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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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

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Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

New site – Diversity Training in South Africa.com

Diversity Training in South Africa – a member of the Celebrating Humanity International stable has a brand new website. So too, does the founding director, author and diversity speaker – Brian V Moore. Learn more about  fellow director, writer and powerful catalyst of change – Arthie Moore.

Make contact or speak to Brian V Moore

Spirit of African Leadership.
Traditional and Western Leadership has a legacy of “I tell – you do.” Although there is a growth in the concept of participative leadership this is not enough.

The young man and lady slouched back in their chairs during a recent 1 day Celebrating Humanity diversity training session.

She spoke up, “This is brilliant. But where are the managers and directors?”.
“Yes.” the young man agreed, “They always send us on courses, yet it is they who need the most change. They just decide that we must be trained. And they don’t know what it is about, nor do they follow the “new” way.”

Simply put team members are no longer pawns. They can be fully participating members of any organisation as long as:

• there is full ownership for their personal behaviours and actions, from all members of the organisation – from board level to the general workforce.
• all team members are valued, feel valuable and value the uniqueness and difference in others.
• all are part of a team where everyone operates within a peer-selected, peer-managed set of positive and values and behaviours and actively exclude non-acceptable behaviours from their interactions.
• a peer-controlled inter-personal values-based structure is constituted and managed on a regular basis.
• A separate set of organisational values/ principles has been developed and accepted by all role players to ensure that issues such as client relationships, theft, corruption, fraud, professionalism are all adequately covered by company regulations.
It is critical that no-one is above the rules of inter-personal respect and organisational values.
Leaders lead and work with people. Leaders are accountable to self, team and company.
Traditional managers manage resources. They are only accountable to their seniors.

Brian V Moore
www.brianvmoore.com

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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

Can a white guy talk with authority on diversity?

Zulu Chief Bhengu, and I.

This is in answer to the above question – posted on LinkedIn.


Brian V MooreHuman diversity includes people like myself.I am what you would call white, a member of an African tribe, descendant of Irish, Scottish, Welsh, English and South African forebears, born in Zambia to a Roman Catholic family, resident in South Africa, my wife is a Hindu South African of Indian descent, I speak a number of African languages, Afrikaans and English, greet in over 70 languages, have worked in the USA, UK, Hong Kong and in numerous parts of Africa.

My diversity experience comes from living amongst and experiencing people, traditions, cultures, religions and I have worked as a peacemaker in rural African communities.

There are two issues here:-
1) How dare I not share my growth and lessons with others who have not had my experiences.
2) How strange it is that we, as diversity specialists, can judge people by colour. A Zulu (African tribe in South Africa) say clearly in this proverb. “Uhlubu’ dlube ‘khasini” Literally – “A bean is revealed when you open the shell.”

We cannot know a person by their external appearance. We can only learn about them through either our own experiences of them – or that of others whom they have impacted.

Of course any focused and experienced person can speak with authority on diversity. My wife and I have touched 10s of thousands of lives through our work.

Let the catalysts of change do their work without judgement!

Best wishes
Brian V Moore – Email Brian V Moore
 
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

Team-building and Diversity Training – for Diverse Teams

A Lutheran Church in Namibia
One of the most exciting aspects of being nominated by our clients, as one of the top training companies in South Africa in 2006, is that we work in the much-maligned area of “Diversity Training“, Team-building  and Team Conflict Resolution.
When we started the Celebrating Humanity© programme, our main focus was

Fun diversity training

Enjoy Diversity Training!

on Diversity Training. And we perceived it as a huge opportunity, to transform teams and build organisations – through respect, understanding and unity.

