Leadership vs Management – by Arthie Moore

Leadership Coach

Arthie Moore

This is an beautifully conceived and written article by Arthie Moore! The next article will be under her own name!

We need a fresh perspective on a subject that seems to evolve constantly, so my take is this. The beauty of Leadership is that you do not have to know everything!

What I really love about the concept of Leadership is that we are constantly growing, learning, evolving and changing with the times. There is no set style of Leadership that appeals to any one person. As we listen to the various great minds on the subject of leadership, our own minds take it all in and we adjust our behaviours to suit the teams we decide to experiment on.

We wait, watch with bated breath and when our teams survive our onslaught of new ideas, we continue forward. You see, I believe that Leadership is all about behaviour. It is a changing of the mindset of our daily behaviours to get different results from the people around us.

With the adjusting of our behaviours, we create expectations. We create an environment that is conducive to empowering, inspiring, motivating, enlightening and kicking our teams into a higher gear to achieve a higher goal or bigger vision.

Listening to Paul Martinelli speaking at a Live Event in Florida, made a huge difference to my thinking in an instant. He said, “If you want to change what is going on outside, you must first change the inside.”

Now that is what I am talking about. A good leader will constantly change his/her mindset to get greater results by changing themselves first. The example of good leadership as always will come back to how effective he/she is personally.

Are they good communicators? Are they understanding of the ever changing circumstances, environment, diversities, setbacks and personal issues in the work environment or are they stuck. See, being stuck means that the person is merely managing how the team works and pushes them to achieve deadlines, goals and visions of the company, in the same way that it has always been done.

Leadership means that the person of Influence, inspires the team to surpass their goals with excitement and pleasure and they enjoy pushing themselves! Teams will look to their Leader for guidance, support and advice because they know that the leader is there to help them as opposed to a Manager who generally tells, instructs and manages the outcomes, whilst putting out fires.

You see, the relationship between a leader and their teams comes back down to behaviour.

  • How influential is the person?
  • Do people trust, respect and honour their leader?
  • What is the attitude of the leader or manager?
  • How open minded is the person?
  • Do they invest in their people?
  • Are they constantly evolving with the times?
  • Are they inclusive, questioning, supportive, thoughtful and clear in their communication?
  • Do they seek potential amongst their teams and develop them?

There is a huge difference between leading and managing. In order to manage your teams properly, you need to lead them to greatness. It will always come back down to leadership. Managing other people’s behaviours is energy draining. It takes time to monitor and control the way people interact with each other, constantly looking over their shoulder telling them what to do.

When you lead however, people will listen. They will take your advice, question you to get clarity because you are open minded and non-judgemental, thoughtful in your approach, have a humble yet clear way of guiding them, will inspire them with your own actions and encourage self growth because you are not afraid to acknowledge that you are human too and do not know everything. But you will not be limited either.

A good leader is always restless.

  • Looking for new ideas, new ways to grow personally and grow their team.
  • The restless energy will create a environment of excitement that there is more to come and prevent everyone from stagnating.
  • That need to motivate people is gone because the positive energy permeating the whole work space is conducive to self empowerment, self growth and self motivation.

A manager’s job – is to motivate, control and enforce a results orientated environment attached to performance management systems that is a killer to work with. A Leader will be supportive, guide their teams to becoming accountable and taking responsibility for their own results, helping to set high standards and achieve through a powerful output/achievement mentality.

There is a difference between a Positional and a Relational leader according to John Maxwell’s teachings. Now that is powerful! The insights that I personally gained from that statement really resonated with what I always believed about being a leader.

In simple terms..having a title does not make you a leader. Your ability to influence, inspire and gain respect from people around you is what makes you a leader. Your relationships with your team are a true reflection of your leadership abilities. Not your title. That is your position. What you do with that title to build the people around you, will put you leagues ahead of your counterparts.

