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.

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

Video – Fun ways to resolve team conflict

Another team conflict resolution program by Celebrating Humanity

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

Mphephetha’s Wedding – Great lessons cushioned in a culture shock!

Joko laughed at my patent nervousness as he lead me into the traditional Zulu gear stalls at Dalton Hostel – in Durban, South Africa.
Animal skins lay around willy-nilly as did drums, umbadada (car tyre sandals) and empty Juba cartons. There was a lot of movement of people entering and leaving the hostel. A number of drunken men lazed in the sun and indolently observed as this big white man entered their own almost tribal  domain.

One of them staggered to his feet and aggressively expelling his boozy breath, he demanded to know, “Ufunani umlungu!? (What do you want, white man?). I responded with equal power, “Ufunani umuntu!?” (What do you want Zulu person!?). The inactive audience suddenly burst into surprised and delighted fits of laughter. My interrogator laughed meekly and stumbled towards his friends.

As we entered the dark shops the crafters’ art became apparent. Magnificent Zulu shields, beads, headgear and other finely detailed items of traditional imivunulo (warriors attire) were on display.

Joko greeted everyone, “Sawubona lekhaya! Ngiyahamba no uMthimkhulu!”, and thus was I introduced by my Zulu name, to a chorus of disbelief from the shop owners.

It was mid-year 1993 – a year before South Africa’s independence from the Apartheid government. Prejudice was deep and attitudes ranged from hate to fear in many previously isolated race groups.

Joko – a jovial Zulu man – and I had met a few days earlier at the Pick and Shovel restaurant. I told him of my desire to purchase a traditional Zulu outfit. “No problem.” he said. “We just need to go to Dalton.” “Do you mean the hostel, where there is so much violence.” I asked. He said, “Don’t worry you will be safe, I am taking you.” And here we were.

There was much laughter at my size as we moved from shop to shop. Each one selling a different component. Here shields and there amabeshu (hides shaped to cover behinds). Each craftsperson was skilled in the manufacture of a certain part of the imivunulo. There were fighting sticks, walking sticks, spears and knock down sticks. Head, chest, elbow, leg and waist gear hung from the walls and ceilings.

A few men lay about the place, sleeping off hangovers. Their neighbours sold on their behalf. Every now and again a sleeper’s eye would open. He would grunt his satisfaction and drift back into dreamland.

Slowly compatible pieces were gathered to form my very own outfit. A black and white cowskin shield contrasted well with the light tan impala skin ibeshu that hung over my behind. The beautiful sewn and twisted izinjobo covered the sides of my legs up to the isinene, which covered the front.

There was much laughter when the enthralled shopkeepers showed me a straw thimble, known as iqoyi. This they giggled, would save any man from embarrassment….

Inkosi (Chief) Bhekisisa Bhengu, had become a friend in the Valley of a Thousand Hills, through my peace making and rural development work with the Natal Canoe Union. He was young and very wise, an interesting mixture of modern and traditional. He has travelled to Washington DC – USA and Zimbabwe and is well educated in development and local government issues. He longed for development in his area and was very involved in the traditional respect system.

I drove out to see him, with my new imivunulo in my car. He was as impressed as I was delighted and said, “You must wear this on Saturday at Inkosi Gwala’s wedding.” A thrill of fear and excitement ran through me. It was a year before the first free elections and KwaZulu Natal was racked with political violence. Putting aside my natural trepidation, I agreed to meet him at 10 am on the day of the wedding.

My niece Jean, and I drove down into the valley and arrived at his Emshazi home, across the road from the tribal court. He seemed surprised to see me so early and we hung around and chatted. Every so often he would look at his watch and shake his head and say, “Hayi Bhungane – I don’t know where these people are”. I think he was just trying to settle my western rush to do things, so I relaxed into the day and whatever it was to bring.

After a while Mrs Bhengu fed us. Then we waited and watched the goats and chickens wander around his yard. An old man drove his old van into the yard and opened up the bonnet. We then had a conversation on all things mechanical. Around about 1.30pm Inkosi Bhengu decided it was time. “When is the wedding?” I asked. “It is on now,” he said, “in fact it has been going on all day. Let us get dressed.”,  he said.

