Author: Jopie de Beer, CEO of JvR Africa Group
The world, as global village, is becoming progressively more diverse. Whether the movement of people has to do with emigrants fleeing their country of origin, or people who prefer to stay in a new environment - there is no doubt that societies and cultures are becoming more interwoven. Within a multicultural context, even outside their country of origin, people seem to find it comfortable and easier to socialise with those with whom they share values, history, language, habits, beliefs, and possibly even appearance. In exceedingly diverse societies, like South Africa, deep divisions between groups may allow for a variety of thinking habits to develop about each other. To achieve the united country, we have been striving for, we must be conscious of these thinking habits and actively work to avoid them. We all use thinking habits and biases to make decision-making easier. People very seldom have all the facts, nor can they comprehend all the facts, even if they wanted to. Herbert Simon called this our 'bounded rationality'. We like to think of ourselves as rational, but, everyone one of us must rely on a wide range of assumptions to cope with the overwhelming complexity of day to day decision-making. The problem comes in when our assumptions are wrong. We often feel so convinced of the truth as we see it, that we literally become blind to evidence that may prove us wrong. Regardless of our background, gender, race, or beliefs, as human beings our minds tend to work in similar ways. We tend to make similar kinds of systematic decision-making errors, and it is only through education and mindfulness that we can become aware of their effect on our thinking. Here are some common biases that impact the way we see the world:
If any of the above statements seemed familiar to you, you are a human being like the rest of us. We all find relationship building difficult, even in the best of times, and downright painful in the worst of times. Add in some diversity to the mix, and things get even harder. However, no matter the difficulties, human beings are natural relationship builders. With some basic knowledge of biases, we can overcome many of the obstacles to building strong, diverse relationships - a basic requirement of building our rainbow nation. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office situated in Johannesburg, the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world, and support a range of development opportunities and host events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group
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Author: Dr Jopie de Beer, CEO of JvR Africa Group For many, the title of manager or leader means that you earn a significant salary and have absolute control, while delegating the work to others. But, this is not a sustainable form of leadership, particularly not in the modern workplace. Leaders must be facilitators, people who can empower others, yet manage to maintain focus, discipline and respect. Successful leaders work harder and for longer hours than others in the company. They carry the ultimate responsibility for the success of the business. Real leadership is therefore not about the title, it is an incredibly important position of responsibility. Much of a leader’s responsibility comes down to how employees are managed. This is possibly the most crucial test for the quality of leadership in a company. Leader responsibilities in terms of managing people: 1. Acknowledge the impact your behaviour has on others in the workplace The behaviour of a leader serves as an example to others. If the leader procrastinates, is lazy, abusive, absent, arrogant, or corrupt, it will provide a model of behaviour that others will follow. The best leaders tend to show humility, productivity, fairness, respect and ethical behaviour, and they understand that they need to create a work environment where people can flourish. To be a good leader therefore requires so much more than technical skills. 2. Create an environment of care, fairness and respect Leaders who care about their people and who are as even-handed and fair as is humanly possible, more easily earn the respect of employees. Douglas McGregor’s Theory Y leaders believe that their employees are talented and have much to offer the workplace. These leaders create a much more positive work environment. Such a positive environment has a direct impact on productivity, creativity, and even interpersonal relationships. 3. Create an environment where people can learn This can be formalised learning such as internships, or being sponsored for training courses or qualifications. Valuable learning could however also result from practical and onsite learning, or articles made available on a company intranet, to mention just a few. In many workplaces there are ample opportunities to learn, particularly when employees use some of their own initiative to learn about the job, the company, the industry or projects. Good leaders are often good at storytelling and teaching. They play the role of coach, sometimes connecting their employees with others who can best teach desired skills. 4. Create an environment where people can innovate Innovation does not only refer to technological or disruptive innovation. Smaller innovations can also have immense value to the organisation. By creating an environment where employees can suggest changes and innovations to existing ways of doing work, can be of immense value. For employees to do so, they must feel confident that they will be “heard”. Their ideas need not always be accepted, but it at least needs to be acknowledged, respected, and considered. You know you’re doing a good job as leader when your employees feel safe enough to share new, untested ideas, even if there might be a risk of failure or rejection. 