Teambuilding South Africa

Brian Moore - Speaker

2009-06-22T03:10:00.000-07:00

Brian V Moore, International Speaker and Facilitator Extraordinaire! Brian V Moore, international speaker and facilitator, is the Managing Director of Celebrating Humanity International (formerly Mthimkhulu International.

He is a Zambian born South African , of Irish descent , brought up in Port Shepstone and adopted by a Zulu Tribe.

He speaks several languages fluently, including English, Zulu and Afrikaans. He currently greets in more than 60 other languages. He received a Community Builder Award from Archbishop Desmond Tutu for his contribution to bringing peace to the once troubled Dusi Canoe Marathon.

Brian is the key founder and creator of the Celebrating Humanity Programmes. His vision, focus and commitment toward Transformational Team Building has transformed lives across the board and instills a new sense of hope for all who attend his courses and presentations. Known traditionally as "Mthimkhulu, or Bungane", in the Zulu community, he has lived an incredibly full South African life - and is filled with passion for Africa and its peoples.

He is the author of an e-book, titled, “Team Conflict Resolution Strategies”, which is currently used locally and internationally i.e. USA, UK, Australia and South Africa. He has a great depth of knowledge and experience in business, customer care, conflict resolution, communication, diversity, relationships, traditions and traditional proverbs.

Brian was recently the guest speaker and Chairman of the World Learning Summit in Hong Kong in February 2009. He was also the Business Sponsor and Speaker at the Annual Diversity Conference held in London.

He has spoken and facilitated change with thousands of people in Zambia, Namibia, Hong Kong, Rhode Island - USA, Connecticut - USA and across South Africa.

Brian’s storytelling, ability to involve his audiences and his tremendously human touch will delight, wow and entice multi-diverse audiences to see diversity at a much different and deeper level.

Brian is willing and able to travel anywhere in the World, to enchant your people! Experience the Magic!

I want that medal!

2009-06-01T06:01:00.000-07:00

The full Umgeni river thundered and surged around and over the mighty rocks in Graveyard rapid, as we paddled hard for the finish of 1986 Dusi Canoe Marathon. The rear cockpit of our blue racing K2 kayak was cracked from an earlier spill in the tricky uMzinyathi rapid. Suddenly the brown water threw our craft towards the Graveyard’s final obstacle a huge, partially submerged rock.

We pulled hard, Mother Nature laughed at our puny efforts and within an instant we were facing each other. Our weakened canoe was wrapped around the rock. As I fought to push off the rock, Terry elected to roll out into the current. As he did the old blue Foxbat lifted up its tail and sank into the pool below the rapid.

As we pulled the kayak to the bank Terry said in a matter-of-fact way, “Oh well Moore, that’s it.” I looked up from the boat, and said, “I haven’t come this far not to finish this race. I want that medal!.” He looked thoughtfully at me and, in his tough way, said “Ja, you’re right! Let’s fix this ... thing!”

As he spoke, my old VW Kombi came winding around the corner loaded with our seconders and patching materials. It was a miracle that we met at this critical time on the 120km race. This merely proved to me that when we total commit to a goal, the necessary resources will miraculously be there for us. The kayak was broken in half, held together by a token strip of fibreglass and resin.

As we began patching it with tree branches, duct tape and fibreglass, I reflected on the events of the past three days. This was my third attempt at the Dusi canoe marathon - an epic journey from Pietermaritzburg to Durban. I was ill-prepared on the first attempt and narrowly missed cut-off on a very dry river on the 2nd day of the following attempt.

Terry and I were known as the “Heavyweight Champions” of the Dusi - based only on our weight and little else! We weighed a combined 210kgs which we packed, tightly into a 45kg canoe. This excluded drinking water, wet life-jackets and paddles! We had already covered about 100kms in the intensely oppressive January heat in sub-tropical Natal (KwaZulu Natal) and had according to our growing tradition and a lack of training, just made cut-off on each of the previous days.

We had the strength and skills to negotiate rapids and the mental fortitude to handle long paddling sessions but distinctly disliked the many steep portage sections. In a full river portaging was the safest option, but we ignored the easy way - in pursuit of exciting paddling experiences. Now 20kms of paddle and portage lay ahead of us. There was plenty time left if the canoe was in good condition, but the need to carry the craft would make it difficult to get to the finish before the cut-off.

As soon as we had finished applying the wet resin, fibreglass and branches we picked up the misshapen craft and set-off. Good wishes of our crew and some local residents rang in our ears as we set off on our mission improbable. W

e laughed at the fact that we, of all people, were carrying a canoe next to a perfectly flowing river. We occasionally forded the river, climbed hills and forced our way through “wag ‘n bietjie” (wait-a-bit) thorn bushes. I carried the front of the boat. Behind me Terry was beginning to stumble. Suddenly he and the Foxbat hit the deck. The canoe took on a definite and permanent banana shape! “Are you ok?”, I asked. “Ja.” came the response, “Just a little bit goofed!” Unbeknown to me the resin and catalyst were beginning to gel and the Terry was breathing in the hot fumes. He had never been that high in his life!

