Friday 30 August 2013

Defeat your enemy - guest post by Gary Ryan

Defeat your enemy is a great article from Gary Ryan, accredited mentor of the Enhancing Their Gifts System

It's about overcoming resistance. I highly encourage you to read Gary's wisdom, take it to your heart, and take action. Your continual overcoming of resistance is often the differencemaker in helping you to stand out from the crowd.

If you haven't already please check out my post earlier this month When fear becomes faith and resistance resolve.

I also highly recommend Gary Ryan's Yes For Success program as great systematic way to overcome resistance and to achieve what really matters to you.

Be the difference you want to see in the world.

Thursday 29 August 2013

Are you are a star in helping people to discover their unique music/talents/gifts?

I learned very little of value about my true self in school. Most teachers just wanted me to go with the status quo. The curse of my school days was that I learned I wasn’t normal in a negative sense. One teacher in my final year of high school did kindle the flame and I realised not being normal was a positive!

I learned a lot about myself and life in general from my grandparents and sports coaches.

My first boss in the corporate world saw me as I could be rather than as I was. He was the exception not the rule. For me it was the beginning of an ongoing journey of self-discovery.

I truly began to discover my real talents when I began to notice how I learned best. Ovecoming adversity was a key way I learned and it still is.

You are where you are in your life largely because of how you learn and how you have applied what you have learned.

The workplace can be a great classroom for life. As a leader you are a teacher in this classroom. How well you teach plays a huge role in the success of your organisation. Are you kindling the flame? Are you are a star in helping people to discover their unique music/talents/gifts and then enhance them?

“Education is the kindling of a flame, not the filling of a vessel”

Be the difference you want to see in the world

Wednesday 28 August 2013

Ask what if? then go do!

One of the great questions real leaders often ask is What if ...?

Following through on the answer/s is paramount to success.

I often use to book accommodation. When my wife travels with me we often go for the mystery deal to add to the fun of travel.

I have always found wotif great to do business with. They have stepped up their value recently.

24 hours after I made a booking yesterday on wotif I received the following email:

"Hi Ian,

We hope you're looking forward to your stay at Rockford Adelaide from 02-Sep.

Our friends at have some great offers on things you might like to do while in Adelaide. Have a fantastic trip!"

Cool hey? 
It really doesn't take much to improve the experience for our customers/clients.

Like all aspects of performance improvement and delivering value, it's about asking What if ...? followed up by go do.

Be the difference you want to see in the world.

Monday 26 August 2013

What is a goal?

There are many definitions of what a goal is.  This one from my friend Keith Abraham deserves attention.  Keith says "Goal: the measure of change I want to achieve in me."

I have long believed that all change is personal first. Relationship change follows. Organisational change is a distant third.

What change could you make in you this week?

Many people are waiting for others to change. I suspect that deep down we all want many aspects of our world to change for the better. And yet we wait.

Decide this week to no longer wait on anybody else. Change yourself.

Be the difference you want to see in the world.

Friday 23 August 2013

The fallacies of finger pointing

In my home state of Victoria, Australia, Australian Rules football is a religion. You would be hard pressed to meet a local not passionate about their football club in some way. Pretty much every citizen has an opinion.

Almost all of this season there has been a saga surrounding the Essendon Football Club (not one I support. My wife does!), one of the most famous clubs, about whether or not they have broken the rules regarding the use of supplements.

The Australian Football League (AFL) recently judged that there was insufficient evidence in the drug authority's interim report to sustain an anti-doping offence against any player and subsequently have brought a charge against the club and four key figures of conduct unbecoming or prejudicial to the interests of the AFL

The latest is that one of the key figures charged, the head coach, has now taken legal action against the AFL.

The trouble with all of this, as I see it, is finger pointing without knowledge of the facts which means everyone involved could now easily argue prejudice against them.

Every man and his dog has a view, and the media, in typically poor fashion, has been all over this like a rash. We now have a frenzy of misinformation to the point where there is now a shadow cast over the whole game.

The only good news about this is that the football sideshow is overshadowing the other farce, the national election!

As in all things of this nature, egos are now in the way of real leadership. All will end in tears with some reputations probably unfairly tarnished.

This has all reminded me of something my mother and probably yours taught you - if you point your finger at someone else there are three pointing back at you.

If people break the agreed rules in any aspect of life, sure they should suffer the consequences. Let us never forget that sport is a game though. The trouble often is that at this level of sport big business is running the show.

