IT'S TIME TO HONOUR THE PAs IN ORGANISATIONS

This is yesterday's post!

Wow! They sure do have a list of requirements don't they and then we wonder why they become the 'dragon gatekeepers'!

It's always a good idea to keep them happy. When I still worked in the Corporate world, I used to bring the PA chocs and flowers on a regular basis and usually for no apparent reason at all - I remembered birthdays and special dates and was aptly rewarded by getting an appointment with any of the Directors whenever I wanted one. The rest of the Senior Management team could never figure it out and I never shared my secret!

It worked all the time!

It's time to honour the PAs in organisations
Workplace staff

06 September 2007 at 06h00

Today is Secretaries' Day and the time has come to stop paying lip service to the fact that the role of the executive personal assistant (PA) has evolved. We need to acknowledge through recognition and reward that the PA is an essential functional part of the organisation, and fulfils a critical role in the success and profitability of a company. With this in mind, the six finalists for the PA of the Year award have been named: They are: Wilna Oosthuizen, PA to Maria Ramos of Transnet; Nana Keagile, assistant to John Rees of the Development Bank; Nicolette Jasper, assistant to Gidani's CEO Dr Bongani Khumalo; Tanya de Ponte, PA to Angus Westley of Adcock Ingram Healthcare; Li-Ann Martin, PA to Daniel Mminele at the Reserve bank, and Carol Fourie, PA to John Field, CEO of Fedbond.

Let's see what recruitment ads say in terms of main roles and responsibilities required of a PA for a top executive:They must be able to:

ensure smooth and efficient running of the office, including oversight of the IT network, health and safety, company databases, compliance, personnel records, contracts.

support two directors in the day-to-day company operations

manage the office and new business administration teams

carry out research on wide ranging topics

write a variety of documents, including tenders, articles, case studies, press releases, etc

assist the website team with content updates

carry out any other tasks or duties that the person may reasonably be asked to do from time to time

And in terms of knowledge and experience:
Excellent key skills in communication (spoken and written)

Super-advanced working knowledge of Microsoft-based applications, including Word, Excel, PowerPoint and Outlook

Ability to prioritise workload
A minimum of five years experience in a similar role

The search for the PA of the Year, an award organised by Dictum Publishers and the Institute for Certified Administrative Professionals (Icap), creates an opportunity to showcase stellar performers and act as a mirror of the current status of the profession. Says Judy van der Merwe of Icap: "With this award, we want to, on the one hand, discover what is really happening in terms of the growth of the profession and on the other hand, enhance its status and stature. "We believe we have some of the best PAs in the world, and we need to bring them to the fore."

But how do PAs achieve the image of success. Let's pose the question to newly announced finalists. Says Oosthuizen, Ramos's PA: "PAs must work in a fast-paced environment and therefore have to be highly organised, resourceful and multi-task." Keagile believes top PAs don't do ordinary things ordinarily. "We need to be more creative. A good PA is not born but created. Knowing protocol is important - we deal with ministers, VIPs and people of different cultures".

On the skill of business acumen, says Jasper, a top PA understands the environment she works in and she understands the industry. "Furthermore, a successful PA not only delivers on her key performance areas, but also goes the extra mile." De Ponte also believes that a PA is an ambassador. "Whatever we do reflects positively or negatively on the corporate and social image of one's boss and of the organisation."Martin says one of the things that distinguishes a good PA from a top PA is the ability to anticipate what the boss needs before they may even know it themselves. "We need to be a step ahead." Fourie adds that its a plus to be a natural and wise leader. "A PA working in the executive office needs to appreciate the importance of tact, diplomacy and flexibility." SA's PA of the Year Award will be presented at the Balalaika Hotel in Sandton on September 21 following the PA Summit.

For more information contact Dictum Publishers on 011-616-1401 or e-mail thandi@dictum.co.za

DON'T BE PUT OFF BY WORKPLACE TOKENISM

On a personal level, I have no time for people and/or companies that resort to this - may take on it is if you're going to do it, then do it properly and for the right reasons.

Trying to 'cheat' the system, may be great in the short term, but believe me, in the long term it will do more harm to your business than anything else.

Stop and think about what you are doing to your name, your reputation and your credibility before you act in haste and repent at leisure.

Don't be put off by workplace tokenism
Staff Reporter

08 March 2007 at 11h00

In the past, tokenism in business was often associated with resistant corporates who wished to be seen as publicly compliant on "all matters BEE" when, in fact, they were simply manipulating the system by appointing EE (employment equity) candidates to senior positions while giving them little actual responsibility. Nowadays, many companies who were initially hesitant are genuinely embracing transformation and tokenism is becoming increasingly rare. However, tokenism does still creep in from time to time, according to Madge Gibson, a senior associate at Jack Hammer Executive Headhunters. "The mere whiff of an appointment being associated with tokenism is enough to put off most senior EE candidates," she said.

"We are encountering this scepticism on a regular basis, where diversity candidates want to be appointed for their expertise - not the colour of their skin - and often inquire as to whether the role is open to all or discriminatory in favour of race". Companies who are known to be "slow to change" and who are seen to be guilty of "window dressing" are also actively avoided, no matter how attractive the package, as EE candidates recognise a move to these companies could be career-limiting, Gibson reveals. "The good news is that the majority of our clients still invest huge effort in the sourcing of quality diversity executives.

In some areas, however, this is changing faster than people realise. We are increasingly seeing companies embrace organic growth, succession planning and empowerment of their workforce through internal and external skills enhancement. "Those EE candidates who are open to tokenism tend to job-hop every one or two years as they become dissatisfied with the lack of challenge or are constantly chasing a bigger pay-cheque. This was a short-term gain for long-term disaster, as professional headhunters and executive search firms will recognise the traits and avoid these candidates, as they don't provide the sustainability and long-term solutions their clients seek," she said.

This is the post for 27 Deember

Following the rules is not always easy, however having said that, if you don't - you will pay the penalty. If you're not sure about what you are doing, please contact a reputable Labour Attorney!

Keeping suspensions fair and in line with law
14 September 2007 at 11h00

In general, suspensions are customarily used during pre-disciplinary investigations and pending the outcome of a disciplinary hearing. They are a daily occurrence in the employment relationship and are regulated contractually, by means of the disciplinary procedures laid down, via the company's very detailed suspension policies, or by practice.Suspensions, per se, can become quite problematic. The great number of CCMA arbitration and Labour Court cases dealing with this issue bears testimony to this.

One also has to have due consideration for the number of different issues that have to be considered when delaying suspensions. These issues include, for example, the need for and the duration of the suspension period, the prejudice suffered, as well as demands for disclosure of information, constructive dismissal claims lodged due to resignation during lengthy suspensions, and so on.

In a hearing that I chaired recently, the accused employee insisted that a specific attorney represent him. This particular hearing was scheduled to last five days. The attorney could only accommodate the five days over a three-month period. This was obviously an unacceptable situation and I gave the accused various options in order for the hearing to proceed more speedily, including a four-day postponement in order to secure another legal representative. I also offered the accused the option to hold the hearing over the three-month period, with his original attorney, representing him, on the condition that he accepts this period of suspension as being unpaid. The employee declined this offer and the hearing proceeded as originally scheduled with the accused and without him being represented by his attorney.

Deviating from the customary principle of changing a suspension with pay to one with no pay was considered in the matter of Msipho and Plasma Cut (2005) 26 ILJ 2276 (BCA). It was determined that the employer's failure to pay an employee during a period of postponing the hearing was not an unfair labour practice, obviously depending on the prevailing circumstances. In this matter, the accused employee, a shop steward, was suspended on full pay pending a disciplinary hearing.

As a shop steward he was entitled to be represented by a union official who was not present on the day of the hearing. The accused requested a postponement in order to enable him to secure the attendance of the union official. This postponement lasted six weeks. The employer refused to remunerate the employee for this six-week period and the employee alleged same to be an unfair labour practice. In his ruling the arbitrator viewed the matter as follows:

That a normal suspension pending the outcome of a hearing was originally instigated by the employer who, therefore, remained liable to pay the employee during the suspension period.
That, in this case, the employee was well aware of the original date of the hearing and that it was his responsibility to secure the attendance of a union representative on that day.
That it was unfair to prejudice the employer for the employee's failure to discharge his responsibility.

As such, the arbitrator determined that it might be unfair to expect an employer to be liable for remuneration where a postponement is at the insistence of an employee, "otherwise, employees would find reason to delay disciplinary proceedings, as this would always be at the employer's cost".

