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
Monday, December 01, 2008
Saturday, October 18, 2008
Team Conflict Resolution Interventions. Standing at a Crossroads.
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
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
Thursday, July 10, 2008
Team Building in South Africa
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
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
Sunday, June 29, 2008
3 Blocks to Success in any Company:
3 Blocks to Success in any Company: Sure Signs of Team Conflict, and what to do about it.
read more | digg story
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.
read more | digg story
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.
Thursday, June 05, 2008
Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace
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,"
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
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."
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
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"
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"
Friday, May 16, 2008
Teambuilding in Cape Town
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
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
Monday, May 05, 2008
Brian speaks Zulu in Teambulding session
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
Thursday, May 01, 2008
4 steps to get your own personal New York Cabbie
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!
read more | digg story
read more | digg story
How to get your OWN New York Cabbie!
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...
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.
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
read more | digg story
Saturday, April 19, 2008
South African Teambuilding Consultants in Namibia
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
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
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