5. Create an environment of integrity and trust Trust cannot be demanded - it must be earned! Trust takes a long time to be established and it can be broken in a single irresponsible, angry or impulsive moment. Leaders cannot be successful if employees do not trust him/her. It takes consistent trustworthy decisions and actions from a leader to be trusted by employees. For people to trust the leader he/she must be honest, “keep their promises” and “do the right thing”. Once the leader is branded as unreliable, it becomes nearly impossible for a leader to earn trust from employees again. 6. Create an environment where consequences and discipline can be accepted The workplace is not always a positive and happy environment. Contracts may be lost; the economy may make doing business very difficult; or there may be corruption or sabotage. It is the responsibility of the leader to implement corrective actions when something in the business goes wrong.. Good leaders are able to fairly deal with consequences, hold others accountable, and through it all remain positive about the future. A leader is the person that must keep “everything together” whether it is the people, the product, the client needs, the need for governance, and of course the finances. The character of the leader and the quality of the decision he/she makes, creates the atmosphere within which people work. Leaders therefore have complex responsibilities, and how they conduct themselves has a big influence on the nature of the workplace. It is a big job! Are you still sure that you want that promotion? ENDS ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office situated in Johannesburg, the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world, and support a range of development opportunities and host events around. Many employees dream of being promoted to the corner office and being a key part of the organisation’s success. In fact, few will decline an opportunity to journey there. Seasoned leaders can however attest to the reality that managing people is often the hardest part of their role and that there seems to be an abundance of examples of new leaders who are unable to reach the goals they set for themselves and their teams.
More than a third of SA citizens are millennials. Add to this the perspectives from a recent study about millennials in South Africa: almost 50% of the participants indicated that mentoring others is the most attractive aspect of leadership, and nearly 60% seek traditional management-track corporate careers (Universum South Africa). This means that young people are taking up leadership positions at an accelerated rate. However, as a Harvard Business Review article points out, between 20% and 40% of new leaders fail in their new roles. Dr Renate Scherrer, Managing Director of JvR Consulting, says the two main reasons for failure on the individual leader’s side is the lack of certain requisite skills and the presence of certain “undesirable” characteristics. “However, one will not only look to the individual for reasons, since a leader never fails in isolation. One also needs to consider the contribution the organisation made and the support it offered or did not offer.” Matching company requirements and individual aspirations It seems like organisations are often very good at appointing exactly the type of leaders they vow to avoid, those individuals who end up being the company’s Achilles heel. Future-fit organisations are also less hierarchical and offer fewer traditional career paths where the assumed way to self-actualisation and growth is to climb the corporate ladder. It is therefore becoming even more critical to appoint the right people into leadership. In order to do this, organisations need to map the basic requirements of the organisation. They need to be clear about the core components of their people strategy, what skills are needed to meet the organisational objectives, and align people decisions to this. Further to this, organisations have to measure current and future talent against these criteria and drill deeper than surface characteristics such as charisma, social skill and self-confidence to determine leadership suitability. Lastly, organisations need to then mobilise identified individuals to make strategic career decisions aligned to their own core values and strengths, and in line with the organisational intent. Promote to fail Scherrer says in many instances there is not enough time spent on the preparation phase of the new leader. They are simply put into the role and expected to know what to do. “Companies are not mindful enough to ensure that people, especially given the number of millennials in the workforce, are equipped for the roles they are chosen for.” Many people are still being promoted because they have a specialised skill and can deliver on key requirements. However, being promoted into a leadership position changes the rules of the game, especially with modern day requirements of needing to lead, connect and enable virtual teams to perform under increased pressure and stress. It then becomes the classic reality of “what got you here, will not get you there”, and critically important to also “manage” those undesirable dark side characteristics that may negatively impact leadership effectiveness. These characteristics typically manifest during times of stress and uncertainty. Accelerated and continuous development Once there is an awareness of certain shortcomings, development becomes a key requirement. Struggling and new leaders must be equipped with a personalised development plan – i.e. some people may benefit from coaching or mentoring, others from job rotation or formal coursesClear and structured development plans to which people are held accountable is a key requirement in this process. “Progress against the plan has to be carefully measured. There has to be a baseline and frequent and continuous assessment of progress, as well as brutally honest feedback.” By doing nothing to support new leaders, the company is doing something. It is setting them up for failure. It will cost them dearly. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group South Africa will be celebrating its annual Youth Day on Saturday, with the theme for June: “Live the Legacy: Towards a socio-economically empowered youth.”
