Parents for life

Whether our children are infants or adults, once we have them, we are parents for life.

 

 

  

 

 

 

 

 

A nine-week parenting course that will change your family forever!

Created to make you think and help you resolve problems.

You will learn…

• ·         How the way you were parented affects how you parent.
• ·         How to forgive and let go of childhood woundings.
• ·         How to prevent making the same mistakes with your children.
• ·         Why a child needs two parents.
• ·         God’s plan for husband and wife as a parenting team.
• ·         Why moms can’t be dads and dads can’t be moms.
• ·         How God uniquely creates each child.
• ·         What is your child’s personality and giftings.
• ·         How to best help each of your children develop uniquely.
• ·         Which comes first, teaching or training.
• ·         How to train children to obey immediately.
• ·         Why early training makes a difference throughout life.
• ·         What is each child’s learning style.
• ·         How to make learning enjoyable.
• ·         How parents teach 24/7.
• ·         How to agree on what discipline is appropriate.
• ·         How to recognize reactive discipline.
• ·         How a child’s temperament determines the best discipline.
• ·         When to begin letting go.
• ·         Why we are parents for life, not parenting for life.
• ·         How to co-operate with God’s plan for each of your children.
• ·         Each parent’s role in developing healthy adults.

MANAGING UPWARDS BY UNDERSTANDING THE DESIGN OF YOUR BOSS

PRE -TEST: DO YOU KNOW YOUR BOSS

1. ·         How does your boss set out his or her expectations of you in terms of productivity, results, dress, demeanor, and so on?
2. ·         How does your boss like to receive information (for example, paper memos, email, or face to face)? Are there different situations where he or she has particular preferences?
3. ·         How does your boss communicate disappointment?
4. ·         How does your boss give out praise?
5. ·         Does your boss like information delivered with lots of detail, or big-picture summary?
6. ·         Does he/she prefer things “by-the-book,” or is there a lot of room for adaptation and innovation?
7. ·         Does your boss micromanage, or provide too few directions?
8. ·         How does your boss make decisions? (For example, quickly, on reflection, or with input from everyone on the team?)
9. ·         How does he/she react to his or her own boss?
10. ·         How does your boss handle bad news or unexpected events?
11. ·         In light of your answers to the previous questions, how would you now “manage your boss upwards”?
12. ·         What areas of friction did you identify? What will you do to minimize that friction?
13. ·         Describe a recent situation in which you made your boss look good, or made it easy for him or her to manage you. What specific actions did you take to help him or her out that you might be able to repeat in the future?
14. ·         Describe a situation in which you missed an opportunity to make your boss look good. What actions could you have taken to help him or her out that you can use in the future?
15. ·         What are two of your boss’s managerial weaknesses?
16. ·         In what ways can you compensate for your boss’s managerial weaknesses in order to help him or her out?

New framework and criteria for delivering maximum impact on training and development programs

What is wrong with traditional training and development programs. I believe the following is so true:

·         Focus too much in transferring knowledge

·         Training are often not action oriented

·         Often out of touch with the real world of business

·         Case studies are not real life

·         Most programs are rigid

·         Traditional classroom training are boring

·         Training are still too much functional and not interdisciplinary

RECOVERY TOWARDS GREATNESS IN YOUR TEAM

It is important to understand what is holding you back in your team as well as what you need to do to deal with those issues? Don’t ignore the past or stop denying it, learn from it. Sometimes teams are trapped in fear of the future and may worry about what comes next and be afraid to change.  Don’t close your mind or let past failures stop you from finishing well.  The race is not over yet. Don’t stay frozen in unhealthy work habits or confuse who you are. You deserve better. Does your part in helping relationships or bad habits become healthy in your team? Don’t be so proud to admit that certain areas of your team are maybe not up to standard. Recognise your human limitations. Quit trying to resolve the issues by yourself. Face the problems and work through it.

We all struggle and we all make mistakes. Many of us are also trapped inside our own walls. Any leader who wants to succeed in his/her private business life needs to do continuous, brutally honest self examination to maintain clarity and balance. Any leader who possesses power is susceptible to becoming so blinded by that power that it can distort perception, not only about self, but also about others. The reality of a situation may therefore be lost to him/her.Throughout the ages, leaders have always succumbed in a lesser or greater degree to the tendency to lose their ability to see themselves and their circumstances realistically. Since it is a leader’s function to lead people towards the vision, and while keeping a clear focus on that vision, it is imperative that the facts are clearly seen as they are. THESE STATEMENTS SO FAR ALSO APPLIES TO ANY EXECUTIVE/ MANAGEMENT TEAM. Not only should each member of the team have a clear, unthreatened understanding of his/her own strengths and weaknesses, the team should also have the courage to view themselves in a brutally honest way. A team that does not know its own strengths and weaknesses is a team in DANGER

Start asking and answering the following questions:

• What are the challenges that you cannot afford to ignore in your team?
• What habits are holding you back and tripping your team towards greatness?
• Are you trapped in fear of the future or afraid of change! What are your fears?
• Which past hurts are you personally holding on to?
• When and how have you been disappointed in the team
• What are you afraid to change in your work team?
• What are some of the things that you keep doing that you really want to do
• Are there any “masters” in your life and team that you trying to serve?
• What habit or hurt or hang-ups in your life or in the team have been keeping you a prisoner? How has this affected your life so far?

