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

Celebrating Humanity Projects

Team Building in South Africa

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Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

New Brian V Moore website

Team Building in South Africa, Team Conflict Resolution and Diversity Management Consultant and EFT Therapist,  –  Brian V Moore is often described as a Breyani Mix as he is of Irish, English, Welsh and Scottish ancestry, was born in Northern Rhodesia (Zambia), of South African parents, was raised in Port Shepstone, became a member of a Zulu tribe and married into a South African Indian family.

He has been the catalyst for Celebrating Humanity International – formerly Mthimkhulu International – and focuses on building respect, accountability and unity within diverse teams, removing conflict within teams, diversity management training and transformational team building.

He and Arthie have created the Dream Dynasty programme – to put the dream back into education and the Legacies Africa campaign.

Together they have created the Team Building in South Africa and the Diversity Training in South Africawebsites.

He now has a new website. Connect here with 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

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

The Dream Dynasty

The Dream Dynasty – Focusing on the Dream in Education
In 2001 Arthie and I met the wonderful Principal of a Charter School in the USA, his name is Ralph Taylor. He called himself the Dean of Dreams. This wonderful man inspired us with his vision to build the dreams of learners, in his school – Times Squared Academy – Providence, RI.
Charter schools are private public partnerships to build schools that fit between private and public schools.  Interested role-players   are asked to create a model of a school that will ensure excellent education opportunities for learners   who cannot afford a private education.
The Times² Academy started off as a middle school, which focused on engineering, sciences and technology and at risk (under-privileged inner city) children. Very few such youngsters find themselves working in these fields. 

(The student body attending TIMES² Academy is comprised of the following demographics – 48% Latino, 37% African American, 11% white, 2% Native American and 2% Asian.  Additionally, 78% of our students and their families are at or below the poverty level and receive free or reduced lunch.)
The United States Department of Education – pays charter schools the normal national fee per child. In 2001 it was US$ 7000. They then monitor the schools to see if they live up to their promises.
Ralph Taylor invited us to work and stay with him, when we were in the USA attending an Accelerated Learning course during early 2001.
We then created this model and structure for the Dream Dynasty for his school.

This is a huge opportunity for schools around the world to completely transform the way in which learning, teachers and learners are focused, and to create safe, future-focused learning environments for all role-players.

Aims of the Dream Dynasty
To build highly-prepared, well-supported, values-based and mentored dream-focused school leavers – who know what they want from life, know to get want they want and are determined to get it.
To create a safe and empowering learning environment in which learners, educators, support team and parents can grow and develop.
Some of the challenges for learners, who live without dreams or a vision.
—  School is often something learners just have to do.
—  Average or below average performance.
—  They are focused on a “pass.” Anything above a failure will do just fine!
—  They have low morale; little enthusiasm and commitment.
—  Absenteeism, disrespect, bad attitudes are the norm.
—  There is excessive bullying/ vandalism.
—  Bored learners become fun seekers – often leading to chemical abuse, vandalism and mischief.
Resultant challenges for these school leavers
—  They have no focus or direction.
—  They will study anything that comes up. Whatever will keep their parents from complaining.
—  Have no idea of what they want when job seeking, “Give me a job – any job.”
—  Find themselves in dead-end jobs. (Something they just have to do, for money.)
—  They become bored, demoralised and quarrelsome.
—  The natural joy of life, power and creativity, that many of these young people have – becomes crushed. 
10 steps towards creating a Dynasty of Dreamers and success stories
Step 1 – Get buy-in at all levels, starting with the Principal and the Department of Education. Create the structure.
Step 2 – Re-focus  all role-players on the Dream.
Step 3 – Involve Educators and support team.
Step 4 – Involve Learners and Parents.
Step 5 – Create a safe, professional, respectful, caring and nurturing learning environment.
Step 6 – Build skills, values, trust and self esteem of role players.
Step 7 – Build their dreams supported by Dream Circles, sponsors, and voluntary mentors.
Step 8 – Maintain the Dream focus.
Step 9 – Monitor, assess, guide and motivate.
Step 10 – Bring back successful dreamers to share with the new dreamers.
Focusing on the Dream

