Workplace Bullying. “Work Shouldn’t Hurt – ontheMARC.org”

Work Shouldn’t Hurt – ontheMARC.org.

The Celebrating Humanity Team Conflict resolution programs, remove workplace bullying, by placing the power for managing relationships safely and firmly in the hands of all team members – after developing the skills set necessary to do so.

Here is part of and article about bullying – which also list the many types of workplace bullying. Have you experienced bullying? Which type was/ is it?

“We’re all fed up with the reported incidents of bullying that have been dominating the headlines lately. And we have every right to be.

I just hope that we’ve reserved a portion of our dismay for the workplace bullies who may lurk in our midst wreaking havoc on folks in the next cubicle, lab or conference room, or yelling, screaming and cussing on the other end of the phone, or from another culture. And well we should because bullying is anathema to who we say we are from the duality of respectful and ethical behavior. 

Still not convinced?

Well if money is primarily what motivates you, think about this for a second: According to report after report, workplace bullying can cost a Fortune 500 company millions of dollars annually. In short, workplace bullying can take money out of your pocket.

Wait now, did some of you say, “Hey Howard, here you go blowing smoke again. Bullying doesn’t happen around here because I don’t see it. And besides, nobody’s brought it to my attention, so this is a non-issue.” Well, there are two problems with that mode of thinking. Problem one is that modern “practitioners” of workplace bullying have gotten slicker and subtler with how they operate and have fine-tuned the art of “kissing up and kicking down.” So you may not witness it. The second problem is that more often than not, many targets of workplace bullying just keep their mouths shut and grin and bear it, even more so during such tough economic times when the job market is so tight. So it can and does happen.

A universal definition of workplace bullying does not exist. But here’s the definition I’ve used over the years: Intentional workplace bullying is a pattern of unwelcome (overt and subtle) behaviors on the part of an individual whose actions are aimed at controlling the target of the behavior. The effect is psychological harm thereby hampering the target’s ability to perform his or her job.

In his seminal work, Bully in Sight; How to Predict, Resist, Challenge and Combat Workplace Bullying, the late Tim Fields says that workplace bullying is triggered when “one person, typically (but not necessarily) in a position of power, authority, responsibility, management, etc. feels threatened by another person, usually (but not always) a subordinate who has the qualities of ability, popularity, knowledge, skill, success, etc.”

The image of the “schoolyard bully” who engages in verbal threats and physical intimidation is the one that’s naturally conjured up when people think about bullying, an image that’s been hyped in the news media. There are, however, many more subtle and insidious ways to bully others. The worst bullies are those passive-aggressive individuals, usually colleagues, who find subtle ways to bend others to their will. Workplace bullying raises its head in a variety of ways, among them, according to Tim Fields:

  •     Pressure bullying or unwitting bullying is where the stress of the moment causes behavior to deteriorate; the person becomes short-tempered, irritable and may shout or swear at others. Many do this from time to time, but when the pressure is removed, the behavior returns to normal, the person recognizes the inappropriateness of their behavior and makes amends.
  •     Institutional bullying arises when bullying becomes entrenched and accepted as part of the culture. The threat of “agree to this or else,” and increasing workloads as “pay back” are typical manifestations of this form of bullying.
  •     Economic bullying is an offshoot of institutional bullying characterized by “you better be glad you have a job during these tough economic times.”
  •     Client bullying is where employees are bullied by those they serve, e.g. staff are bullied by customers. Often the client is claiming their perceived right (e.g. to better service) in an abusive, derogatory manner.
  •     Serial bullying is where the source of all dysfunction can be traced to one individual, who picks on one employee after another.
  •    
  • Secondary bullying is mostly unwitting bullying, which people start exhibiting when there’s a serial bully in the department. The pressure of dealing with a divisive serial bully causes everyone’s productivity to decline.
  •     Gang bullying is a serial bully with colleagues. Gangs can occur anywhere but flourish in corporate climates. If the bully is an extrovert, he or she is likely to be leading from the front; they may also be a shouter and a screamer, and thus easily identifiable. If the bully is an introvert, that person will be in the background initiating the mayhem but probably not taking an active part. Introvert bullies are the most dangerous types.
  •     Vicarious bullying is where two parties are encouraged to engage in adversarial conflict. One party becomes the bully’s instrument of harassment and is deceived and manipulated into bullying the other party. An example of vicarious bullying is where the serial bully creates conflict between employer and employee, participating occasionally to stoke the conflict, but rarely taking an active part in the conflict himself.
  •     Regulation bullying is where a serial bully forces their target to comply with rules, regulations or procedures regardless of their appropriateness, applicability or necessity.
  •     Cyber bullying is the misuse of e-mail systems or the Internet for sending aggressive messages.”

