Marielle Hechanova

DO YOU NEED A COACH IN YOUR TEAM?

A Coach is a person who ignites the fire and passion of others to work together as a team focused on bringing a central idea to life, or supporting a product or service to shine. Coaches are:

  • Understands people deeply
  • Is tuned in to people’s emotions
  • Helps people to overcome challenges
  • Mobilises a team to fulfil a vision
  • Drives sales, networking and client engagement
  • Inspires others to develop

They excel at understanding and being tuned in to people, tuning into their emotions as individuals and collectively as a group. They get what their team really need in order to overcome challenges.

 

How To Spot a Coach?

  • On the phone, one call after the other
  • Out for coffee dates and lunch with friends, associates and clients
  • At an open plan desk amongst the team and not in the corner office

Coaches are often found rallying teams and developing talent, and can also be found in roles focused on leadership, networking, customer acquisition or recruitment.

Do you need someone with this energy in your team?

 

How To Get the most out of a Coach?

Coach

DO: 

  • Match their energy (if you can)
  • Stroke their ego
  • Open up their achievements
  • Ask their opinions
  • Give them the freedom to shine a light on your business
  • Press them on how they will rally others to the “cause”
  • Show them how visible and important they will be in the role

 

DON'T:

  • Criticise their achievements
  • Highlight their failures without some care
  • Stifle their creative streak and match it with data analysis
  • Try to cage them
  • Let them think their reputation may get damaged or make them look bad

 

CHALLENGE THEM:

❓ On their process for completing tasks
❓ On their measurement of detail
❓ On how they keep people engaged who don’t agree with them
❓ On how they stay focused

 

How many people will you recruit or replace in the next 12 months?

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Category: Articles

DO YOU NEED A CHAMPION IN YOUR TEAM?

A Champion is a person who shakes up the status quo and stirs up people to pay attention to what they say. Champions are:

  • Vibrant
  • Passionate
  • Exciting
  • Motivated to be the subject authority
  • Bold and demanding
  • Drawn to visionary causes and ideas

They shine a light on the cause and invite others to join them. They are vibrant and exciting and the call they make is hard to resist. They excel at taking a proven idea and broadcasting its value to a wide audience, garnering support and enthusiasm.

 

How to spot a CHAMPION?

  • In front of a crowd or on the stage
  • In the media
  • At the centre of the group at a party
  • At the flipchart enthusiastically drawing out their ideas for others
  • Immaculately dressed or uniquely styled
  • Can be heard entering the room before being seen
  • Can also be quieter yet burns with passionate zeal

Champions are often found in brand ambassador, sales and marketing roles, where they naturally sell a product, concept or brand through their inner conviction that it has value.

Do you need someone with this energy in your team to champion your cause?

 

How to get the most out of a CHAMPION?

Champion Header

DO: 

  • Match their energy (if you can)
  • Stroke their ego
  • Open up their achievements
  • Ask their opinions
  • Show them how visible and important they will be in the role
  • Give them the freedom to shine a light on your business
  • Press them on how they will rally others to the “cause”

 

DON'T:

  • Criticise their achievements
  • Highlight their failures without some care
  • Stifle their creative streak and match it with data analysis
  • Try to cage them
  • Let them think their reputation may get damaged or make them look bad

 

CHALLENGE THEM:

❓ On their process of completing tasks
❓ On their measurement of detail
❓ On how they keep people engaged who don’t agree with them
❓ On how they stay focused

 

How many people will you recruit or replace in the next 12 months?

Ready to find out more?

Call us and BOOK a 30-minute strategy call.

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Category: Articles

DO YOU NEED A CATALYST IN YOUR TEAM?

A Catalyst is someone who naturally brings change to a team. Catalysts are:

  • Dynamic
  • Creative
  • Stimulating
  • Driven

They excel at getting something going with energy and can start a project or take an existing project to the next level. They see the vision for the future and are naturally innovative problem solvers.

