Respecting culture is GOOD business!

If you could do business with foreigners, would you learn how to understand and respect them? Of course you would.

When you start out, it seems as if they are from another planet. You know that any errors will offend them and your chances will be gone.

So, you quickly invest in training courses in respect. You learn a few words in their language.  You attend a course on body language and you learn about social norms, meeting rules and how to do business. Well prepared, you begin to do well, with your foreign client. All is well.

Learning how to do business with your own "foreign" team members makes sense.

You then you get back to work. Each morning your diverse staff arrives at your firm and, they too, often behave in ways which seem foreign. They arrive in varied transport from unusual places. Soweto, Inanda, Sandton, La Lucia, Phoenix, Giyani and the Cape Flats, spring to mind. Each of them lives life differently.

We ignore all that and expect them to know and follow our way. No adjusting to their cultures and traditions. We often get frustrated and ask, "Why do "they" do that?"

 Because who they are is not important, many become isolated and angry. Staff turnover is high. Team work is poor and commitment low. This shows up in gossiping, back-stabbing, cultural clashes and absent staff. We could force them to comply. Warn and discipline them. They will leave, or we could fire them.

Alternatively, you could invest in knowing each other by building respect and understanding thereby uniting the team and clearing conflict. This brings trust and ownership to the team. They will belong and you will release their full potential.

There are many opportunities through knowing and respecting the “foreign” people in your firm. Grow your firm. Build yourself and unite your diverse team.

Diversity Trainers South Africa
Email

New site - Diversity Training in South Africa.com

  

Diversity Training in South Africa - a member of the Celebrating Humanity International stable has a brand new website. So too, does the founding director, author and diversity speaker - Brian V Moore. Learn more about  fellow director, writer and powerful catalyst of change - Arthie Moore. 

Read up and contribute to Arthie Moore's blog on Relationships, and visit our Transform Your Diverse Teams blog and the Ways we Learn, Teach and Present blog.

Get your diversity training proposal, team building proposal or team conflict resolution proposal from either site.

Make contact or speak to Brian V Moore

Spirit of African Leadership.
Traditional and Western Leadership has a legacy of “I tell - you do.” Although there is a growth in the concept of participative leadership this is not enough.

The young man and lady slouched back in their chairs during a recent 1 day Celebrating Humanity diversity training session.

She spoke up, “This is brilliant. But where are the managers and directors?”.
“Yes.” the young man agreed, “They always send us on courses, yet it is they who need the most change. They just decide that we must be trained. And they don’t know what it is about, nor do they follow the “new” way.”

Simply put team members are no longer pawns. They can be fully participating members of any organisation as long as:

• there is full ownership for their personal behaviours and actions, from all members of the organisation - from board level to the general workforce.
• all team members are valued, feel valuable and value the uniqueness and difference in others.
• all are part of a team where everyone operates within a peer-selected, peer-managed set of positive and values and behaviours and actively exclude non-acceptable behaviours from their interactions.
• a peer-controlled inter-personal values-based structure is constituted and managed on a regular basis.
• A separate set of organisational values/ principles has been developed and accepted by all role players to ensure that issues such as client relationships, theft, corruption, fraud, professionalism are all adequately covered by company regulations.
It is critical that no-one is above the rules of inter-personal respect and organisational values.
Leaders lead and work with people. Leaders are accountable to self, team and company.
Traditional managers manage resources. They are only accountable to their seniors.

Brian V Moore
www.brianvmoore.com

Racist name calling in South Africa.

Name calling never helps.

In South Africa it is deemed hate speech to use the “k” word, particularly if the person saying it is not black. However, as previously stated I have heard on very rare occasions black people using it on each other. The word (kaffir), whatever its origins, is simply hurtful and hateful and not acceptable.

However many black people find it acceptable to call a white person Umlungu (Zulu), Ngamla (Sotho); and Afrikaaner is called “iBhunu” (Boer or farmer); a Muslim would be called a “iSulumani”; and person of Indian descent a “iKhula”. The latter comes from the term Coolie. Any of these names group people in a manner which makes it easier to “define”, or “hate” them. This is simply prejudice at work. 

Our politicians – some of whom fought the “struggle” for peace against the Apartheid regime sing old struggle songs – such as “Kill the farmer.” This targets the white group in South Africa, in particular people of Afrikaans descent. 

The challenge here is that everything else except the use of the “K” word are not seen as hate speech – by the perpetrators. They believe that they have the right to say and sing divisive and hateful things. Until we can build a nation where we can clearly state One South Africa, One Nation and “At the level of respect, all people are equal” we will still live in a land of “them and us.”