As we have said, many times over, companies embarking upon a “diversity training initiative,” stand at the crossroads of danger and opportunity. Our Guide to Selecting Teambuilding Providers clearly states, that the opportunity lies in uniting the teams and the greatest danger, in the separation of team members by their “differences.”
Our main guiding principles, are:-
  • ·         “At the level of respect, all people are equal.”
  • ·         “We add to each other.”
  • ·         “There is only one race – the human race.”
Why Diversity Training/ Team building?
Normally a “diversity training/ team building” initiative, is based in the need to reduce at least one of the following:- 
  • Negativity and Arguing.
  • Incessant Gossiping and Backbiting.
  • Cross-cultural Clashes.
  • Personality Conflicts.
  • Silly Time-wasting Workplace Disputes.
  • Frustrating time spent in Dispute Mediation, and at the CCMA.
  • Unnecessary Labour Lawyers’ fees.
  • Misunderstandings and Mis-communications.
  • Inability to communicate with diverse clients and colleagues.
  • A lack of Professionalism and Accountability.
  • Excessive Absenteeism.
  • Racism and Prejudice.
  • Rankism and Departmentalism.
  • and/ or to lay the groundwork for improving the (Broad Based Black Economic Empowerment (BBBEE) rating of the company/ organisation.
Everyone needs to feel safe.
Whatever the reason for the programme, it is essential that it is based in fun and respect, and is totally non-threatening, inclusive and motivational.
Everybody wants their place in the sun.
One of the biggest challenges with traditional team-building exercises, is that the focus is often on the needs, talents and abilities, of a core group, within a team. The less young, educated, physically talented, or fit the team member – the more they have to rely upon the “cool group.” And the less they enjoy the experience.
These results are often short term and limited.
Involving Diverse Teams
When working with a very diverse group of people, it is critical that the facilitators involve EVERYONE, in a way that is individually important to them, and their existence on the earth. This ensures that each person can, and does contribute.
In the Celebrating Humanity© – Transformational Team-building programmes, processes are fun, exciting, non-threatening and most importantly, everyone participates.
Each person adds value to their teams in some way. The process and methodology must show the value of everybody, in the group. Processes need to show at least some of the knowledge, skills and abilities of each person.
We all add to each other
In a public session, a partially literate Zulu-speaking housekeeper, maKhumalo – sat in a team comprising highly-qualified HR professionals. In the same team – was Kevin Turner, who was raised on a rural Midlands farm and who spoke excellent Zulu.
He and maKhumalo happily shared and communicated their knowledge on culture and tradition to the team. maKhumalo was the expert on Zulu culture, proverbs, ancestry. She brought great value, as did her team members. And similarly Kevin added to the team with his knowledge of Zulu and his warm humanness.
At the point where the team was asked to put together a Kwaito dance, maKhumalo suddenly stood out head-and-shoulders, above her more skilled and reserved team mates. It was delightful to watch her lead them. And they put on a wonderful 2 minute show, for the other teams.
Here was a wonderful lady, from the depths of rural KwaZulu Natal, and she was the stand-out leader for a group of University-educated Human Resources specialists! The exercise demonstrated, that we are all leaders, that we all bring value, and that we all need to respect and value each other.
Teams that understand, that we add to each other, will be far more secure. Through Transformational Team-building, they will know and experience, that the more diverse the team members, the more chances we have to win – through greater knowledge, skills, wisdom and understanding.
Some ways to involve people.
Some of the ways that we involve our delegates, are through their:- 
  • Workplace Knowledge.
  • History and experience
  • Background. 
  • Artistic ability.
  • Joke-telling skills.
  • Dancing skills.
  • Language and greetings.
  • Proverbs.
  • Body language.
  • Cultural knowledge.
  • Beliefs.
  • Religion.
  • Music.
  • Traditions.
· Other relevant Skills and Talents.
Diversity does not only mean culture and religion.
At Lake Kariba, we took the top executives of the Bank of Zambia, through a transformational team-build.
Now Zambians have, since the inauguration of Kenneth Kaunda, believed that they are all “Zambians.” “One Zambia, One nation”, was the clarion cry of former President Kaunda’s government. And it has worked!
The Zambians all stood as one. Not black, or white, Barotse, Ngoni, BaBemba, Nyanja, Batonga or as speakers of any of the over 69 dialects, just Zambians.
The World, South Africa, companies and organisations could learn a lot from the people of this beautiful country.
Thus, in Zambia – there was no desire to bring “cultural diversity” to the team-build. So we found out about the various skills and abilities of the team members, and involved them all in, in that way. They soon knew, just how much, they added to each other.
And one of the most brilliant dancers, in that small section of the programme, was wheelchair-based. He really made that wheelchair dance!
You never know just how your team members add to you, until you experience them as humans.
Skills Development
Any team-building/ diversity training programme that does not develop skills, is not worth the investment.
Transformational Team-building programmes are intended to improve the lives of delegates, by building their personal skills, communication and relationship skills – socially, at the office and at home.
The Celebrating Humanity courses, are now so much in demand, for the wonderful outcomes, that we are regularly asked to run public courses.
Some of the skills would include:-
  • How to learn more easily for your unique Learning Style.
  • How your unique Learning Style shapes your Communications Style.