How to spot a CATALYST?

  • A pile of books next to their bed, all started, and none finished
  • Energised and physically active
  • Animated speaker
  • Restless and often in a hurry
  • Can appear distant and in their own world

Catalysts are often found in multiple product or service development, where they bring their new ideas to life and explore innovative concepts at a pace difficult for others to keep up with.

Do you need someone with this energy in your team to get a new project started or take something to the next level?

How to get the most out of a CATALYST?

Catalyst

DO: 

  • Outline a challenge and ask them for solutions
  • Discuss your future plans and be direct
  • Give them space to lead parts of the conversation
  • Ask how they inspire others
  • Show them how their creative talent will be used

DON'T:

  • Shut them down by asking “how” questions
  • Stifle their creative streak
  • Drag your feet on follow up if you like them
  • Forget they are usually ahead of the market
  • Let your own profile take over

CHALLENGE THEM:

❓ On how hard they push people
❓ On non-completion of tasks
❓ On how they remain focused

 

How many people will you recruit or replace in the next 12 months?

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Category: Articles

HOW CAN I WORK OUT WHO I NEED ON MY TEAM?

I’ve been asked this question hundreds of times by employers across all sectors.

Most employers hire on skill and fire on behaviour. They assess the skill but don’t assess the behaviour, yet that is why they sack the candidate or they leave. I’m going to paint a picture of the 8 different profile types of Contribution Compass in this next series of posts.

When you see each of the profile types you may ask:

❓ Have I worked with someone like this before?

❓ Am I working with someone like this now?

❓ Do I need someone like this on my team?

❓ Is this me?

I want to help to cut out bad hires by helping employers to assess their teams and understand when they hire exactly what contribution they need from that new team member.

My promise to you is that I will help you to understand exactly what you need in your team and help you to find it.

 

Next week we will give you tips on how to spot the 8 Contribution Compass Profile in your team, starting with a Catalyst.

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Category: Articles

Deep-dive: The Four Natural Energies

On our previous post we have talked about the four natural energies, and today we will deep-dive into each of them.

Activating Energy

Creates a vivid vision combined with ideas and innovations that pull the team and company forward.

Activating energy accelerates and ignites change, bringing innovation and the ability to initiate new projects. It tackles obstacles head-on, solves problems and sees new opportunities missed by others.

This energy sparks activity drives others forward and maximises the view of the bigger picture and the visionary future ahead. When not in balance, Activating energy can push so hard that the team is left exhausted.

Indeed, those who operate within this energy just consider this collateral damage in the process. It can quickly destroy value through its drive to relentlessly create and not finish what is started or to not build the team to support it.

Activating Energy

What are the Risk Factors with Activating Profiles?

We can’t be in “flow” all the time so how does being out of flow show up for activating profiles?

  • So focused they don’t notice who can’t keep up their “gear shifts” can be extreme as not everyone can embrace change as they can.
  • So relentless they can be exhausting
  • Can drive a team to burn out
  • Often impatient
  • Often act on gut instinct
  • Don’t always value refining & sustaining energy

Inspiring Energy

Ignites the spark in others, rallying the team to support the shared vision while striving to excel.

Inspiring energy ignites the spark in others, rallying the team to support the shared vision while striving to excel, individually and collectively.

It hears the voice and sentiment of the people in the team and builds engagement, rapport and team spirit, as well as connecting with others around them and their network to rally behind the same cause.

This energy maximises the talent of a group and fires them up to get moving. When not in balance, Inspiring energy can result in too much attachment to the feelings of others and the inaptitude to focus on the specifics required to achieve the result.

It can quickly destroy value through the inaptitude to hold the team accountable and not getting tough when required.

Inspiring Energy

What are the Risk Factors with Inspiring Profiles?

We can’t be in “flow” all the time so how does being out of flow show up for inspiring profiles?