Millions of South African youths have however, very little to celebrate. According to Statistics South Africa (Stats SA) approximately 3.3million of the 10.3million young people aged between 14-24 years were not in employment, education or training in the first quarter of 2018. This implies that close to one in three young South Africans in this age group were disengaged with the labour market. More than 10% of the graduates aged between 25–34 years could not find a job, despite their education. The burden of unemployment is also concentrated amongst the youth as they account for 63,5% of the total number of unemployed persons. Lack of employability skills Dr Karina de Bruin, JvR Academy Managing Director, says these results are a “sad reality”, despite efforts over the years to improve the plight of South Africa’s future generations. “The education system focuses on subject and functional competencies. And that should indeed be the case,” she says. “One should be able to read, write, calculate, understand history, geography and science. All these subjects contribute to potential career and personal development.” However, a crucial element of career and personal development is employability and the skills that makes one employable. The employability skills listed by employers include: problem solving, initiative and self-motivation, coping with pressure, team work, ability to learn and adapt, valuing diversity and negotiating skills. “The education system is lacking when it comes to this aspect of employability. We should also not forget that the individual is as important in determining employability.” Responsibility for one’s own development De Bruin refers to a Malaysian study which demonstrates that “self-concept, participation in career development activities, and industrial training” play the biggest role in terms of the acquisition of employability skills. The first two elements are solely related to the individual. She says another aspect that should be added is self-directedness: taking responsibility for one's own development. Young people need to look for opportunities to develop their workplace and functional skills, but also to obtain behavioural competencies that will contribute to finding and keeping a job. “Employability skills are often overlooked when attempts are made to make the youth economically active.” Many people have become involved in youth initiatives, simply because it seems to be the right thing to do. There is a lot of talking, just to advance their own careers. “If we look at the huge numbers of young people who go untouched by many of the youth bodies, it is indeed unsettling,” De Bruin remarks. Small steps for future change “My philosophy in terms of people development has always been that you only need to touch one or two people... They go back to their communities and make a difference in the lives of those around them as well.” De Bruin believes simple and small changes is achievable to have meaningful long-term effects. One step is to infuse the education curriculum with employability skills development, another is to enhance communication channels between important role players so that everybody starts putting words into action. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With it’s head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group Authored by: Dr. Karina de Bruin Managing Director: JvR Academy | Counselling Psychologist
The workplace today mirrors the world we live in – a place that has become increasingly volatile, uncertain, complex and ambiguous (VUCA). Surviving in this VUCA world means business “unusual”. People need to adapt and learn faster to accommodate change. They must be self-directed and learning agile to survive. Self-directed learning Self-directed learners take responsibility for their own learning, with or without the help of others. They identify their own learning needs, they set their own goals, and they can assess their own learning efforts. Some people have certain characteristics which makes it “easier” for them to be self-directed. They are often more resilient, focused, original, creative and organised. This openness to learning cultivates learning agility. Self-directed learners have the make-up to absorb information from their experiences, take time to reflect on it and then apply what they have learnt in a changed or unfamiliar environment. Learning agility The new world requires of people to be learning agile. Many jobs change dramatically over a relatively short time period. Workers need to constantly update their existing skills and knowledge and acquire new skills and knowledge to ensure career success. The time lapse between knowledge acquisition and obsolescence is increasingly becoming smaller, therefore new ways of learning besides formal training must be explored. The environment (workplace) must be conducive to develop a willingness to learn and offer learning opportunities that are relevant and appealing to learners. Traditional learning is associated with the “teacher classroom concept” where the teacher or trainer transfers knowledge to the learner. However, organisations can no longer completely depend on traditional training and development. The promotion of self-directed learning may well be the best approach to keep learning aligned with a rapidly changing environment. Alternative ways of learning are encapsulated in concepts such as “blended”; “just in time”; “on demand”; “drip-feeding” or “dip-stick” learning. The self-directed learner can identify a specific need that will help him or her overcome obstacles in the workplace. They can “dip into” learning that will propel them forward. The learning is generally “short and sharp” and