Mentoring

As a trusted ‘friend’ and ‘colleague’ I’ve supported and mentored others throughout my career. Now as an independent consultant I provide this service (on a voluntary basis) through Charity Comms and as a valued service for my clients.

My network also allows me to reach many other professionals who I work with and call upon to provide specialist expertise to my work and my clients as needed.

Me and your team

We’re all different and the dynamic of a team can be shaped by having the right mix of character and talent. I’ve covered my qualifications and skills elsewhere on my website. This section is a little about me as a team player and individual. Working independently allows me to find out more about your style and approach. I’m lucky to have GC Index and Motivational Map qualified consultants in my network. As such, I’ve been able to find out more about me within these frameworks, and also bring in these consultants as needed to support my work with clients too.

The GC index

https://www.thegcindex.com/

The GC Index ® is a digital Organimetric which measures and describes five ways people are inclined to make an impact and contribution to an organisation, and is especially useful to show how you work as part of a team. They are: Game changer, Polisher, Implementer, Strategist and Playmaker.

My assessment showed me to be a strong game changer and polisher, an unusual combination. What these attributes mean in practice:

Game changer

• See the potential to change the landscape and future of their world
• Imagine possibilities and connections, bigger pictures that others don’t
• Can engage and excite others with the possibilities
• They contribute transformational change in organisations because they can see what it might be rather than waiting or wanting to change what it is now
• Creative expression and thinking, ruling things in rather than out – why not, rather than why?
• Not constrained by how things are, can see and build on what they imagine things could be
• Don’t see themselves as risk takers, but more the greater loss and regret is not doing or trying
• Freedom to express themselves creatively is important
• Tenacious and can lead through the power of ideas and possibilities

 Polisher

• Embody the philosophy of continuous improvement
• Set standards of excellence
• Seek to improve products and services
• Value what we could do better or differently
• Maximise potential
• Inspire others to perform their very best, for example by stretching others

Motivational maps

https://www.motivationalmaps.com/

Our ability to function effectively with others in a team is down to a number of factors, which include personality traits, attitudes, behaviours and preferred roles.

One of the most important factors, often almost completely overlooked, is the motivational profile of the individual and of the individual compared with the team profile. The motivators are: Builder, Director, Expert, Friend, Defender, Star, Searcher, Creator and Spirit.

My top three motivations are:

• The Searcher – need for meaning, do things that are valuable, that you believe in, things that are important to you, not just for money and status. Work is important and significant in its own right. Desire to make a difference to the quality of life and work. Always looking for something better. Quest for meaning tends to make me insatiably curious to see the bigger picture in the world and understand.
• The Expert – need for expertise, mastery of the subject. Seek to be expert at what I do, achieve technical mastery. Training is highly motivating for me.
• The Spirit – need for freedom and autonomy. Seek independent decisions for myself. No micromanagement, bureaucracy, needless process and procedures. Elevated position is less important than self-direction and often entrepreneurial and break-out from the norm.