Everyone deserves respect and to be acknowledged for their hard work that got them to that position. But your ability to influence, communicate and serve your team, will give you the staying power and effectiveness that you need to take your company to levels of greater excellence.

Innovation, flexibility, relationship building, values, respect, attitude, intentions, questioning way, communication skills and honouring the human being in each of your team members will prove you to a world class leader.

Know your people, not just about them!

  • Truly understand their own needs, dreams, wants and aspirations. Link that to your own vision.  Then work together to achieve it.
  • Be supportive.
  • Be innovative and keep up with technology and the times that are ever changing.
  • Adjust your own belief systems.
  • Empower, encourage and excite your people.
  • Ask questions and actually listen.
  • Network with your own people.
  • Celebrate all your victories.
  • Take ownership of your results and your people’s achievements.
  • Be willing to be afraid. Fear of the unknown is the biggest killer of potential.
  • Seek to find out what scotomas are holding you back from achieving greatness.

I wish you brilliance in your journey going forward, knowing that learning to lead is a lifelong process of growth. One that is hugely fulfilling to know that you have the ability to take the potential of your people and create more leaders. Knowing that your power to grow your own team is in your hands and that you never have to do it alone.

Leave a legacy of awesomeness!

Until the next time, take care and have fun!

Ms Arthie Moore

www.johncmaxwellgroup.com/arthiemoore

www.celebratinghumanityinternational.com

arthiemoore@gmail.com

+27 (0) 72 439 4220

 

 

Video Testimonial. How a workplace conflict program helped me to build my family relationships

Celebrating Humanity International has run two Team Unity programs (Workplace Conflict Resolution) with a Swaziland City Council, over the past 14 months..

In this video testimonial, Benito Jones describes where he was as a family man, and the changes that he has made in his life as a direct result of the Celebrating Humanity Team Conflict Resolution programme.

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My personal change – since the Celebrating Humanity Team Unity program by Benito Jones

29 April, 2013. Ghost Mountain Inn – Mkuze, South Africa.

Transcript of video testimonial by Benito Jones

An un-rehearsed interview with Benito Jones, a City Councillor in Mbabane Swaziland. We had the fortune to facilitate two Celebrating Humanity Team Unity (Conflict Resolution) sessions, with the council. One in March 2013 and another – with the newly elected Council – in April 2013. Benito was at both.

Halfway through the second program, Benito shared the life changes – that he put into effect because of lessons he took from the initial program.

Here is a transcript of this video, which is one of three- by Benito.

Interviewer: Brian Moore.
Great. Benny, you shared with us during the Mbabane City Council Team Unity program, how the program helped you to change your relationship with your family. And you were telling me what happened when you got home, to your family, prior to the (initial) program.

Benito:
Prior to the program, I can honestly say that I wasn’t a capable father, in executing my duties as a parent – but … I used to shout at my children. I never understood my children better… before the program.

But after the program, I actually got to understand that there are no limits to being a parent. You need to give your children what is “worth” to them, as a parent.

But before, it was totally different. I had no time.

There were times when I came back from work. When they heard my car, coming into the yard, they run into their rooms, that the “monster” had come home.

But since, after, the program, everything has changed. Now we are more of a family, or more of friends, than we were before.

After the program – for once – after almost 10 years of marriage, I had a vacation with my family. Because they were able to trust me, that I won’t get upset and leave them wherever I had taken them on that particular day – something the children never did before.  Because they knew that we would go out to a particular restaurant, one teeny-weeny thing would upset me and I would leave them there. They would have to find their own way home.

So we had no bond. We had no trust with them. Up and ‘till I got into this progam which helped me a great deal. And when my wife heard that I am attending the same course, again – and for the second time – she was so elated that she asked me:-  What are you people feeding me, that is keeping me so calm? Which I never was before!

The objective that I was, was that it was always my way, or nothing else. But now I am able to listen to her, as well. For once, I am able to do as she wants me to do. We are able to coordinate issues as a family, as opposed to being “ordered.”