must be meaningful to the individual him- or herself. People who realise they keep falling behind, or struggle to complete certain tasks must be made aware of their own learning agility and the fact that they can improve it. Companies with a self-directed learning culture generally have more learning agile workers. These organisations do not fall apart in the face of changes and challenges. They invest in their employees to become more self-directed and to acquire learning agility. Self-directed and agile learning is not reserved for certain individuals in the organisation. It should be everyone’s responsibility. Being learning agile does not mean you have to be the Einstein of the company. Many big wins come from small changes. Measuring self-directedness and learning agility Organisations should identify the levels of self-directed learning and learning agility in its workforce. There are various formal measures available. These assessments are often available online but can be quite costly. There are more informal assessments such the 360-degree feedback process where you test your agility in terms of how your colleagues and peers perceive you. Some of the questions you could ask to determine your level of self-directedness and learning agility include: 1. Are you flexible enough to act on rapid change? 2. How motivated are you to learn something new – or do you need someone to tell what you need to learn and how to learn it? 3. Do you ever challenge the status quo to improve systems or processes? 4. Do you only use what is at your disposal to achieve things, or are you looking for innovative ways to solve problems? 5. Do you learn from previous failures, or do you persist with the same way hoping it will achieve your desired results? 6. Are you open to feedback and other ideas people present to you? Once you have assessed the feedback, you will be in a better position to develop a self-directed learning plan which should improve your learning agility. Learning is never wasted; however, it should preferably be relevant to the change the learner experiences in the organisation to adjust effectively to it. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group Authored by: Dr Jopie de Beer, CEO of JvR Africa Group
People are hardwired as both rational and emotional beings. People’s ability to acknowledge their emotions, and work to understand and manage their emotions constructively and appropriately (referred to as emotional intelligence), has much to do with their success in life. This principle applies to both individuals and groups. Emotions are highly contagious and easily affect others. This is particularly true if the emotions are intense and have been experienced over a longer period of time. It could take quite some time before rationality, reason, and “cool heads” return. Research done by Bloomberg in 2017 refers to South Africa as “one of the most miserable countries in the world”. This is owing to high unemployment rates, slow economic growth, high interest rates, poor service delivery, and high consumer prices, amongst other things. The sense of being miserable coincides with a time of political electioneering in the country, which could form part of a “perfect storm”, given how emotionally laden politics is. The emotional messages are intensified by the tone of voice, dress code, non-verbal gestures, innuendo, and language used by political leaders in speeches. Opposition parties are often referred to in derogatory terms and even as the enemy, to elicit emotions of distrust amongst potential voters. By establishing “an enemy”, the leader elicits the powerful emotions of fear, anger, distrust, and paranoia amongst potential voters, and when such emotions are heightened enough, they could override all rationality. This kind of leadership has the potential to lead followers into chaos, as enough fear and anger can motivate people to act emotionally and irrationally. Cambridge Analytica and Bell Pottinger are recent examples where personal and emotionally laden information was used to influence voter behavior. Understanding which personal and emotional “triggers” can push a potential voter to choose one or the other political candidate provides a powerful way to influence the outcome of an election. However, those in political leadership who rely primarily on stirring emotions to provide them with power may be exposed when rationality returns. In contrast, leaders who can provide voters with calmness and reason whilst acknowledging emotions, which is much more sustainable in the longer term, have a greater chance of running the country successfully. Emotional intelligence The principles of emotional intelligence require leaders and voters to acknowledge their emotions but allow for rationality at the same time. This means that they need to recognise their own emotions and the impact that others’ emotions could have on them, while objectively analyzing information and checking the accuracy of the facts. This would allow leaders to consider the impact and consequences of a highly charged political message, and voters to distill the message and react accordingly. However, a leadership approach anchored in rationality, calmness, and hope may not seem as charismatic as an approach based on hate, fear, and anger. In fact, those leaders who rely on the principles of emotional calmness, hope, optimism, trust, and reasonableness may have somewhat of an uphill battle in getting their message heard when competing against leaders using emotions as a tool. The choice Political leaders have a choice as to whether they use the power of emotions constructively or destructively. Voters also have the choice to be emotionally hijacked, or to