practises or practises that are, you know, doing cool things in technology like leading edge technology.
And really those visionary innovative kind of practises, or roles or if you're dynamo energy, can you create your practise like that in some way and you leave that, and have other people to do the other elements in the practise? For Blaze Energy, these guys are all about people. So they really would be looking for practises that have a really good culture, and they look for a culture fit more than anything, and a people fit.
So, you know, practises that are people-focused or client-focused or have a collaborative team environment would really talk to a blaze. And you can get into the detail, you know, down if we go even more detail about recruitment, for example, it's like, well, how do we attract these people, and it's about using the words in a job description that would attract those different people. So, you know, a blaze person, for example, you'd be talking about, you know, great team environment and, you know, great culture where people focus, we love our clients, all that kind of stuff.
For someone in a dynamite energy talking about leading a technology startup. Being innovative, being visionary, those kinds of words in a job description will really resonate with people in a dynamite energy. And down the bottom we've got tempo, so, people with the tempo energy are looking for more established businesses or practises to be part of.
As we said before, they love processes, and so they like to come in and know that there's, probably a sense of organisation, I would say, in a in a practise, so established or a franchise chain practise, for example. a practise that's process-driven or really good on customer service, would fit a tempo. And a steel energy is all about data and technology.
So, you know, practises that are data-driven, they have a systems focus, they're, performance-driven, so it's all about metrics, for example, or they have a diagnostic focus, and I've seen some of the job ads. That, you know, that are around that, that talk about, diagnostic focus in there too. So that would attract people with the steel energy if you're using those words.
So that's a good thing just to think of in your career is, you know, where have you worked, where do you want to work, and what companies are you looking to be part of? And is that a fit with your natural, energy? Now let's jump into creating your ideal team.
So we call this the 123 rule, and I'll explain this, in a, in a second, but this is around, if you're thinking about yourself as a vet, this is around how you can build your ideal team. If you're a practise manager or you're owner of a practise, it's around how, You build the team around you in your practise. If you're a vet, it's around how you get those people in your team or the practise to support you in your career or your role there.
So this is an example of someone that's a lord of steel energy. So remember that Lord's here, they're one of the 8 profiles, . So we've got the Lord profile.
So what we do is we count 2 around. So we've got Lord here, mechanic is next around, and 2 around is creator, so that's your first one on the team, and then 3 around from there is a star, a supporter, and a dealmaker. I think I've got the little things in here, so let's put them on there.
I can see what we're talking about. All right. So Lord here.
What 2 around is Creator, and 3 around from that is dealmaker. Oh, sorry guys, too. So, the Lord, would have the Creator on the team, so they would be the the visionary, the big picture thinker, where are we going, what are we doing with this practise, you know, creating that vision for the rest of the team.
The strategy, those kind of things, and then down here as a dealmaker, they would be covering off this blaze energy in the tempo, so they would have the understanding the people element, and they would have the tempo energy, so the process. Driven timing element as well, which allows you as a lord to stay in your steel energy which is data and detail. So you're not being pulled into going into innovation, for example, or into people or into processes.
You're able to stay here. So this is around how you can find that support structure for you. Now we start with 3, because, you know, if you have a stool with two legs, it falls over, if you have 3, it's stable.
And so it's about building that stable team. If you have 2 people on a team, you can sometimes go like this and not make a decision. And when that third person comes in, it kind of balances out that team.
So this is about having that balance. You know, ideally then you can start populating all of these other roles in your team and you know, you would have a mixture of different energies and profiles in your team, also dependent on what your business is. So obviously, you know, if it's a vet business, you'd have lots of steel and tempo energies because you'd have that data detail analysis for the vet and the vet nurses and the practise.
Manager and the other people with, you know, more that tempo caring connection element as well. But you do need the dynamite and blaze energy too, for the client side and also where you're going in your practise. So hopefully that makes sense.
If you're not a lord, you just find where your profile is. So mechanic, for example, you count 22 around which is a star, and 3 around is a trader and around we go like that. So this is around creating your support system for your ideal team.
And the benefits of focusing on your people are around, you know, it saves you time and money, you know, you're not. Having to go and recruit constantly on, you know, fix people's problems and, you know, waste your time, you can actually, you know, spend that time growing the business, focusing on the clients, all that kind of stuff, and you make a bigger impact as well. You know, you're making a bigger impact on the people around you and your team, you know, for your, for your business or your organisation or your practise, and also for the clients that you serve as well.
So thank you so much for your time tonight. It's been really awesome sharing, you know, my thoughts and a little bit about what I know and and applying that to the veterinary industry. So I'm more than happy to answer any questions that you have.
So, put your questions in the chat box, and let's go and we'll we'll, I'll give it a go with answering. Brilliant. Well, thanks for the the presentation, Mel.