In the more recent case of SAEWA obo Members (2007) 2 BALR 106 (MEIBC) the applicant argued that the company, having changed the suspension conditions to an unpaid basis, without consulting, committed an unfair labour practice. In this matter, the union official, representing the accused employee, was unavailable due to prior commitments. The arbitrator ruled that, as the suspension was extended at the request of the employee, it would be unfair to expect the employer to pay for such additional period of suspension.Employers are however cautioned not to insist on non-payment for all the adjournments/postponements requested by an accused employee as, in order to ensure procedural fairness, many such requests could be reasonable.

Pierre Marais is managing director of the Labour Law Group. Contact him on 011-679-5944. Back copies of articles can be obtained from Natasha at 011-679-5944.

LEARN TO HARNESS THE MAGIC OF TEAMWORK

This is the post of the 26th December

My only comment today is that, at some point in our lives, we have to work with others - this makes for team work. The saying goes something like, "No man is an island" and how better to learn than to work together. Sharing tasks, dreams, responsibilities and realities.

Learn to harness the magic of teamwork
Staff Reporter

02 May 2007 at 11h00

Optimising team performance and developing team leaders through the use of movement, music and storytelling is the focus of a new course launched at the UCT Graduate School of Business (GSB). The programme, a first of its kind, was developed by the Executive Education unit at UCT and is aimed at harnessing creative expression as a means to develop dynamic team performance. The course was developed in response to research that indicated teams and team leaders did not realise the important role they can play in an organisation.

According to research, teams have the potential to deliver better performance than individuals.Elaine Rumboll, director of the unit, said the course, Creative Tools for Optimising Team Performance, will equip team leaders with an understanding of team creativity and build the tools needed to access this creativity. Rumboll said the course borrowed extensively from the creative arts because they wanted to produce fresh ways of operating within organisations. The course will be facilitated by an experienced team who have skills in ceramics, performing arts, music, movement, story-telling and poetry. Organisational development consultant Liz de Wet, facilitator of the course, said participants will get a range of practical tools that they can take away and utilise in their own team contexts.

My Christmas Wish for you

Good day bloggers - no post for December 25th - I decided that I deserve some time off!


May your Christmas be filled with joy, peace and happiness.

May the Gods (whomever you perceive them to be) grant you all that your heart desires, in great abundance!

CREATING FUTURE LEADERS FOR HOSPITALITY INDUSTRY

This is the post that would have been posted on 24th December.

Wow! What an opportunity! anyone who is interested or who knows anyone who is interested should get in here.

Creating future leaders for hospitality industry
Impti Du Toit

25 April 2007 at 11h00

An acute shortage of management skills in tourism has prompted Rahman Murtuza,to fill the gap, which is likely to be exacerbated as South Africa prepares to host the 2010 Soccer World Cup. He will be launching the Gaming and Hospitality Management Academy, now being built at Century City. Murtuza has an MBA and 42 years of experience in the gaming and hospitality industry. He says many people with natural leadership ability have never had an opportunity to realise their full potential simply because they have not had any tertiary education or because circumstances have prevented them from completing matric (Grade 12).

Murtuza believes that by identifying and unlocking such potential, and giving people a chance to excel, the skills pool in South Africa can be expanded. He cites an example of a staff member who started his career with his organisation as a car park attendant. Recognising his potential, Murtuza sent him to a technical college to do matric, followed by a year at University of Cape Town's Graduate School of Business. "He is now the general manager and doing extremely well," says Murtuza. "This is the kind of success story I would like to see at my academy."For this reason, the training at his school will not only be aimed at those with matric, but will also bridge the education gap for applicants who have completed Grade 10 and have three to five years of work experience in the gaming, hospitality or any similar industries, and who have leadership potential.

The academy will offer courses in seven disciplines: front office and housekeeping management; information technology (IT) management; slots management; tables management; food and beverage management;kitchen management; and human resources management. Each of the one-year long courses will include the core subjects of financial management, human resource practices, hotel law and labour law. Having general business skills will allow graduates greater flexibility in their career choices. "Our gaming students will learn how to read financial results and balance sheets, among other skills. They will also be equipped to become entrepreneurs, as we will show them how to draw up a business plan, set up a business, improve their business writing skills and learn how to motivate staff."

Murtuza has chosen lecturers of impeccable standing, with many years of industry experience."We must give students real live situations in which they can gain experience - that's how you develop people's skills," he says. He believes that the academy will provide extensive training meeting international standards. Graduates will receive a national certificate (NQF4) recognised by both the Tourism, Hospitality and Sport Education Training Authority (Theta) and the SA Qualifications Authority (SAQA). They will also receive an International Computer Driver's Licence, a globally recognised qualification. The Casino Association of South Africa, the Western Cape Gaming and Racing Board, the Western Cape Provincial Department of Education, the Western Cape Provincial Department of Tourism and Sun International, where he worked for 30 years, the London Chamber of Commerce and UCT's Graduate School of Business have all already endorsed the academy.

UCT has agreed to enrol successful students for the AIM course, which leads to its MBA programme. While the first intake of students will begin their studies only at the start of the 2008 academic year, the Academy was officially launched yesterday and is open for enrolment.

For more information, contact the Gaming and Hospitality Management Academy on 021 595 1180 or toll free on 086 11 222 33, or visit www.ghmacademy.co.za.

GROOMING WOMEN FOR TOP BANKING POSITIONS

Well I am back from my brief rest and now it is a question of catching up. This is the post that would have been done on 22nd December.

Go ladies, Go! It's about time that women started doing things for themselves and taking their rightful place in the world - watch out men - here we come!

Grooming women for top banking positions
Theo Garrun

15 November 2007 at 11h00

It is time to rid ourselves of cultural hang-ups regarding the role of women in business. That's the word from Max Makhubalo, chief executive of the banking sector education and training authority (Bankseta). Speaking at last week's Women's Development Programme conference, Makhubalo said "we are selling ourselves short if leadership is only provided by males. Organisations need to change to adapt to the new reality." He said although business has embraced Western culture, women in South Africa have shown that one does not need to be hard and ruthless. They have also shown that there is place for emotion in the workplace.

Absa Retail Market executive director, Venete Klein, spoke on leadership transition - the art of effective succession planning. She reminded delegates that there are 2-billion women worldwide, who work in a male dominated workplace. They perform two-thirds of the world's working hours, produce half of the world's food, but only earn 10 percent of the world's income and own less than 1 percent of the world's property. A number of factors were inhibiting women's success, including the limited number of female role models within the financial services sector, the fact that women often undervalued themselves and a failure to stand up for themselves.

Bankseta deputy CEO and Women's Development Programme director, Sandra Dunn, described the Bankseta's Women's Development Programme as a Seta success story. Although the pilot programme has only recently passed the halfway mark, with much learning and personal growing still to take place, the programme had already exceeded her expectations.

"I have been humbled and inspired by the women on the programme. It has been an awesome experience to observe these women's growth in becoming authentic leaders," she said. "Many of our goals have already been achieved. We also wanted the women to acquire good leadership competencies and this too, has occurred through the programme," she explained. The group of women on the programme has just returned form a study trip to China and Dunn says that while South Africa and China were very different countries in many respects, important lessons could be learnt."

One learning in particular, stands out: the Chinese tend to look at opportunities rather than obstacles. They tend to judge a person on contribution, rather than on gender, this includes Chinese business women themselves. If embraced, these two lessons could have a profound and positive impact on the banking sector in South Africa." Dunn acknowledged that the programme could not have been a success without the commitment and hard work on the part of all the women on the programme, including the cohorts, and strong support from the sector. "I am pleased to report that our next talented group of women is waiting in the wings. All nominations have been received and the assessment process to determine the next 15 women for the 2008 leadership programme begins the week of November 19. Based on the success of this year's programme, we look forward to another very successful programme in 2008."

Particularly gratifying for the Bankseta was the fact that the women on the programme do not see the programme as "a once off". "It has become clear that these women want to continue contributing to the programme long after they complete their year long programme in March 2008. This ongoing engagement is something we truly welcome," said Dunn. So confident is Dunn of the calibre of women on the programme that she believes that one day very soon, the CEO of one of the leading banks would emerge from the ranks of candidates on the Bankseta's Women's Development Programme.

ESTATE PLANNING

A sobering thought, don't you agree - please remember not to try and do this yourself - find yourself a reputable person who specializes in Estate Planning. Check their references and make sure that they are FAIS compliant.

What do you think of when you hear the term "estate planning"?

Do you think ...

"Not relevant to me! I'm not old / dying / rich!"?

