The demand for creativity is beginning to outstrip supply.

A recent study of IBM CEOs discovered that they believed in 5 year’s time, 50% of their revenue will come from things that haven’t yet been invented. You need only look to recent news reports to see how a once-innovative company can easily fall into serious problems if creativity is neglected.

Fresh from a keynote spot at last year’s CIPD HRD conference, Dr Mark Batey CPsychol delivered a passionate,  practical session exploring creativity and leadership for the Association for Coaching.

Following 10 years of research into creativity, Dr Batey summarised:

• Creativity is the capacity to develop ideas in order to solve problems and exploit opportunities.
• Creativity relies on making connections between ideas and our existing knowledge.
• Team creativity is activated when we set-off chain reactions of ideas.

TRAINING CREATIVITY

Dr Batey argues that creativity can be easily taught, learnt and developed using a simple process:

1) Find a Problem

2) Preparation – discuss the problem, gather information, start making connections.

3) Incubation – give the connections time to settle. Research shows that the longer time you spend incubating, the better quality of problem-solving subsequently takes place.

4) Illumination - those eye-popping ‘Eureka’moments of inspiration.

5) Evaluation – the refining and developing of ideas.

This is not a natural process for most of us!

Think about the last time you submitted an idea. Most people skip straight to illumination and evaluation simultaneously: “I’ve got an idea to help improve our leadership training courses…it might cost too much money and would require a lot of time. Actually maybe it’s not worth looking at now, let’s revisit it in 6 months.”

As with all training, a great starting point for developing creativity is diagnosis: understanding how we naturally approach developing ideas and problem solving.

The Team Management Profile is just one tool that can help with this diagnostic phase, in order to help guide development. Imagine a team of Thruster-Organisers: how do you think they would naturally approach the creative process? How would that differ with a team of Creator-Innovators or Controller-Inspectors?

Whilst some schools are now beginning to introduce the teaching of creativity as part of the curriculum, studies show a sharp decline in the creativity capability of today’s children. If this decline filters through into organisations and leadership culture, we could be in for a fundamental shift in how adaptive our teams can be.

What can you do this week to help create/enhance the culture of creativity in the teams that you work with?

Following on from our Making geography history blog, the final interview in our series looks at open accreditation programmes for the Team Management Profile. Programme leader Janet Leonard explains the benefits of attending a two-day programme: 

Q:  Janet, why do people choose to attend an open accreditation programme?

A:  They enjoy meeting face-to-face with other professionals involved in the field of learning & development and consultancy.

Q:  What do you cover during the two days?

A:  On day one we explore in-depth all the concepts and models behind Team Management Systems, and give participants a comprehensive understanding of what lies behind the Team Management Profile. Day two is much more application-based and we focus on how the Team Management Profile can be used for coaching and team development.

Q:  What format does the programme take?

A:  The programme aims to be highly interactive and we encourage as much open discussion and debate as possible. There are also lots of opportunities to get involved in team exercises which can immediately be transferred to the participants’own events. An exercise where they feed back the Profile in pairs really brings it to life.

Q:  Are there opportunities to network with other programme participants?

A:  Yes, there are lots of opportunities. As well as getting to know each other during exercises, people can chat over coffee breaks and during lunch. Many people keep in touch after the event, either directly or via our LinkedIn Group, and some even form their own learning sets to share their experiences of using the Profiles.

Q:  How many people attend an open programme?

A:  We generally have between 6 and 14 participants.

Q:  Once people have attended the programme, are they accredited and able to use the Profile straightaway with individuals and teams?

A:  Yes, people are fully licensed and able to use the Profile immediately. We aim to equip everyone with lots of confidence for their first events.

Q:  What do delegates take away with them?

A:  Their own Team Management Profile, accreditation guide, practical Getting Started exercise and best practice booklet, and a magnetic wheel set which enables them to facilitate discussions around the core TMS models. Once accredited, people automatically become members of our TMSDI network and are able to access our exclusive network member site. This website is full of free, downloadable exercises and practical resources for use in programmes with either individuals or teams.

For more information on open accreditation programmes call our learning and development team on +44 (0)1904 464515.

© TMS Development International, 2012

Following on from our Building teams in company blog, this time we focus on live webinar accreditation for the Team Management Profile and talk to one of our programme leaders, Sue Marwood, about the benefits of becoming accredited in this way. 