Now I am able to take orders, ‘though I don’t perceive them as orders, because we now live as a family.

So it had such a dramatic effect on my personal life and my family life…

Break

I want to thank you for such an opportunity and such an exposure. And I hope it can go a long way in helping other people, not only personally, I mean, not only professionally – but even personally, as well. And that they can take this into their homes and into their relationships. And into their working environments.

Because  you find that if you are upset at work, then you take this thing, into your home. If you are upset at home, you cannot perform properly at work, because you are still fighting with your wife. That she didn’t iron your shirt properly, or that she was late for work. Therefore you were late for work, and so you had to take her with you..

So, it is quite and eye-opener of a program which I hope that God will bestow the power to you and help other people, as well, that have the opportunity and the courage to face problems. – as well as the will to succeed. Because if you have the will to succeed – these are such programs that you should attend.

Because they give you the character and strength to face another day. Because sometimes you sleep and you have no reason to live, but if you attend such programs they give you the will and vigour to wake up another morning – with a smile on your face, to face another day with hope and faith that this is the day!

Brian Moore

Thanks my friend. Awesome.

Can diversity be effectively learnt in isolation?

Often we hear people say, “I feel your pain.” This empathetic and well-meaning statement is generally untrue. It is like a man saying that he understands, or can feel, the pain of childbirth. The closest he will ever get is to actively listen to women talk of the pain, and to watch a child being born.

Similarly it is almost impossible for a person to effectively understand diversity whilst learning about “others” in isolation.

Often management groups ask us to teach “us” more about “them.” This is a way of keeping themselves aloof and safe from their diverse staff. Or, we are asked to teach “them” about “our way.” This is a group form of isolation, which substantially reduces the positive impact of diversity awareness training.

It has been our experience that diversity is best learnt, practically, in groups of diverse people. The diversities need to include, as far as possible: Gender, age, race, language, sexual preference, levels, departments, cultures and religions.

When combined in this way the benefits are tremendous. It is firstly possible to upscale the methodologies to a level of fun and competition. Secondly, the resultant interaction ensures long-term learning through the relationships that are built across diversities. Thirdly, there is a huge element of cross diversity team building and respect-building and finally, the lessons gained are either first or second-hand experiential skills.

Diversity awareness, learnt in isolation, will build the intellectual understanding of diversity, the fairness and injustice of diversity. Strong understanding will be gained of diversity and what is acceptable behaviour and what is not.

Sadly very little will be understood – at an emotional and experiential level. This can only be gained through interaction with people of different backgrounds.

Please comment below, or visit our site for more information on Celebrating Humanity Diversity Training programs.

Living and Teaching Unity – Arthie and Brian Moore

Da Moores 2012 Arthie, Brian and Family‘Living and Teaching Unity’

An excerpt from: Golden Room.

Many cross cultural couples will readily include in their list of the benefits of being in a cross cultural relationship, the delight in being able to have two weddings that reflect their dual cultural heritage.But for Arthie and Brian Moore of South Africa, two weddings wasn’t quite enough to reflect, represent and celebrate this couple’s inspiring journey. They have in fact married each other seven times, and the second wedding was a surprise wedding!

Their story begins with a dream. The amazing and almost unbelievably accurate dream of a young girl in year seven at school, about the kind of man she wanted to marry. And the dream of a nation that it would one day be free from apartheid.Arthie grew up as a fourth generation Asian South African in a Hindu family classed as ‘Indian’..

Unusually her family came from divergent socio- economic backgrounds, with entrepreneurs on one side and fishermen and carpenters on the other side, her roots stemmed from indentured labourers from the Indian subcontinent.

From an early age Arthie’s family understood she was somewhat rebellious and determined, a person who knew exactly what she wanted and how to get it. For a school project Arthie wrote out her dreams where she described exactly who she would marry and what they would do with their lives together; her future husband would also be tall with blue eyes and blonde hair.