evaluate the political messages from both an emotional and objective perspective, to determine whether the information they are provided with is accurate and true. Selfish and corrupt leaders drive personal agendas and use their ability to emotionally manipulate to gain and retain power. On the other hand, ethical and emotionally intelligent political leaders understand and manage their own emotions and respect the emotions, feelings, and needs of others. Their empathy can inform how to best seek solutions for complex and difficult problems to ensure the sustainability and survival of their people. In South Africa, the very difficult circumstances of the past in combination with current socio-economic hardships have led to a society where anger, despair, and despondency often flares up. The intensity of these emotions has, in some cases, led to destruction of property and loss of life. The South African society is intensely emotional and will probably remain so at least till after the next (2019) elections. The question is how these emotions will be used by those in positions of leadership to retain emotional political power, to gain and retain voters, and what the consequences of emotion without rationality are for the future and the reputation of the country. To build a South Africa that is not the second most miserable country on earth, we should all expect our leaders to act with integrity and with emotional intelligence. Our success as a country and as a rainbow nation depends on it. END MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With it’s head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Grou Author: Jacob de Coning, Senior Consultant at JvR Safety
What is the first thing that comes to mind when you think of safety in the workplace? If you work in an industrial environment you probably thought of signs, rules and paperwork…lots of paperwork. In the service sector, you may have thought of the dangers of incorrect posture, staring at a screen for too many hours or sitting at your desk. Sitting is the new smoking you know. Regardless of the industry, this is not a topic that typically gets people excited. Considering the recent listeriosis outbreak in South Africa, workplace safety is a topic that can become very important, very quickly. Admittedly, many companies do take safety seriously and this focus has indeed paid off. From mining to manufacturing, fatalities have mostly been dropping since 1994(1). However, many companies lament the fact that they are seeing a diminishing return from their safety efforts. This leaves us with a fundamental question. If companies are investing so heavily in this area, why are incidents still happening? This is a surely a question worth answering and most of us can agree that companies should be able to pursue their goal without harming people. Yet the curious case remains that people are often disengaged and, quite frankly, annoyed with the topic… Somewhere, through all the efforts to improve safety, we have forgotten about the very thing we are trying to protect…the person. We attempt to engineer and regulate every possible interaction a person may have with risks in their environment. While important, this approach has had an unintended consequence in that people have become so used to risks they are lulled into a false sense of security. Reducing the need to think Through our over-emphasis on engineering and regulatory approaches to safety, we have reduced the need for a person to think about what they are doing. More frightening still, some companies seem to prefer it this way. We have heard from employees across different industries, that they are not involved in planning their work or making work-related decisions. As some employees may put it, “We get paid to work, not to think”. However, once an incident happens you are almost guaranteed to hear the ubiquitous “Why didn’t you think?!!” response. Possibly… because that is exactly what we are training people to do. It makes sense to control and remove risks where possible - hence the critical role of safety engineering. It also makes sense to learn from best practice and entrench these as guidelines that different companies can follow. On top of this, it REALLY makes sense not to disregard a tool, that has been refined over several million years to efficiently handle input, adjust to its surroundings and which conveniently has a self-preservation drive built right in. Hint: It’s the brain… It is quite ironic that at the time when we are placing ever more sensors and learning algorithms into machines to better enable them to deal with their environments, we are suppressing those same qualities in human beings. Granted, humans are not always the easiest things to work with, but the same goes for microwaves and we have learnt to work effectively with them. Here are a few simple ways to promote safe behaviour among your team: 1. Allow people to think and make decisions. We have found that employees understand that they cannot be involved in every minute part of the business, however, they do want to have an input into the work they are doing. This notion is backed up by research supporting the idea that employees are more engaged when they have a sense of autonomy and agency, which contributes to a sense of ownership(2)(3). 