http://onthemarc.org/blogs/22/184#.UYNLF8qtZmM

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

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
Celebrating Humanity diversity training, diversity management and team building imageRequest 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

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Contact

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Celebrating Humanity – Team Conflict Resolution©

Celebrating Humanity – Team Conflict Resolution©
24 May 2011 – Brian V Moore

Celebrating Humanity International has over 20 years experience in diversity training, team building and team conflict resolution.

“Put people together in a way that will have them bouncing ideas off each other, befriending each other, and taking care of each other, and suddenly they are coming to you, not with gripes and problems, but with solutions and great ideas.”
- Richard Branson, in his book, Business Stripped Bare

The focus of this enjoyable, inclusive, participative, non-threatening and effective team unity building© programme is to develop professionalism, trust, motivation, understanding, communication, relationships, unity, accountability and respect within your client’s team.

From challenges – to unified and professional teams

The programme is a combination of diversity management, team building, leadership development, relationship building, communication skills development – ending with a solid long-term team agreement which guides the team to work together into the future. After the intervention all team members start afresh – with a clean slate – clear of all past challenges.

This is not a talk, a negotiation – or a traditional team building – this fun and exciting programme is an interactive, transformational and sustainable experience with wonderful lessons learnt and skills developed!

The Celebrating Humanity Mini Harvest© programme has 3 separate stages, with support and follow-up, to ensure long term success.
Team Conflict Resolution Process


Stage 1 – Initial 2 day programme.

EYE Opener Day 1

Designed to Celebrate the Humanity within your team and develop skills in an Exhilarating Learning© environment and thereby:
Create an environment of respect in the team.
Develop an understanding of communication styles and personalities and how to communicate with respect and effectiveness.
Develop an understanding of team members.
Develop interpersonal communication and respect
Create an environment of communication, solution-finding and praise.
Develop understanding of attitudes and their effect on relationships
Bring the team closer together as colleagues.

Values Circle – Day 2
 
Develops understanding of how the team should and should not behave and puts the team in charge of its own actions and behaviours.
1.The team creates and commits to a formalised peer-managed Code of Conduct, thereafter all team members clear past interpersonal challenges and commit to the team, and to manage their own actions.
The code of conduct ensures that all team members are committed to work together in a respectful way and commits the team to very brief monthly meetings to:
a.Praise and Honour those who deserve it.
b.Develop understanding
c.Give guidance to values breakers
d.Offer support to those with challenges and send those who will not be guided by the team and who break the agreed rules, for the normal company discipline processes.

Monthly meetings and follow-up +- 1 month after the initial programme.

Sets up the team to maintain the programme, through 1 hour 6 weekly meetings. The first meeting, 2 – 4 hours, is facilitated by a CHI lead facilitator, on site.

The team will receive:-
1.A fully explanatory copy of the Code of Conduct.
2.A copy of their signed commitment to the team.
3.An agenda for the management of the ongoing monthly meetings.
4.Photographs on CD or DVD.
5.Free access to telephonic or e-mail support.