Managing Upwards By Understanding the Design of your Boss

It is vital to know how to manage your boss.  

Firstly you have to know what your values are and how it influences your own life, before you can understand the values of your boss.  You cannot understand other people if you do not understand yourself. Most definitely! It is so easy to look at the behavior of others and say; I would have done it differently or if I was in that position I would behave differently – but you cannot say how you would behave until you are in that position.
When you are working with your boss, you have to find the best ground where both your needs are met. 

HR FORUM

HR FORUM

Dr Mario Denton tesame met Marius Orffer en Johan Van die Merwe so pas begin om HR forum te vestig waarby die HR Bestuurders in die omgewing Upington betrek word.  Die primêre doel van die forum is om sake van belang te bespreek en gedagtes daaroor te wissel.

Dr Mario Denton is gekry om ons te help met die vestiging van so ‘n forum en verskaf die akademiese insette.

 

Al die HR Bestuurders in die omgewing is genooi en ons glo dat hierdie inisiatief tot groot voordeel van die HR funksie by maatskappye in ons omgewing sal wees. Dit is so belangrik om beste praktyke en praktiese oplossings te gee synde al die veranderings wat plaasvind in die arbeidsmark

Een van die lede het soos volg geantwoord: Dankie Johan. Ek het die HR Forum vanoggend baie leersaam gevind. Ek dink dit is ‘n skitterende idee en glo dit sal ‘n groot bydrae lewer in ons almal se dag tot dag uitdagings. Amanda van Zyl van Kobus Duvenhage

 

The elder's are potter's and we are the clay

I was compelled to write an article about Anderkant die stilte award winning film. 

After being on set with the Kwela a kyknet program from the South African television channel. 

After five years of developing Anderkant die stilte with the acclaimed leading actors Joey De Koker, Lida and Johan Botha and Andre Rossouw, they are now completed by making news all across the world. The film has been officially selected at various international festivals including San Diego International, PPFF, Cape Winelands –where it was nominated as one of the best South African feature films and it won 4 awards at the Monaco International festival.

Her words embrace my sense of being and with her wisdom I am blessed.

This is about my grandmother whom I appreciate dearly.  She has contributed so much with words of encouragement in my life. She practically raised me up at a very young age, I lived with her while she was working and serving others. Her words embrace my sense of being and with her wisdom I am blessed.

The strength of a nation derives from the integrity of the home

Lack of character often dictates how we behave.Can a community develop a culture of character that discourages crime? How do we change this around to develop individuals with good character who will have positive impact within the community?

“The C3 Concept™: Character, Competence, & Consistency”

career direct from TRUE AFRICA LEADER on Vimeo.

“The C3 Concept™: Character, Competence, & Consistency”

This training lays the foundation for implementing Career Direct and Character First because it explains how C1 (character) problems require C1 solutions…and C2 (competence) problems require C2 solutions. These two factors work together to produce C3 (consistency) at work and in life.

With more than 30,000 types of jobs to choose from, it’s no wonder people make mistakes when choosing a career! Typical examples of such mistakes are to accept the first offer that comes along or to say “yes” just because the salary is enticing or to attempt to live out parents' unfulfilled dreams...

The fact is that people who are doing what they enjoy are more likely to succeed and engaged!

The Career Direct® Guidance System can assist a scholar, student or employee along the path of educational and career fulfilment by gathering a valuable collection of information about the person that he or she can use immediately! It also helps with discovering things about themselves that they never knew and/or to get confirmation about issues they suspected about themselves.

Be sure to attend the last career Direct training for the year in Durbanville 27-29 November 2012.

Re-engineering your workplace, Ken Blanchard

I am back from a Conference in Los Angeles where I did a presentation on the 18 inches towards real transformation from the head to the heart. At the conference I had the opportunity to listen to some outstanding wisdom and legacy leaders of the world. One such session was with Ken Blanchard.

Ken Blanchard is an accomplished speaker, consultant and one of Amazon’s top 25 best-selling authors of all time. As a world-renowned expert in leadership and business, Ken is generally regarded as one of the most insightful, powerful and compassionate men in the business arena today. His best-selling books include The One Minute Manager® (13 million copies sold worldwide) and the trilogy: Raving Fans, Gung Ho!®, and Big Bucks®. His seminal work, Leadership by the Book, has given new meaning to “servant leadership”.