After breathing in un-polluted oxygen for awhile we once more headed for the finish. Terry must have become accustomed to the fumes, or begun to enjoy the effects, as he never complained again. Eventually the repairs to our “banana boat” had set and we took to the water below the last rapids and paddled and emptied, paddled and emptied our way towards Durban.

We ran out of drinking water and at times a severely dehydrated Terry seemed a little delirious. We met a group who gave us ice-cold drinking water, just when we needed it most. The news of the pending arrival of the “Heavyweight champions” had preceded us.

Many hours later, with just 14 minutes to spare, we paddled our sinking canoe past hundreds of cheering spectators. We were stone last. As we crossed the line I silently began to cry tears of tiredness, elation and relief. This was my first Dusi finish. We had done it!

Terry still talks today of the steely look in my eyes when I refused to give up, saying, “I want that medal.” He says that knew then that we would definitely finish the race. Often in our lives we make choices. We go with the flow and the naysayers, or we say, “I have come this far... there is NO way that I will give up!”

It is at these points in our lives that our destiny is determined. And it is then, when the Universe celebrates our commitment, and brings to us all the necessary resources to attain our goals. In the power of a decision lies huge opportunity. It is at times like this that we need to honour not only the people who receive the awards, but those who made it possible. To our supporters - the unsung heroes - thanks it is your giving and caring that makes all of life’s successes possible.

Brian V Moore© brian@africa-dreams.com +27 82 554 2188
Team Building

PS... My Lessons

Whatever stress you are under now - there is a still another “medal” to be won. Live in gratitude for the people who love you, believe in you and support you! Set your goal, patch up your “canoe”, and head for your next critical stage in your life. Together, you can do it!

PPS.

The annual South Africa Dusi Canoe marathon covers approximately 120kms of mountainous terrain and the courses of the Umsundusi and Umgeni rivers. The Kwa-Zulu Natal based race starts in Pietermaritzburg, and ends in Durban - 3 days later.

Diversity Collisons

2009-04-24T01:34:00.000-07:00

Linked in Discussion

From Billy Vaughn, PhD

Editor-in-Chief Diversity Officer Magazine.com

What are three examples of cultural collisions in the workplace?

Studies show that cultural diversity leads to increased innovation, competitiveness, and impact on the bottom line. However, harnessing that diversity is the key. One of the challenges is that cultural collisions increase as cultural diversity increases. This is one reason that cultural sensitivity training is so popular. What are some common cultural collisions you have experienced, witnessed or heard about?

My response

Good day to you Billy!

Our experience is that there are many very visible cultural collisions. Yet the most dangerous are those that run below the level of consciousness. These emanate from deep programming and affect the decisions that we make in terms of who to work with, talk to, confide in and select.

The visible results of these decisions often emanate in cultural them and us collisions. You always choose "them", and never "us." (This is not always cultural - in fact it is often other areas of diversity - be they gender, personality, communication style, history, experience, level, education, age etc.)

It is at this point that all the normal signs show up - backstabbing, gossiping, negativity, clashes and arguing. It is then that personalities clash and work styles just seem so incompatible.

And this is where transformational team building plays a huge role in building diversity intelligence, as a component of emotional intelligence.

Brian Moore
b@africa-dreams.com

Team Building Video

2009-01-21T06:40:00.000-08:00

Here is a team building video on our team building with the DFA in South Africa. We worked with over 120 people, over 3 days, in Johannesburg.

It was exciting, it was fun and we had great results from it.

Please note we vary all of our team building activities according to the country, culture, tradition and belief systems of our clients. We love to resolve team conflict, diversity issues and to power up non-performing teams

Enjoy,

Brian Moore

Ownership - Victor, or Victim

2008-12-01T06:07:00.000-08:00

November 30, 2008

One of the most amazing things that I have observed, time and again, in our transformational team building programs - is how easily some people give away ownership for their lives. In so doing they destroy themselves, their relationships and groups that they belong to.

The deeply ingrained, Industrial revolution-linked, top-down management style prevalent in many families, companies and organizations, has left behind a bundle of non-performing victims. They do not take action for their own behavior and are constantly looking for reasons why things “just will not work.”

They are the perpetually unhappy, not-yet grown-up adults who constantly run to “mommy”, with their problems. Of course “mommy”, is either their manager, or some member of the team/ family or community who happens to listen to their stories.

In our more extensive Celebrating Humanity Harvest team-builds, teams set-up its own Values Circle. This is a peer-created and managed code of conduct - where the team determines what is acceptable and desired behavior within the team. And, as importantly, they decide which behaviors are undesirable and taboo. This invariably includes gossiping and backstabbing.

In these sessions there is a clearing, of all past inter-personal challenges. The team and its members are rewarded with an agreement, in which they are safe and accountable for their own behavior and for that of the members of their team. They are empowered to be in charge of their future interactions, as fully-functioning adults, working together in harmony. “Mommy” is no longer needed.