Estate planning is a bit like a trust - in that ordinary people do not think it applies to them. It sounds like something for financial planners and wealthy people and perhaps people on their deathbeds.

In fact, this may be what 99% of people think. And that is why 99% of people are not, and never will be, wealthy. Estate planning is about planning NOW, not only to protect your family when you're gone, and not only to minimize the very high death duty which estate duty is, in reality ...

... but also to minimize your tax burden whilst you are alive.

Estate duty is a high tax, and there are people who say it is an unfair tax, because it waits till you are gone before acting, taking advantage of the fact that you are not there to defend your wealth or your heirs! But without getting into a discussion of the fairness (or otherwise) of this tax, let's go on to find out how you can do all you can NOW to protect your wealth and your family when you are gone.

Because that's what Wealth Creators do - they take the initiative, they plan, they reduce their risks, they protect themselves and their wealth into the future. And by doing this, they actually create their wealth in the first place!

Death is not a nice thought but being prepared to plan for it is what separates Wealth Creators from the masses of people who will never be wealthy.
Take it from me - you'll get more out of life when you plan for death!


Dr Hannes Dreyer
Wealth Creators Mentor
October 29, 2007

GRASP THE FINER POINTS OF EMPLOYMENT LAW

Oops! I am a bit late with this - having said that, I am sure that it will be run again at some point and I have no doubt that it is absolutely worth while to attend something like this.

A great proportion of my work arrives, literally 'in my lap' because of procedures not followed in terms of Labour Law. These can be extremely costly and time consuming to the employee if not followed correctly.

Take heed and get yourself into a situation where you know what is happening.

Grasp the finer points of employment law
Irèna Wasserfall10

October 2007 at 11h00

Employment equity, retrenchments, strikes, lock-outs and incapacity through ill health are just some of the potentially explosive situations human resources staff need to learn to handle with care. A thorough understanding of employment law is the key to effective human resources management Human resources directors, managers and staff, as well as company law advisers, can empower themselves by attending an employment law course that started on Friday and runs until November 30.

The certificate course, The Essentials of Employment Law, will be hosted by the Professional Education Project of the University of Cape Town's Faculty of Law in partnership with the university's Institute of Labour Law and Development. It will be presented by experts in the field of employment and labour law and will be divided into 10 Friday workshops. Delegates can attend individual workshops. The closing date for registration is the Monday prior to each workshop.Week one will introduce employment law and provide a history of employment law in South Africa, focusing on changes since 1995.

Topics include the Basic Conditions of Employment Act, the Labour Relations Act, the Employment Equity Act, the Occupational Health and Safety Act and the Compensation for Occupational Injuries and Diseases Act.Week two will look at various labour institutions including the Department of Labour, Bargaining Councils, the Council for Conciliation Mediation and Arbitration (CCMA) and the Labour Court.Week three will focus on drafting contracts of employment and setting up basic policies.

The aim is to provide an understanding of the terms and conditions of employment with regard to management prerogative and statutory requirements.Other topics will include the drafting of permanent contracts of employment, the basic conditions of employment, drafting of basic policies and procedures, as well as collective agreement and bargaining council agreements.Collective labour law will be the theme for week four and the focus will be on trade union rights, organisation rights, bargaining rights, strikes and lockouts, as well as closed shop agreements. Week five will consider managing performance with regard to incapacity, poor performance and ill health, and the termination of employment.Disciplinary procedures will be the topic for week six which will consider the role of discipline, substantive and procedural fairness, inquiries, rules of natural justice, dismissal and the CCMA. Week seven will look at operational requirements and transfers.

Topics will include changes of terms and conditions of employment, consultation and retrenchment. Case studies of unfair labour practices will be considered in week eight, and week nine will involve the drafting of skills development and employment equity plans.The final workshop will focus on risk management and business sustainability.This section will be of interest to accountants because of the need to integrate the full range of human resource requirements into accounting systems to provide sound and sustainable businesses.

Contact Irèna Wasserfall at irena.wasserfall@uct.ac.za, Shani Vavruch at shani.vavruch@ uct.ac.za or call 021 650 5621.

IT INDUSTRY FACING SKILLS SHORTAGE

Here we go, if you know anyone, who knows anyone, who would like to get into the IT field, but who needs a bit of assistance in terms of training, expertise and skills developement - this is where to go.

[Good luck!

IT industry facing skills shortage
04 June 2007 at 04h00

South Africa's IT industry is facing a huge skills shortage and unless radical changes are implemented in its resourcing strategy, the industry will soon be left high and dry, says Rudi Jansen, chief executive of Internet service provider, MWeb. Addressing the skills shortage crisis in the IT industry is the most critical challenge the industry faces, he says. "We are competing for a scarce pool of resources," said Jansen. "Many IT companies cannot afford to compete at the same level as big corporations such as the banks and cellular providers when it comes to financial benefits, which means skilled staff are even harder to come by.

"Traditionally, many companies see learnerships as a corporate social investment (CSI) initiative - almost a donation towards skills development," says Jansen. "For us, it's a strategic imperative, and part of our creation of a pool of resources. It's a feeder scheme for many of our strategic areas. "We have approximately 80 people in learnerships throughout the business in 2007, and we would like to double this over the next year, as the sector continues to demand highly skilled people." As part of MWeb's learnership programme, participants get classroom theory and workplace experience.

To apply, or for more information on the Mweb learnership programme, or a career with MWeb, e-mail mweblearning@ mweb.com

THE POWER OF NETWORKING - PART 41

THE POWER OF NETWORKING

PART 41

Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:

“Remember! Opportunities present themselves to be grabbed with both hands, or be relinquished forever.”

Whilst I do believe this, I also believe that the minute you ‘miss’ an opportunity, it becomes ‘open season’ on that opportunity for someone else. If you don’t take that opportunity, it will become someone else’s and then don’t cry!

In my opinion, one of the biggest tragedies facing the Small Business Owner (and the large one for that matter) is their failure to recognize an opportunity when it comes a knocking. You see some opportunities are around for a while and some are here for just a fleeting moment! You need to be constantly aware of what is going on around you.

Opportunities are, for me, in some way like people – sometimes the timing is also not quite right and you have to learn to ‘let go’ too. Not every opportunity that you seize with both hands is going to be the right one. That is why, not every deal that you think you might like to make always works out – some basic chemical is missing somewhere! Chasing an opportunity that is just ‘not right’ can also be costly and time consuming for little or no reward.

So you need firstly recognise that there is an opportunity and grab it, once you’ve grabbed it, you need to ascertain if it is the right opportunity for you and if it isn’t, you need to let it go, or pass it onto someone else.

Remember though, you cannot ‘let it go’, if you haven’t first grabbed hold of it, to understand what it is.

Happy Hunting!

For more information on Renate, please visit her website at www.hirs.co.za

CAFE OWNERS STIR UP SUCCESS

Well done the Petersens! It is inspirational stories like these that make my day! Too many people sit around waiting for something to happen.
Waiting for Government to do something
Waiting for the Private Sector to do something
Waiting, waiting, waiting.
Listen up people - it ain't gonna happen! The only time something will happen, is if we get off our arses and make it happen!
So stop waiting and get doing!

Café owners stir up success
Red Door offers business advice and assistance
Moses Mdewu Mackay

25 May 2007 at 10h00

After more than two decades of enriching others, a Strandfontein couple have opened their own business - answering President Thabo Mbeki's call that South Africans learn to do things for themselves. Mervin Petersen, 39, and wife Ursula, 43, are co-owners of Capricorn Convenience Café, a business they opened in the new housing development area in Muizenberg three months ago. Mervyn said they were inspired to start the business in February after hearing about the government's supportive role in helping small to medium enterprises. But, said Ursula, they did not want to apply for loans at the major banks and first saved money for a year before opening the cafe near Baden Powell Drive. "We bought our first stock for the business and we paid the rent for four months in advance," she said.

Mervyn worked as a technician for Telkom for 22 years before resigning recently to focus on their business. In the run-up to the launch, the Petersens felt that they needed more business advice, so they visited the Red Door offices in Mitchell's Plain. There they were assisted by business adviser Donovan Stevens, who also helped with the registration of the business with the South African Revenue Services (Sars).

The couple only have praise for Stevens for being their inspiration behind their business. "He still calls us to inquire whether the business is doing OK!" said Mervyn. They also participated in a series of business seminars organised by the Raymond Ackerman Foundation. Mervyn said it was too early to say whether the business was growing. " It's still small. We are taking baby steps to ensure that it grows," he said. Ursula said they also planned to open a second café in Beach Road, Muizenberg on June 1 and hoped to some day start a wholesale business that would supply small businesses.