Perhaps her family only gave cursory attention to this detail. After all in the South Africa of this time White people and Asian, ‘Coloured’ and Black people had very little interaction. There were separate neighbourhoods, separate schools, separate churches, and separate sports leagues. In effect, just as the policy intended, -apartheid meaning separateness- the people of South Africa were separated in every conceivable way.

The ‘races’ of South Africa certainly did not intermarry. (more) via www.goldenroom.co.uk.

10 steps to creating a free and non-racial democracy.

As we head into 2013, and we are approached for team conflict resolution interventions in corporate, government and other business arenas, I am astounded at the levels of prejudice, cross cultural incompetence and general inability to build relationships in diverse teams.

Much of the prejudice is so archaic it is almost ancestral in origin, in fact some of it is from colonial days. Some of it comes from the sad era of Apartheid. And sadly much of it is being created on a daily basis in homes and the workplace.

Our people are divided. Our politicians and government perpetuate the divisions daily – by political affiliation, race, colour, language, clan – even though they profess to be developing a non racial democracy. New forms of formalised Apartheid and political protectionism creep in every year.

And this is reflected in the attitudes and actions of our people. Racial superiority and inferiority according to what race you were born into and where you stay, is rampant.

Ours is one of the few countries in the world where the race question is foremost in the minds of people. Be they mothers and fathers, business owners, civil servants, procurement specialists, or workplace employment teams, “What colour is he – or she?” Or more blatantly as if they are talking about another creature, other than a human being – “What is he?”

This simply must stop.

If we are to give our children, and ourselves, a fair chance at living in, and building our beautiful country we need to change. To be different and to become more human.

Our team conflict resolution programmes do this (brian@africa-dreams.com) – but only for the people that we interact with – and their families. The Ubuntu Girl – Soja Kruse does this – but again the extent of her reach is limited. (ubuntuabundance@gmail.com)

So how do we, as a nation of human beings begin to bring about the long term change that is so deeply needed?

10 steps

  1. Accept that there is a problem in the way that we think, talk and act towards people of other religions and cultures.
  2. Resolve to make changes in your own behaviour, and do not accept negative behaviour from people within your circle. (You may have to find some new friends!) Set yourself some change goals.
  3. Accept that in doing so, you will leave a wonderful legacy for future generations.
  4. Stop using negative, prejudiced words and names.
  5. Stop judging – get to know more about cultures, religions, traditions and belief systems. Have fun whilst learning. Invite people home and visit their homes, celebrations, funerals and traditional events.
  6. Learn new languages, from other people. Start with greetings, thanks, goodbyes and body language. (Misunderstood body language is often an immediate block to respect and business relationships.)
  7. Learn how to cater for people from different backgrounds. Do not judge from your own experience. There may be challenges and fantastic opportunities arising from differences in culture, religion, health and personal preference.)
  8. Learn what respect means to others – and show them respect in the ways that they wish to be respected.
  9. Actively make decisions without bias. This may mean that you have to think very deeply before you decide important things. (We are often polluted by our own belief systems and upbringing. Clear the smog, simplify your required outcomes and make informed and responsible decisions.)
  10. Celebrate each noticeable change.

It is time that we began to celebrate the wonders of our similarities and our differences. Not only in South Africa, but in Africa and the World. We are in our 19th year as a free democracy, it is time now to grow up and live to our full potential!

Respect in the Workplace – by Arthie Moore

Another great article, from ARthie Moore

Respect! Period!

So it is now 6 years down the line and we have already impacted the lives of  over 6000 people from various companies. From Board Members, Directors, CEO’s, Heads of Department, right down to the humble Cleaners and drivers in various organisations. We have worked with people in the Mining industry, Banking, Government, Parastatals, Conglomerates, Small businesses, Churches, Schools and Corporate Companies.