  • How to assess the Learning Type of the person/s you are communicating with and get  stunningly better results, in your communications.
  • The impact of your Communications Style on your relations in all areas of your life.
  • Simple and easy, non-judgemental and team-based Personality assessment skills and how to get better results by adjusting your own behaviour.
  • Understanding body language from different cultural groups. Making adjustments for far better results, with clients and team members.
In a recent chat, with one of our Celebrating Humanity© facilitator’s wife – she said, “Fazal was amazing in the Free State. He greeted the local people in Sesotho and through body language showed his respect. The people were simply amazing to us.”
We know Fazal well and are certain that he would have used his other, easy-to-use communication skills, to further build the relationships, as he went along on his fishing tour.
Sustainability
It is critical to make sure that the team-build is not a once off injection in the spirit of the team! The programme has to include in-house follow up, initially guided by the teambuilding organisation. The Harvest programme ensures sustainability.
Ownership
Another great opportunity to add to this “diversity training,” (now “grown-up” to be Transformational Team-building,) is to ensure that your team owns the change.
In this way, managers and their teams, can drastically reduce the interpersonal war stresses, that once seemed inevitable within teams.
One of the big challenges to “managing” teams, as opposed to “leading” teams, is that most traditional managers still manage people, as if they are their children.
The moment that there is conflict, the traditional parent pulls the kids apart. “Stop that Mary! Go to your room Sipho. If you do that again Bavika, I will punish you!
The only difference is that you cannot fire your kids!
Managers/ leaders that spend all of their time “managing diversity,” are in a boiling pot. They will never be able to focus on their time on doing what they are paid to do and will suffer the consequences of unnecessary stress, both physically, emotionally and in their relationships.
The only way to reduce this stress on businesses, clients, teams and their families is to get all team members managing their own behaviour.
All people are leaders.
This is a fact ignored in most teams.
I was in a local hardware store, a number of years ago, and chatting to a “Shelf packer.” As we were speaking happily, in Zulu, his supervisor marched up and arrogantly demanded that his “underling” go and do his other work. With suppressed anger, my friend bid me farewell and went off, to do his “superiors” bidding.
Little did the young supervisor know, that this same elderly gentleman was the chairman of a number of multi-million Rand development contracts, in his rural village. He could have learnt a lot from him, with a little more respect.
Perhaps this is an extreme example, so let’s take our Kwaito dancer – maKhumalo.
She runs her own home in the beautiful City of Durban. She manages the cleaning, laundry, cooking and kids in a suburban home. She runs a home in far-away Mahlabathini, where she is building a new home and she educates her 3 children. She is not only a “Dance leader,” she is an every day leader.
So why not place the leadership of workplace relationships, in the hands of your team members. They may even guide you, as is the example with our young supervisor. He certainly could have used some gentle guidance!
Increase the Ownership and Accountability
A true Transformational Team-build, with the correct amount of time allocated to the process, will dramatically reduce stress through increasing the ownership, accountability and responsibility of each and every team member!
Once your team decides how they will behave around each other, and what is not acceptable behaviour – they own it and can manage it.
With the right clearing processes, constitution and a 1 hour monthly meeting, this peer-driven process ensures that relationship management – is no longer the responsibility of the managers/ supervisors or the board members.
Transformational Team-building – with the commitment, and full participation, of all management and leadership – has the power to transform teams. And we have the evidence to prove it!
Challenges to successful outcomes
Some possible challenges to your team-build for diverse teams:-
  • Leadership/ management sending only “them,” because “we” don’t need it.
  • Not involving your greater team in the decision-making process. This can lead to poor attendance.
  • Leaving critical negotiations in the hands of inexperienced and under-qualified team members ( a properly facilitated transformational teambuild will positively change the very way in which your organisation functions.)
  • Not having good committed project leaders.
  • Trying to cut costs by:-
  1. Going for the shortest possible intervention. Always dedicate the time to change.
  2. Paying for a once-off intervention. Transformation is a process, not a brief happening.
  3. Saving on the venue. “Let’s do it in the board room.”
    1. The programme will be interrupted, by “emergency situations. If a team members are not available, the emergency is always resolved quite easily, in their absence.
    2. People do not feel respected if the company is cheap, and not prepared to pay for an upmarket venue.
    3. Attendance will be poor and no team-build can be successful, without the team.
  4.  Cutting down on the quality and diversity of food and refreshments.
    1. Many diabetics, vegans, vegetarians, followers of Shembe, Judaism, Islam, certain branches of Christianity, Hindus  and numerous others – are often not properly catered for, during outings or training sessions.
  5. Utilising “cheaper” service providers who do not dedicate extensive time to understanding your people, your company and your country.
We hope that this story and these guidelines, will help you to select your next team building organisation, with great care.
And we will be delighted to hear from you, or just learn how the diversity training/  team-build worked for your team.