Three years ago Ursula started a bridal shop making gowns for hire, which she operated from home and is still running successfully. Did they have any advice for aspirant business people? Mervyn said starting businesses required patience, and that people needed to believe in themselves.

DON'T GET . . . DID YOU SEE THAT? . . . DISTRACTED

Man, oh man - did that hit the nail right on the head! For me it is always a procrastination thing and I have to actually make a list of tasks/jobs at hand, in order for me to get done. After each task, that is accomplished, I 'reward' myself and take a 5 minute break. Then it is just a case of 'head down' and taking one step at a time, literally! By the end of the day I am quite astounded by the amount of work that I have actually accomplished!

Don't get … did you see that? … distracted
There are ways to overcome your mind's lack of focus
Tessa Silberbauer
02 October 2007 at 11h00

Ever had a dof day? You're not doing anything differently than you're used to and your tasks are normal, but for some reason, you just can't seem to keep your mind pointed where you want it to focus.

Ringing telephones seem louder, it's harder to return to your task after a distraction, thoughts seem reluctant to emerge or ideas slow to coalesce. There are times when our concentration is less than desired, and there are many reasons for this happening. Sometimes all we need to correct the problem is a sharp silent speech. But other times, you might find yourself wondering if you're ever going to get anything productive done by the end of the day. When this happens, and however frustrating it might be, it is important to spend a few minutes looking at what the cause might be.

1. When last did you eat? What did you eat? How much water have you drunk in the past two hours? Our physical health has a profound impact on our ability to focus. Perhaps do a few minutes' light exercise, like walking around or gentle stretches that you can do in your chair. Even something as simple as eye strain can affect your concentration.

2. Maybe what you really need to be doing is something you really don't want to be doing. The topic of procrastinating is for another time, but some of the techniques below can be used to help you get started on whatever it is that you're postponing.

3. Have you worked through a break? When last did you take a breather? Our brain needs rest as much as our muscles do. If these three things don't correct the problem, there are still some tools you can use to remain productive despite your unplanned inattention. It's important to take steps before your frustration adds too much to your distraction levels.

4. There are always small jobs needing attention. If you can, spend a little time doing these until you've returned to your normal levels of focus.

5. Break tasks down into small steps, and concentrate on these.

6. Do one thing for a set time and then move on to the next thing needing attention. After three or so "sets" return to the original task and restart the cycle. You can often get a surprising amount done in this way.

7. Also check if something isn't niggling you subconsciously:

8. Check appointments and plans;

*Is something else bothering you? Of course it's preferable to address a problem immediately, but if you can't, write it down and - very important - assign a specific date and time to it, then return to what you need to be doing right now;

*Check the music. If it's distracting you and you're in a position to do so, try changing the radio station or playlist. If you can't, perhaps you can arrange to negotiate. However, do bear in mind that companies often choose stations for specific reasons. Don't turn this into a big issue: background music can be "tuned out" with practice, and it usually isn't worth making a fuss over.

An inability to pay attention can be both frustrating and disappointing. But it's not necessary to be victimised by it - there are many creative ways to get around the problem.

*Tessa Silberbauer is a Joburg-based life-management trainer. For information, corporate training or private consulting, contact her on 083-310-0955 or e-mail livingskills@webmail.co.za

There are so many opportunities out there, it's just a matter of recognizing it and then doing something about it.

South African design college gets financial boost
29 June 2007 at 11h00

Critical skills development received a boost recently, when global business leader Carol Bartz pledged software resources to help ease the shortage of local draughting skills. Draughting is a fundamental function in every engineering and construction project. All projects start at the drawing board, or today, in front of a computer, where draughts persons use their computer-aided design skills to create detailed drawings and plans for project-execution teams. According to the SA Institute of Draughting, South Africa produces only one-fifth of the 5 000 draughts persons required annually by the industry. Bartz, executive chairperson of global design software company Autodesk Inc, was visiting the new Boksburg campus of the African Academy. A non-profit organisation, the college has, since 1994, been alleviating poverty through the transfer of computer-aided design skills to students from financially disadvantaged backgrounds.

The graduates' drawing office skills are highly sought after in SA's skills-strapped engineering and construction sectors, with the academy placing an average of 96 percent of its graduates in employment every year. As a founder sponsor of the academy, Autodesk has provided the college with world-class design software valued in excess of R6-million. The company has also contributed R250 000 to the development of the African Academy's new campus, which gives it the capacity to treble its number of graduates.

Bartz reaffirmed Autodesk's support for the academy, pledging to fulfil the college's growing software needs as it expands to meet the country's draughting requirements, as well as its own vision of becoming Africa's premier draughting and design college. African Academy graduate and draughter at RPP Consulting Engineers, Hilda Poo, personifies the African Academy's success stories. A single mother when she started studying at the academy, she is, today, one of two female draughters at RPP Consulting Engineers. "I had a wonderful opportunity at the academy, which opened doors that were chained and welded closed," Poo told guests at the academy.S he is currently studying for her mechanical engineering degree at Unisa. Named one of the 50 Most Powerful Women in Business by Fortune magazine, Bartz, who has been appointed to US President George Bush's council of advisers on science and technology, said Autodesk's support for the academy is part of its heritage of fostering creativity and innovation. Each year, a million students around the world learn how to use Autodesk products. The company has more than 2 000.

For more information, visit www.autodesk.co.za or call Mary Jearey on 011-704-1107.

DON'T BREAK THE RULES BEFORE YOU'VE STARTED

Don't let this give you a headache! Following procedures is a lot less stressful than you imagine and it's all about changing your mindset! Procedures have structure, they allow you to just follow the rules without having to think about what the next step is.

Follow the procedures and life will be a lot easier for all!

Don't break the rules before you've even started
Pierre Marais

26 November 2007 at 11h00

The rather simplistic administrative task of drafting a notice to attend a disciplinary hearing could be the start of various procedural fairness complexities that need careful and legally sound attention. Failing this, an employer could make procedurally unfair decisions even before the hearing has started. An example that comes to mind is where an employee has been suspended, originally "pending the finalisation of an investigation", and, as part of the suspension conditions, was also instructed "to not have any contact with any employee, director, supplier", etc.

Pending the finalisation of a disciplinary hearing, the employee's suspension is merely extended on the same terms. As such, the employee is still precluded from communicating with, for example, colleagues/witnesses, who are necessary in order to properly prepare for his/her hearing or to have access to his/her office/computer. Should such limitations exist, an accused employee could reasonably ask for a postponement of a hearing in order to properly consult with his/her colleagues or to gain access to other information. Another example is where the notice notifies the accused employee of his/her right to use a colleague as representative, but the suspension conditions prohibit any communication with colleagues.

Once again, the accused employee will merely request, at the onset of the hearing and when management are ready to proceed, a postponement which, in fairness, should be granted. The overwhelming majority of the notices used by employers do not make provision for these practical occurrences and time and money are being wasted by being forced to postpone hearings, or risking procedural unfair claims where employers do not concede to reasonable postponements. Both of these examples could easily be regulated by included solutions in the notice. For example: "Should you need to contact any employee or client or supplier in preparation for your hearing, you should first contact so and so." This provision could furthermore be regulated by means of a time period limitation, for example, two to three days before the hearing commences, in order to allow sufficient time for the employer to deal with a request and still allow the accused employee sufficient time to prepare.

Once again, the overwhelming majority of disciplinary hearings are scheduled a few days in the future and employers should consider how they will still ensure procedural fairness if they refuse reasonable postponements, before steam-rolling on with the hearing. Although, as per the notice, an accused employee has been notified of a hearing, employers are not always certain whether the accused will indeed attend the hearing.

Knowing whether an accused will attend or not could affect various employer activities, for example:
Knowing the reason, for example, the accused being ill, unavailability of a witness(es), no trust in getting a fair hearing, no attendance per se, insufficient time to prepare, chairperson bias, concocted charges, and so on, will put the employer in a position to deal with these issues, in a procedurally fair manner. This will enhance the employer's bona fides when needing to defend a future alleged unfair dismissal claim.

If an employer knows beforehand, instead of on the day of the hearing, that the accused will not be attending due to, for example, being booked off sick, the employer can prevent its witnesses being present and cancel the flight arrangements of its out of town witnesses. The employer can also make arrangements to cancel the services of certain witnesses that charge a standby allowance (eg a handwriting expert, polygraph examiner, etc.)