Q: Sue, what is webinar accreditation?

A: We deliver four 90-minute modules covering all the core knowledge you need to understand the Margerison-McCann approach and how to use it with individuals and teams. The modules are run over two half-days and you can become accredited from your office.

Q: Do people need any special software or equipment to access the webinar?

A: No, the system is very user-friendly. You simply complete your registration online, and follow the email link on the day to get started. You’ll be able to see and hear everything that is being presented on your monitor, so there is no need for webcams or any other specialist kit.

Q: Why do people choose accreditation via webinar?

A: One of the main reasons is the flexibility it offers. There’s no travel involved so once the modules are completed, you can return to work straight away. This not only saves you time away from the office, but travel and accommodation costs as well. Also, people who prefer a more reflective learning style often choose webinars as it gives them time in between sessions to consolidate their new knowledge.

Q: On an open accreditation programme there are opportunities to engage in discussions and for networking. Do people get the same opportunities on webinars?

A: We’ve chosen a webinar system that includes features to allow participants to feel fully involved. Our open webinars allow you to meet people ‘virtually’and there are lots of opportunities to ask questions and discuss key issues. If you wish, you can share your details and keep in touch – the choice is yours. If you opt for a one-to-one webinar, you talk to your course leader as if they were sat next to you.

Q: Can teams attend live webinars? 

A: Absolutely. We’ve been excited to see a number of virtual or geographically dispersed teams choose to become accredited via webinars. We can link our programme to an organisation’s learning framework and action plans, providing tailored accreditation for the whole team.

Q: Is there any form of assessment after completing the four modules?

A: Two short online assessments have to be completed after the webinar to make sure you are confident with the material. On successful completion you receive your Certificate of Accreditation.

Q: What support is available post accreditation?

A: Whichever accreditation option you choose, the TMSDI learning & development team is always on hand to offer advice and guidance on team events or coaching programmes, or whatever help you need to get started using the Profiles. Plus, a full audio-visual recording of your webinar will be made available for up to two months following accreditation, if you want to refresh your learning.

For more information on webinar accreditation call our learning and development team on +44 (0)1904 464515.

Next time we focus on the advantages of becoming accredited on our 2-day open programme .

© TMS Development International, 2011

A heartfelt opening speech from Dame Fiona Reynolds Director General of the National Trust set the tone for a truly motivational day today during which nearly 300 delegates, including TMSDI Learning & Development Consultant Sue Marwood, had the opportunity to listen to a range of highly regarded speakers on a variety of topics.

As a “people person” who cares about others as individuals, Dame Reynolds said she has a good relationship with her staff and that her approach is “open and honest”.

This theme continued when newly crowned Orange Business Leader of the Year, Ruby McGregor-Smith Chief Executive of the MITIE Group emphasised that in order to “make your company really tick” you need to get the best out of your people. By her own admission, McGregor-Smith said “being able to communicate and motivate … teams, and having the best possible team” around her has helped her grow MITIE from half a billion in revenue to nearly £2 billion.

Ruby McGregor-Smith speaking at the IoD Conference

In a similar vein, Dee Forbes Executive Vice President & Managing Director Discovery Networks for UK & Western Europe talked about how she strives to “bring the best out in people and help people develop” and has a “great team behind her”.

As well as the importance of developing high-performing teams, other key themes during the Conference included the increasing trend in connectivity. Sharon Pickford Head of SMB Marketing O2 talked about the “3 big C’s” which will affect the way we work in the future: Collaboration, Consumerisation and Cloud. Linking with the advent of the Cloud which will enable us to work anytime, anywhere, many speakers touched on the challenges women face in their work/life balance – although we were reminded that there is always the ‘power off’ button! Speakers readily shared their tips for success. Rachel Clacher, whose company Moneypenny was voted one of the top 100 best companies to work for in 2011, believes “you have to treat others as you would want to be treated yourself”. Much discussion was had about the benefit of women as leaders to give a fresh perspective, especially at board level, and Simon Walker, new Director General of the IoD gave their commitment to strengthening the position of females on boards.

Other speakers included Mmasekgoa Masire-Mwamba Deputy Secretary-General Commonwealth Secretariat, Sharron Gunn Director of Member Services ICAEW, Justine Roberts co-founder Mumsnet, Rebecca George Partner Deloitte, Gary Bullard Founder and CEO Catquin, Nikki Hesford Founder Miss Fit, and Tracy De Groose Managing Director Carat UK.