The one thing that is always relevant, valued and needed is very simple – Respect.

Respect for one’s culture, religion, knowledge, experience, life’s experience, wisdom, upbringing, ancestry and individuality.

The one underlying cause of lack of respect within the workplace seems to always stem from thee most simplest challenge. The lack of communication and understanding that each person is different and wishes to be respected in their own way.

Lets take the following for example – very seldom do we take into account the various underlying human issues that affect people such as Personality Types and Learning Styles. We are all aware that culturally and religiously, we are all different. That is a given…. More

Respect in the Workplace: Respect! Period!.

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A wonderful friend, an old lady and our ability to change.

My mother stays in the frail care section of an old age home. She is an awesome person who still sings the songs of her time.  As her short term memory rapidly fades – it is amazing to hear how she remembers the words of songs like, “Hello Dolly”, “The best things in life are free” and “Fly me to the moon.”

An old age home is like a small village. Everyone knows the next person’s business, their troubles and their joys. There is pleasure, jealousy, kindness and meanness. In some ways it can also be a bit like a pre-school – when the responsible person arrives, the tattle tales come running from everywhere, with their stories!

When I get there to see my mum I am chastised for not being there earlier, get the news of what the nursing home staff have done wrong, and how my mother is doing – how they love her, or how she needs to be cared for differently.

There are two people who always seemed to say the most inappropriate things. One, is Judith, a short bullish lady, with a speech impediment – who simply says whatever is in her mind. And often what she has to say is not very nice. Another, is Harry, who is a great candid observer who says what he sees, and whether I like to hear it or not, it is often true.

Over the months, I have stood up to these people, “on behalf of my mom.” I have bluntly told them to mind their own business. It was my “duty to protect my mom.” They would greet me but keep their distance. And when I got home I would justify what I said to them.

And then my best friend wrote to me and let me know that she did not want to be around me anymore. It cut me to the quick and caused huge shift in who I am, how I see the world and relationships. She showed me through my words that my soul and spirit had begun to die. Nobody really liked be around me – they stayed because it was their duty.

This was the case in many areas of my life, sadly. My rightness caused many people – family and friends – to be with me, at a distance.

I was shocked beyond belief, for without her and my family, my life is simply meaningless.

Fortunately for me I did not rage against her words. I felt the loss – in my heart, as if it had already happened. I could not breathe. I read her words again. I saw the truth in them. And a sweeping change came over me.

It was a change that I began to feel in my spirit, as I took the time to improve my relationships – in my family, friends, long-lost relatives and most importantly with myself and my view of life.

Suddenly my boys were hanging onto me, chatting to me, sharing with me. My in-laws were seeking me out, my beautiful wife was smiling – joking and laughing again. At the swimming pool small kids are chatting to me and challenging me to race them.

I have begun to get fit, walk tall and there is a kindness, in me and a freedom, that is somehow showing through. My wife says I am “on purpose” again. I do not know what it is, but I am reveling in the change.

Back to Judith.  When I arrived at the home, she came up to me in her pushy, almost frantic way. Her TV aerial had broken, and she “knew” that my mother did not need her aerial anymore. Please could she have it. Previously I may have found a quick reason, why I should not give it to her.

But somehow my spirit had changed,. I looked at this lady, who I had never liked, and saw her desperation. I said, “Sure, you can have it.” This tough lady looked almost fragile, as she thanked me. I then told the nursing staff, to let her have the aerial.

On another visit – Judith again came up to me and said thank you for the aerial, and that she had not received it. I again confirmed that it was hers and spoke to the staff.

Judith was almost besides herself with excitement. Almost like a little child at her birthday party. She told me her story of being looked after by her pensioner siblings, who were poor and could not buy her an aerial. She had never shared anything personal before. Her life story began to unfold as she kept on walking in and out, talking about her life, where the aerial could be, and who could have taken it.