2. Involve individuals in planning their tasks. Individuals like to know that what they are doing contributes to a larger whole. Involving a team in planning their work greatly improves the odds of them being committed to the goal(4). On a practical note, proper planning can assist workers to complete their tasks in a more efficient manner 3. Use questions more than “telling”. Most safety conversations involve telling adults how to do their work, or what not to do. Moving from a “telling” mindset to using questions not only involves the person more, but ties into the structure of their brain to keep their attention. Through using questions employees are immediately more engaged and it improves the chances of them thinking through their tasks, rather than just listening passively. People want to do great work, to perform well on difficult challenges(5). Perhaps it is time to involve them in one of the most difficult challenges faced by the industrial world. Reaching our goals, continuing the march of progress. Without losing people along the way. References: 1. Mckay, D. SA mining laments rise in number of employee fatalities in 2017. Miningmx.com. [Online] 2017. 2. Freaks, D. Motivating Employees Has Everything To Do With Giving Them Feelings Of Ownership. Forbes.com. [Online] 2014. 3. Schawbel, D. How Companies Can Benefit From Inclusion. Forbes.com. [Online] 2012. 4. Newport, C. Professor. How to love your Job. s.l. : Tiny Leaps, 1 March 2018. 5. Whitehurst, J. Decisions Are More Effective when More People Are Involved from the Start. Harvard Business Review. [Online] 2016. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With it’s head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group The recent behaviour of leaders in the private and public sectors greatly harmed the already unsteady foundation of trust that South African citizens have in those who claim to have their best interests at heart. Suddenly it is not only government that can be blamed for the state of affairs.
In fact, several corporate entities have also gained first-hand experience of the devastating impact of what Warren Buffet positioned as: "It takes 20 years to build a reputation and five minutes to ruin it.". South Africans feel betrayed, deceived and manipulated like never before by those walking in front. When one analyses this more closely, it is clear that some of these leaders displayed narcissistic characteristics by being self-promoting, having a sense of entitlement and not owning up to and taking responsibility for their role in authorising poor or unethical decisions. The Tarzan leaders Renate Scherrer‚ MD of JvR Consulting Psychologists, says many narcissists are charming and seem visionary, but they also have a false sense of importance and are self-serving and entitled. It does not take long before the trust people have in a leader, who is overly preoccupied with him- or herself and their own interests, disappears. “They never own up to mistakes, never apologise, are quick to blame others and to praise themselves. In fact, such a person does not shy away from taking the credit even though it is not due.” When things are running smoothly their language is lavishly sprinkled with “Me” and “I”, but when problems arise the conversation becomes a finger-pointing exercise of “You” and “Them”. This Tarzan-like behaviour (declaring himself the king of the jungle) is however often a mask or persona to compensate for a deep sense of insecurity. The Humble leaders Scherrer says mature leaders have a large dose of humility. They do not put themselves above what needs to be done. President Cyril Ramaphosa eloquently demonstrated some of this when he referred to the words of the Hugh Masekela song, Thuma Mina (Send Me). “A humble leader takes responsibility for his actions, admits when he has made a mistake, and does not only focus on his own interests,” says Scherrer. In fact, a humble leader looks to himself first when trying to understand when things go wrong, but reflects on the actions of others when credit is due. Humble leaders do not abuse authority and are willing to serve others first. Their language has phrases such as “We” and “Us” and they insist on honest and direct conversations with clear commitments to a shared vision. Former president Nelson Mandela remains an impeccable example of a humble leader. He is quoted as saying that “there is nothing to popularize a person. Only humility, which is the ability to remain in the background and to put others in the front light”. The Complex leaders South Africa requires “complex” leaders who are Competent; innOvative; Mature; emPathetic; ethicaL; connEcted and fleXible. True complex leaders have an acute awareness of their limitations and do not try to disguise it for the benefit of the audience. They realise that ignoring their own weaknesses will lead to inevitable failure. In the VUCA-world we live in, the complex leader will ensure organisations and state entities answer volatility with vision; uncertainty with understanding; complexity with clarity; and ambiguity with agility. Getting it right According to Scherrer it is difficult to rebuild trust in an organisation or state entity if the leader displays narcissistic tendencies. Trust is based on integrity and strengthened when leaders admit and take ownership of mistakes, something narcissists do not even contemplate doing. Therefore, it is necessary to get it right from the start. “When appointing people, make sure the charisma is not narcissism in disguise. It is essential to implement a scientific selection process and validate references,” says Scherrer. Listen for clues in the examples used in interviews, and to what extent organisational achievements and success are attributed to the self. She adds that when people are promoted from within the ranks it is critical to continuously evaluate performance in an objective manner and not fall into the trap of ignoring the “red flags” that are inevitably already visible, even if perhaps well managed. Having more power will expose true character, so if someone is already entitled, self-centred and arrogant when they are supposed to follow, don’t be fooled to think it will become less when they lead. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With it’s head office is situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group Author: Dr Karina de Bruin, Managing Director, JvR Academy, a division of the JvR Africa Group