Exhilarating Learning Methodologies


Exhilarating Learning© is non-threatening, effective, fun, lasting and unifying.
Exhilarating Learning© activates all of the human learning senses through group & team-focussed processes and exercises.
Learning is ensured through Inclusivity and the use of Intellectual, Visual, Audio & Kinesthetic sensors.
Inclusivity and Teamwork is ensured through Team reliance on each individuals’ Unique Talents, Skills and  Knowledge.
Knowledge and Understanding is developed though the Inclusivity processes.
Teamwork is developed through Group Achievement and the need for Total Participation of all delegates.
Mutual Respect is ensured through the Competition Points System.
Communication Awareness and Skills are developed practically.
Open Minds and Total Participation are ensured through the unique environment and processes.
Long-term Understanding is developed through introspection and the questioning environment.
Tools include the use of various languages, story-telling, music, video & competition.

Testimonials

“On behalf of Team US, from the U.S. Consulate General in Durban, I write to extend our appreciation for and unparalleled experience in cultural sensitisation and team-building!
The 2 day session made our diverse team stronger and more supportive of one another.  This (team building) was by far the most meaningful and effective in fostering good communication, mutual respect and a strong spirit of co operation amongst our multi-cultural staff. “
Jill Derderian – United States Consul General – Durban

“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 were 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.”
- Sue Hall & Associates

 
Celebrating Humanity International
Diversity Management, Team Building and Team Conflict Resolution Specialists

079 643 4457/ 072 439 4220/ brian@africa-dreams.com

http://www.africa-dreams.com
http://www.celebrating-humanity-projects.com
http://transformdiverseteams.blogspot.com

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

 

 

Need Team Conflict Resolution? You are at a Crossroads.

Team Conflict Resolution Interventions.
Standing at a Crossroads.

Teams, businesses and organizations that are under pressure to transform their conflicted workplace teams, are often challenged by the wealth of “solutions” offered, by companies. Some of these solutions are great – and many are doomed to failure.

If your team is being forced to find a team conflict solution, your team is at a crossroads of danger and opportunity.

The danger lies in choosing the wrong “solution(s”) and yet, if you get your choice right, there are huge hidden opportunities to build individuals and teams, and thereby reap great rewards.

Self-defeating team conflict resolution programs will have strategies that:-
• try isolate to the “troublemakers”, and get them to resolve their differences.
• exclude any member/s of the team in the process.
• hand the management of the team’s behaviors, with agreements from “team agreed resolution”, to your managers/ supervisors.
• isolate, intimidate, or simply ignore certain team members.
• neglect the development of communication skills, team and individual personality skills, understanding of the carious diversities within the team.
• Go with a talk-down and divisive diversity training program.
• Use unsuitable and un-focused team building programs – that isolate even 1 member of your team..

If any of these factors form part of your attempts to resolve team conflict, the process, and your money, will be wasted. More so, it could negatively impact your team – in the long term..

The opportunity to build teams is found in the wisdom, uniqueness, talents and skills of your team. When we hire people, we hope that they are mature enough to manage their own behavior. After we sign the employment contracts, we then begin to control their every action. We put managers in charge of all decisions. Soon we have people who will not even go to the toilet without permission.

Our over-control has taken away their sense of value, ownership, accountability and responsibility. And this is where team conflict begins.

The methodologies included in Celebrating Humanity Diversity Training and Transformational team-building programs – outlined in our book – Team Conflict resolution Strategies – ensures that team transformation is non-threatening, unifying and inclusive. It ensures that we give the power back to your teams – to manage their own behavior – through their own agreements.

This takes incredible stress off managers and supervisors, and the business/organization. In turn, empowered people drive your business in a safe and respectful place created by themselves.

Our teams have been called in to resolve conflict when the psychologists, and conflict resolution specialists have been unsuccessful. The people that we meet are often disillusioned, angry and isolated. Management is stressed, backstabbing, gossiping and labor disputes are the order of the day. And all of this is after numerous “conflict resolution solutions.”

Our teams bring fun, communication, respect and understanding into the team – before we even look at developing team-based codes of conduct. And when we leave – we have put in place ongoing team-managed processes – supported by our follow-up processes. Our feed back is always taken at least a year after the initial program. And the results are always excellent – without fail!

Read the book – and use the lessons therein, or call in our teams. Whichever way your go – this will be the best decision you will ever make.

Brian V Moore – Copyright. October 2008

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

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!

 

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

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

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Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

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