To add a few other dimensions even within, so-called similar races, there exist names for each other. English speaking South Africans are some-times called “Rooineks and Soutpiele” the first meaning rednecks – from the sunburnt appearance of the British soldiers fighting in the Anglo-Boer war. The second is a bit rough and I will not translate it here. Some English speakers call Afrikaners “Dutchmen.” None of which are acceptable. 

Amongst Indian-speaking South Africans the word “Coolie” and it’s African language equivalents are not acceptable. Many of this group will call themselves “Charous” - very few however allow others to do so. There are further divisions amongst those who originate from North and South India, with the Hindi-speaking northerners being known as Roti-ous and the Tamil speaking as Porridge-ous. This is derived from the flat bread cooking of the Hindi speakers and the porridge used in prayer ceremonies by the Tamil speaking people. This has become a more fun way to describe each other.  

The descriptions of other groups by South Africans of Indian descent - such as vet-ous (White people), Slam-ous (Muslim people) and Bruin-ous are some of the many colourful ways to single out members of other race and religious groups. (The word “ous” is Afrikaans slang for people.)

And then in Africa, tribalism enters into the equation. This is becoming more and more prevalent. We are occasionally called in to resolve team conflict where there are no white people. One of the main challenges listed is racism. Because the cultural beliefs and traditions are so different one group may describe the other as, “animals.”

We do not need to separate by group, this prevents us from knowing people as humans. The time has long come that we should respect each other and venture into other diverse circles to find out what makes us tick. Are we so different? Or are we a bunch of human beings from wonderfully different diversities that have been tainted by our histories. Sadly we are being poisoned by the new wave of political utterings, too.

Let us not make the mistakes of the past. Let us build the future together - based in respect.

Brian V Moore 14 June 2012

Diversity Training in South Africa.com

Africa Dreams.com

Team Building in South Africa.com

How important is it to you to build relationships, with people who are different to you?

People are different.

Our biggest challenge to building our businesses, lives, opportunities and experiences is the human need for conformity.

And most of us want everyone else to conform to our norms, experience and upbringing.

So how important is it to you to build relationships, with people who are different to you? Are you prepared to learn more about yourself and others?

Follow us on Facebook

We have a number of articles on our Celebrating Humanity page - on FaceBook and even more on our Transforming Diverse Teams blog.

So take the time to have a look at our stories, comment, add your own articles and let us change this World into a more positive place! 

And visit our new sites - Brian V Moore.com and Diversity Training in South Africa.com

Free Book on Diversity Training

Just sign up for the newsletter on Celebrating Humanity Int. - UK and you will get the link to download your own FREE Diversity Training book. Transform Diverse Teams by Brian V Moore!

Your FREE Diversity Training Book

Obama leads the way in honouring diversity, at the White House. This time he is celebrating diwali with Hindu devotees.

Well done Mr President!

Making the World a little better - through Giving.

Give a little bit!






One of the most important principles of our Celebrating Humanity International team, is to give more than we receive.

This essentially means that we do, what we do best, for free for deserving organizations - or organizations that impact the lives of others.

On 2 October 2009, we will honor the giving of the Johannesburg Hospice by running a free team building program, for their staff.

If we all took some time to support the givers, and those who do not have, the World will be a much better place.

There are so many of us who sell our time for money - and passionately talk of "making a difference" in the World. Yet when there is free, unbooked and unpaid for time - do we all loook for ways to make a difference, at our own cost?

We do. And we will keep on doing so!

Here is a little about Hospice...

Enjoy,

Brian V Moore

The Hospice Concept:

Hospice is a concept of caring derived from medieval times, symbolizing a place where travelers, pilgrims and the sick, wounded or dying could find rest and comfort. The contemporary hospice offers a comprehensive program of care to patients and families facing a life threatening illness. Hospice is primarily a concept of care, not a specific place of care.

Hospice emphasizes palliative rather than curative treatment; quality rather than quantity of life."

Most Diversity Training Ineffective, Study Finds - washingtonpost.com

This article shows why traditional diversity training does not work.

That is why you need a Celebrating Humanity programme.

Enjoy!

Brian

Most Diversity Training Ineffective, Study Finds - washingtonpost.com: "Most Diversity Training Ineffective.

Transforming Diverse Teams

Here is a great blog, by us, on Transforming Diverse Teams! Enjoy

Transforming Diverse Teams: "Save Money and Time, whilst building your teams - through Celebrating their wonderful diversities!