He called his young son in to help. We, two men from two different worlds, prepared to culturally meet. I am sure my ancestors in Ireland and Scotland were rolling in their graves, as I learnt how to put on my skins. I learnt how to hold my shield and how a warrior should walk and stand. Little bits of string held each component to my body and I felt very exposed in my underpants.

Inkosi Bhengu looked splendid in his imitation leopard skins and I stood proud on my car-tyre sandals, as my unclad parts shone brightly in the African sun. The journey was about to begin. We drove down the hill to Shabalala’s store and he then began to dress. When he was ready, we moved onto Mathowuli’s place. His name comes from the fact that he always has a towel wrapped around his head, like a turban.

Up the hill, on steeply angled red clay roads, to another Bhengu. There was much shouting across the lands from homestead to homestead. The Inkosi was going to the wedding and he was with an umlungu in skins! An incredible excitement seem to hold the valley in its grip.

Baba Bhengu complained of how his imivunulo no longer covered the fullness of his body. He called his young son and asked him to shine his legs with vaseline. “Would you like some?”, he asked as he offered me the jar. “Thank you,” I laughingly answered, “but I already shine far too much!”

The procession gathered people and cars and we met up with Induna Cele who had an impressive python’s skin for his ‘beshu.

The young maidens were now gathering and bounced down the hills towards us. They blew dance whistles, beat on drums and ululated as they jumped into the cars. “Wozani,” the Inkosi called inviting them into his car. “Thank you Inkosi,” they said. “We will go with him.” Girls piled into my car and somehow the Inkosi ended up with me, as well.

The Inkosi and I led his people down the dusty roads, alongside the beautiful dam, to eMaphephethweni. The young maidens still shouted, whistled and ululated with delight to all who would listen!

“Slow down, Bhungane.” said the Inkosi as I hit 40kms per hour. “There is no rush”. At 2.30 pm we cruised into the area. The bride and groom were in traditional Christian outfits as they had just completed the church wedding. Little people in beautiful suits and dresses wandered around the church. Car alarms had been re-wired to run continuously to let the people know that their Inkosi was getting married!

Our own group wound on past the church to the tribal court. At which point my confidence took a temporary and almost traumatic beating. As I stepped from the car, the excited people began to ululate and shout. Many ran toward me. Even little old ladies raised their umbrellas and advanced upon me in a threatening and laughingly aggressive way. I later found out that it was an expression of joy and fun.

The Inkosi walked coolly amongst the people with a tiny smile upon his face. I just smiled, greeted everybody and ducked the “attacking” matriarchs.  And stuck like glue to the Inkosi. My petrified niece was as close to me!

“Who is it” A man asked. “Juluka (a famous white Zulu singer/ dancer)? “Maybe,” said another.  “but if it is him, he has got very fat!” Later an old man asked me when I was going to sing. I looked at him quizzically, and he said to anyone who would listen,”He doesn’t understand me. He can’t speak Zulu.”

We were lead up the hill towards the homestead. Inkosi Bhengu’s traditionally-clad followers gathered and walked at our sides in a protective and energised squad. We were taken to the VIP hut where we were treated to Zulu hospitality. Jean was led away to be with the women, and I to the amabhuto (the Inkosi’s regiment.). The AmaNgcolosi gathered around their Chief and began to beat their sticks against their shields. A powerful rhythmic noise filled the rolling hills.

Young men would suddenly leap out, dance and spin away, beating their shields and presenting a fearful face to the gathering crowds. Ladies, young and old, began to dance and ululate near the group. Dance whistles blew, drums were beaten and horns were sounded. As the warriors’s passion grew d they continued to “‘giya” with more energy, to the obvious delight of the wedding guests.

We marched down the hill towards the kraal. Singing songs and beating our shields. I was still a little fearful but was becoming more a warrior than a man from the city. The  Inkosi showed me how to hold my shield again. I was at one with Africa for perhaps the first time in my life.