Case Study 1 - Still infiltrated by Victims

I met this team for our normal follow-up - 1 month after the initial team build, clearing and agreement session. And their case is not unusual.

Most of the team members had gained through the team building and found a marked difference in the way in which they, and the team related to each other. They commented in the following manner:-
“ I am feeling more comfortable with the care within the team. Previously no-one cared, and I felt it.”
“I really enjoyed understanding more about other cultures. I now know how to work differently with different people.”
“Understanding my communication style, and having the ability to assess other people, means that I now adjust my communication for each individual person.”
“When you know your personality type, and how it can affect others, you can change your behavior to get better results.”
“I am always monitoring my overbearing personality, to ensure that I grow my team without dominating them.”
“What I realised is that if I want respect, I must be respectful.”

The bulk of the members of the team had taken responsibility for their own behavior. One even owned up to gossiping, prior to the team building - saying that this had now stopped.

And yet there were a few strongly verbose people, of varying levels, within the room, who stated that “nothing had changed.” “There are still people not adhering to the agreements,” they said. These are the victims and they are very dangerous and will actively, or unconsciously, work to destabilise harmonious environments.

I was not surprised. These were the spectators, that will be found in any organization.

Spectators

Spectators are observers and complainers - they wait for things to change. They do nothing positive to ensure that good things happen.

If all is going well, they cheer for their team. Sadly, when there are problems - they immediately complain to, or about “mommy. “They must do something about this.” Or, “This was just a waste of money, nothing changed.” Challenges have nothing to do with them.

These poor people simply have no power whatsoever, unless they are bringing something, or somebody, down. Unfortunately their ability to destroy is very strong in weak organizations, and divided families and teams. They will never have anything because they are victims. And victims will make sure that they do not allow others to succeed either.

7 Rules to work with victims.

1. Set behavior principles and behavior rules with the entire team/ family. List and decide on what you will and won’t do. Set the amount of transgressions, before action is taken. Ensure that all of you manage the agreements, fairly. No-one is above the rules and they must be applied at all times.
2. Involve them in finding solutions. Challenge them to look for answers.
3. Don’t listen to their negative stories, or gossip. When they are complaining, ask them what they are doing about it - or put them in front of the person with whom they “have a problem.” Then open their conversation with, “X has a problem, with something you have done. You should talk about it.” And move on.
4. Never agree with, or get involved in their negativity. Once they have you in the “inner circle”, you will find it very difficult to get out.
5. Praise them for what they do well.
6. Guide them on what they can do differently. Never attack them, as a person. Always talk about the actions that they can change to get better results in their lives.
7. Remember to focus on your team agreements and love the victims anyway. If the team/ family environment is sound, they will either adjust their own behavior and fit in, or find other places to be destructive. Let them go.

Case Study 2: Once victims and now victors

15 months after the first intervention, the supervisor sent this feedback, about where their team was before the transformational team build, what had happened during the Celebrating Humanity© program and their new workplace situation:

"I had a group of 30 people from diverse cultures. They could not get on with each other.
There was continuous friction between the different race groups, and between people from the same race and cultural group. The people were negative and were not satisfied with anything.
1. Complaints were the order of the day; this also placed our team in a bad light with management. We decided on the Celebrating Humanity© training. The
2. people were very negative about the program initially.
3. As the course progressed the people’s attitudes changed from negative to positive.
4. Communication, respect and ownership improved from all sides by 100%. The respect between different race groups has been restored.
5. Some of the people who were negative have changed so much that they have been promoted to higher positions with greater responsibility.
6. The foundation of the entire course was so successful that the group is now going ahead with a leadership course."

This team decided that enough was enough and took a strong hold of the power of ownership. They decided that they would work together, irrespective of the disrespect that had consumed their team for years before.

This was their chance to enjoy work, be more professional and above all to work in a safe and respectful environment.

Is your team suffering as a result of inter-personal, inter-level, or inter-group conflict. Are personality or mis-communication stresses tearing your team apart?

On a more personal note, are you a victor or a victim. Do you look for the good, or are you focused on the bad? If it is the latter, there is noting out there for you but misery and blame. These are normally attached to personal loneliness, stress and disease.

Here are 10 things that you can do.

1. Work from the principle that “at the level of respect, all people are equal.” Treat people with respect and you will get respect.
2. Take ownership for your life - because the quality of your life, your happiness and your successes are dependent upon your own actions.
3. Focus on making a positive difference. You will find opportunities for great change where “things are just not right.”
4. Look for ways to respect your family and your team, in the way that they want to be respected.
5. Learn to listen more and complain less.
6. Ask people - “What can I do to help.” Or, “What can I do to make this work.”
7. Don’t let your problems poison the people around you. Talk to people about your challenges and resolve them, or move on.
8. Speak up when you see something good and speak up if you are unhappy/ or uncomfortable with another person’s actions, or unacceptable situations.
9. And here is the big thing, speak to the people who are the challenge, for you - or to people who are responsibility to make changes. Never speak to people who have no power to make any difference at all.
10. And if you come across a spectator - use the 7 rules to working with victims. You will make a difference - and it will be positive.