© TMS Development International, 2011

On 26th & 27th October, over 100 senior HR professionals gathered in Barcelona to hear from a panel of expert speakers on how to deliver strategic talent management in a world recovering from recession.

Learning & Development Consultant Mark Gilroy reports back on the top 5 messages from the conference.

1) It’s about understanding “thirst”.

When Roel Lambrichts, Head of Talent Acquisition at Coca-Cola Enterprises, explored the key elements of what makes  a talented employee stand-out, he discovered that “pace, impact, influence and thirst” made all the difference.

2) The competitive advantage has changed.

Q: Mark, why would a team choose in-company accreditation?

A: A distinct advantage is a team automatically has access to their own support group. Following accreditation, the team can collaborate to build their confidence together, share key learning points, and ensure that the broader development objectives are consistent across all the teams they work worth with.

Q: Do teams find that it is a teambuilding exercise in its own right?

A: Absolutely. As people in L&D teams are often out of the office delivering their own events, opportunities to meet together for any length of time can be quite rare. An in-company accreditation programme is ideal for teams to get together and exchange their own Profiles and explore how to work together more effectively.

Q: What benefits can the organisation expect to see?

A: With many of the organisations, we see a real and often immediate return on investment as the whole group will help encourage each other to apply their learning. As we can tailor the programme to focus on the issues and outcomes that are important to their individual organisation, teams can develop real action plans and link the TMS approach to their own frameworks so they are ready to use the Profiles right away.

Next time we focus on the advantages of becoming accredited via a live webinar.

For more information on in-company accreditation call our learning and development consultants on +44 (0)1904 464515.

© TMS Development International Ltd 2011. All rights reserved.

The day started with a ‘getting to know you’ activity which led people to discover an interesting – and often surprising fact – about each other. Little did we know we had a belly dancer in our midst, as well as a world record breaker, and even someone who was almost captured by an Amazonian tribe! Amazing the things you can learn about people in a short space of time.

Sue Blow, Management Learning & Coaching Ltd, kicked off the day’s sessions outlining how prior knowledge of a person’s Team Management Profile can help a coach phrase questions more thoughtfully. The second session of the morning saw Colin Jones-Evans, Virtua, share his experience of working with teams in a major broadcasting organisation and explore ideas about how to keep the language and practice of TMS ‘alive’ with teams.

In an exhilarating and uplifting post-lunch energiser led by Drum Cafe, network members formed an orchestra creating rhythms and beats playing Djembe drums and boom whackers. Lots of laughter and creativity kicked off the afternoon sessions.

Marc Renard and Marc Uyttendaele from inmotion Consulting in Belgium brought an international flavour to proceedings. They captivated the audience with their tale of how a phone call from the CEO of BNP Paribas Fortis asking them to ‘do something different, but not too different’ with his Board of Directors led them to use the Linking Skills Profile with 300 participants and over 3000 respondents.

The day ended with an enlightening insight by Naysan Firoozmand, ASK Europe plc, into how the organisational strategy of prestige car company Bentley Motors Ltd  is changing in line with the new CEO’s vision and strategy. Naysan explored how the Team Management Profile is helping teams to work more cross-functionally and have a greater appreciation of individual differences, which in turn has led to increased effectiveness.

Overall, an enjoyable day with inspiring speakers and lots of ideas and opportunities for network members to forge new links. Our next network forum takes place in central London on 15 May 2012.

© TMS Development International Ltd 2011. All rights reserved.

Mark delivered a high-level overview of the Team Management Systems (TMS) approach to understanding high performance and motivation at work using the Team Management Profile. He also presented some of the very latest TMS research into the differences in work preference observed across different industries, professions and countries.

Co-presenting alongside Mark, TMSDI Network Member Sue O’Boyle delivered a case study on how the Team Management Profile can be used to support long term growth and development initiatives. It charted the progression of a senior academic to her current role as Dean of a School whilst facing major changes in the challenging environment of Higher Education. Sue also explored how the Team Management Profile is currently being used with the whole senior management team in the School to create a supportive and performance focused working environment.

You can read more about how organisations are using the Team Management Profile in a variety of applications in our latest newsletter or at www.tmsdi.com

© TMS Development International Ltd 2011. All rights reserved.