  • So loved by their team people will often leave and follow them
  • So people focused they can miss a detail
  • Can take things to heart
  • Don’t like working by themselves
  • Rarely do detail
  • Don’t like to say no

Sustaining Energy

Sustaining energy brings others’ ideas to life through the implementation of those ideas and the nurturing of their growth over the long term.

It is grounded in reality and understands the elements, resources and pace required to achieve sustainable growth. This energy maximises value through the consistent application of the right effort along with a persistent commitment to completion.

When not in balance, Sustaining energy can get bogged down in the limitations of the current reality and long-standing routines that no longer serve. It can quickly destroy value through doggedly following the tried and tested and resisting the breakthrough moment

Sustaining Energy

What are the Risk Factors with Sustaining Profiles?

We can’t be in “flow” all the time so how does being out of flow show up for refining profiles?

  • Can be overly logical and emotionless Not people-focused
  • Overly reliant on attention to detail
  • Hijack ideas by asking “how” and not seeing the possibilities
  • Can be cold, cynical and insensitive
  • Not big picture thinkers

Refining Energy

Brings a sharp eye for data-driven improvements, simplified systems and profitable processes.

Refining energy brings a sharp eye for detail, cutting through the noise and identifying risk with a factual and data-based perspective. It has the ability to assess and solve complex problems while optimising efficiency and return.

This energy maximises value through analysis and the testing of solutions with a considered approach that focuses on continuous improvement.

When not in balance, Refining energy can get lost in the numbers and analysis, losing perspective of the vision and becoming too risk-averse. It can quickly destroy value through being out of touch with the people in a team and the human dynamics at play.

Refining Energy

What are the Risk Factors with Refining Profiles?

We can’t be in “flow” all the time so how does being out of flow show up for sustaining profiles?

  • Don’t always find the balance between people and project delivery
  • Will naturally slow down other profile types
  • Not future thinkers
  • They don’t trust their gut
  • Can be overly cautious
  • Can be too rigid with process
  • Can over-rely on how they feel rather than what data supports
  • Don’t adapt well to change

 

Now that we have deep-dive into each of the four natural energies, we will now look on how you can work out and/or who you will need on your team in the next post.

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Category: Articles

The Four Natural Energies

While we all have the ability to develop a broad range of skills and learnt behaviours, in critical moments we tend to respond in a particular way. In the Contribution Compass, there are four natural energies that combine in varying degrees for every person thereby providing a unique profile that highlights how that person is likely to respond in a critical moment.

  • Activating energy (North) creates a vivid vision combined with ideas and innovations that pull the team and company forward.
  • Inspiring energy (East) ignites the spark in others, rallying the team to support the shared vision while striving to excel.
  • Sustaining energy (South) brings others' ideas to life through the implementation of those ideas and the nurturing of their growth.
  • Refining energy (West) brings a sharp eye for data-driven improvements, simplified systems and profitable processes.

The Ideal Roles

Activating Energy RolesActivating Energy

If the executive directors are what we call 'Activating’ profiles, being innovators and ground-breakers, in a critical moment they will create new ideas and solutions, sometimes creating new problems to which they then have to find solutions. Adding more of the same will I result in a multitude of new projects being started and not finished.

Ideal Role of an Inspring energyInspiring Energy

The profile will inherently understand the needs of the team and external stakeholders and actively engage with them. They excel when building relationships and adding value to others, through their ability to motivate them.

Ideal Role of a Sustaining energy

Sustaining Energy

This profile balances out this high-action dynamic and attunes the business to more appropriate cycles and timing, ultimately enabling it to build a much stronger, long-term, sustainable enterprise.

Ideal Role of a Refining energyRefining Energy

A profile that is analytical and data-driven. Focuses on efficiency and effectiveness of the systems and processes within the business.

Now that we have an idea of what are the four natural energies, we will now deep-dive into each of the four natural energies in the next lesson.

 

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Category: Articles

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