When we focus on the dreams we focus an amazing and positive energy everyone on the futures of learners, parents, teachers, support staff and the Dean of Dreams.
Our principle focus is on the learners, yet as we go along suddenly people who had fallen into day-to-day survival or success – realize that they too have opportunities and they too have dreams and desires.
Dream Role-players, their Titles and Roles
The Dean of Dreams

The Principal. In addition to her normal roles and responsibilities, it is this leader’s role to keep the dreams alive and ensure that the learning environment is safe and uplifting.
Then Dean of Dreams will catalyse parents, teachers, the private and public sectors and society at large, to support the experiences and teaching of dream possibilities to all role-players.

Without values and experience of possibilities dreams cannot be formed. When we were in RI we asked a group of youngsters what the understood by values – one youngster stood and said, “Wal-Mart, has great value.” There was no idea whatsoever of family or personal values.

We asked them to build a model of a mountain. Their creation was a very small hill. Because they had never seen a mountain – they could not create one. Similarly dreams without some prior experience have no foundations, at all.
The Dream Keepers
These are the educators/ teachers. They are named as the Dream Keepers of Science/ Geography etc. It is up to them to facilitate learning in such a way that it always points to the value added to the visions of the learners. They too need to deeply know and understand the background to the futures of their learners.
They have to act in a manner that is in keeping with the values of the school and the role players.

The Dream Support Team
These are the admin team, management team, the canteen staff, security staff and the janitors. Each one has to show their focus on the school, learners and must also to act in a manner that is in keeping with the values of the school and the role players.
Dream Nurturers
The parents and care-givers. Building a dream and educating young people requires incredible commitment from them. It is critical that the values of the learners and the school become a part of the home environment.
Dream Nurturers need to know and understand the learning styles, personality types and dreams of their children. It is up to them to believe in the youngsters and their dreams. Even when the dream focus is suddenly changed in mid-stream, as it normally will.
Their powerful belief and support will ensure their children’s futures.
Dream Guides
Dream Guides are successful role-players – in the many areas of human endeavour who are willing to commit time and energy to building dreams and guiding youngsters to achieve
The Dream Path
The dream path will vary, as time goes by. The foundations must be laid as early as possible, in the learners’ lives.
Grades 1/3 – Dream Starters
It is these formative years where simple values need to be built. In our home, we use two. Good and Kind. “Was that good and kind?” is our response to positive or negative behaviour. Through that the child begins to make decisions about his behaviour. This lays the grounding for choice in behaviour, at an early stage.
Teachers and parents are responsible of keep them and the learning environment safe and nurturing.
The children must experience dream possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, business, sports people, community and government.
Grades 4/6 – Dream Seers
It is at this point where the understandings of good and kind are further developed. These young learners begin to take more responsibility for their behaviour with some support from teachers and parents.
The learners, parents and teachers get to know each others’ learning and communication styles.
The parents and teachers are taught how to teach through the various styles with particular focus on the learners.
The learners are slowly taught to take ownership for how they learn and to develop their own particular and effective learning methodologies.
The children continue to experience possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, sports people, business, community and government.
They begin to make possible choices – without any pressure from parents or teachers.
Grades 7/8/9 – Dream Weavers
Dream Weavers are given the opportunity to form their own safe values circles, where they decide how the will interact with each other. This enables them to determine how they will and will not behave with each other. The class teacher is party to the agreement and is expected to behave within the same behavioural agreements as the youngsters.
Some of the learners will already be developing and idea of their dreams – and will be able to join dream circles, that focus on their particular area of interests.
The learners still have ongoing experience of dream possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, business, sports people, community and government. At this point they are involved in projects – such as model building, experiments, robot building, computer program design etc. And they use their skills and the knowledge they have gained on team expeditions, where their dream keepers expose them to the relevance of their lessons.
Grades 10/11/12 – Dream Catchers
The Dream Catchers, kept safe and interacting through their own peer created and managed values circles, are in now focused Dream Circles. Through the Dream Circles they interact with people with common ideas and purpose, they are mentored by teachers, selected parents, local business people, sports people, community members and government officials.