Before you point your finger at anyone for any reason think about the fallacies of doing so and remember three fingers are pointing back at you.

Be the difference you want to see in the world.

Thursday 22 August 2013

Are you paying attention to the the traffic lights of life?

There is always potential danger when people fail to obey traffic lights. I had a near miss this morning on the way to catch the train I am on now.

There are many signs in life too. Every single day "lights" flash and tell us what we should stop doing, start doing something different, better, or more uniquely, or stay doing what we are.

What lights are flashing for you? Are you paying attention and taking action?

Be the difference you want to see in the world.

Wednesday 21 August 2013

Just give me a straight answer please

The Federal Election in Australia on September 7th can't come soon enough for me. I have had enough of the sex, lies, and video tape!

I did carefully watch all the ads and interviews on TV last night to see if there was at least one occasion where a politician gave a straight answer.  Nope. I never noticed one Yes or No to any question that could have been answered such.

I noticed something else in the course of my boring evening.  It's profit season and a lot of corporate leaders talking about last years results aren't being straight either.

Are you being straight with your employees?

What do we want from our politicians, business and civic leaders? We want honesty and transparency.
We particularly want candor from our boss. It's common knowledge that more people leave their bosses than their jobs. One of the reasons is BS. We don't take being lied to kindly.

Strange as it may sound there is competitive advantage in being straight with people.

Great questions matter. Journalists asking stupid questions don't make for good conversation like Will a government lead by you guarantee a budget surplus? My answer would be I think that is a stupid question as no one in their right mind could make such a guarantee.  It is our aim.

Declare your workplace BS free. Then deliver by example. Ask great questions. Encourage everyone to ask great questions. Give straight answers. It's want we all want even if the truth hurts for awhile.

Be the difference you want to see in the world.

Tuesday 20 August 2013

Is it time to assign HR to the history books?

This post is triggered by an article from a colleague HR: 'about as helpful as a hole in the head'
The comments that follow the article are perhaps more insightful than the article!

Here's the problem as I see it.
Referring to people as resources, as assets, or as capital, the other dreadful yet common expression, suggests that people don't matter, only the organisations balance sheet matters. Of course this is not the feeling, intention or message of genuine HR practitioners.  Such people are for the employee and the organisation.

This is all a nasty hangover in many organisations from the industrial revolution and particularly the Fredrick Taylor (March 20, 1856 – March 21, 1915) idea that people are replaceable cogs in an organisational machine.  Unfortunately 100 years on some people still think this way.

Human Resources is actually an oxymoron. We are not resources, assets, or capital. Rather we are flesh and blood beings with needs, wants, fears, and aspirations. What is unknown or being ignored by many leaders is that when we are respected and treated as the one-of-a-kind being that each of us is, we respond with remarkable performance.

Some wise folk have dropped HR from their position descriptions and replaced it with People and Culture and other more dignified titles. I think this is part of the solution. In the Talent Enhancers Tribe we believe that the number one role of leadership is to enhance people’s gifts/talents – in yourself and in the people around you.

The full solution in my view means assigning HR to the history books. We need to get back to the fundamentals of treating people with respect and dignity with the understanding that the results we want are a consequence of such intention, attention, and action.  As my colleague Mike Lowe puts it we don't need human resources rather we need resources for humans.

I know a lot of great people who have HR in their career title who don't deserve the criticism like that made in the comments after the article referred to at the beginning of this post. We have a serious problem here though and perception is reality. I am very interested in your thoughts.

Be the difference you want to see in the world.

Monday 19 August 2013

Key discoveries I have made about people and talent enhancement - part two

This is the second of three articles about why I believe that helping your employees to feel valued, fulfilled, and loved is the biggest and best thing you can do to grow your business.

If you missed the first article, Helping your employees to feel loved, you can read it here.

Article two - Helping your employees to feel fulfilled

I love the word fulfilled because of what it means
“satisfied or happy because of fully developing one's abilities or character.”

There are some great synonyms for fulfilled as well like “realized, carry through, accomplish, execute, carry out.”

The number of employees you have who you could say the above about, I guarantee that your business results are a direct reflection.

Often when I begin change initiatives with organisations (particularly Engaged and Extraordinary assignments) I interview the leadership team and the people that report to them to get a sense of who is willing and able to change.  I end up with a rule of thumb assessment of where people are at in the following four categories:

I then dig deeper checking the vital signs of employees feeling fulfilled or not.