I told her that even if we could not find it, I would buy her an aerial. Suddenly this tough lady burst into tears, “Thank you. Thank you so much”, she sobbed. She looked shocked as the tears poured down her face. Then surprisingly, she came over and hugged me. I hugged her back. She stood back and burst into tears my heart went out to her and I held her – possibly as she has not been held for many years.

She scurried off again, pushing her wheeled roller, and came back with a bag, as a gift for me. I was deeply touched by the kindness from “mean old Judith.”

The aerial was found later that night, and I installed it in her room, for her.

I now know that every one of these people, Judith and Harry included, are just people looking for some attention and some love. And who better to share that, than me.

This story is as much about Judith, as it is about my change, as it is about my beautiful best friend. I have betrayed her love, care and friendship – with my selfish behaviour.  With her letter, her hard true words, she has sparked a new life within me – and I promise I will never let her down again.

I hope in against all hopes, that she finds it in her heart to keep me in her life.

 

Diversity is a good thing – not something to be feared!

A story on the power that leaders, team members and their organisations gain, when they understand the true value of diversity in teams.

And we are ALL leaders!

Arthie and I had just kicked off the Celebrating Humanity programme, in 2001 – which covered Diversity training, Team conflict resolution and Transformational team building. We had been struggling with our basic team building aspects of diversity training. We simply had to move away from the chalk-and-talk, death-by-powerpoint methods of training.

A decision was taken to run our training, as a celebration of who we and our delegates were, and focused into team competitions – as a way to change the spirit of the people and the training environment.

But we were still struggling with the make-up of the teams. So many of our delegates, in the early days, were literally forced into the room. A great number were former combatants or had been isolated by propaganda – each one choosing to be “with their own people.” This limited the interaction and caused inter-team conflict.

As we worked at developing the team building methodologies – we had many realisations. A huge principal grew for us:- “In order to be true leaders, we have to accept that other people add to us.”

And we needed to ensure that our delegates experienced the fact that their unique skills, knowledge and wisdom must be shared and nurtured in order for them to be integral parts of of powerful and professional teams. In Zulu it is said “Inkosi yinkosi ngabantu” – a leader is only a leader by virtue of her/ or his people – the meaning was becoming clearer by the minute. People in their diversities make us who we are.

I have always understood that my sons and my wife bring unbelievable value and add to me. Now I knew that people who disagree with me, also add to me. People who are different, or who have different views and opinions, bring great value to me.

And perhaps they add to me far more than those who always concur with me. And 19th Century Poet Laureate, Lord Alfred Tennyson knew it, when he said, “I am a part of all that I have met.”

As our thoughts expanded, we realized that we also add to other people. That we too have value.

If only I had learned this as a child, as a teenager, or even 10 years ago. It would have stopped my “rightness” and my need to defend my opinions. I would no longer have had to “win arguments.” And as a consequence lose my friends and break relationships.

It was so simple. All people in their varied histories, religions, education, cultures, skills, experiences, pains and joys make us more human. And can, if we are open to their uniqueness, help us to build our lives, families, teams and organisations.

So diversity is a good thing. Not something to be feared but something to be sought out. Not something to be judged but something to learn from. Not something to be contradicted but something to be built upon!

We then realized that the more inclusive and diverse our teams are, the more we win! And, conversely, the more we follow the old proverb of “birds of a feather flock together”, the more we separate and stagnate. And the more we confirm our stereotypes and prejudices.

The birth of Celebrating Humanity Diversity Training Methodologies-

During our Celebrating Humanity©, our international transformational team-building and diversity sensitivity training programme, we needed to find a way to get people into diverse teams, without marginalising them.

Obviously to send people to their teams, as we perceived their skills, talents, genders and cultures to be, was manipulative. When people come to the programme they are often angry, in pain and very divided. And we have been told, on numerous occasions… “Mention race, or racism, just once and we will leave the room, and never come back.”