The aforesaid are merely a few of many other practical situations that will require a few days for the employer to respond. Where a hearing's starting date is too imminent, a postponement is inevitable. Or, as in many cases, employers disregard very reasonable requests for postponements, because the accused "is merely playing for time". Maybe so, but many employees, some very well-advised, are using the system and are catching the foolhardy or ill-advised employers off guard. They often cause the employers to make off-guard decisions which may lead to actions which are procedurally unfair, or unreasonable, and these may come back to haunt the employer.We will further discuss practical problems next week. A pro-forma example of a Notice to Attend a Disciplinary Hearing, that caters for all the practical problems, is for sale.

Contact Natasha at 011-679 5944.

Pierre Marais is managing director of the Labour Law Group. Contact him on 011-679-5944 or via labourlaw@global.co.zaBack copies of articles can be obtained from Natasha at 011-679-5944.

For me this is a no brainer! My life, both professionally and personally is filled to overflowing and if I didn't take those few minutes every day to just be. . . I would seriously be in a lot of trouble.

We all need time out or 'me' time and it should be our number 1 priority. Take time out in order to cope with the rest of the demands that are made on your time.

Five minutes a day for a life with much less stress
Tessa Silberbauer

15 November 2007 at 11h00

Question: What do we think is unnecessary when life is good, and unaffordable when times are hard?

Answer: Making time for ourselves.

Many would disagree with that. After all, don't we watch TV? Go to the movies, or have coffee with friends? What else do we do on weekends? Well, yes, we do all these things. But they are not usually activities that allow us to focus and nurture ourselves. Chatting with friends, for example, is necessary and may nurture our friendships, but it doesn't (or shouldn't) focus on us alone. The same goes for our family and personal relationships. TV seems to be one of the most energy-draining activities around, along with eating fast foods and doing something that hurts.

Somehow it seems that we need to be clearing a "to-do" list every moment of our lives; that each minute ought to be productive and accounted for. Which begs the question: accounted to whom? Who will read the minutiae of our lives, and when?

Perhaps some of the confusion lies in the concept of relaxation. There are generally two types: passive and active. Passive activities are externally based: reading a book, watching a film, listening to music or laughing with friends. All these are focused on things outside ourselves, and largely depend on others. Passive relaxation is important - as already mentioned, it nurtures our relationships, and it also helps us to remember that we are not the only important people in the world. It helps us to regain a type of perspective. But if that's all we do, then we slowly develop the perception that our ability to relax depends on external circumstances, like noise, quality of music or films available or the funniness of friends. Active relaxation on the other hand is internally focused. This is when we pay attention solely to ourselves and to nurturing our body, spirit and emotions. And, although it does relieve stress, exercise does not really fall in this section - unless it's a moving meditation such as Tai Chi or yoga.

Active relaxation is activities that we choose with the intention of relaxing. We actively participate in our own health. It requires experimentation until we have a wide range of choices and we know which behaviours are appropriate to what kind of situation. It also requires a kind of acceptance: this habit manifests its benefits after a few weeks, and focusing solely on relaxing all day does not increase the benefits either. It is like baking a cake: all ingredients are necessary, but they must be in the right proportion, and setting the oven to twice as hot will not create a perfect cake in half the time. We don't believe that five minutes for ourselves every day will make a difference - it's the "more is better" mentality of our society. And as a result, most of us find it surprisingly difficult to "find" those five minutes each day. But when we develop the habit of active relaxation, certain other healthy activities automatically become easier, and usually we don't notice this for a while.
Prioritising is simpler.
We regain perspective.
Coping with small and large crises becomes easier
Taking responsibility is less intimidating
Health is maintained
Tension reduces
Problem-solving is more effective (as a result of all of the above).

Five minutes every day can have a great impact on your life. Give it a try, and over the next few weeks you will see the results spreading through all areas of your life, both personal and professional.

Tessa Silberbauer is a Joburg-based life management trainer. For information, corporate training or private consulting, contact her on 083-310-0955 or livingskills@webmail.co.za

THE POWER OF NETWORKING - PART 40

THE POWER OF NETWORKING

PART 40

How many of us, in the past, have gone to networking events, where we have religiously handed out handfuls of business cards and received fistfuls of business cards in return? We’ve promised to contact the numerous people who have given us their cards, in order to ‘do something together’ and then when we have gotten home, the cards are dumped on the desk or very diligently filed in the rolodex and in some extreme cases even trashed?

So come on, be honest now – how many of us? I know that I am guilty of this – in the past! Not now, you can be sure of that, definitely not now.

You see I have come to realize the value of a business card! For me every business card is an opportunity! It doesn’t matter where you got that card, at the supermarket, in the pub, at a networking event – anywhere!

In my business, next to my IP, my database is my biggest asset and I treat it with respect. It houses my large collection of contacts (from business cards that I have collected) and with that comes my own ‘circle of influence’.

Here are the people (not just contacts – they are living breathing human beings who should be treated with respect), who add value to my business because here are the people that I will recommend in terms of the services that they provide and the widgets that they sell. They make me look good to potential clients.

These are also the people who refer work to me – now that deserves even more respect, don’t you think? These are the people who I interact with on a daily basis and who I choose to surround myself with.

Napolean Hill in his book, Think and Grow Rich, says ‘Men take on the nature and the habits and the POWER OF THOUGHT of those with whom they associate in a spirit of sympathy and harmony.’

The people that I associate myself and who I choose to interact with on a daily basis are the very people whose names and contact details I have found on a business card. They are (hopefully) people who are ‘like minded’ to myself. They are people who are entrepreneurs and SMME’s and service providers, who are serious about doing business, who are hungry for new business, who want to grow their businesses and who are passionate about their businesses, themselves and what they do – these are the people that I want to be around, don’t you?

So when you get home, with your fistful of business cards, do something with them, contact those people – set up appointments with them, start building relationships with the people who you want to be in your ‘circle of influence’, your database and who will become your ‘value add’.

I hope this means that you are looking at the Business Card in your hand in a completely different light now – you are, aren’t you?

SA 'NEEDS PROACTIVE APPROACH TO CRIME'

Crime is something that affects us all - we all know someone against whom a crime has been committed or indeed have ourselves, been a victim of crime ourselves. Hell, I'm sure that there are some of you who have also contributed to the crime situation.

It does affect us - it affects us financially, emotionally and often even physically.

Yes, I agree that the Government needs to do more, but having said that - we also need to do something about it in our own personal capacity. We need to report any kind of crime that we see - only that way can something be done about it.

So when you see something happening, stand up and be counted - report it. Become a part of the solution instead of part of the problem and/or a victim.


SA 'needs proactive approach to crime'
October 03 2007 at 05:36AM

Fixing the criminal justice system is only one part of the solution to South Africa's crime problems, according to Johan Burger, a senior researcher at the Institute for Security Studies. Burger was responding this week to reports that the Big Business Working Group had presented President Thabo Mbeki with a report that reviewed the criminal justice system and identified reasons for its poor performance. Although much of the content has not been made public, Burger said if the initiative proposed by the group was to have any real impact, it must be the beginning of a more comprehensive approach to crime."The criminal justice system will forever remain a response to crime, and therefore we also need to start looking at proactive solutions.




"The idea of improved co-ordination is the right one, but we need to co-ordinate at a higher level all government efforts to combat crime, both those that are proactive and those that are reactive," he said. Burger said it was clearly important to address problems in the criminal justice system, but that this should be done as part of a more comprehensive and authoritatively co-ordinated approach that would address the socio-economic and other conditions that encouraged crime. He raised issues including concerns about the capacity of prisons. "Improvements in the capacity and efficiency of the police and courts will certainly result in larger numbers of convictions and prison sentences," he said.

Burger also questioned the impact of a proposed justice system operations team, which would comprise senior detectives, forensic experts and senior prosecutors. "If the idea is to appoint such a team only at national level, its impact will be very limited... It is important that such a team also operate at least on a regional level." Burger also questioned what authority the minister responsible for the new justice system would have to co-ordinate and manage other ministries that played a role in the criminal justice system. "Ministers and other senior officials are notoriously reluctant to comply with 'instructions' or requests from their colleagues. "This is one of the main reasons why the 1996 National Crime Prevention Strategy failed," he said.

This article was originally published on page 10 of The Mercury on October 03, 2007

BE PROUD OF YOUR SELF-DISCIP[LINE

As Entrepeneurs and owners of our own businesses, the greatest gift that we can give to our clients and the biggest, by far, value that we can add to our own businesses, is our deliverables. Getting the job done effectively, efficiently and on time!

