Violent or Silent

Vat die teuels van jou lewe weer goed vas.  Onthou: “It is not your intention but your direction that determines your destination” (Andy Stanley).  Moenie slagoffers word van eksterne omstandighede en gebeurenie  Kes erder hoe om eksterne gebeure te hanteer. Stepen Covey noem dit “proaktiwiteit” – om doelbewus verantwoordelikheid te neem om jou eie werklikheid en toekoms te skep, te midde van alle omstandighede.

Getting to the roots of insecurities and self neglect: Part One

1.	I do not know where i belong/fit ( orphan spirit)y
2.	I do not know my unique significance
3.	I drift in an anchorless boat
4.	I am plagued by insecurities
5.	I find my identity in my work/performance
6.	I do not know how i am; i have identity confusion
7.	I mask my real self by adopting a different identity that will be accepted
8.	I sometimes become aggressively defensive
9	I am uncertain which choices to make
10	I do not have  a clear set of values that I live by
11	I do not have close souls mates ( intimate Friends) in my life
12	I do not have a clear purpose /calling in life

Batho Pele: Dead or alive

When one studies the Batho Pele principles one is impressed with the clear solid way of doing things.  Our suggestion would be that these principles have to be backed up by solid Character First principles and that sound character-based roundtable discussions, practices and procedures with sound annual measurements must be the non-negotiable way forward. This is what is missing! See diagram below.

FIRE TALKS

Do you feel sometimes drained from having to deal with toxic emotions, stress, fatigue and anger on a continuous basis?.

Don’t die with the music in you

What a brilliant book from Henning Gericke- 

Inspiring Champions. Work through the reflection at the end of each short story. See example below

 

Dare to dream

I own my dream! My dream really is my dream

My dreams inspire, excite and challenge me to the extreme

I guard myself against dream killers

I connect with other dreamers. They are my dream keepers

I am willing to pay the price in living my dream  (remember the higher you want to go, the greater the price you need to pay

The will to prepare

I am a challenging my thinking and I am a great strategist

I am meticulous in my planning and my details make the difference. Careful planning and faithful implementation

I am creative in my preparations and I don’t suffer from paralysis by analysis. I am one step ahead and expect the unexpected

I am innovative through reinventing my strategy regularly and rethinking what I am doing

My goals, plans  and action are written down and I visualize the success

Don’t die with the music in you

I know it is never too late to be what I might have been

I believe that I were created for greatness and do listen out for that Inner Cry

Why Leadership-development programs fail

Failing to measure results

Organizations often do not have evidence to quantify the value of their investment. When businesses fail to track and measure changes in leadership performance over time, they increase the odds that improvement initiatives won’t be taken seriously.

Burning issue 5: Lastly: We are not serious enough making people management the differentiating factor in the workplace

Research and practice from all over the world suggest that poor people management in organizations can lead to covert costs such as decreased productivity, an increase in missed deadlines, mistakes, accidents and high employee turnover  

Burning issue number Four 2015

Burning issue 4: Fourthly: we need to raise the bar of excellence and productivity

Do I still need to emphasize this? 

Burning issue number three 2015

Burning issue 3: We are afraid to have open fierce conversations and don’t know how to disagree but rather attacking each other

  A major concern. We are overlooking the importance and impact of courageous communication in the workplace.

Burning issue Number two for 2015

Burning issue 2: Conflict will escalate

It is very clear that conflict is escalating in our country and workplaces.  

Burning issues Number One for 2015

Burning issue 1: The service excellence in our country is becoming a major concern

It is evident to notice that the service standards are dropping and the reasons often given is that it is due to poor leadership and a lack of accountability. 

Where do you start today with leadership development?

Focus on leadership development from the bottom up Far too much money is spent on executive development, and not enough on first- and second-line management. Top leaders have to model the behavior employees want to see. Create an organization that operates on candor, feedback, accountability, and strong personal relationships,

Simple - Strong Message is constantly striving to revisit ways of people management development based on sustainable impact, where the material can be duplicated in or outside the workplace. Strong Message operates on the basic principle that the material has to be Solid … Process based … Real life … Inside out. Strong Message is not a follower but an innovative leader and preferred provider of Character First training and research.

Hanteer dinge emosioneel intelligent

Hanteer dinge emosioneel intelligent

Dit is darem lekker as organisasie jou vra om so 40 van hulle personeel deur EQ opleiding te vat. My passie en ek het nou die kursus werklik geniet

Dit is so waar dat organisasie en persoon moet eenvoudig net verantwoordelikheid vat vir sy/haar emosionele selfbestuur en hoe jy op omstandighede of ander mense reageer.

Jy is nie ‘n slagoffer van jou emosies nie. As jy af, negatief, onseker, bang, gestres voel, kan jy iets daaromtrent doen. Kies om anders te dink, verander jou “selfspraak”, of verander net jou gedrag al is dit lynreg teen jou gevoelens in soos om liefdevol, met selfvertroue of goedgemanierd op te tree (- dis nie “fake” om dit te doen nie, want jy kies mos self dat dit die beste is vir jouself en die situasie). 

Leer om jou emosies en jou emosionele ritmes te verstaan (bv. hoe jy soggens, na middagete, of saans voel) en kies self maniere hoe om dit die beste te bestuur. Bron Johan Oostenbrink

Capacity building and training: Who should drive, coordinate and support it?

Another good question! This is such a key issue but in my experience you often get the wrong person driving it.

On-line and webinar coaching: Will this new trend stand the test of time and replace some old paradigms on the way we coach?

All formal training will not solve the problem. 

Burning HR issues 2014

Working with and assisting organisations to formulate an HR strategy is always a highlight for me. This was the case when FNB Namibia asked me to help them with their 2014 HR strategy.

Batho Pele Principles: Dead or Alive: part two

Only 5% of all municipalities across South Africa received clean audits. (Source: Auditor-General Terence Nombembe) In assessing the financial management of the country’s municipalities, Nombembe’s report addresses two crucial failures: a debilitating lack of leadership, and a lack of accountability. This is evident, for example, in the number of municipalities that could not even manage to get their financial records completed on time for auditing. But this sorry state of affairs is unfortunately not a recent phenomenon and raises the deeply troublesome question of why it has been allowed to continue for so long. Neither is it a surprise revelation that local government has persistently been vulnerable to exploitation and corruption. But how does one fix it?

Turnaround Strategy

It is easy to talk about these things, but do we have the muscle for it and where does one start? Will it help when all divisions work seamlessly with HRD? Will it work when we broaden the scope of skills development or address staffing norms and standards for capacity building and competence profiles? What if you have more efficient systems of complaints management?

My suggestion would be to start with the following:

Promoting Organisational Cohesion

 

Where do you start?

Will spelling out key performance indicators and performance agreements and skills development plans achieve the desired results? What if you do have poorly defined development objectives and performance indicators? 

How do you get a skilled and capable workforce to support a responsive, accountable, effective and efficient local government system? Where do you start?

Good question. It is easy to say you need to focus and do some capacity building and aligned training, but where do you start? Also, if you do these things, will the impact address the strategic needs and challenges?