It is a well-known fact to anyone in South Africa that the country is suffering from an extremely high unemployment rate. Compared to adults, the unemployment rate among the youth, irrespective of educational level, is significantly higher. Close to 30% of young persons (15-24 years) appear not to be in employment, education or training. When the age margins for the youth population are expanded to early thirties, the unemployment rate reaches levels of almost 56%. Many youngsters do not find a job because of the mismatch between their education or training and labour market needs and requirements. Adding to this bleak picture, more and more reports and articles predicting how technology is going to replace jobs, or rather replacing the people holding those jobs, are being published by credible sources. These figures are not particularly encouraging for those who are experiencing unemployment. They also don’t paint a positive picture for learners who are preparing for their final school exams prior to entering higher education institutions or the work place. There is hope Fortunately, the published forecasts do not only predict gloom. Sometimes reading between the lines, there is a lot of hope for the future of human work. A recent article in the Harvard Business Review highlights several human characteristics that would be extremely relevant in the future world of work. These include imagination, creativity, and strategy. Along the same lines, a recent Deloitte report mentions that the capacity for creativity and problem-solving will set one employee apart from another in future work settings. Work activities that involve these abilities are not that easy to automate and therefore the involvement of people (rather than robots) is almost guaranteed. Furthermore, a basic internet search of non-technical workplace skills and analyses of job advertisements have confirmed the importance of these and many other skills. These include among others teamwork, communication, self-management, planning and organising, initiative, critical thinking, and adaptability. These skills are often commonly referred to as 21st century skills or employability skills. Employability skills are those skills that are necessary for finding, keeping, and being successful in a job. In times of high unemployment and work environments marked by technological take over, employers have a larger pool of applicants to choose from and will favour those with well-rounded employability skills. Although these skills can be developed, some of these come naturally to many individuals, in which instance they can be regarded as strengths. And seeing that they are extremely relevant in the workplace, we can even call them workplace strengths. Strengths can be defined as underlying qualities that give us energy, help us grow and lead to high levels of performance. For example, if someone has a strength in terms of strategic mindedness, it is likely that he or she will be energised by focusing on the future and taking a strategic perspective on issues and challenges that he or she is confronted with. Such a person may play a valuable role in any organisation – especially in the current volatile world of work, where organisations often need to be flexible to adjust their strategy to cope effectively with the challenges. Identifying strengths To differentiate yourself from the thousands of applicants out there in the same position as you, you need to understand what it is that makes you stand out. One way of doing this is to identify and reflect on “defining moments” in all the areas of your life – this could include school, part-time jobs, volunteer work, and previous full-time employment. Identify times when you felt energised and performed at your best – remember that we are getting energised by our strengths! Ask yourself questions such as: “what did I learn about myself and my strengths from these situations? What type of work really energises me?” Discussions with friends and colleagues, who shared these environments with you provide a good platform for identifying these underlying strengths. This strengths-based approach turns individual development upside down. Instead of focusing on weaknesses that need to be overcome, it focuses on natural talents and on finding ways to complement them with further use and development. However, this approach should not provide any excuse for not being aware of and developing other important qualities and skills. For example, if teamwork does not come naturally to you, it might be good to challenge yourself to go beyond what you regard as your natural talents. It is therefore of the greatest importance to identify opportunities where your newly acquired skills, as well as your natural employability talents can be developed to enhance your chances of getting the job you really want. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consists of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With its head office situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world, support a range of development opportunities and host events around People Development in Africa, a cause they feel is extremely important for the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group Technological innovation has triggered a new trend internationally – the need for large companies to become more “entrepreneurial”.
