Papa Leshabane Merry Christmas and a blessed New Year! from 7 Bosasa RMS Shines bright at ORT Airport A star shines brightly for Bosasa Security Officers at OR Tambo Int'l Airport (ORT). They consistently demonstrate the gold standard of private security. Michael Mlondzo and Rachael Baloyi are Bosasa Security Airports' team leaders of distinction. Gavin Watson contends that our security officers are not security guards but intelligence agents. Michael and Rachael, supported by members of their teams, were recently honoured as proud recipients of the service excellence awards from both Bosasa and ACSA at ORT. As it is, Bosasa Security is clearly gearing to set the standard against which all private security companies will be measured. They have answered with satisfaction Bosasa Group CEO Gavin Watson's question: What is a security guard? To see how they rate against Gavin's definition of an intelligence agent, we review their recent run of achievements. Michael Mlodzo, Bosasa Security HBS coordinator at O.R Tambo Int. Airport surprised a syndicate in the process of smuggling three women out of the country. The suspected customs check-out dodgers were clearly in cahoots with employees of a security company whose name is known to Bosele. Using the lowly lit underground channel, an attempt to sneak them out to an awaiting plane by the errant security guards was botched by Mlondzo and his team. Continues on page 4
Transcript
Papa Leshabane
Merry Christmasand a blessedNew Year!
from
7
Bosasa RMS Shines brightat ORT AirportA star shines brightly for Bosasa Security Officers at OR Tambo Int'l Airport (ORT). They
consistently demonstrate the gold standard of private security. Michael Mlondzo and
Rachael Baloyi are Bosasa Security Airports' team leaders of distinction.
Gavin Watson contends that our security officers are not security guards but intelligence
agents. Michael and Rachael, supported by members of their teams, were recently honoured
as proud recipients of the service excellence awards from both Bosasa and ACSA at ORT.
As it is, Bosasa Security is clearly gearing to set the standard against which all private security
companies will be measured. They have answered with satisfaction Bosasa Group CEO
Gavin Watson's question: What is a security guard?
To see how they rate against Gavin's definition of an intelligence agent,
we review their recent run of achievements. Michael Mlodzo,
Bosasa Security HBS coordinator at O.R Tambo Int. Airport
surprised a syndicate in the process of smuggling three women
out of the country.
The suspected customs check-out dodgers were clearly in
cahoots with employees of a security company whose name is
known to Bosele. Using the lowly lit underground channel, an
attempt to sneak them out to an awaiting plane by the errant
security guards was botched by Mlondzo and his team.
Continues on page 4
Letter from the Group CEO Letter from the Editors
The last two months I have enjoyed watching the Olympics
and the Paralympics. Seeing these exceptional people in
action really highlights what a competitive edge is, and how
the contestants made the cut in the first place. It is a metaphor
for Bosasa.
We know that being competitive is not enough. In the
swimming cycling or running for instance, every second
counts. You will have seen the lengths that participants go to
shave nanoseconds off their records to get a gold, silver or
bronze medal. Even the choice of head gear is taken into
account as a contributor to speed. It's important to be in the
first three. There were lessons for us all from the Olympics and
Paralympics. We learned that adversity is no obstacle and
countless ways could be explored to overcome seeming
disability. We learned that attitude, discipline, training, goal
directedness and attention to physical and mental health are
keys to success. What came home to me was that being fit
was a lifestyle. They wanted 'gold' badly. Bodies and minds
were honed to peak performance. They did not flag a single
day - they measured themselves against the best and then
some. The contestants got there because they had what it
takes to position themselves with the winners. Bosasa holds
the leading edge with its products services and people
because we have those so called hidden ingredients that
place us at the front.
The World Bank has just released its global Competitiveness
Report. True the compilers were writing about countries and
their ranking in a global index, but this ranking was achieved
by the performance of the companies within countries. The
Report looks at a range of pillars: innovation; business
When you give blood you do so to save lives. Who knows, your
contribution could be saving your own life or that of your family.
November saw a Blood Donation Day organised by Lynn Loots of
HR in support of Employee Wellness efforts. MBP employees
were ready to donate with a generosity of spirit that was heart-
warming.
As people arrived to donate blood there were mixed feelings. “It is
the first time I am giving blood and I know I will do it again. It was a
great experience knowing that the little I had to offer could save a
life and it contributed to the South African Blood Banks dwindling
reserves” shared a beaming Constance Malungani.
We ask Dr. Thembi Modungwa of Employee Wellness why it is so
important to donate blood. “We do not often stop to think what
blood is and how it saves lives. There are three types of blood
cells which keep us alive: red, white and platelets. Red cells
contain haemoglobin. They are red because they draw oxygen
from the lungs. White blood cells protect our immune system.