They form shared study groups focusing on their mutual dreams, discoveries and ideas.
Past learners, successful business people, sports people and public figures are invited to share their start and how they attained success.
They work, play and actually experience their dreams – at the very places that they dream of achieving.
Dedicated Dream Circles.
Learners with similar dreams joining Dream circles that fit their visions of the future. For example those who focus on becoming medical professionals, may follow the processes defined in this graphic.
A safe, nurturing environment
In order to succeed, the dreamers need a nurturing environment which:-
—  Removes stress
—  Removes bullying
—  Builds self esteem
—  Shows possibility
—  Builds confidence
—  Builds ownership, responsibility, motivation and accountability.
—  Gives them a reason
—  Focuses the learning on them and their dreams.
—  Build generations of happy, professional and successful people who live their dreams and values.
Dream Dynasty Values Circle
The Dream Dynasty Values Circle is a peer created and peer managed values structure which allows all role-players to build the environment required.
Creating a Safe Learning Environment

Step 1 – Create an identity, for the class/ grade or Dream Circle that is developing the Values Circle Agreement.
Step 2 – Mutually determine how the group will behave and which behaviours are not acceptable.
Step 3- Manage through the 5 Pillars
Step 4 – Understand that all role-players are guided and must live by, the rules of the values circle.
Step 6 – Clear past interpersonal challenges – face to face.
Step 7 – Commit to the agreement and start afresh.
Step 8. Peer-manage the behaviours and actions of those who break the rules or who behave in a way that deserves to be honoured – through monthly meetings.
Step 9. Refer anyone who continuously breaks the agreements or performs above normal to the Council of Dream Keepers for guidance, discipline or inclusion on the Honours Board.

Equipping the role-players with skills.

It is of utmost importance to equip learners and teachers, with new and relevant skills – thereby enhancing their long-term ability to learn and share. Thus creating a strong ability to dream and envision great possibilities and focuses.
The sooner learners have control over their future, through understanding, skills, ability and their own behaviour management agreement – the sooner they see their own value and become self motivated.
Thus teaching them easy-to-learn relationship, learning skills, negotiation skills the better for them in the pursuit of their dreams. The motivation of their teachers and their parents and the future of our nation depend upon us creating a Dream Dynasty.
Together we can do it.
For more on Learning Styles, please go to http://wayswelearn.blogspot.com.
By Brian V Moore – Managing Director
Celebrating Humanity International
Diversity Management, Team Building and Team Conflict Resolution Specialists.

Arthie and Brian V Moore

Celebrating Humanity International – Copyright
South Africa.
Email: info@africa-dreams.com
Website: www.africa-dreams.com
Mobile: +27 79 643 4457

At the level of respect, all people are equal.

What I love most about internet-based forums is the way in which they bring so many diverse people, with differing experience and views together. What challenges me most is the way in which some people see the forums as a place to force their views and positions on others.Instead of increasing input and bringing in more knowledge seekers, it has the opposite effect of shutting down people who could bring new ideas, or great questions. This diminishes all of us.Any of us who have been in a training session will know that many people, fearful of embarrassment, or ridicule, will keep quiet. They only discuss issues where they feel safe.


“It is not the role of the experienced, or angry, to prevent the input or questions of the curious, the knowledgeable, or the inexperienced. It is their role to open the way for questioning, sharing and learning.” (Because of the diversity of  knowledge, tasks and fields – we all are inexperienced in certain areas and experienced in others. And that is ok.)
If we could all stick to the concept, “At the level of respect, all people are equal”, and communicate in a way that brings in more people, we will bring about a better World. If we disagree, let’s do it in a way that increases dialogue.To those of you who are a little nervous to bring your ideas and questions, please be welcome here.