Ken talked about trust as the basis for every relationship and about defining trust busters and trust boosters, as well as rebuilding trust. I personally liked the assessment tool Ken discussed with us that uses 35 statements based on the following:

                                   

1, When you demonstrate competence and skill, you are ABLE, which builds trust.

2. When you act with integrity, you are BELIEVABLE, which builds trust.

3. When you care about others, you are CONNECTED, which builds trust.

4. When you remain reliable, you are DEPENDABLE, which builds trust.

To summarise: This must be a self-assessment and team assessment once a year. I would love to demonstrate this tool to you in a Power Hour session with your team.

Mario Denton (MBA, MeCon PhD and Industrial Psychologist). He uses his strong academic and corporate background and his uniquely effective coaching skills to help organisations tap into their potential to make a difference in the workplace. You can contact him at marden@mweb.co.za.

Feedback from VinPro seminar

Baie dankie vir u praatjie. Ek het baie goeie kommentaar na die tyd van produsente gekry en VinPro word gekomplimenteer op die gedagte om u praatjie in te sluit. Die manne het motivering nodig en kry dit nie aldag op ander terreine nie. As hul saam kuier word daar net gekla - as dit nie die land se mynprobleme is, is dit sportmanne se moord en dan is dit ons onbeholpenheid op die rugbyveld.

Word werklik baie waardeer. Ons sien weer in die toekoms.

Groete

Braham

Do your wellness inventory

Do your wellness inventory. Check your batteries. Renew you marital vow annually. Be a change embracer.

Preparing for the future: HLE insights with Dr Mario Denton

Healthy Leadership Essentials 39: the future from TRUE AFRICA LEADER on Vimeo.

Healthy Leadership essential video insight with Dr Mario Denton

Changing communities with character, talk at Vinpro, Malmesbury

Great session today at Malmesbury for Vinpro. My speech include the top three regrets of the dying.... and ideas and keys to changing communities with character.

Contact us to host a communities of character leadership seminar in your town

Het jy al `n kliënt se woede oor `n fout ervaar?

Artikel in die Gemsbok koerant

Leaders attitude

Healthy Leadership Essentials 09: Leaders attitude from TRUE AFRICA LEADER on Vimeo.

Be consistent with what is inside and what is outside, in belief and behaviour, your words and your ways, your values and your practices. A person may forget 90 percent of what a leader say, but he or she will never forget how a leader behaves.  

Your leadership principles are best conveyed in the laboratory of life; they are conveyed as much through character as they are through words. Truth is most effectively proclaimed through the consistency of works and words.    Ask yourself what attitude to your portray?  

Teamwork Hackers: A real frustration

This is still one of the biggest factors causing disengagement and a major reason for the development of energy wasters in a team. The bad news is that leaders try to deal with this on a cognitive level. It won’t work. You have to locate where the hackers were able to enter your team and implanted the virus and you need to delete the virus so that the response is no longer triggered by the external problem. Fear and lies are key components of every virus and anchor the virus program in the team. The system malfunctions, resulting in negative behaviour or character flaws in your team.

Case Study: Employee does not trust his senior, hates performance appraisal and has no friends in the workplace.

·         Feels there is no one that he can trust in the workplace

·         Feels lonely and not part of the team

·         Virus like low impulse control causes him to sabotage relationships in the team

·         Where is the emotion coming from?

·         How do we fix the problem?

Do you need further help in dealing with this issue? Let me sent you some self-assessments on this issue or you can contact Dr Mario Denton at marden@mweb.co.za for further details or to help you tackle these issues in your team.

Our next two day seminar: Johannesburg 8-9 October and Cape Town 10-11 October. Contact us for full brochure and registration details 

The Noah Principle?

Healthy Leadership Essentials 16: The noah principle from TRUE AFRICA LEADER on Vimeo.



No more prizes for predicting rain, prizes only for building Arks.

Let's deliver, stop promising or always predicting what can happen. 

1) Build the ark: 

There are 2 kinds of people in this world: talkers and doers. Talkers may see life's problems and opportunities. When they do, they talk about them. Realising the problem is only the beginning. Nothing gets done to solve problems or develop opportunities until someone does something about it.

2) Get on board: 

Be committed to not merely lay out the issues, but to find solutions. 

3) See the bigger picture:  

The business world is constantly undergoing change, and no one can truly predict exactly how and for how long. The best is to gather as much information as possible and be prepared for as much rain as possible, and stay afloat. 

To find out more about the Heartbeats program and resources contact

Marden@mweb.co.za

Swartland Boudienste

Character First South Africa welcomes new member company, Swartland Boudienste from Moorreesburg as the latest organisation who have now come aboard doing the Character First Training.

 1.       But what does this entail?
2.       How do they ensure sustainability of this intervention
3.       What about your organisation?

 Simply said we take supervisors and management through a two day course covering the following