This too takes self discipline - so beware what you promise, because if you cannot or do not deliver, those promises will come back to bite you in the rear end, and once that damage is done - it will take a great deal to earn the trust and credibility back!

Be proud of your self-discipline
Rinus le Roux

07 March 2007 at 06h00

Self-discipline must be one of the most difficult issues to master in life. We all start off with the most wonderful intentions but more often than not we find ourselves not honouring our decisions and not working consistently towards achieving the goals we have set for ourselves. The reason is a lack of self-discipline. Imagine if you could set your mind on your goal and simply focus on accomplishing it, whether it is:
to keep a promise;
stick to a healthier diet;
start exercising;
enrol in a course of study and work towards completing it;
getting rid of a bad habit; or
living up to your values, etc.

In a world filled with temptation, it is very hard to live a disciplined life. We are constantly reminded that there are various impulses that we can act on. For example, there is now a pill on the market that promises you increased fitness and guaranteed weight loss. Most people would argue that this is a better option than going to gym and spending a lot of time and effort on training. Then there are all the home-fitness devices you can buy, yet most of them eventually end up abandoned in a storeroom or cupboard. This is only one example of how our self-discipline becomes eroded by the many options we have to choose from on a daily basis.

Self-discipline is much more than just a mindset. I would think it would include the following:
Taking a decision.
Setting small, reachable goals.
Developing a routine for yourself.
Rewarding your actions.
Reflecting weekly to monitor progress.
Making adjustments if need be.
Speaking to people who will encourage you.
Staying away from temptation.
Doing what it takes to stay motivated.

All the great achievers in this world have mastered self-discipline. If you follow their example, your life will become a testimony to success. Remember that anything you desire to achieve has an element of self-discipline woven into it .Think of a life of:
Financial freedom.
Health.
Good personal relationships.
Enjoyable and fulfilling work.

All of these will take a special effort from you. This special effort will be based on your self-discipline to define what you want from life and then to work single-mindedly towards your goals. Challenge yourself and live the life you want. Soon you will be proud of your achievements!

TOP LABOUR LEADER OFFERS ONE-MONTH SURRENDER

Oh wow! The politics in the country is someone strange, just when I think I have a handle on it, I lose the plot again.

Why is it that we have to have leaders who are either radical left or radical right - what, precisely is the problem with having a balanced middle ground.

Then of course there is this constant 'theiving' by the rich, so that they can get even richer at the expense of the poor - who just get - well poorer, and the some people who live their lives on a soap box gets up to cry and whine about the poor getting poorer and it is usually the person who has the stickiest fingers who cries and whines the longest and the loudest!

Amazing!

Top labour leader offers one-month surrender
October 04 2007 at 11:18PM

Willy Madisha, the president of the Congress of South African Trade Unions (Cosatu), has offered to step down temporarily, pending an investigation into a missing R500 000 donation, the South African Press Association (Sapa) reported on Thursday. Madisha, seen as a relative moderate within the powerful labour federation, which is in a formal coalition with the ruling African National Congress, has in the past been criticised for being too friendly with President Thabo Mbeki's inner circle.

Citing a report by state broadcaster SABC, Sapa said that Madisha agreed to step down for one month after an internal Cosatu meeting on Thursday to discuss the matter.


If Madisha was ultimately forced to surrender his position it could clear the way for a more radical leader to assume the reins of the labour federation, which has more than one million supporters across the country.

Cosatu is angry over Mbeki's centrist policies, which it believes have sidelined the interest of workers in favour of the business community. The labour federation recently endorsed ANC deputy president Jacob Zuma, a bitter rival of Mbeki, as its candidate to take over as president of the ruling party at its congress in December.

CCMA SPURS MAJOR DECLINE IN SA DISPUTES

Well that just echos what I keep saying about following procedures. Quite frankly I am really tired of hearing the old lament of 'All the red tape' and the 'Government is out to get me' or how about the old familier - 'everything for the worker' et al! Don't get me started on the comments on SARs - that will just open up a huge can of worms!

The fact of the matter is, it has never been easier to get rid of unwanted staff - and before everyone starts practicing for next years Oscar - think about it! The rules are very clear, the procedures are extremely clear and if you follow both of those to the letter - life would be a breeze. Yes it can take time. Yes you will have to be patient. No it doesn't have to cost you an arm and a leg!

Just follow the procedures and stick to the letter of the law - life will become so easy, you won't know how you managed it before!

CCMA spurs major decline in SA disputes
Carol Campbell

07 November 2006 at 07h58

Strikes and major workplace disputes have declined dramatically in South Africa, a trend that is being attributed to the good work of the Commission for Conciliation, Mediation and Arbitration (CCMA). CCMA director Nerine Kahn says the number of workplace disputes is reducing as more employers and employees are complying with the law. And, when there is a dispute, they are turning to the CCMA for its quick and fair resolution.

The CCMA was established in 1996 following the enactment of the Labour Relations Act, one of the first major pieces of legislation introduced by the new government to balance workplace relationships in South Africa. Before the CCMA all labour disputes were referred to the Industrial Court, a hostile and cumbersome system that often took years to resolve a problem. "The most important role of the CCMA is the restoration of human dignity through the provision of a fair system where employers and employees have the right to express their grievances and know they are being heard," says Kahn.

Taking a grievance to the CCMA is simple, she says, but the first step is to try to resolve a dispute within the workplace before calling in outside help. There is a limit on the time in which a case can be lodged with the CCMA, stresses Kahn, so it's important to move quickly in a dispute. In the case of an unfair dismissal, a dismissed worker only has 30 days from the date the dispute arose to open a case. A discrimination case can be lodged within six months. The company's website gives step-by-step advice on how to bring a case against an employer or employee.

See http://www.ccma.org.za/These steps include:
top.DisplayAds('SquarLAV',15,"1731");
Completing the CCMA case referral form (LRA Form 7.11) available from any CCMA or Department of Labour office or online at the CCMA website.
Delivering a completed copy of this form to the other party in the dispute. Proof of delivery must be kept for future reference. This copy can be faxed, sent via registered mail, couriered or delivered in person (the recipient must sign that he has received a copy).
The CCMA informs all parties as to the date, time and venue of the first hearing, usually called a conciliation hearing. A conciliation hearing is informal and no legal representation is allowed. In this hearing the commissioner meets with both parties and explores ways to settle the dispute by agreement.
If no agreement is reached the CCMA commissioner issues a certificate and, depending on the dispute, the case may be referred to the CCMA for arbitration or to the Labour Court for a final ruling. Most CCMA cases are resolved through conciliation, but arbitration, which is more formal, is occasionally needed. In arbitration, witnesses are called and documents can be used to prove a case. The disputing parties can cross-examine each other and legal representation is allowed. The arbitrator makes a final and binding decision within two weeks of hearing the case.If a party fails to comply with an arbitration order the matter can be moved to the Labour Court.Any employee in a dispute with an employer, or vice versa, can ask the CCMA to conciliate or arbitrate. A union or employer's organisation can initiate action.
A CCMA call centre can assist

BE ASSERTIVE WITHOUT BEING PUSHY

Well done Natalie, some sound, practical advise.

One thing that I would like to add however, is honesty. When asked a direct question, answer it openly and honestly. If you lie about things, at some point down the road, the dishonestly will come out into the open and this will damage your reputation and credibility.

Be assertive without being pushy
Natalie Fraser

03 December 2007 at 11h00

The way you handle the job search process will determine your success. Most employers and recruiters, are looking for confident, self-assured people but will definitely avoid those who are arrogant.

The following tips will help you avoid being seen as arrogant whilst helping you to be assertive enough to get the job.

Assertiveness versus arrogance:

Assertive people succeed without stepping on the rights of others. Arrogant people fail to see that others exist. The difference is huge and easily recognisable in an interview situation.

Let your accomplishments sell you:

It's one thing telling people how wonderful you are and quite another showing them. Use past successes and achievements to illustrate your strengths and how you could be an asset to the company.

Let others do the talking for you:

Don't brag. You must sell yourself effectively so rather let others talk for you. For example, "During my last performance appraisal my boss said …" or "My wife often says that I am …".

Work to get the job:

Take the time to find the right job. You need to work at finding work. Putting effort into the process will increase momentum, energy and professionalism and increase your self-confidence.

Get rid of the baggage:
Feeling over-qualified and undervalued? Been made redundant through no fault of your own? Get over it, now. Hidden anger or resentment seeps through and gives the interviewer a negative impression from the outset.