I am particularly interested in employee turnover and why people are leaving and staying.  I also want to know the amount of time leaders are spending trying to sought out so-called people problems. Low employee turnover is a sign employees feel fulfilled.  The less time leaders are spending trying to solve people issues is also a sign.

I then dig deeper still. I want to know what the majority of people feel and think about statements 2, 3, and 4 of the 16 statements in the Valued, Fulfilled and Loved Performance Possibility Pulse Check as follows:

*We understand the defining moments in people’s lives and help them to bring the lessons learned in these moments to their work.

*We are aware of and have continual conversations with people about what really matters to them.

*We help people identify what is special about them, their unique gifts/talents, and then make it simple for these gifts/talents to be enhanced.

If I find that less than 90% of the time people feel these statements are true, then I know that the organisation has got work to do.

If you haven’t yet completed the full pulse check please do so by clicking on the link top right of page here.  You just might be staggered at what it reveals to you.  Completing the pulse check is also an easy way to get my Changing What’s Normal book and an analysis from me with my compliments.

Once I have done my investigative work as described above I design a program with my client to close performance gaps.  The outcomes of such programs are directly and indirectly connected to increasing the number of employees who are fully alive which I detail in sparkenation 21 in my Changing What’s Normal book.

Fulfilled human beings are spiritually alive, emotionally healthy, mentally alert, physically active, and universally aware.

Imagine even just a small increase in the number of your employees feeling more alive!

Soon I will complete the triology and share my thoughts on helping your employees to feel valued.

Until then what will you do to help your people to feel more loved and more fulfilled?

Be the difference you want to see in the world.

Sunday 18 August 2013

Are you intent on making a living or on making a difference?

This Sunday's sparkenation.

When I left the corporate world in the early 90s and began my current work my decision was based on a deep desire to make a difference.  In the early years it was hard to also make a living.  In the almost quarter of a century since there have been times when making a living has been hard and my resolve tested, yet overall my intention to make a difference has also meant making a good living.

An intent on making a difference instead of an intent to make a living was also a turning point for Seth Godin as he touches on towards the end of this podcast.

Are you intent on making a living or on making a difference?

Be the difference you want to see in the world.

Friday 16 August 2013

When fear becomes faith and resistance resolve

I have been involved in about 50 major organisational change programs in the past 25 years.  All have followed a similar path:

The status quo gets disrupted. Fear and resistance follow.

It can get worse before it gets better.

Resilience emerges.

Fear becomes faith, first with a few and then the many.

Resistance then becomes resolve.

Soon people start sharing the story of change with joy about things they once hated with a passion.

We're complex beings us humans yet within us all is a capacity to change what's normal for the common good.  We can in the words of the song, "beat the unbeatable foe and reach the unreachable star."

I wrote the conceiving and achieving highly successful change initiatives manifesto to help you on your change journeys.

Be the difference you want to see in the world.

Thursday 15 August 2013

Out foxed!

My sister-in-law lives in suburbia yet a short drive from the country.  Until recently she had a couple of chickens on her small property and a white rabbit belonging to one of her grandsons.  A fox killed the rabbit and one of the chickens and my sister-in-law also had to personally confront the fox.

Disturbed by the incident she rang the local council only to be told they couldn't help her.  They said "Yes there are a lot of foxes around lately apparently."

After a lot of messing around my sister-in-law ended up at the Environmental Protection Agency who told her "We can't help you however if you catch the fox, take it out to the country and shoot it, and skin it and bring in the head and tail we will give you $5."

You can't make this stuff up right?

In a hurry the day before yesterday my wife and I bought one of the those dinners you heat up when you get home. On the packing it says "Container and contents will be hot after heating."

If I visited your place would I find nonsense like the above going on?
Are you being out foxed?

Be the difference you want to see in the world.

Wednesday 14 August 2013

Are your daily disciplines leading you to the life you most want?

“What you do every day matters more than what you do once in a while” is great advice from Gretchen Rubin the best-selling author of Happier at Home and The Happiness Project.

We all know the truth of what Gretchen is saying yet most of us fail to stick to daily disciplines which is why we are unfit, not making enough sales, lacking in our relationships, or whatever it is we want to change.

I have written a number of posts about rituals which I believe are the key to doing every day the little things that end of making the big difference.  Just put Rituals in the search box top left hand corner of your screen to read my previous posts.

I updated my one page rituals document this morning.  If you haven’t already created your own rituals one pager use mine to get you started.  Then stick to it!

Be the difference you want to see in the world.