The good thing in formulating the right kinds of team agreements together, is that those teams that powerfully guard and keep to their agreements, will take absolute personal ownership for their future. They will make sure that they have a positive empowering environment - and they will make things work.

When this happens - the victims will either change their behavior, or look for another place to be unhappy. Either way, the team and its future is safe.

Enjoy life! You only get one chance!

Brian Moore
Author - Team Conflict Resolution Strategies.
http://www.teamconflictstrategies.com
brian@teamconflicstrategies.com

Team Conflict Resolution Interventions. Standing at a Crossroads.

2008-10-18T22:49:00.000-07:00

Team Conflict Resolution Interventions.
Standing at a Crossroads.

Teams, businesses and organizations that are under pressure to transform their troubled 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 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 Moore - Copyright. October 2008
www.celebrating-humanity-projects.com
info@africa-dreams.com
Mobile: +27 82 552 3352
Mobile: +27 82 774 5521

Team Building in South Africa

2008-07-10T08:01:00.000-07:00

We are really excited to announce the arrival of our Team Building in South Africa website!

This is our dedicated South African and African website.

We are really focused on making a difference in South Africa and with our new book

And with this new Team Building in South Africa website, we will be doing just that!

Please feel free to comment!

Cheers

Brian

3 Blocks to Success in any Company:

2008-06-29T03:53:00.001-07:00

3 Blocks to Success in any Company: Sure Signs of Team Conflict, and what to do about it.

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When your team suddenly stops Communicating, loses Commitment and Creativity - you are in the middle of Team Conflict that WILL stop your business in its tracks.

If you are an Executive, a Team Leader or a Manager of people - you must recognize these 3 C's as blockages and signs of team conflict. Often this conflict is hidden below the surface, and most often it causes terribly stressful day-to-day pressure.

How will you know if these blocks are what is causing your team to stagnate, underachieve or just go through the motions of work, work, work, collect pay - work, work, collect pay?

Remember that these 3 Communication, Creativity and Commitment blocks could wipe your team OUT! So this is what you need to look out for, to catch conflict before it causes too much damage.

1. Look and Listen for the Communication Blocks.

Incessant gossiping and backstabbing, confusing cultural clashes, misunderstanding and miscommunications - are signs of a team that is in serious conflict and is in danger of self-destructing. |

These are simply signs that either communication is blocked, or your team members are by nature, personality, culture or communication style - simply unable to speak directly to the team members who can make a difference.

Look for people, who hide behind the CC and BCC on their emails. They are hiding from the responsibility of actually speaking to their team members. This will destroy relationships and communication within your team.

2. Identify the Creativity Blocks.

Creativity and innovation is the life blood of any growing organisation. And when this stops so does your team and your organisation!

The top signs of creativity blocks will emanate in direct personality clashes, negativity, bullying and arguing. This is a sign that team members are behaving as individuals, and do not recognize that other people add to them.

It is here where your team and company/ organization will become stagnant and more creative opposition teams will wave you goodbye, as they fly ahead.

3. Observe Commitment Blocks.

A lack of professionalism, disrespect for team members and clients, diminished - or no Professionalism, poor accountability, excessive absenteeism will let you know that your team is just going through the motions.

Are your team members merely going through the motions? Are they coming to work because "it's a job."

Remember! These 3 Top Signs - are Red Flag Warnings to any team leader, executive and/ or managers that something really has to change and it has to change FAST!

So start looking out for the 3 C's - the blocks that will warn you when your team is in dire straits! And then take immediate action.

Put in place a team-agreed, team-managed code of conduct to cut away the causes of conflict and the resultant stress. If you don't - your days will grind by in frustration, as you, or your managers, attempt to micro manage your team's interpersonal relationships.

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace

2008-06-05T01:32:00.000-07:00

Here is our latest site - I am publishing a book on Team COnflcit Resolution Strategies very soon,

Enjoy,

Brian

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: "How To Clear Stress & Conflict from Your Teams in 24 Hours!
These Fast, Effective and Simple Team Conflict Resolution Strategies Will Get Your Team Members Communicating, Supporting Each Other and Working Together - in the Long Term...

And You Can Use That Unity To Explode Sales And Get A Huge Advantage In Your Business...
... You Will See Results In As Little As 24 Hours... Without Mediation, Conflict Resolution, Therapists, Labour Lawyers or Psychologists,"

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace

2008-06-05T01:19:00.000-07:00

Here is a snippet from our latest site. I am writing a book, which will be published soon! Go and get the report, it is free!

Enjoy,

Brian

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: "Sign up to get the Top 3 Signs of Conflict that you MUST Recognise in your Teams!
Get your FREE Report on 3 TOP Signs of Team Conflict for Leaders & Executives. Is Your Team in Trouble? This Free Report, worth $20, could Save you $1000's in Lost Revenue."