The wedding processes went by in a blur. A delighted Inkosi Gwala danced for his bride. She was now dressed in her traditional gear and he in his imivunulo. Gifts were traded back and forth and families were united through the bride and groom.

The young groom “ ‘giya’d” for his people. He danced and showed his masculinity for the appreciative guests to see. He marched with his amabhuto and I ended up in the cattle kraal with them. The names of his ancestors were called by his praise singer and respect for his line was shown.

Later we ate and shared Zulu beer. It is milky in colour and far less alcoholic than western beers. We sat in a huge crowded hut, as the amabhuto sang and danced. The place vibrated and reverberated with energy. Huge cracks opened in the concrete floor from their stamping feet. Globes of sweat ran down their glistening and muscular bodies. The songs were unlike anything that I had ever heard. It was an amazing place to be, in an amazing country, amongst an incredible people.

The sun had set long before we left. Our car lights pierced the darkness of an electricity free Umgeni valley. We reached home after 9 that night. A roadside newspaper seller was shocked to see this “white” Zulu reach out to buy the early edition of the Sunday paper.

With me forever will be other special moments. The image of the amabhutos running, as one, from the surrounding homesteads.  The view into the valley of a thousand hills. The smells of the skins. The man who said I should not wear anything beneath my Zulu “kilt”. The maidens running down the hill and Bhengu and his vaseline. The Induna in his python suit. The energy, fear and the acceptance.

And most of all my assimilation into a tribe of Zulu warriors. Into the Bhengus, the AmaNgcolosi of Ndwedwe. My life was forever changed. (I later was part of the clan that met Princess Anne of England.)

Brian V Moore © 24 11 2002. Durban – South Africa.

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

Latest feedback

From Sue Hall – 9/3/2010.
Brian and Arthie have worked with me on numerous occasions building teams through gaining greater understanding and acceptance of one another on a holistic level.

There were times when attitudes were so hard and fast that I thought it would be an impossible task to create teams within groups of people that we were working with but Brian and Arthie with incredible insight and genuine humanity was able to find the chink in the armour and break down barriers that had been built and protected for decades. From those tenuous and fragile beginnings, many teams soared to great heights achieving outstanding results.

I am forever indebted to their excellent work.”
Service Category: Business Consultant
Year first hired: 1990 (hired more than once)
Top Qualities: Great Results, Expert, High Integrity

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

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

 

 

7 easy steps to remove workplace conflict in just 3 days!

How to remove workplace conflict, gossiping and backbiting in just 3 days; follow these 7 easy steps to workplace harmony, and your teams will manage their own challenges, allowing you to drastically improve production and the bottom line!

Teambuilding for Diverse teams, makes it easy to transform your team.
Are you a stressed-out Managing Director, Company Owner, Manager or Team Leader searching for a solution to interpersonal workplace conflict? Are you losing customers and money through:-

• Incessant Gossiping & Backbiting?
• Cross-cultural Clashes?
• Personality Conflicts?
• A lack of Professionalism and Accountability.

Create a safe stress-free work environment, in a team building programme, by:-

Step 1.) Build respect
Set the ground rules. Keep the rules simple. Get a clear understanding of the rules. Enforce the rules. Reward respect, pro-activity and support.

Step 2.) Build understanding and communication
Team members come from different cultures, traditions, histories, genders and ages – these unique differences have the power to unite them. Get them sharing that which maakes them special. Create an environment of communication.

Step 3.) Build Teamwork
Develop the understanding and experience of teamwork, through interactive and exciting team processes. Let your team members experience their individual value, AND the value of their team mates.

Step 4.) Develop skills
Teach them basic communication skills through understanding learning and communications styles. Show them how to change their communication style for better results. take them through a team-based personality test and show them how to work with each other, differently, positively and more powerfully!

Step 5.) Guide your team to create their own peer-managed code of conduct
Remove these stresses from your workplace by getting your now-willing team, to manage workplace conflict for you! Get your team to create a interpersonal code of behavior and values to manage their own behavior!