Even in tough times, the Dept. of Labour requires all companies to conduct diversity training. Yet these times require, more than ever, that companies build and motivate their teams. Celebrating Humanity ensures that you can do both!

The Consul General of the US Consulate, in Durban South Africa described our Celebrating Humanity programme as:- 'An unparalleled experience in cultural sensitization and team-building!'

Simply because you get both, at the same time - a Services Seta registered Workplace Diversity Training programme- and a stunning Team Build, that actually builds teams, respect, accountability and unity!"

Recent Sayings

My Recent Sayings (Please feel free to add your own)

Brian V Moore 1 9 2009

We have a choice to be condemners, confirmers or co-builders. The 1st is a destroyer, the 2nd seeks friendship by hiding truth through cowardice and the 3rd focuses on building from a platform of truth, openness and candid observation and contribution.

Most people run from the 1st and the 3rd, whilst finding comfort with the confirmers.

Seek out your co-builders, take the input and grow, phenomenally!

Brian V Moore - 30 8 2009 FB.

When we all stop classifying ourselves by colours, races, religions, nations, genders, languages and tribes and only see ourselves and others, as members of the human race, we will set ourselves and the World free of selfishness, prejudice and war. http://celebratinghumanity.ning.com

Brian V Moore - 30 8 2009 FB.

It is our simple faculties and skills, or our ability to find another way, that set us free from mediocrity - the ability to see, hear, feel and the skills to read, write, type, drive, to walk and to talk all open us up to incredible freedom. We have so much to be grateful for.

For team building, team conflict resolution and diversity training please contact us.

Managing a Diverse and Inclusive Organization

Here is a wonderful post that brings the importance of diversity management home, by a Canadian expert.

Best wishes

Brian Moore


Managing a Diverse and Inclusive Organization: "Managing a Diverse and Inclusive Organization

As our work expands we are finding that more often supervisors are asking for assistance in managing a workforce that is becoming increasingly diverse and inclusive. This edition discusses the changes managers are experiencing in the ever changing workforce and the next edition will talk about diversity initiatives which may benefit your organization.

Some managers within organizations expect that, as the diversity of the population changes, so too will the diversity of their workforce. They believe that if people within the various diverse communities are 'qualified', then they would be hired into the organization. They believe that change will happen naturally over time.

However, a diverse and inclusive organization does not happen by chance. It requires a commitment from senior management and a plan to identify and address any issues. Diversity and inclusion is a journey that must be deliberately begun, boldly led, and constantly nurtured. Organizations must also recognize that"

Brian V Moore

Brian V Moore, International Speaker and Facilitator Extraordinaire!

Brian V Moore, international speaker and facilitator, is the founder and MD of 20 year-old 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, especially Zulu. 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 "Hadebe, 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 Moore Magic!

Diversity Collisons

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

Diversity Training Video (Transformational Team Building Video)

This is one of the many inclusive, non threatening wasy that we open up communication and understanding in our Celebrating Humanity workshops.

The drawings are changed for the different groups, diversities and countries that we find ourselves in.

Enjoy!

Brian Moore

Diversity Training Video (Transformational Team Building Video)

Here is an a short video of a 3 day - plus 1 day follow-up team building/ diversity training/ team conflict resolution video for over 10 people - facilitated by Mthimkhulu International - the Team Building in South Africa specialists.

Enjoy,

Brian V Moore
082 552 3352

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

Why be stressed about diversity training - when you can Celebrate Humanity?

The answers to all problems, lie hidden deeply within mankind.

As a very fortunate human being, who has travelled amongst many diverse groups of people in the world, it always surprises me when people have challenges with "diversity training." I can see absolutely no reason to fear the skills, knowledge and perspective that other human beings bring.

Our own self built blocks to growth.

One of the biggest obstacles to growth, is our natural focus on building our "own identity." This begins the process of separation from people who are different to us.

I am a boy, I am a girl, I am American, I am African, I Portuguese, I am Chinese, I am white, I am black, I am Indian, I am Christian, I am Jewish, I am thin, I am fat, I am old and I am young.

All of these statements ensures a separation from others, as if they were not not your human equal. Because from here we can make statements like, "Why would I want to have anything to do with them - they are not even (add your "identity" here.) No, in fact they are (add their "identity: here)".