Tuesday 13 August 2013

Let’s vote for the captain, the policies and then put the ‘bastards’ together to execute

First an explanation. In the Australian vernacular ‘bastard’ is often a term of endearment, sometimes it is used in derogatory ways, yet rarely in the sense of referring to someone’s parentage.

When the Democrats Party was formed in Australia it’s slogan was “keep the bastards honest” referring to the two main parties, Labour and Liberal.  The Democrats have failed in their quest as dishonesty and partisan politics are rife and sadly nothing will change when Australia goes to the polls on September 7th regardless of whether Labour or Liberal wins.

I had a dream recently where we voted on the captain (Prime Minister), the policies put forward by all the parties and then we selected a team from all parties and mandated they execute the policies in bi-partisan ways.

How good would this be?  A debate every three or four years about policies and then elect the captain whose party’s policies got the majority vote, and then select the best team from all sides to execute.

Something like this will never happen of course. It would be too much common sense for our politicians to get their heads around.

Don’t fall for this trap in your business.  Debate all you like about policies, procedures and practices.  Argue all you want about where you’re going, why you’re going there, how you will get there, who will do what and when, and how you will behave along the way.  Do the above regularly. Once you have made decisions though time for all shoulders to be at the wheel of execution.

Be the difference you want to see in the world.

Monday 12 August 2013

Are you using the best glue for you in ensuring online and in-person harmony?

I don't like the use of the word balance, as in work/life balance, because for me it denotes equality. Our personal and working lives are not equal. I therefore think that the concept of work/life balance is nonsense. I do believe we can keep our personal and working lives in harmony with one another.

A key quest in all of our lives is to find/create harmony between the opposing forces that are everywhere, work/life, leadership/management, relationships/tasks, pain/pleasure etc etc etc etc.

The big one today is finding/creating harmony between online and in-person.

We need a glue that binds opposites together. I call this glue relationship harmony points (RHP).

Most people see online and in-person as illustrated in the first diagram below, the view is either/or. A both/and view provides a different perspective (the second diagram)  To work both/and we need to find the glue, the relationship harmony points (RHP).

The glue, the RHP for me between online and in-person is community, connection, and collaboration.  

Your glue will be different hence the title of this post - Are you using the best glue for you in ensuring online and in-person harmony?

In-person I am focused on doing great work for, delivering value to, and building relationships of high value and mutual reward with people whom I have shared-values and shared purpose. Community, connection and collaboration are therefore always uppermost in my mind.

To keep my online work in harmony with my in-person work I therefore focus on
Making my work and the work of my colleagues accessible to our tribe whenever they choose, wherever they are.
Sharing and spreading my colleagues/clients and my own stories and body of work so that we may attract others to our tribe.
Using and encouraging the use of technology that makes meeting with others and sharing easier e.g. Google docs and Google+ hangouts.

The point of online for me is to make community, connection and collaboration with people of like heart and mind simpler and as mutually rewarding as possible.  

Why are you online? 
What is the glue for you that would mean greater harmony between your online and in-person actions?

Be the difference you want to see in the world.

Sunday 11 August 2013

Of all the great stories we tell ourselves only the ones that come true really matter

This Sunday's sparkenation.

“I am an old man and have known a great many troubles, but most of them never happened.”
Mark Twain

Of all the great stories we tell ourselves only the ones that come true really matter.

Be the difference you want to see in the world.

Friday 9 August 2013

Small is the new big

Anita Roddick’s line is one of my all time favourites.

I truly think that small is the new big.

For a few years now I have been proud to partner through my Changing What’s Normal company with B1G1.  

We give a little each month based on certain transactions in our business.  The impact is gigantic.

An old man smiled at me on the train the other day and I smiled back.  I thanked him later on and his eyes filled with tears.  “It doesn’t cost much” he said in broken speech.  “Exactly” I said.  “Yet it really matters.”

We often get caught up in the big things and forget it’s actually the small things that make the big difference.

“Don’t sweat the small stuff” was a popular book and I get the context, yet we should actually work hard on the small.

Even after nearly 40 years of marriage I still let my wife go through the door first (when I remember!) It’s just a small thing, yet it matters to her.

If you haven’t told your life-partner or your kids that you love them lately do so now.  It doesn’t cost much, yet it really matters.

Success in your business has a lot to do with doing a lot of small things well.  Call it attention to detail if you want.  Whatever you call it paying attention to small leads to big.