In our first 2 sessions, we tried placing the delegates’ manuals at the various tables, and asked the delegates to sit wherever they found their manuals.

We would guess by their names and surnames, where they “should” be. It was a time-wasting exercise and one that only partly had the effect that we wanted. People still felt as if they had been pre-judged. And it was true.

Once we had defined the teams, in this way, we would then get each person to introduce another, on a human level. Many of them knew little or nothing about their fellow team members. This was a good part of the exercise and there was good benefit. But the pre-selected teams did not truly gel.

Arthie and I took a step back and looked at the opening of the programme and we realized that the delegates had to select their own teams.

We know that people normally choose the people they are most like, or with whom they are most comfortable. If this were to be the case, they would not fully experience each other as human beings. Nor would they understand the value of diversity and the value of “different” people.

We then developed the team selection principle of “who adds to me.” In order for this to work, we honed the interview questions to be more in line with the programme outcomes, the competitions and the team points system.

Before the introductions, we advised the teams that they would be selecting their teams based upon competitions and we told them of the bases of the competitions.

In South Africa, this included eating habits of various groups, proverbs, cultural knowledge, language, traditions, religion, drawing skills, dance skills and hula-hooping skills. We also advise teams to get their gender split right, as there is much wisdom to be found in all people.

Internationally, we work with the artistic/ dance, hula-hoop, talents, experiences, local knowledge and the qualifications of the teams. For example, with the Bank of Zambia, one aspect of the team competitions, drew upon individuals’ knowledge of international financial markets.

In South Africa, once conflicted groups selected teams that went across, level, position,  ability, culture, age, gender, race, language and religion. And the team knowledge was incredible – thus their opportunities to learn were equally massive!

In Zambia the selections went across level, position, gender, age and experience.

Some feedback

Senior management delegates at Lake Kariba, said:- “Very well received, a unique delivery technique.”, ” Delivery standard – World Class.”, “The course has broken interpersonal barriers.”

One of our Ethekwini Municipality (Durban and surrounds) delegates had this to say… “Change goes deeper than a cross on an election ballot, or learning a “black” language, or being able to live wherever you choose, or even affirmative action… From President to petty thief, and city manager to general worker, we are all unique and yet all the same. We are all humankind – the South African way.”

Another delegate closes off his feedback, on his personal transformation, with… “We have a country rich in people who are unique in their variety. Our uniqueness is special. If we open our hearts to it we will all grow and become more special. Let us all embrace the uniqueness and utilize it to shine brighter for us all.”

Our change in Celebrating Humanity© team selection methodologies had multiple effects. Here are four…

Firstly, delegates now listen very carefully to the introductions. They begin to know each other better, from the earliest possible moment. A delegate from SA Container Depots… “Now I know my team members. For past 10 years I have walked right past them without greeting. Now I have friends who I know. I will greet them all in the future.”

Secondly, they chose their own team members, in a totally new and aware way. Because they add to each other, they almost always get the diversity right. When they do not, it shows up in their team’s lack of points. Delegate Luanne Schmidt, says.. “The experience has left me with a sense of joy that if each one of us in our wonderful “Rainbow nation” takes the time to really get to know and understand the traditions and cultures that make this such an exciting country to live in, we truly will become a nation to be envied.”

Thirdly, they began to experience the power of sharing wisdom and working together in diverse teams. This is extending outside of the training room. Another Ethekwini delegate had this to say… “I have accommodated all these people and other cultures in my heart, in a similar way. All of them are so important in my life. There is a lot that I can learn from them about my personality, their personalities as well as my country.”

And point number four, they begin to understand their own multi-faceted value and their marvellous uniquenesses! A once fearful, and now newly-trained, Celebrating Humanity facilitator in the Ethekwini Municipality Diversity Training programme… “Truly we are catalysts of change. We have the power, the ability, the training, the desire and the courage!”

They had taken the first step towards realizing that diversity and uniqueness in team members creates greater opportunities for learning, growth and success.