We have experience in Africa and other parts of the World – Such as the Namibia, Zambia, Swaziland, USA, UK and China.
Brian V Moore© Celebrating Humanity International,

Mobile: +27 79 643 4457

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

7 Steps to Resolving Team Conflict

The 7 Steps to Resolving Team Conflict – in the Celebrating Humanity© Way

From the book “Team Conflict Resolution Strategies – Fast and Effective ways to Remove and Reduce Stress in Teams”, by Brian V Moore.



Brian and Arthie Moore, of Celebrating Humanity International, have over 15 years experience in diversity management, transformational team building and team conflict resolution. 1000s of people have benefited and transformed through the Celebrating Humanity programme©, in South Africa, Namibia, Zambia and the USA.

1.   Step 1 – Know what you want to achieve, AND know where you and your team are, before you begin. “Begin with the end in mind” – Steven Covey. It is critical to know and record, what your challenges are at the outset of this amazing journey with your team/s. The team needs a joint vision of what they can achieve through unity, teamwork and harmony.

2.   Step 2 – Follow the 8 Principles of Team Conflict Resolution through the internationally proven Celebrating Humanity© methodology. Celebrating Humanity’s unique, transformational team building and conflict resolution techniques are founded in these 8 amazingly simple and stunningly effective principles.

         1. “At the level of respect, all people are equal.” – Brian V Moore – 2001.
         2. “No man is an island” (English Proverb.) “Umuntu ngumuntu ngabantu” (Nguni Proverb)
         3. We are perfect as we are.
         4. Life rewards action. Positive and negative.  
         5. It is simply impossible for any person to manage the behaviour of other people.
         6. People will manage their own behaviour, if they set the ground rules themselves.
         7. “People know and help those who speak up – not those who remain silent.” Oshiwambo proverb – Namibia.

3.   Step 3 – Build unified Teamwork across the entire team, company/ organisation. Apply a transformational team building process that will bring harmony, understanding, emotional and social maturity, communication skills, respect, ownership and accountability to your conflicted teams.

4.   Step 4 – Set the Peer-created, Peer-accepted and Peer-managed Team Code of Conduct. When your team makes these decisions, and all team members commit to follow an agreed and constituted process – you are well on your way to a conflict-free team, company/ organisation. This reduces stress on management and clients.

5.   Step 5 – Clear past interpersonal challenges – and open the way forward. Your team will no longer be dogged by its own conflicted history, the path will be clear for powerful and exciting results and successes.

6.   Step 6 – Place your team firmly in charge of their own behaviour. It is at this point that your team members commit to themselves, the company/ organization and immediately begin to operate in a new and safe working environment.

7.   Step 7 – Maintain – the new conflict-free status quo.
Properly constituted and maintained team agreements which will last for as long as you desire, and your and the team maintain the status quo.

8.   What we do NOT do.

         1. We never focus on the “problems”, or the “problem people”. If there is conflict in your team, there is far more going on than you will ever realise. And any direct focus on the particular individuals will empower them and ruin the process.
         2. We do not have mediation sessions with the “problem people” to clear the problems. This will isolate all of your team members, and the challenges will emerge again, in another form altogether.
         3. We do not judge, or work out of our own judgments.
         4. We do not send the “problem people” off for emotional, or diversity training, and ignore the rest of the team.
 

“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

 

 

Video – Diversity Training and Conflict Resolution

Here is an a short video of a 3 day – plus 1 day follow-up team building/ diversity training/ team conflict resolution – facilitated by Mthimkhulu International (Now Celebrating Humanity International – the Team Building in South Africa specialists.

Enjoy,

Brian V Moore

Request a Team Building quotation, Diversity Training quotation
or Team Conflict Resolution proposal

“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