I'm sure I can speak for everyone when I say it's super informative, and really, really kind of exciting to, to start positioning yourself as to as to where you fit into the bigger spectrum when you go into different practises or even in a single practise where people might be working. We do have time now for some questions, so, . You should be able to find the Q&A box there if anyone's got any questions, that they'd like Mel to answer.
Mel's now joined us live from Australia as if by magic, so, so this is a great opportunity now for obviously any questions that come in to be asked, . I know there have been a, a couple that have come through that that the guys have got that from other sessions that we've done as well, that might get people thinking. So, yeah, if you've got any questions, pop them in the, the Q&A box there.
Oh, I see, Mel Harry's put one in the chat already there saying, can you be a mix of profiles or change profiles over time, or is it that you're more likely to be one profile? Well, yeah, good question, Harry, thank you. So, you generally don't change profiles, but that goes back to how you answered the questions when you did your profile test.
So, sometimes people answer the questions for a role or a job that they're doing. Rather than how do they do things naturally in anything that they do, for example. So that's why it's really important when you take any profile test, that you think about what you do naturally in any situation, not just a work situation.
So in that context, if you're answering the questions correctly, in the right context, then no, you won't change profiles. If you did change profiles, it would only be either side of your original one, so what we call your wings. So for example, if you're a star, profile, your wings are creator and supporter, and so generally you would move one around.
In saying that, it's not, you know, that doesn't generally happen, and you're not going to say, you know, oh, I'm going from a supporter blaze people energy to become a lord, because that's, you know, a completely different way that people process or do things naturally. So, Yeah, you, you generally don't change profiles. And can you be a mix of profiles is a really good question too, because, when we do the profiling test, it actually gives you a shape.
So percentages in each of the energies, which then gives you a shape. And we know Joe, for example, is a trader energy, but he's very square, which means that he's got even energy in all of the, The 4 energies, which means that Joe can go into either of those energies and feel quite comfortable, and, communicate and learn in those styles. But he feels more comfortable and comes back to naturally a trader or more of a tempo, energy style of work.
So yeah, there's lots of nuances to that, but generally you don't change profiles, as long as you've answered the questions correctly. Good one. Any other questions?
That's that's great, thank you. So another question in the chat that I can see here is, Mel, what is covered in the personalised report after you've taken the profile test? So I guess, to take it back a step, for everyone who's listening, cos we've got a lot of the guys on here who might be wondering what they can do with this information, what are the options kind of from here to find out a bit more about themselves.
So yeah, what's covered in the personalised report and obviously what would they do next with the information that they've got from tonight if they wanted to find out a bit more. Yeah, awesome. Thanks, Chloe, good question.
So, yeah, you do get, I think it's a 32 page report or something like that along with your profile, if you do choose to take the profile test. And what that does is it goes into a lot more detail for your particular profile in the areas that we've kind of covered in the, in the presentation tonight. So, you know, your communications, styles, your learning styles, your leadership.
Styles, all that kind of stuff, your strengths, some of your challenges, and then it talks to you about how you would overcome them. It gives you some examples of some famous people that you might know that are particular profiles, and then it gives you a rundown of all the eight profiles, and it also gives you your secondary profiles. So for example, like I said before, if you're a star, Then your secondary profiles are a creator and a supporter, so you would have that detail in there about the creator and supporter as well in your profile test.
And as you go through and read that, you will, and I know you guys, you know, some people on the call tonight have done their test, and as you read through, you'll go, oh yeah, OK, that does sound like me. Or you know, there might be elements that you don't resonate with, and then that obviously, you know, if you've got a low percentage in that, and, you know, there's there's ways, That we explain how your profile works with you, and gives you kind of prompts and, and, yeah, it kind of just gives you the basics of what that means for you. It probably gives you a little bit more insight of why you do things a certain way, and it actually gives you the ability to go, OK, that's OK, that's how I do it, and, you know, that's all right, and I'm different to the way I process things or communicate.
To other people. And it's kind of a bit of a, I know when I did mine, it was a bit of a like an aha light bulb moment. I'm like, OK, that's why I do that.
And then if I've looked back on my career and personal life, I actually worked out that, you know, yes, I could see that pattern based on what the profile test, was telling me. So, yeah, the, the next step is, you know, for anyone to reach out to you guys if they're interested in taking the profile test, and reading through that report, and then we can also organise, you know, debriefs and things like that to actually step you through it and explain different things and you can ask, you know, any more questions that you might have. Yeah, that's great.
Thanks, Mel. Super. And definitely do, if you want any more information, please do reach out to us.
We can, we can certainly set that up. Another question, Mel, I guess that I was thinking about is, obviously, we've got a lot of guys on here, who might be locums. They might not be working in a big team, but more going into teams.