They also took the first steps towards becoming the leaders of tomorrow. Leading with each other, for each other – together.

And through them, we begin to lead and leave our legacy for the future!

Brian V Moore© 13/4/2005
“At the level of respect all people are equal”

There are many such simple yet innovating aspects to the numerous Celebrating Humanity© programmes. “The Celebrating Humanity© programme is not simply a “programme”, it is not just a “course”. It is a “cause.” – Celebrating Humanity Facilitator – Ethekwini Municipality.

And now something valuable at no cost to you!

Articles and Stories, PLUS information on the Celebrating Humanity© programmes, can be found on:- http://www.africa-dreams.com/

“Never doubt that a small, group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has.” Margaret Mead.

Brian V Moore Website

Diversity Training in South Africa

Africa Dreams Website – Celebrating Humanity International

Celebrating Humanity Projects

Team Building in South Africa

Celebrating Humanity Blog

Celebrating Humanity on Facebook

Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

Arthie and Brian Moore – Profile

Both Arthie and Brian have many years of Africa and international experience in developing communication and respect within diverse teams, removing conflict within teams, diversity management training and transformational team building.
They love to learn about people, their cultures, traditions and religions and are able to greet in over 80 languages! They are widely travelled and live the lives that they talk about.
Their clients include government, multi-nationals and corporates in South Africa, Namibia, UK, China and USA.
They have positively  impacted the lives 1000’s of people through their diversity/ team building programmes.
Arthie Moore
Arthie Moore – General Manager – Celebrating Humanity International
Unique in her way and manner, in bringing about and project managing positive change, International facilitator, writer and project manager Arthie Moore is a multi-faceted gem.
With over a decade in building leadership, respect and accountability within teams and companies she is well known, liked and respected as a powerful and intuitive leader.
Arthie is one of the Inspirational Women at Work-  in the book by that name and has been recognized, for developing leadership amongst women, by Former 1st Lady of Mozambique Mrs Graca Machel-Mandela.
She is currently writing a book on how to build great relationships and is the co-author of the Celebrating Humanity series of diversity, team building and teamconflict resolution programmes.
 Brian V Moore – Managing Director – Celebrating HumanityInternational
Author, speaker, facilitator and change agent – Brian V Moore has a unique ability to engage, involve and unite people from any background. His skills in switching language, greetings and body language swiftly build relationships across diversity.
Known as the Peacemaker on the Dusi Canoe Marathon – for his work in bringing peace – between canoeists and rural communities, during the 1990s.  He was recognized by Archbishop Desmond Tutu with a Sanlam – Sunday Tribune Community Builder Award.

He has assisted communities to build classrooms and clinics as the Chairperson of the KZN Canoe Union Valley Assistance Fund. Brian was awarded Provincial Colours for this work.
Brian speaks English, isiZulu, Afrikaans fluently and gets by in the various Nguni languages.
With over 25 years of experience in his field, Brian has spoken at numerous functions around South Africa, Namibia, UK, China and USA.
  •  He chaired the 2009 Learning World Conference, in Hong Kong, and presented on Transformational Team Building methodologies.
  • Presented, and a sponsor of, the London Diversity Conference – in 2008.
  •  Presented to Post Graduates at Quinniapac University, Connecticut – USA.
Websites:
http://www.africa-dreams.com
http://www.celebrating-humanity-projects.com
Blogs:
http://transformdiverseteams.blogspot.com
http://wayswelearn.blogspot.com

Email us

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal –
on http://www.celebrating-humanity-projects.com
or email: brian@africa-dreams.com
or call +27 79 643 4457

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We have a number of articles on our Celebrating Humanity page – on FaceBook and even more on our Transforming Diverse Teams.

So take the time to have a look at our stories, comment, add your own articles and let us change this World into a more positive place! 

And visit our new sites – Brian V Moore.com and Diversity Training in South Africa.com