Dr Gorkan Ahmetoglu, co-founder of Meta Profiling and lecturer in business psychology at the University College of London, says although many companies talk about “incorporating new technologies”, they are in fact doing nothing at all. The reason is that people are not sure what to do or they are too comfortable. However, there will be an incremental move towards innovation and creating entrepreneurial ecosystems. “Companies no longer have an option. It is now the stick rather than the carrot,” he said at a breakfast hosted by JvR Africa Group in Johannesburg. Many companies are “almost panicking” about all the new technology needed to remain relevant and competitive. He refers to data which indicate that 50 years ago the average lifespan of a company in the S&P 500 Index was 60 years. Today it is 12 years. “In 10 years’ time most of the companies listed on the Index will be companies we have never heard of,” says Ahmetoglu. Disruptive technology Innovation has changed the way we do things. It has changed business models. The world now talks about the gig economy, the on-demand economy and the sharing economy. In the gig economy organizations often contract with independent workers on shorter term contracts. The on demand economy is enabled by the rating economy – everyone is rated like products – Uber drivers rate you and you rate them. We will have on-demand managers, lawyers and even doctors and they will be chosen because of their ratings – mainly by total strangers. In the US there is the concept of rating your professors on overall quality, helpfulness, clarity and “hotness”. The internet has made it easier for people who have usable assets such as cars (Uber) and property (Airbnb) and those who want to use it, to find each other. This economy is also referred to as collaborative consumption and collaborative economy. Entrepreneurial talent Ahmetoglu says for a company to become entrepreneurial it needs to identify the entrepreneurial talent within the organisation. Meta Profiling has done more than 100 empirical studies to identify the key characteristics of entrepreneurial talent. It includes:
Ahmetoglu says bureaucratic cultures in an organisation lead to the disengagement or loss of entrepreneurial individuals. Entrepreneurial ecosystem He warns against the “over romanticising” of entrepreneurship. He says when there is growth in the number of “start-ups” in a country, it is a sure sign there is something wrong with the economy. The key is to optimise entrepreneurship and innovation within companies. Leadership needs to promote an innovative culture, there has to be mechanisms to test ideas, decision-making cannot take forever, managers must be able to implement innovative ideas, and all good ideas must be rewarded, not only the ones that made the money, but also the ones that did not. Optimise entrepreneurship Ahmetoglu says the “rule of thumb” is to have people who will come up with good ideas. Their ability to use information to connect the dots will assist with predicting consumer demands. No matter how innovative people are, they still need the tools and encouragement to implement the ideas. “Innovation is also relative and contextual to a particular company – it is not general and absolute. The main factor is to analyse your competitors and recognise what it is, that you have to be a little better at.” Invaluable benefits Dr Jopie de Beer, CEO of the JvR Africa Group, says many large corporates employ entrepreneurial talent. The trick is to identify and nurture them. Having a mix of entrepreneurial talent in the organisation can provide invaluable benefits with regards to staying abreast with technological and other innovations. ENDS MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, idele@thatpoint.co.za, www.atthatpoint.co.za ABOUT JvR Africa Group: JvR Africa Group of companies consist of JvR Psychometrics, JvR Consulting Psychologists, JvR Academy, and JvR Safety. With it’s head office situated in Johannesburg; the group conducts business nationally and across Sub-Saharan Africa. They work with test developers, consultants and academic institutions all over the world and supports a range of development opportunities and hosts events around People Development in Africa, a cause they feel is extremely important to the future of our continent. For more information on JvR Africa Group please visit: Website: https://jvrafricagroup.co.za/ LinkedIn: JvR Africa Group Facebook: The JvR Africa Group - People Development in Africa Twitter: JvR Africa Group YouTube: The JvR Africa Group |
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