Diversity Training in South Africa

2008-06-05T01:11:00.000-07:00

Diversity Training in South Africa: "Protecting one's Turf - McDonnel's road
Conflict will often arise in the workplace, when we cross into team members 'domains', the special little side-empires that they have built. Their 'departments', or their offices. They live in fear that this space will be changed, by those around them.

They live in a small space, and suffer their pains alone. They believe that no-one else has felt their pain. And they feel the need t0 fight to protect their turf and keep their pain, as a reason to live.

I was on one of the Isles of Aran, off the West Coast of Ireland, yesterday - with my beautiful wife, Arthie.

We were taken on a tour of the island by a man, on his horse and carriage... His name was McDonnel and"

Teambuilding in Cape Town

2008-05-16T00:10:00.000-07:00

We have just returned to Johannesburg from an incredible break and a wonderful teambuilding session, with C&S Audio - in Cape Town.

Cape Town - South Africa - is an incredible place and our teambuild was facilItated in the quaint Train Lodge conference centre. If you visit Cape town, this must be one of the most incredible places to stay. you can dine on a train coach and sleep in one of the stationery train coach rooms.

Our team of Arthie Moore, Suraj Haripersad and myself, were delighted to spend time with this incredible team. Lead by Donald and Liezl Clark - this extra-ordinary group of bright young people - really got into the teambuild - in a huge way! And we are truly grateful that they selected us, as their teambuilding provider!

Our team is incredibly professional and they know exactly what to do, and when. And their work was made far easier by our amazing client. Here is a video of another teambuild...

AND here is the feedback from Liezl Clark of C&S Audio:-

Building your team
==================

As employers and business owners, we are all faced with the problem of motivating and building our teams. I would like to share our personal journey and experience with you.

As I write this the sound of the vuvuzela and our team’s new found slogan still resound in my ears…
Imphilo Enhle!! Yes, life is indeed beautiful.

The C&S team was transformed over the past weekend. From a diverse team divided down lines of race, language, religion, job title and background we have gone to a team of human beings with a common goal and new values founded in respect.

You may call this a miracle, but it is incredible what can be achieved when you work from a foundation of “at the level of respect all people are equal”.

Fellow BW Brian Moore and his wife Arthie of Mthimkhulu International took our team through an amazing rollercoaster of a weekend.
Not only did we learn more about ourselves, our other team members, the ways we learn and communicate and our different personalities but we had FUN!!

Never would I have imagined our team dancing the Macarena in unison on a cold Sunday morning on a converted train platform in Cape Town!

I would recommend Mthimkhulu International and this experience to all businesses and teams without hesitation.

Brian and his team were absolutely wonderful. They have a way of relating to people on the level they can understand and feel comfortable with and help you to stretch further than you ever imagined possible while still feeling safe and respected.

Under their guidance past issues were cleared and a way forward was mapped out.

This past weekend a new unified team was born.
Viva C&S Viva! Imphilo Enhle! Yes, Life is Beautiful!

(Impilo Enhle means beautiful life in IsiXhosa - the mother tongue of Nobel Laureates Nelson Mandela and Archbishop Desmond Tutu.)

International Teambuilding that works, and works and works
Teambuilding Projects

Brian speaks Zulu in Teambulding session

2008-05-05T21:16:00.000-07:00

Brian speaks to "his" ancestors in Zulu.

Being able to speak in numerous languages is a great boon in Africa. In some areas, team-building is only possible in the local languages.

When Arthie and Brian Moore work together, they greet in over 80 languages and bring the cultural influences of the local country, and Zulu, English, Afrikaans and Hindi.

This group in Machadodorp - South Africa, speak mainly IsiSwati (Swazi - Swaziland) and IsiZulu (Zulu - South Africa.)

http://www.africa-dreams.com
http://www.celebrating-humanity-projects.com
Visit Brian's blog
http://www.diversity-training-in-south-africa.blogspot.com

4 steps to get your own personal New York Cabbie

2008-05-01T03:05:00.001-07:00

In just 4 steps you can learn how we had our own New York Taxi driver, after only a few hours in th USA - and New York!

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How to get your OWN New York Cabbie!

2008-05-01T02:46:00.000-07:00

Our Own New York Taxi Driver
All people are looking for, is a little respect and recognition. 4 steps to getting more from life.

Our Los Angeles shuttle driver looked bemused, after we had greeted and thanked our hotel porter, in Mexican.

“I thought you guys were from South Africa. Where did you learn Mexican?” He asked.
“Right here, in LA.” I answered.
“How long have you been here”, he asked.
“Two days”, I answered.
“Well, that is incredible! I’ve been here 45 years, and you know more than I do.”
“What do you do?”
“Transformational teambuilding in South Africa - we responded.
He shook his head in amazement, as we set off towards Hollywood Boulevard.