Your input is as important as anyone else. And remember, “Anything that is said is merely the opinion of a person – no matter how experienced they are, or appear to be.” 
In meetings, encourage input from everyone. Make it safe for all to have their say. Quiet people are often the greatest observers. Without their view of the situation – you are half-blind.

Kind regards
17 June 2012

 

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

Recent Celebrating Humanity Feedback – Judi Meyer

Feedback from our recent Celebrating Humanity work, near Pretoria…
This 1 day Celebrating Humanity Eye Opener Diversity Training program was facilitated at St Georges Hotel – near Centurion – on 3 May 2012.
Hi Brianand ArthieI have received very positive feedback from the day we spent with you and as you can imagine this experience has also set my thoughts into a different direction which I would like to share with you.

The main change I am experiencing at the moment is the realisation that we started this company because we felt that the corporate environment we where in was no longer “fun” and that we felt the working environment oppressive in the sense that there was no space for individuals and that each persons efforts and individual value add was not recognised. Unfortunately the challenges we face daily in the business environment and inter personally between the share holders has meant that this is the exact environment we have created!

I have learnt that I need to remember that it really is people who make a business and that we need to create an environment where these people can grow and have fun. That HR is about this and that this is where we now need to focus on this in order for us to create the business we set out to do! This will be my personal challenge and I hope that I will be able to integrate this into our company culture.

More than the content of your workshop I would like to thank you for sharing the “you” that you both are! I think this has had the greatest effect on all of us.

Judi Meyer | Financial Manager and Director
Delphius Commercial and Industrial Technologies

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

Feedback from a successful team conflict resolution program

 Celebrating Humanity Team conflict resolution programs remove conflict from teams, through celebration, agreements, clearing and individual accountability.
Here is some feedback from a recent client:-
From a Sales Managers point of view on the training program Celebrating Humanity I found that as a head of department in the Sales division it was certainly beneficial to my whole team. 
I have noticed that their attitude towards one another and to their work has improved remarkably. There is a sense of urgency, motivation and commitment to evaluate a situation before making a decision on certain aspects of their job functions.
The Teambuilding: This was interesting and informative and gave me a different view on my staff I thought that I knew them all regarding their habits and what they did in their everyday activities both at work and on the home front “was I surprised” each individual had similar concerns which was not too much of a issue but had not been voiced in as much detail .This is where the trust and transparency filtered through even more that ever. 
I am perceived as an honest and trustworthy member in my department and this was nice to know that we collectively were brought closer together in sharing our views as a Team rather than individuals.
Methodologies: The methodologies that were applied in achieving the interaction between on another were how I shall say “INTERESTING”. It reminds me of the old saying Back To Basics how true this is, a simple good morning how are you, and how your weekend was is a great opener in any conversation followed with a Smile. 
For one to have the courage and trust in revealing ones personal problems, concerns, and even thoughts on a particular issue is normally a tedious extracting process, not the case when face to face as the exercise revealed where we say opposite one another and reveled our thought and concerns one felt almost obliged to spill all.
The perception that I had of some of the staff “in other departments “was misconstrued. I found them to be transparent and almost enthusiastic to tell me everything they possibly could in the short space of time that we had.
Ability to work with different cultures: This is an area that needs lots of work; it’s too easy to assume that people must answer you back in your home language. I need to take the time to learn the ways and cultures of those we interact with on a day to day basis.Just the basics will be a huge stepping stone forward, too often one feels not so much as embarrassed but more “not informed “well enough to attempt a simple SAWUBONA as an example to someone that we see on a day to day basis .We slip into our comfort zone and use our own native language. 
The body language I found interesting and different in each culture that I encountered as well.
Conclusion: Anyone that is willing to change for the better, the company and in the way they approach life in general will be pleasantly surprised of the outcome of this program. It has given me a different prospective on my staff and a better understanding of how they feel. 
The “buy in” from all has been fantastic and in particular an approach on how to “fix “issues is a joint venture between ourselves as “A Team”. The interaction with other department is much more “transparent”. A huge stepping stone in the right direction.
From: Dave Finch                                        Date: 3rd February 2012

Posted by 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

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

Better relationships? Talk straight, clearly and with respect.