Spend some time and energy thinking about all the small things, the seemingly insignificant, and resolve to make each one significant, for significant they are to others.

Be the difference you want to see in the world.

"Great things are not done by impulse, but by a series of small things brought together."
Vincent Van Gogh

Thursday 8 August 2013

Is it time to restore something old?

A few years ago my wife and I restored a 100 year old property.  It took us 7 years of mainly hard work.  We got good at it though.

Last weekend we restored an old desk that now takes pride of place in my wife’s office.  We got the desk for free about 20 years ago.  It cost 50 bucks and a lot of love and care and hard work to make it look a million dollars.

There is something magical in restoration.

What could you restore?  

Maybe living your organisations values needs some love and care and hard work.

Maybe your leadership needs a lift.

Maybe the way you treat people requires restoration.

Decide on restoring something this week.  It will enrich your life and those of the people around you.  

Be the difference you want to see in the world.

Wednesday 7 August 2013

Conscious leadership with Helen Kerrison and Paul J. Lange

Leadership is a subject very close to my heart.

There is a void of leadership impacting business and societal growth.

Learning about leadership is something that you cannot do in books alone. For any learning to become knowledge that is embedded as understanding it requires action and experience.

Most leadership training is based on theories and analysing data that leaves you without the means to effectively implement it in your business. Yet the power of any idea is only ever in its implementation.

Conscious Leadership workshops and training are different because attendees gain awareness and practical experience through which they develop fundamental leadership skills in the workshop. Attendees also leave with a customised 12 month leadership plan unique to their business that they create in the workshop, and can use their new skills to implement it in their business.

Conscious Leadership is delivered by two exceptional trainers and leadership experts that I know personally -  Helen Kerrison and Paul J. Lange. The value these two can help you bring to your business or organisation will astound you.

Helen and Paul are bringing the Conscious Leadership training to Europe this September. Public workshops are available in London, Berlin, Amsterdam & Brussels. If you prefer an in-house event this may be able to be arranged between the public dates.

More information on the Conscious Leadership 2013 workshops here. Please enter the code ETGSFRIEND, as members of the Talent Enhancers Tribe/Enhancing Their Gifts System clients or subscribers to this blog you will receive the maximum Friend of Friend rebate on all ticket categories.

The maximum rebate possible for the “INTUITIVES” ticket category is only available until 7th August. Other ticket options are available after that and the ETGSFRIEND rebate code will work with them also.

Be the difference you want to see in the world.

Direct links to registration for the different cities:





Tuesday 6 August 2013

Do More Great Work

My latest reading has been Do More Great Work: Stop the Busywork. Start the Work That Matters by Michael Bungay Stainer.

I was shocked when I did the initial assessment in the book of how much bad work I was doing, and therefore not enough good and great work.

I have really enjoyed the read. Nothing like a kick in the pants when we need it!

I particularly valued the 15 exercises in the book which Michael calls "maps".  I have found these very useful and have already made some adjustments to how I go about my life and work.

As a result of my adjustments I am going to do more great work.  I hope you will read this book and Do More Great Work too.

Be the difference you want to see in the world.

Monday 5 August 2013

Key discoveries I have made about people and talent enhancement - part one

When I first consider working with a new client I am keen to find out how much employees of the organisation feel valued, fulfilled, and loved.  Why these three you might reasonably ask?

In my work with leaders in 40 countries since 1991 the above three are the standout pathways to unleashing the unique talents/gifts that are lying dormant in most people.

The results of this unleashing
Higher levels of productivity and engagement from employees, higher sales, lower costs and lower employee turnover, and more time for you to pursue what really matters to you.

People are referred to as assets, resources, and even capital. We are none of these things. We are flesh and blood beings with needs, wants, fears, and aspirations.

When we are respected and treated as the one-of-a-kind that each of us is, we respond with remarkable performance.

Take the Valued, Fulfilled, Loved Performance Possibility Pulse Check and see how well you are travelling.  As soon as you press send you will be able to download my Changing What’s Normal book and receive a complimentary analysis online with me.

I am going to work backwards in three articles about Valued, Fulfilled, and Loved according to what I see as the degree of difficulty with loved being the most difficult.

Article one - Helping your employees to feel loved

Most people live in fear.

Most people are frightened of being hurt.
Most people fear they won’t be liked if they take a certain action. 
Most people fear losing.
Most people fear the possible consequences of naming the elephant in the room - the obvious truth that is being ignored or going unaddressed.