Put personality into your application:

Pick up the phone and apply for the job in person. A personal conversation immediately increases your chance of being considered. A piece of paper is not a person and can easily be filed.

Tele-sell yourself:

Treat phone calls to recruiters and potential employers as a business call. Be professional, courteous and polite. Smile and be positive, it does come across on the phone.

Personalise the call:

Identify yourself at the beginning of the call, ask the person on the other end their name and use it often (without being irritating) during your conversation. You are more likely to be remembered.

Don't send mixed signals:

During personal meetings and interviews be sure that your body language mirrors your words. Be positive and assertive in both word and deed. Remember to "walk" the "talk".

Believe in yourself (or at least act like you do):

Confidence is apparent. Remember to believe in yourself and use positive body language, words and sell yourself. If you're a little nervous or unsure of yourself, act confident! You'll be surprised how often the act becomes reality - people will treat you accordingly.

Natalie Fraser is chairman of the Association of Personnel Service Organisations of South Africa, (APSO) KwaZulu-Natal branch

THE POWER OF NETWORKING - PART 39

THE POWER OF NETWORKING

PART 39


I am pretty sure that we have all heard the saying “old school ties” or how about ‘the old boys club’? I know that as a young woman growing up, I was fascinated by this whole concept of the ‘old boys club’ and the power that was generated out of there. Little did I realize that one day I would have my own ‘old boys club’ but that mine wouldn’t just encompass the male species but the female one too.

For the male species though, networking and the ‘old boys club’ type of scenario is, I think to a large extent, almost instinctive.

I have a young God son, by the name of Bruce. Bruce is now 21 and living and going to Wharton’s Business School in the States, but as usual I have jumped too far ahead – let me go back to the beginning.

Bruce went to junior school at “The Ridge”, which for those of you who don’t know is an exclusive private school here in Johannesburg. The children of the rich and famous attend this school (not that Bruce’s parents are either rich and/or famous but that is another story for another time). Bruce, being the likeable child that he was quickly made friends and pretty soon there was a steady group of youngsters that went everywhere together and did everything together – poor mothers were run ragged as they took turns collecting and delivering a pack of children to the various activities that they engaged in. Bruce ‘chose’ his friends very wisely – many of them being the sons of prominent business men or powerful politicians and the like.

When it came time to choose a high school, funds were very tight and this would have limited the choice somewhat if it wasn’t for the fact that Bruce is exceptionally bright and he landed a full scholarship to Michaelhouse in the Drakensburg. Although many of his ‘chosen’ friends were also going to Michaelhouse, Bruce made sure that he did not lose contact with the friends that went to several of the other private schools around, and so he started his ‘old boys club’ type network!

At Michaelhouse, he excelled academically, as well as in several of the sports and other activities, managing along the way to get himself into the Choir, that toured Russia and Estonia as well as getting himself into the Debating Team, where he really excelled getting himself full colours, both provincially and then nationally. He also managed to get himself on an exchange type program and got to live in Canada for 3 months at an exclusive school there. Along the way he made friends, who he has always stayed in touch with.

Come time for his tertiary education, he requested and was given a full bursary to Wharton’s Business school in Philly – for those of you who don’t know this school – it was originally started by Abraham Lincoln and it is generally recognized as one of the best Business Schools in the world. Here too Bruce has been making friends with kids from all over the world. Kids who have extremely wealthy and well connected parents. He has still not lost touch with all of those that he met along the way.

Ok, so by now you are wondering why I am telling you all of this – I mean, why would you be interested in hearing me waffle on about my Godson Bruce?

So here’s the deal – Bruce is being invited to cocktail parties and homes and offices of some of the most influential people in the world. He is being invited to work, during the holidays, at places like The World Bank, the New York Stock Exchange and the like, by the father’s and mother’s of the kids that he has met and befriended. In view of the fact that he has chosen, and is extremely passionate about the world of finance, this doesn’t hurt at all!

You see Bruce, from the time that he was a littlie, somehow knew how important it is to develop relationships and network those relationships, in order to get them to work for him and his desires.

Today he is one of the most well connected young men that I know, and I know for sure that he is going places.

So what about you – what kind of network do you have and do you ‘work it’ on a regular basis?

Anyone interested in buying or selling a business should attend at least one of Mark Corke's seminars. Mark can be contacted on www.suitegum.co.za.

One Seller, Many Buyers
3 September 2007

Your business exists because it successfully sells products or services. If your service or product was neither wanted nor needed, there would no market for it, and you would be doing something else to make a living. That is a basic premise which we can all appreciate. If I were to tell you that selling a business really is not very different to selling those products or services, you may be forgiven for wanting to shoot me down. But you'd be wrong. Sure, the time scales are very different, but the basic concept remains the same:

The seller presents an item at a price, the buyer looks at it, asks some questions, does some sums, makes a decision, and either purchases the item or moves on. It's more complicated than that of course, because to be successful in a retail environment you need to be offering many items to several buyers - something we all understand and accept. The analogy breaks down further when a business seller offers his single business to a single buyer at one time - a situation which would never work in a retail environment. And yet sellers of businesses persist in dealing one on one, despite the problems which arise. Is there a better way?

Going, going, GONE!

Let's expand on the introduction by looking closely at it in terms of a more specific retail situation, shall we? A customer walks into an artworks shop, and is faced with a number of shelves, offering a full range of works of art, from paintings in oil, watercolours and pastels to statuettes, carvings and ceramics. There is only one of each item. He picks up a nice colourful ceramic, turns it over in his hands, reads the artist's label espousing his outlook on life and his inspiration. The price tag seems a bit much, but the piece would look really nice on the mantelpiece. "Should I think this over before I decide? Let me see what else catches my fancy." He starts to move down the row of shelves and stands.

Just then he notices a wealthy looking woman moving down the same aisle, looking at a similar ceramic. She seems uncertain. After a moment's pause, still with her piece in her hands, she rocks back on her heel, looks down at a lower shelf, and then sideways along the shelf, as if to say "what else is there in this line?" Then she sees the piece just replaced by our first shopper. He notices that she has seen "his piece". The pressure is on, and decisions need to be made. He may find a nicer item at a better price, but perhaps he won't. What if she picks up his piece? What if, what if, what if...
So he makes a decision.
He makes the decision because he has to. The options were clear cut and absolute:
Leave the ceramic and perhaps lose it to another buyer, or
Buy the ceramic.

If you have ever taken time out to attend an auction, you may remember the energy generated by anxious bidders and an excited auctioneer. If you were bidding, you will never forget it. Decisions have to be made quickly, and under pressure. The efficiency of the sale is something to behold, and then everyone moves on to the next lot. The fact is that when there are several buyers all interested in the same article, things happen, and every one knows where they stand.

The market for businesses should work in the same way There are hundreds of buyers looking at all the businesses that are on the market at any one time. (I know this because we have signed non disclosure agreements with 725 of them) Their existence, and the knowledge of each other's existence creates a nervous energy in the market place. Buyers will constantly ask us how many other buyers are looking at the business. Sometimes we schedule them within an hour of each other, just to create some urgency. The result is that serious buyers ask questions, do their homework and make decisions.

Contrast that with a seller dealing with one buyer in a deal which has not surprisingly dragged on for months and months.

On a number of occasions we have been asked to help negotiate a deal involving only one buyer. We now only accept this mandate on the condition that we are allowed to market the deal more widely, still on the same level of confidentiality, of course. A single buyer who knows he is the only prospect, will abuse the seller in the most imaginative ways, simply because he can. There is no urgency to raise funds, commit or move in. At the last minute, he will almost certainly change the conditions, the price or even his mind. Sensing the frustration of the seller, and smelling the fear, he will push home his advantage to well beyond the pale. The failure rate on one to one deals is unacceptably high.

Cheers

Mark Corke

HOW TO ACE ANY MEETING

And my personal favorite - answer the question! Listen, literally listen to what is being asked, then when you are 1000% sure that you understand the question, then and only then formulate the answer. Don't assume that you know what is being asked? Many time the answer that is given doesn't relate, at all to the question that was asked - the result - if I'm interviewing, you will not get the job! It's as simple as that. If you cannot listen at an interview, how on earth are you going to listen to what I am saying/asking/instructing when the chips are on the table!

How to ace any meeting

(July 16 2007 at 09:49AM)

1. Location, location

The survey shows that 65% of us sit next to our closest ally in stressful situations. But business psychologist Carol Rothwell says sitting opposite them is better. "Looking at a friendly face encourages you to be confident and perform to your best ability." Direct 50% of your attention to the boss, and sit upright. Sloping back indicates a lack of conviction in what you're saying; sloping forward is aggressive.