At Penn. station we boarded our first unmarked taxi, to our first rather scary Manhattan hotel. We asked the taxi driver where he was from and what his name was. “Hamid” - he responded, “and I am from Morocco. Where you from?”

“As salaamu alaikum Hamid.”
“Wailakum as salaamu.” he responded.

We greeted and found out how each other were, as we travelled through the busy New York traffic. We found out how long he had been in New York, where his family was and lots of other really human info. We told him that we ran team-building in South Africa. As we chatted, we asked if we could get his phone number, so that we could call him when we needed him. At the end of our journey, he gave us his number and we paid him for the trip.

The next morning, Arthie phoned him. “Ah, the South Africans”, he said. And he was perfectly on time, outside our hotel. Off we went to Macy’s. Upon our arrival, we asked what the fee was.
“Twenty dullah,” he said, “You are on vacation.”

Hamid became our friend, our guide and on every occasion - bar the trip to the airport - charged us $20. He would be there at night and in the morning. He was our saviour. We respected him and he respected us. We learnt so much about this very private man from our conversations, and he about us. How many other people have had their own private New York Taxi driver? For more of our taxi adventures...

Pat looked at us in the mirror, and said, “You guys are a true example to us all. You will never want for anything.” We thanked him.

As we drove Pat spoke of his life, the recent death of his father - and how he was handling that. We told him that we had just attended an amazing conference, on building our team-building company, and internet businesses.

And indeed, that is what happened. As we left we wished Pat well, “The top of the morning to you, Pat!” And he hung his head a little, and said, “You speak more Irish than I do.”

Arthie and I have built friendships and relationships, around the World, simply by respecting other people.

4 simple tips to get more from your life.

1) Care More - Life is not only about you. Start to greet people, and treat people, in the way that they want to be greeted and treated. Learn their languages - do not demand to hear yours. Ask about them, talk far less of your self.

2) Give More - Don’t be afraid to help others, be it by listening, caring and even sharing. Don’t always go with the “standard tip.” Look for ways that you can give, rather than seek ways to get. And you shall receive!

3) Love More - You are perfect as you are, however Life rewards action and not thought. When you really begin to like and accept who you are, in every way, then you are able to be more loving. When you love more - you are loved more.

4) Thank More - Live in a permanent state of gratitude. Be thankful for each breath that you take. Be grateful for your family and your friends - AND tell them. Thank people for every thing that they do. Humbly thank people for their compliments. Develop an “attitude of gratitude”, and the world will reward your thankfulness.

Arthie Moore and Brian V Moore
Teambuilding in South Africa
“At the level of respect, all people are equal.”
Durban, South Africa.
30th April 2008

For more of our taxi adventures...

How to remove workplace conflict, gossiping and backbiting.

2008-05-01T02:27:00.001-07:00

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! An easy guide to transformational teambuilding.

read more | digg story

South African Teambuilding Consultants in Namibia

2008-04-19T05:45:00.000-07:00

Our home grown teambuilding for South Africans has again spread its influence into another country.

Last year our team spent 5 months in the Diamond fields of Namibia, where we trained over 2500 people for Namdeb Diamond Mining Corporation.

Our teams incredible experience, and commitment, saw us speaking elements of Oshiwambo, Oshiherero, Caprivian and Nama/ Damara.

The results were incredible and we will remember Namdeb and Namibia forever.

It goes to show that teambuilding in South Africa is growing and improving by the day!

Go to www.celebrating-humanity-projects.com to look at our projects.

Cheers

Brian
+27 82 552 3352

Teambuilding for Diverse Teams

2007-02-16T22:44:00.000-08:00

One of the most exciting aspects of being nominated by our clients, as one of the top training companies in South Africa, is that we work in the much-maligned area of "Diversity Training", and Team-building.

When we started the Celebrating Humanity© program, our main focus was on Diversity Training. And we perceived it as a huge opportunity, to transform teams and build organisations - through respect, understanding and unity.

As we have said, many times over, companies embarking upon a "diversity training initiative," stand at the crossroads of danger and opportunity. Our Guide to Selecting Teambuilding Providers clearly states, that the opportunity lies in uniting the teams and the greatest danger, in the separation of team members by their "differences."

Our main guiding principle, is:-
"At the level of respect, all people are equal."

Why Diversity Training/ Teambuilding?

Normally a "diversity training/ teambuilding " initiative, is based in the need to reduce at least one of the following:-
• Negativity and Arguing.
• Incessant Gossiping & Backbiting.
• Cross-cultural Clashes.
• Personality Conflicts.
• Silly Time-wasting Workplace Disputes.
• Frustrating time spent in Dispute Mediation, and at the CCMA.
• Unnecessary Labour Lawyers' fees.
• Misunderstandings and Mis-communications.
• Inability to communicate with diverse clients.
• A lack of Professionalism and Accountability.
• Excessive Absenteeism.
• Racism and Prejudice.
• Rankism and Departmentalism.

and/ or to lay the groundwork for improving the (Broad Based Black Economic Empowerment (BBBEE) rating of the company/ organisation.