I drew a laugh recently when someone in a meeting asked me for my thoughts.  Without referring to anyone in particular I said “I can’t speak at the moment because the elephant in the room has got her foot on my throat.”

After the laughter died down and a long silence the person we probably all least expected had the courage to finally name the elephant.  Everyone felt better straight away.

I notice over and over that when fear is named it vanishes or at very least we feel able to confront it.

If you want to help people enhance their talents and to perform more consistently at higher levels then help them, support them, encourage them to face their fears.

The opposite of fear is love.

The Ancient Greeks had four words for love.  You no doubt know two - eros (romantic love) and agape (love in a spiritual sense).  The third is storge, meaning natural affection like parents feel for their children.

The fourth, philia, is the one I find the most insightful.  Philia is often translated as affectionate regard or friendship. We need more philia in our organisations.

I find it simple (not always easy) to have affectionate regard for people because I know everyone of us is a one-of-a-kind human being.  Only the hardest of heart can’t not love a one-off.

When there is affectionate regard or friendship in our workplaces better performance follows. Usually in my experience very, very quickly.

In Q & A sessions that follow a lot of my presentations I often break the ice by asking people what they are passionate about.  The most common answer is family.  I then go on and ask the following four questions:

1) What makes great families great?
2) What do great parents do?
3) What do great life-partners do?
4) What do you notice about siblings who really get along?

Whatever the answers I then ask: What would happen in your organisation tomorrow if you began to apply the principles behind your answers?

I challenge you to answer these questions and then apply the principles behind your answers in your workplace.  Improved performance will follow your actions I promise.

“Love drives out fear” say many of the ancient texts in all sorts of ways.

“A life lived in fear is a life half-lived.”
From the film ‘Strictly Ballroom’.

“Far from its sentimental or New Agey interpretation, Love is an archetypical force, recognized and identified in all cultures and societies, throughout time and space. Love is about connectedness, unity, integration, forgiveness, empathy, peace, compassion, understanding, dialogue. Love is making its way into our contemporary culture through a series of labels: emotional intelligence, positive psychology, sustainability, cultural diversity, gender equality, social inclusion, conflict resolution, open source, crowd-sourcing, the grand unified theory.”

Be the difference you want to see in the world.

PS Maybe Modern Greece needs a lot more eros, agape, storge and philia. And a lot less financial advice.

Sunday 4 August 2013

To change reality we often have to change perception first

This Sunday’s sparkenation.

I met with a prospective client for the first time during the week who had been referred to me.  After exchanging pleasantries he said: “I have to tell you up front that as a general rule I don’t have a high regard for consultants.”

I asked “What kind of consultants?”  “What do you mean” he asked.

I replied “In my experience there are two broad kinds of consultants, those who have solutions they think will fix all problems, and those prepared to work with you in bespoke ways that lead to the discovery and execution of your own solutions.  I am of the latter kind.”

A different conversation proceeded than what might have been.

"I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.”
Abraham Maslow

Be the difference you want to see in the world.

Friday 2 August 2013

Customer feedback better than customer complaints

This week one of my clients changed the name of their customer complaints department to customer feedback.  If it is just a name change there will be no change of course.

The intent is to say to the people in the department, and the customers eventually, that all customer feedback is important and will be truly valued.  The big intention is to improve the employee and customer experience at all levels.

Knowing the people involved this will be a positive move.  Of course very soon there will be less complaints and ideas will be unearthed to improve the customer experience.

What could you genuinely change in your business that would lead to a greater employee and customer experience?

Be the difference you want to see in the world

Thursday 1 August 2013

Hooray - the Talent Enhancers Tribe has a new online home

I am thrilled to formally announce that the Talent Enhancers Tribe has a new online home.

The Talent Enhancers Tribe recognises that organisations have different needs and budgets. There are 8 levels of engagement you can choose from. E1-E4 offer online support. E5-E8 provide bespoke services including in-person mentoring and online support.

When you visit our online home here please click on the icons below to find out all about the great benefits of each level.

Our cause, our reason for being in the Talent Enhancers Tribe is to fundamentally change how most people see themselves and other human beings. We’re about influencing and inspiring each other and everyone we connect with to discover, enhance and bring our unique talents/gifts to every aspect of our lives, every single day.

If you believe like we do that the number one role of leadership is to enhance people’s gifts/talents – in yourself and in the people around you, please join us today.

Best wishes
Ian Berry
Founder Talent Enhancers Tribe and on behalf of tribal elders.