And unfortunately, the very same people who strongly identify themselves with their own personal, group, physical, National, colour, religious classifications, are those who invariably limit their experience of people and the world. Many of them will angrily speak out against "diversity training", as if it were a punishment and a mockery of who they are, as human beings. Why should I learn about THEM? Why don't They learn about US?"

And of course the people that they are asked to learn about, are never spoken of as being remotely human. They are spoken of in their classifications. These "whites". Those "Muslims". The "blacks". And a lot of really rude name tags. This always makes it easier to slip back into the comfort of our own personal identity.

Living in the question and in a state of "Wow!"

Those of us who have no limitations to who we associate with, learn from and understand, are so fortunate. We simply love the fact that, as small children do, we can live in "the question." Living in the question allows to spend most of our time asking questions and learning from others. It allows us to have our own little University of life and everyone that we meet, becomes a teacher. And we the students. "Why do you...?", "What does this mean...?", "How do you greet and ..."

This is the state of "wow!" And many children live there. This way of being puts us in the most delightful position of continuously building respect, understanding and wisdom.

Living in the answer - the dangers.

The opposite way of living in the question, is to live in "the answer." The biggest danger here is when one has an absolute impression of one's personal identity and the absolute knowledge that it brings. This is the state of "rightness." I am right and you are wrong. It is at this point that we limit ourselves.

And it is people in power, be they powerful in families, companies, teams or countries, who invariably bring aggression to their interactions. They deeply fear losing their power. And they hate the fact that the may be proven "wrong."They will fight to protect what is theirs. They will fight to keep the status quo. Because the have "the answer." They KNOW what is "right!"

We all add to each other.

When we get to the point of understanding how much we add to each other, we begin to tap into the incredible richness of humanity. The wealth of knowledge and wisdom that is encapsulated in the very difference that cause fear in some of us.

No-one wants to change others, nor take away their sense of personal identity. In fact that is your very unique human value. That is what ensures that YOU add to other people. Show it, share and enjoy it - and add to it with questions. Do not let it limit you. Or cause you to be a source of conflict.

Diversity training, or Celebrating Humanity.

Now Diversity Training has it's positives, however if incorrectly presented, it keeps on separating people as if they were of a different species. Almost as if we are curiosities - to be observed from a distance and "accepted."

This is not true. We are all human beings. We all have something unique to share, even if we are the "same." Yes, the answers to all problems lie hidden deeply within mankind.

And it is at this point where our programmes change the perspective ,from one of Diversity Training, to one of Celebrating Humanity. As Steven Covey says, "Seek first to understand, then to be understood."

When we are celebrated, we can celebrate others. These unique programmes are developed to bring that safety and celebration to all of our delegates.Through these programmes, we remove team conflict and build families - through better life skills.

We deliver our particular brand of Team building in South Africa - anywhere in the world. We have worked in the USA, Zambia, South Africa and have Celebrated Humanity with 2500 miners in Namibia. And our principles are simple.

1. At the level of respect, all people are equal.
2. We all add to each other.
3. There is only one race, ad that is the Human race.
   
   

Our new Personal identity.

We are most unstable, when we continuously seek to confirm our stability and who we are. Conversley, we are most settled when we understand that we do not know everything, and that is OK. And we ensure our sense of well being and value, by continuously seeking understanding.

And that is why we should always spend time learning about others, and attending course similar to the Celebrating Humanity programme. And therein lies our own personal freedom and a new personal identity - as a member of the human race. And with our freedom comes the freedom of all human beings.

Yes, the answer to all problems, lie deeply hidden within all human beings.

Kind regards,


Brian Moore

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

Here is a snippet from my book, Team Conflict Resolution Strategies.

Enjoy,

Brian

Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office and Workplace: "How To Clear Stress and 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,"

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 a very talkative man was he. He explained at length about his 100 year old carriage, where it came from, how it was made and how it was built with special wood. "Steamed it to bend it, they must have." he said - a number of times.

As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how "they" could make it better.

As each vehicle, bicycle and person entered into his 5 mile "domain", he complained. They should not be on his road, they should move over...etc.

When a mini-bus needed to pass, he told us, "They shouldn't be here. It's not right. They are too big for the road." He almost shouted under his wind-burnt lips.

As he went he commisserated with Jimmie, his beautiful horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop - he too was on Jimmie's (McDonnels's) road.

Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me - because surely, I would never understand - I was not from McDonnel's road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.

Poor McDonnel. Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road. Alone by choice, and looking for somewhere or somebody to blame.

This is one of the many challenges that we face in the workplace and can be likened to departmentalism.

Enjoy,

Brian