Step 6.) Clearing all past conflicts
Set-up individual face-to-face private clearings to put past challenges behind them. And get them to sign a commitment to their team, the code of conduct AND agree to never mention their past challenges.

Step 7.)Get the team to manage their own professionalism, accountability and behavior.
Set-up brief and regular monthly meetings, based in the Code of Conduct.

Your team will praise & honor each other, build understanding, give support, bring guidance. AND send the defaulters to normal company discipline! help!

Your team can and will mutually decide and agree on acceptable and unacceptable behavior. Their “team-managed and ongoing relationship management program” will protect you, your team and your company/ organization from wasting time, managing and stressing out on inter-personal and inter-diversity challenges.

Place the challenges of workplace diversity management firmly in the hands of your team/s and let them manage interpersonal interactions, on an ongoing basis!

Remember, it can only take 7 steps and 3 days, to develop respect and united teamwork, within YOUR team!

Our multi-skilled, multi-lingual and multi-diverse International and South African Teambuilding facilitators , have successfully facilitated team-building and corporate training programs since 1989. And we have offered our services in the USA, South Africa, Namibia and Zambia!

Our clients include Namdeb Diamond Mining Corporation (2500 delegates) and have saved tens of thousands of dollars, through creating safe, respectful working environments with their teams. You can too.

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

Celebrating Humanity diversity training, diversity management and team building image

Diversity Training, Team Building, Team COnflict Reoslution – Articles and Stories

External workplace diversity training is now a legal requirement, in South Africa through the BEE Code 400. Yet, diversity training is only one aspect of the transformation of organisations and workplace teams and ultimately, the development of harmony in the workplace.

The opportunities

If diversity training is handled correctly in teams, respect and unity are built in a long-term and ongoing way.

The Celebrating Humanity© program is incredibly fun and successful and builds ownership, accountability and responsibility – whilst simply and successfully placing control over interpersonal behaviour in the hands of team members.

This increases Professionalism, Respect, Leadership and Communication whilst reducing:

  • Workplace stress
  • Backbiting and Gossiping
  • Racism
  • Genderism
  • Prejudice
  • Inequality
  • Infighting
  • Negativity
  • Isolation

There are many successful Celebrating Humanity Diversity training and workplace diversity management projects.

Read free diversity stories and articles here.

Or become an author of your own stories! Read all about the Celebrating Humanity© program in Transform your Workplace! Getting workplace diversity to work for you!©

The Challenges

If handled incorrectly the dangers of diversity training, to people and organisation are huge. Managers simply cannot manage people at the level of their behaviours and inapproriate interpersonal actions.

Unhappy organisations lose staff, quality and clients. The dangers are obvious.

Make the right choice!

You can make the right choice. Get a truly professional team to run your workplace diversity initiatives. You will save money, reduce stress and create the postive and respectful workplace environment that you and your team truly deserve! Request a proposal now!

 

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“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

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Fax: +27 866 746 310

Transformational Teambuilding

Transformational Team-building is a combination of Diversity Training and Workplace Diversity Management
Finding providers and programmes that meet your organisation’s needs.
By Brian V Moore – Managing Director of Celebrating Humanity International – South African-grown and based National and International providers of Transformational Team-building© through the Celebrating Humanity© series of programmes.
Mail: brian@africa-dreams.com Web: www.africa-dreams.com Call : +27 79 643 4457
Overview
South African companies are either under pressure to transform and include people from all backgrounds in a fair and equitable manner, or once transformed are often challenged by poor inter-diversity relationships and understanding of the need for transformation.
Companies and organisations who need this type of intervention are at a crossroads of danger and opportunity. The danger lies in the potentially divisive nature of such interventions and yet there are huge hidden opportunities to build individual, teams, organisation and to an extent the future of our country.
The first issue at hand is to establish what the challenges are, as seen by the greater team. It is critical to involve your team and/ or its representatives in a wide-spread interactive and inclusive survey to assess the challenges facing your team.