Everyone needs to feel safe.

Whatever the reason for the program, it is essential that it is based in fun and respect, and is totally non-threatening, inclusive and motivational. Everybody wants their place in the sun.

One of the biggest challenges with traditional team-building exercises, is that the focus is often on the needs, talents and abilities, of a core group, within a team. The less young, educated, physically talented, or fit the team member - the more they have to rely upon the "cool group." And the less they enjoy the experience.

These results are often short term and limited.

Involving Diverse Teams

When working with a very diverse group of people, it is critical that the facilitators involve EVERYONE, in a way that is individually important to them, and their existence on the earth. This ensures that each person can, and does contribute.

In the Celebrating Humanity© - Transformational Team-building programs, processes are fun, exciting, non-threatening and most importantly, everyone participates.

Each person adds value to their teams in some way. The process and methodology must show the value of everybody, in the group. Processes need to show at least some of the knowledge, skills and abilities of each person.

We all add to each other

In a public session, a partially literate Zulu-speaking housekeeper, maKhumalo - sat in a team comprising highly-qualified HR professionals. In the same team - was Kevin Turner, who was raised on a rural Midlands farm and who spoke excellent Zulu.

He and maKhumalo happily shared and communicated their knowledge on culture and tradition to the team. maKhumalo was the expert on Zulu culture, proverbs, ancestry. She brought great value, as did her team members. And similarly Kevin added to the team with his knowledge of Zulu and his warm humanness.

At the point where the team was asked to put together a Kwaito dance, maKhumalo suddenly stood out head-and-shoulders, above her more skilled and reserved team mates. It was delightful to watch her lead them. And they put on a wonderful 2 minute show, for the other teams.

Here was a wonderful lady, from the depths of rural KwaZulu Natal, and she was the stand-out leader for a group of University-educated Human Resources specialists! The exercise demonstrated, that we are all leaders, that we all bring value, and that we all need to respect and value each other.

Teams that understand, that we add to each other, will be far more secure. Through Transformational Team-building, they will know and experience, that the more diverse the team members, the more chances we have to win - through greater knowledge, skills, wisdom and understanding.

Some ways to involve people.

Some of the ways that we involve our delegates, are through their:-
• Workplace Knowledge.
• Background.
• Artistic ability.
• Joke-telling skills.
• Dancing skills.
• Language and greetings.
• Proverbs.
• Body language.
• Cultural knowledge.
• Beliefs.
• Religion.
• Music.
• Traditions.
• Other relevant Skills and Talents.

Diversity does not only mean culture and religion.

At Lake Kariba, we took the top executives of the Bank of Zambia, through a transformational team-build.

Now Zambians have, since the inauguration of Kenneth Kaunda, believed that they are all "Zambians." "One Zambia, One nation", was the clarion cry of former President Kaunda’s government. And it has worked!

The Zambians all stood as one. Not black, or white, Barotse, Ngoni, BaBemba, Nyanja, Batonga or as speakers of any of the over 69 dialects, just Zambians.
The World, South Africa, companies and organisations could learn a lot from the people of this beautiful country.

Thus, in Zambia - there was no desire to bring "cultural diversity" to the team-build. So we found out about the various skills and abilities of the team members, and involved them all in, in that way. They soon knew, just how much, they added to each other.

And one of the most brilliant dancers, in that small section of the program, was wheelchair-based. He really made that wheelchair dance!
You never know just how your team members add to you, until you experience them as humans.

Skills Development

Any team-building/ diversity training program that does not develop skills, is not worth the investment.

Transformational Team-building programs are intended to improve the lives of delegates, by building their personal skills, communication and relationship skills - socially, at the office and at home.

The Celebrating Humanity courses, are now so much in demand, for the wonderful outcomes, that we are regularly asked to run public courses.

Some of the skills would include:-

• How to learn more easily for your unique Learning Style.
• How your unique Learning Style shapes your Communications Style.
• How to assess the Learning Type of the person/s you are communicating with and get stunningly better results, in your communications.
• The impact of your Communications Style on your relations in all areas of your life.
• Simple and easy, non-judgemental and team-based Personality assessment skills and how to get better results by adjusting your own behaviour.
• Understanding body language from different cultural groups. Making adjustments for far better results, with clients and team members.

In a recent chat, with one of our Celebrating Humanity© facilitator’s wife - she said, "Fazal was amazing in the Free State. He greeted the local people in Sesotho and through body language showed his respect. The people were simply amazing to us."

We know Fazal well and are certain that he would have used his other, easy-to-use communication skills, to further build the relationships, as he went along on his fishing tour.

Sustainability

It is critical to make sure that the team-build is not a once off injection in the spirit of the team! The program has to include in-house follow up, initially guided by the teambuilding organisation. The Harvest programme ensures sustainability.

Ownership

Another great opportunity to add to this "diversity training," (now "grown-up" to be Transformational Team-building,) is to ensure that your team owns the change.