So what do you do with the, the kind of team dynamic, that 123 rule that you spoke about, if you're an individual worker rather than part of a team? How do you kind of apply that then, or does it therefore help in terms of what you're going into, in terms of what you're looking for when you're looking for these different locum positions as to where they might be a good fit? Yeah, great question.
So the 123 rule, yeah, works for the team for you. So what I explained in the presentation was the 123 rule going clockwise. So that's for who's looking, who you need in your team to support you.
If you're an individual, and you're looking to say, OK, who needs me in their team and what, what are they looking, to me for and to provide, you can go backwards on the 123, so anti-clockwise. So, you know, if you're a lord, like on the example that we used, then 22 are backwards from a lord is a trader, and 3 backwards is a star. So that means that someone who's a trader is actually looking.
For a lord profile to do the data and the detail and the analysis, and that star profile would be, looking, for someone to do the data in detail and analysis because they're busy with the people and the innovation, kind of work, and ideas and being visionary. So, that's how you kind of fit into a team, if you look backwards on your, around the square. And, in saying that, it's around You know, where do, where are my skills and strengths valuable, and how can I apply those and help support people.
So like we did the questions, you know, because you can't always put on people and especially if you're on. excuse me, going into a practise, you know, you're going to have to get to know people really quickly, and that's probably one of the keys, and where you could use this profiling test, you know, really to your advantage, and, and those questions. So, listen for the questions that people ask, you know, they're asking, what questions, who questions, when questions, how questions.
Then you can kind of work out, yeah, what energy they are, and go, OK, well, this person's always talking about people, so they're a blaze person, so they're going to be the, the people element, you know, I'm gonna, this, you know, for example, the locums coming in and they're, steel energy, so data detail, they're doing all the diagnostics, they just want to get in and get the stuff done. Really, succinctly, you know, they don't want to have a conversation about it. They just want to get in and do, but then you understand, OK, that's a people person, and maybe I need to take some time to speak to that person, because that's the way they communicate, and so it's about you understanding that.
People around you, how you can change or temper your, the way that you deal with people and communicate, but then also how do you stay in your flow and your strength by providing the service that they need in your natural energy. . So it clockwise for the people that you need to build your team to support you, but probably for a locum that's coming in anti-clockwise around to say the people that you can best support when you're going into a practise.
So hopefully that makes sense. Yeah, definitely I think that's. Super, super useful, you know, to be able to identify when you're going into a practise.
If someone's asking you all the sort of how questions when you first get there, then you can pretty easily be able to identify what type of person they are based on that. I think that's, that's super valuable information. That is all of the questions that I think I had, from before.
I just give a couple of seconds to see if there's anybody else that had any other questions at all. While we wait, I was just gonna say, you can do that with clients as well. So, you know, if you've got clients that come in, to the surgery, and obviously you're a locum and you don't know the clients, you haven't built that relationship yet, you know, listen to the questions that clients are asking, you know, if they're asking questions like, how are you going to do that, how, how does that work, all that kind of stuff, and they need more detail from you.
So you need to just take the time to, to give. That information to give them that level of comfort, because remember they need is certainty. And so that's why they're questioning, they're not questioning you because they don't trust you or believe you.
It's just that they need extra information. Going on, whereas you might have someone back in energy person, so it's like, you know, you need to answer those when questions. Once you know, you know, .
You know, what the client is wanting from you, that, to be able to build that level of trust, is really fast, if you can kind of match, their communication style and their learning style and how they take in the information that you're sharing with them. That's, that's super valuable, that really, really good. I think it's definitely a challenge that, that everyone will come across is dealing with the different sorts of clients.
I think when you show the slide at the beginning there, it was always one of the biggest bugbears of practises is, is, is dealing with people and clients and all of their different things that they bring in. So being able to identify those areas is, is, is really, really useful. Obviously, for everyone that's on the call, and anyone that's watching this back, you can go back and access the presentation.
We'll send you a link of that. So, if you wanna double check, which personality types, the who, what, where and whens were, then you can do that. That was a lot of different options there.
But, yeah, you can go back and check who fits into what category and, and better identify your clients through that. I'd really recommend doing that as well. .
I think that might be all of the questions then in that case, so I think it just remains for me to say thanks so much for for putting that presentation together, Mel, and for jumping on super, super early there for you as well to, to answer the a few questions there here at the end. For everybody who's attended, thank you so much for joining us. Obviously, we will make the recording available and send that out to you along with, any further information with regards to talent dynamics and what you can do from here.
If you do have any questions that you think of, obviously feel free to, to ping us an email across and we'll happily either answer those if we can, or, or, or get Mel to answer those on our behalf. But thank you so much for joining us, and we look forward to seeing you next time. I'll speak to you soon.
Cheers now.