Like many universities, Canterbury Christ Church University is facing lots of changes and challenges within the education sector. To support middle and senior managers, Vue Training & Consultancy has been working in partnership with the University to develop a highly practical and inspiring programme that encompasses the University’s own leadership model.

The Aspire Leadership and Management Programme was piloted over a three month period in early 2011, encompassing six informative and thought-provoking workshops and individual coaching sessions. These aimed to: stimulate and challenge discussions; create a common work-based language; encourage reflection and self-analysis; examine diverse approaches; and set free personality strengths.

Managers completed their Team Management Profile before the programme commenced and it was linked to the workshop and session content. Vanessa Jarrett, Director of Vue, has been pleased with the quality of presentation and content: “The Profile provided both a quality stamp on the programme and a motivational tool throughout.”

Feedback has been very positive with delegates finding the Profile invaluable and claiming it to be the most accurate profiling tool they have used. Many delegates commented that the Profile has given them more confidence in understanding their style and also enabled them to tap into each other’s strengths in order to create a well-rounded and balanced team. One manager commented, “The Profile provided the realisation that people in my team like things I do not like, which has removed the barriers to delegating effectively.”

Tracy Bell-Reeves, Assistant HR Director (Development) commented, “Feedback from our staff has been brilliant and using the Team Management Profile has really cemented the programme for me together with our leadership model.”

Vue Training & Consultancy are an accredited Institute of Leadership & Management (ILM) Centre and The Aspire Programme has been endorsed by ILM.

You can read more about how organisations are using the Team Management Profile in a variety of applications in our latest newsletter or at www.tmsdi.com

© TMS Development International Ltd 2011. All rights reserved.

Through 25 years of research about how people work together, we’ve created a unique profiling tool designed to maximise personal potential and take the guesswork out of teamwork.

12 good reasons for choosing the Team Management Profile

1. Build high energy teams
No-one forgets the buzz of working in a high energy, high performing team! The Team Management Systems approach helps individuals to understand how personal energies combine to create great teams.

2. A researched model of team effectiveness
The Types of Work Model gives a clear overview of the original research by authors Dr Charles Margerison and Dr Dick McCann into what teams need to do to create the best possible chance of success.

Margerison-McCann Types of Work Model

3. A unique perspective on performance
The Team Management Wheel lies at the heart of the Team Management Systems approach. It gives individuals, teams and leaders a vivid, easy-to-use model showing how people work together to deliver results.

Margerison-McCann Team Management Wheel

4. Personal preference and performance
Each Profile has layers of information that give individuals a deep understanding of where their personal energies lie, how this impacts their work, their leadership style and the critical roles they play within a team.

5. Mutual understanding and respect
You get a greater appreciation of how other people see the world of work and how they prefer to operate. It becomes easier to value difference and see the benefits of multiple and complementary approaches.

6. Positive language focusing on strengths
The language of the Team Management Profile is simple and straightforward. It focuses on the core strengths of the individual, as well as what they bring to the team and to the achievement of the task.

7. Focus on the real world of work
Individual and team development is placed clearly within the context of concrete business goals. Personal motivation and fulfilment is balanced by the focus on organisational objectives and performance.

8. Take the guesswork out of teamwork
By understanding individual energies and preferences, you can more easily build balanced
teams, fix broken teams, accelerate and
enhance performance.

9. Improve communication and linking
The language and visual models are an integral part of the Team Management Systems approach. They make it easier and quicker for people to link with each other in a straightforward way, resolve problems and achieve results.

10. Multi-layered, multi-purpose
The Team Management Profile can be used within personal coaching programmes, with new and established teams, and within management and leadership programmes. The conceptual framework, the language and the visual models provide a practical ‘toolkit’ with multi-layered information and advice that can be revisited many times.

11. Reputation, Reliability, Results
The TMS approach has been used with over 1.25 million people in public and private sector organisations worldwide. Our research arm publishes extensive ongoing validation and research data.

12. A dynamic process
Above all, the Profile is the start of the evolving process of personal and team development. Its continued use brings deeper understanding and appreciation of the complex energies that create great teams and sustain long-term success.

You can read more about how organisations are using the Team Management Profile in a variety of applications in our latest newsletter or at www.tmsdi.com

© TMS Development International Ltd 2011. All rights reserved.