Teambuilding for Diverse Organisations

The biggest challenge facing companies, teams and organisations is the diverse nature of their team members. They have been raised differently, communicate differently and value different things is different ways. This can set the stage for some very difficult times in the workplace. Here follow 8 of 10 key steps to ensure that your teambuild is successful.

(Please go to www.celebrating-humanity-projects.com/10steps.pdf for the full article.

Step 1
Transforming ourselves, our teams and our lives

In order to develop ourselves and our team at work we need to develop an understanding of our dependency, independency and inter-dependency. Once we understand that we need each other to survive and succeed we will observe that our actions, positive or negative, impact ourselves, our teams and our dependents.
The quality of life that we lead, the clothes that we wear, the humanity that we exude, the food on our table, the education of our family depends on the quality of our relationships within and outside of the workplace.
And the more diverse the backgrounds, skills and talents of the team, the more we win. The
challenge is that diverse teams will only win through respect, tolerance and understanding and that is our starting point.
Step 2
Knowing who we are…

An ongoing process of humanisation and communication builds the group at a human level. Communicating and developing understanding of the commonalities and uniquenesses that we all bring.
The next steps would be to develop an understanding of our intra-personal uniqueness and the ability to assess the uniqueness in other people in terms of their personality types and learning/ communication styles.
These simple skills will develop and enhance interpersonal understanding and communication.
Step 3
Accountability for who we are…
When we take responsibility for our attitudes, our communication and our behaviour we can create a safe environment for ourselves, our families and other people.

To further develop a nurturing environment we develop problem-solving and solution-finding skills and learn to handle reactions to external stimuli.

Often we act out of historical programming when a short time for thought will break the cycle of anger. When we use the feeling of anger as a signal for thought, “Why am I feeling this anger?” or “Is this person saying this to hurt me?”, we have an opportunity to respond rather than react. This can saves lives, families, sales and relationships!

Step 4
Who adds to me and what do we contribute from our backgrounds, cultures, experience and traditions?

Through enjoyable, safe and non-threatening methodologies and processes we are able to learn – from each other – more about our lives, history, cultures and religions. In teams, selected by delegates on the basis of “who adds to me”, we are able to compete in fun and respectful ways on issues of diversity. In this way a safe environment of communication and life-long learning is created.

As these processes unfold team members will begin to identify and break down old prejudicial paradigms and the foundations are laid for an ongoing respect based inter-personal team agreement.

Step 5
Accountability for how we behave

Most companies and organisation send down a list of management-decided values. Very few people know, remember and subscribe to the values, especially management. These values are only paraded at disciplinary hearings.

In order for individual change to be perpetuated within the team it is critical that the environment is kept safe and empowering by a team-decided and managed set of interpersonal values. These values are set to manage how team members interact and do not impact or negate corporate values.

This people-centred guidance system, if properly designed and implemented, will develop an ethic of praising and honouring the praiseworthy.

Those who have personal challenges will often need professional support and those who continuously break the rules must be disciplined.

Step 6
Ongoing meetings

Regular meeting time must be committed to allow the development of understanding and to offer guidance to those who break their self-chosen values. The greater team manages the ongoing process offering support, guidance and discipline in a properly constituted system.

In this way we will have developed accountability and responsibility for our actions, within our team and an ongoing values structures to maintain respect and teamwork at the level of human interaction. This will definitely and positively impact family and social interactions.

Step 7
Involve all Leadership

A good leadership team will be part of the development and ongoing implementation of the program and will be subject to the decisions of the structure.

Step 8
Assess, Adjust and Motivate!

A follow-up team-build, assessment and adjustment program should be facilitated approximately 12 months after the Values Circle process is formally constituted. With 1 year history of monthly meetings groups will have transformed substantially and be ready to cement the process into the future.

Through this Transformational Team-building© program, people will understand their amazing relevance as individuals, team members & members of their organisations.

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

Get a team building proposal by email on brian@brianvmoore.com