As the lift descended the two Zulu ladies made their observations of my well-rounded figure…
“Hawu! We sisi! Uwubonile umkhaba? (Gee Sister have you noticed the stomach.)
“Yebo, ngiwubonile. Yinkinsela yempela – sengathi inemali eningi!” (Yes, I have noticed it. Clearly a wealthy person – I’d imagine he has plenty of money)
All this gossip happened in front of me, as they innocently watched the floor indicator panel. I bided my time and as the two ladies prepared to leave the lift, I spoke to them in Zulu. “Sobuye sibonane bomama.” (I will see you ladies around some time.)
“Hawu! Hawu!” They squealed in shock. “We didn’t know that you could speak Zulu!”
The event reminded me of similar events where people use their “superior” use of language to make negative observations of people.
Many years ago I used the services of a UK born dentist. I had an afternoon session with him. I had earlier washed my mouth out at a supermarket rest-room after eating a sandwich for lunch. It was not enough. He peered into my mouth and pronounced to his assistant, “It is a foggy day in Liverpool.”
In his English way he had said that I had not brushed my teeth. I was very embarrassed and he lost me as a client and a number of others who I spoke to about the event.
In a recent training course my beautiful Hindu wife and I were subjected to abuse from a small group of England born delegates. In loud and profane tones they proceeded to malign the “Indians” and their “ability to speak the truth”. This in the round about and sarcastic manner of certain English people. Very little is said directly.
We are however well travelled and understood perfectly. As facilitators we have to be fair, pleasant and respectful to all of our delegates. Any mention of their meanness would reduce the programme to a series of personal attacks. It took us both a lot of internal and interpersonal talk to get close to our normal warm level of communication.
At an earlier course three of the many Afrikaners, on a Celebrating Humanity© course, walked into the conference venue and made similar attacks on Arthie and the programme itself. This time it was in Afrikaans. They too never believed that we could understand and speak their language. Their embarrassment was very visible as the programme unfolded with both of us speaking English, Zulu and Afrikaans.
Numerous African people from our many language groups speak of the way certain English speaking South Africans “Shaya ‘ma angles.” (To speak indirectly and in a round about way.) It is an old English habit to lighten the criticism and talk around a challenge, so as not to hurt feelings. Often the hurt is greater because no-one besides the speaker understands the true message until much later.
Some people find it necessary to joke in sexual manner. Their jokes are often below the belt and cause great embarrassment to their colleagues and friends who do not discuss these matters outside of their bedrooms. Most African and Eastern groups do not appreciate such jokes. Others try to get their laughs by bringing down “groups” of people. By race, by colour, by language, by religion and even by hair colour.
The message here is all about respect.
When we isolate ourselves into our common groups and use our cleverness to “secretly” or “publicly” attack others, we damage our ability to develop good working relationships. When we try not “to hurt others feelings”, we often cause more pain than we would have by straight talk and without rancour. When we use our own “language” to communicate our jealousy or meanness towards those who communicate in other languages, we often isolate ourselves. When we joke in a manner that is sexual or which brings down other people, we bring ourselves, the listeners and our country down.
We live in a wonderful multi-lingual, multi-cultural and multi-spiritual land. All of our people have a right to respect and dignity. All of us have a duty to be respectful and dignified. One huge step of our journey, to a united land, will take place when begin to tell funny jokes that do not demean, or disrespect other people. And another gigantic step will take place when we talk straight, talk clearly and talk with respect.
Celebrating Humanity International
trainers@africa-dreams.com
24 April 2004
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