In this way, managers and their teams, can drastically reduce the interpersonal war stresses, that once seemed inevitable within teams.

One of the big challenges to "managing" teams, as opposed to "leading" teams, is that most traditional managers still manage people, as if they are their children.

The moment that there is conflict, the traditional parent pulls the kids apart. "Stop that Mary! Go to your room Sipho. If you do that again Bavika, I will punish you!

The only difference is that you cannot fire your kids!

Managers/ leaders that spend all of their time "managing diversity," are in a boiling pot. They will never be able to focus on their time on doing what they are paid to do and will suffer the consequences of unnecessary stress, both physically, emotionally and in their relationships.

The only way to reduce this stress on businesses, clients, teams and their families is to get all team members managing their own behaviour.
All people are leaders.

This is a fact ignored in most teams.

I was in a local hardware store, a number of years ago, and chatting to a "Shelf packer." As we were speaking happily, in Zulu, his supervisor marched up and arrogantly demanded that his "underling" go and do his other work. With suppressed anger, my friend bid me farewell and went off, to do his "superiors" bidding.

Little did the young supervisor know, that this same elderly gentleman was the chairman of a number of multi-million Rand development contracts, in his rural village. He could have learnt a lot from him, with a little more respect.
Perhaps this is an extreme example, so let’s take our Kwaito dancer - maKhumalo.

She runs her own home in the beautiful City of Durban. She manages the cleaning, laundry, cooking and kids in a suburban home. She runs a home in far-away Mahlabathini, where she is building a new home and she educates her 3 children. She is not only a "Dance leader," she is an every day leader.
So why not place the leadership of workplace relationships, in the hands of your team members. They may even guide you, as is the example with our young supervisor. He certainly could have used some gentle guidance!

Increase the Ownership and Accountability

A true Transformational Team-build, with the correct amount of time allocated to the process, will dramatically reduce stress through increasing the ownership, accountability and responsibility of each and every team member!

Once your team decides how they will behave around each other, and what is not acceptable behaviour - they own it and can manage it.

With the right clearing processes, constitution and a 1 hour monthly meeting, this peer-driven process ensures that relationship management - is no longer the responsibility of the managers/ supervisors or the board members.

Transformational Team-building - with the commitment, and full participation, of all management and leadership - has the power to transform teams. And we have the evidence to prove it!

Challenges to succesful outcomes

Some possible challenges to your team-build for diverse teams:-

• Leadership/ management sending only "them," because "we" don’t need it.
Not involving your greater team in the decision-making process. This can lead to poor attendance.
Leaving critical negotiations in the hands of inexperienced and under-qualified team members ( a properly facilitated transformational teambuild will positively change the very way in which your organisation functions.)
Not having good committed project leaders.

Trying to cut costs by:

• Going for the shortest possible intervention. Always dedicate the time to change.
• Paying for a once-off intervention. Transformation is a process, not a brief happening.
• Saving on the venue. "Let’s do it in the board room."
The program will be interrupted, by "emergency situations. If a team members are not available, the emergency is always resolved quite easily, in their absence.
People do not feel respected if the company is cheap, and not prepared to pay for an upmarket venue.
Attendance will be poor and no team-build can be successful, without the team.
• Cutting down on the quality and diversity of food and refreshments.
Many diabetics, vegans, vegetarians, followers of Shembe, Judaism, Islam, certain branches of Christianity, Hindus and numerous others - are often not properly catered for, during outings or training sessions.
• Utilising "cheaper" service providers who do not dedicate extensive time to understanding your people, your company and your country.

We hope that this story and these guidelines, will help you to select your next teambuilding organisation, with great care.

And we will be delighted to hear from you, or just learn how the teambuild worked for your team.

By Brian V Moore© Mthimkhulu International, 415 Bartle Road, Durban, South Africa.

Telephone: +27 31 2053668/ Mobile: +27 825523352/
Email: trainers@africa-dreams.com / brian@africa-dreams.com
Projects Site: www.celebrating-humanity-projects.com
Free Stories and Articles: www.celebrating-humanity-projects.com/articlelive/
Main Site: www.africa-dreams.com

Teambuilding in South Africa

2006-11-24T23:44:00.000-08:00

There are many fun and excellent teambuilding programmes for teams that already work well together.

However when challenges arise, such as the following , then it is time to go for transformational teambuilding:-

Personality clashes,
Gossiping & Backbiting,
Racism and prejudice,
Mis-communications,
Poor communications,
A lack of ownership, accountability and repsonsibility,
Past issues continuously raising their ugly heads,
Poor productivity,
Poor customer care,
Cultural misunderstanding,
Disrespect.

Transformational teambuilding for diverse teams is only facilitated in the trues sense, by Mthimkhulu International - through its Celebrating Humanity programs.

MI builds teams across South Africa, in Zambia, Namibia and the USA. They are currently building relationships with training orgnisations in Ghana and elsewhere in Africa.

For free stories, articles and references, please visit the above sites.

Contact Brian Moore to learn more.