2. Cut the waffle

"It's vital to say your piece with authority using clear, precise words," says business psychologist Barbra Worembrand. "Before the meeting talk through major points with a close friend. Get them to note down how many times you say, 'sort of', "kind of' and 'I feel'; all words that sound waffley. Never start a sentence with, 'This is probably a bad idea but...' Believe in what you're saying or don't say it at all."

3. Be memorable

"Don't use all your ideas at the start of a meeting," says David Kean, author of How Not To Come Second (Cyan Communications, R182), "Otherwise people remember the weaker ones you end with. Finish with a punch, like a great anecdote that demonstrates your point. And practise sentences like, 'The quick brown fox jumps over the lazy dog', which moves your mouth's muscles, making speech clear and confident."

4. And breathe...

The average woman uses 20 000 words a day to express herself, while a man uses 7 000. "Women speak until they're short of breath," says Carol, "And men speak with their breath, so they use fewer words that have more impact. Slow down by pausing for two seconds at the end of each sentence. It'll give you time to gather your thoughts - and what you do say will leave a more powerful impression.

R1 - BILLION 'LOOTED' FROM LAND BANK

So why am I not at all surprised? Well I guess, like with the crime, Manto's beetroot eating fetish and Zuma's showers, stealing from the poor has become the "norm" here in South Africa!

How very sad.

R1-billion 'looted' from Land Bank
Johannesburg, South Africa
15 November 2007 08:11


R1-billion was “looted” from the Land Bank, the Ministry of Agriculture and Land Affairs said on Wednesday. "The amounts reported as ‘looted’ in the weekend newspapers are inaccurate," said ministry spokesperson Godfrey Mdhluli.

Last week, the Sunday Times reported that top Land Bank officials had siphoned off more than R2-billion meant for farmers, to fund their close friends' and associates' ventures. "The bank's exposure to the land for development transactions is about R1-billion, which has been disclosed and provided for in the annual financial statements for the 2006/07 financial year. The aforementioned transactions represent active loans for which the value of the security on these transactions is adequate to cover the exposure," he said.

"The Sunday Times reported that the Cabinet had been "forced to call for the Land Bank board to be fired and for criminal charges to be brought against virtually the entire top executive who were implicated in the forensic probe". On Tuesday, the ministry said the link of the disciplinary actions against some Land Bank executive managers with the forensic audit was not correct. "Makgale Gwangwa, head of treasury, has not been implicated in the forensic audit report and was never suspended from duty on any issue. This also applies to Ms Kumenderi Pillay, senior finance manager, who recently resigned."

The ministry said a new chief executive officer for the bank would be speedily appointed. "The Land Bank is also in the process of recruiting appropriately skilled individuals to assist the bank in implementing the turn around and development mandate. This process will be concluded before the end of this financial year." - Sapa

KEEP OLDER WORKERS OR FACE SKILLS GAP

Oh don't get me started! South Africa clearly has no intention of waking up until it is far too late, if it isn't too late already. Then they will probably react by having a shower or eating beetroot and garlic!

Jokes aside - not only will we face skills shortages along with the rest of the world, but because of the whole Affirmative Action and BEE compliance regulations that we face - we don't even wait for our skills base to reach retirement age, we force them out to accomodate younger people with little or no skills, just because they are the right colour (sounds strange doesn't it - reverse apartheid if you ask me).

Then, when we feel the pinch, because we do not have the skill anymore, we import skills from India! For goodness sake people - we have a wealth of knowledge and skills right here at home! What on earth are you thinking!!!!!

Keep older workers or face skills gap
26 September 2007 at 11h00

Industrialised nations must convince older workers to stay on the job beyond retirement age or face a skills shortage and higher labour costs, a new study has warned. The study conducted earlier this year for the American Association of Retired People (AARP) by global consultancy Towers Perrin projects that by 2016, 39 percent of the population in the Group of Seven (G7) industrialised nations will be aged 50 or more compared with 30 percent in 1996. At the same time, the percentage of the labour force that falls in the traditional working age, 15-49 years, will have fallen from 51 percent in 1996 to 45 percent in 2016, the study predicted. "Many analysts are predicting growing labour shortages in tomorrow's workforce," the study warned."

Some companies face the near-term risk of losing many qualified, experienced and knowledgeable workers to retirement," it said. The grey-drain, coupled with the danger of insufficient talent to replace older workers going into retirement, could drive up labour costs as employers compete to take on skilled labour. Another issue encouraging employers to woo older workers is the increased longevity in developed nations. Workers who live longer are also likely to have longer retirements, and that raises the question of whether individual, company and government pension funds have the assets to cope. "The average male, age 65, who retired in 2001 will spend 16 to 18 years in retirement, versus 13 to 15 years on average for those who retired in 1980," the study found. "This trend raises significant questions with regard to... whether individuals, employers and governments have sufficient assets to fund such extended retirements," it said.

Employers could sidestep the looming crisis by "encouraging today's 50-plus workers to remain in the workforce longer," the study advised. Indeed, older workers in the G7 countries want to work, on average, an additional five years beyond the traditional retirement age, according to a survey of 8 200 workers in the grouping of countries - Britain, Canada, France, Germany, Italy, Japan and the United States - conducted for the study. But 60 percent of workers over the age of 50 said they came up against age discrimination in the workplace, and 40 percent perceived their employer as being reticent to take on older workers, the study showed. Governments and workers also have to take part in the process of encouraging older talent to remain in the workforce. France, and to a lesser extent Germany, have social models "in which the government plays a fairly large role in the management of workforce issues", which will make changing workers' perceptions of retirement difficult. "Early indications suggest that there is a growing consensus in Germany around the direction of change," but France "is less far along in the process and the consequences of reform are being hotly debated". Italy, which has a low retirement age, just over 60, and like Japan, a "rapidly ageing population, growing longevity and anaemic birth rate", was urged to step up the rate of policy change and to ease its "rigid labour laws."

But Japan is likely to be the hardest hit by the global greying of the workforce, the study showed. Not only is its workforce shrinking, but 72 percent of Japanese workers are aged between 50 and 64 and the Japanese people are the most long-lived on the planet. Britain, Canada, Germany and the US also have high percentages of workers in the older age category but, contrary to Japan, their workforces are growing. - AFP

POLICE FLUSH OUT ID FRAUDSTERS IN PTA

In my opinion, identity fraud is one of the most debilitating things that could happen to an individual. It's is like your whole life has been raped.

Take care of your documents, take care of your banking and/or legal correspondence. Makes sure that your FICA and FAIS responsibilities are always taken care of - don't give your personal information out willy nilly!

Police flush out ID fraudsters in Pretoria
January 19 2007 at 05:06AM
By Sholain Govender

Pretoria police have uncovered a fraudulent ID operation being run in the toilets of the department of home affairs in Pretoria. Two men, aged 36 and 66, were detained by police for questioning after a team of eight undercover officers found illegal documents hidden in the ceiling of a men's toilet cubicle at the offices in Pretorius Street on Thursday. Police spokesperson Inspector Paul Ramaloko said the men detained were not home affairs employees but it appeared that they ran an illegal operation from the building's toilets.

Acting on information received after several arrests in connection with ID and passport fraud last week, police searched the seventh floor restrooms at the Home Affairs building. They found the stash of documents, including passport papers, identity document application forms, forms for resident permits and visitors' visas.

Ramaloko said the men were detained after entering the rest-room. "These men were possibly working with Home Affairs officials because there are official stamps on some of the documents," said Ramaloko. The police also confiscated fingerprint ink pads, several wallets containing bank cards, driver's licences and stolen IDs. Forged police forms from local police stations were also found. A further search of the building's other toilets revealed another large stash of fraudulent documents, including birth certificates and ID application forms with ID photos attached.

Last Wednesday, the Pretoria Central Crime Intelligence Unit bust a syndicate run by foreigners in the Tshwane area. Two Zimbabweans were arrested at their home next to the department of home affairs. It is alleged the fraudsters would approach people waiting in the long queues at the Marabastad Home Affairs offices in Bloed Street and offer to "process" their documents quickly. In return, people would pay them a fee of between R100 and R1 000. These would mostly be foreigners wishing to apply for refugee status in the country. Two more suspects (a Zimbabwean and a Nigerian) were arrested on Thursday.

Police suspect that officials within the building assisted the fraudsters by passing on documents from the ground floor after applicants paid for their services. More arrests are expected to follow.

This article was originally published on page 3 of Pretoria News on January 19, 2007