They go everywhere in the body and they attack bacteria and
viruses that come our way. When people get sick they produce
more white cells. Then we have platelet cells which are made in
the marrow of our bones. They help with clotting so that if we get
cut, we do not bleed to death. The cut is then sealed. So blood
supplies oxygen, enough fluid to keep the heart pumping, and
cells to fight invaders. Without blood we die”
According to enrolled Nurse Sannah Mbathane of the SANBS, “up
to three lives can be saved with a blood donation” Leukaemia and
sickle cell anaemia are illnesses that require blood. The story is
told of how little Lesego Khunou who suffers from the latter, has
relied on blood donations from the age of ten. This has not held her
career ambitions back. Lesego went forward with a college
course, fitting in blood transfusions along the way, with the support
of her tutors. She inspires all those around her.
Many who came to donate blood admitted shyly that they had their
misgivings. “I hate needles” said Irene Mlauzi. “But, this was a
painless exercise and I will do it again, now that I know and
understand the procedure. When I saw what
others were doing I knew I had to be part of this.
It made me feel so good.”
Dr. Thembi reminds us: “The bottom line is that blood means life.
In Christianity it is believed that the Blood of Jesus had to be
shared for people to get eternal life. The blood drive is part of a
culture of giving that Bosasa has adopted from inception. You can
expect blood pressure, cholesterol and diabetes testing days in
the future.” DBJ/TM/DM
Your blood donation saves lives
11
SANBS staff expertly co-ordinate proceedings
Bosasa Staff eagerly donate blood at MBP
12
Why is Bosasa a great Company – a survey reveals all
If people aren't happy with their lot, a project, a company, or a
country can implode. Read up on every revolution and palace
coup in history if you are not convinced. Most of these revolutions
took place because leaders simply did not care whether their
people saw purpose and meaning in their lives. Greed and
selfishness was the downfall of all. Happiness on the other hand
is a reflection of deep pride, a sense of belonging and knowledge
that the difference you make to the Company is appreciated.
But CEO Gavin Watson believes in his people, is concerned about
their growth and happiness and breaks the mould by sharing his
experience, beliefs, values and vision which is why he mandated
the organisational surveys. These tell you what is happening on
the ground, they are a starting point for growth and change and
they assist planning and decision making. In order to look forward,
we have to look within. The valued members of Bosasa staff, who
are the building blocks of the Group, share why Bosasa is a great
company to work for. Bosele staff can testify that they are stopped
frequently in the street by strangers to ask how they too can
become part of this great organisation. Read on!
The November survey looked for twelve indicators which have
proven themselves over time in all organisational climate testers.
1. Commitment2. Morale3. Direction and Strategy4. Diversity5. Organisational Politics/Ethics6. Employee/Management Relations7. Communication8. Staff Development9. Decision making/Coordination10. Innovation11. Teamwork and Task Support12. Quality of Service
These indicators exposed deeper levels of trust, integrity, pride,
quality of service and relationships, creativity, communication and
unshakeable belief in the Company. The chart below clearly
shows overriding satisfaction – a belief that the leadership is doing
things right for everyone.
Quality of service, innovation, commitment, high levels of
communication and staff development stand out. Morale stands at
an outstanding 89% with commitment at all-time high of 100%.
Beat that! Bosele challenges any company in South Africa or
beyond to deliver the equivalent of these findings.
What did the survey look for?
You said it
Organisational surveys are a reflection of democracy at work. You
said it. The survey captures what you think and feel. Other
research shows that leaders, who have the courage to do
barometer surveys which test the working climate have the same
results: they run companies that are productive and innovative
and team spirit pervades every division. We know. DBJ
Agree
DisagreeBosasa staff survey 2012
What do you think of Bosasa and its leadership? Jackie Leyds and Doc Louis Scholtz find out.
Would you like someone to research how effective you are with your vision, planning, work, strategy and decision making? Most
people say 'no' emphatically. It takes high self-esteem, integrity and strong conviction in your work to expose
yourself like that. Willingness to conduct such a survey also shows an ethic of transparency and good
governance. Recently Jackie Leyds and Doc Louis Scholtz decided to investigate staff perceptions and
experiences. Together they identified criteria that make great companies and great people which align
to these experiences. Bosele shares the results of both the organisational and the WATSonline
surveys.
13
WATSonline breaks down corporate barriers
WATSonline began as Gavin Watson's
outreach to his people. Unlike most
companies where employees have a vague
idea of what is on the CEO's mind, conveyed
by mission and vision statements pasted on
walls in reception areas, the WATSonline
blogs were different.
Eight years ago, the Harvard Business Review published a
seminal article on how to get a high return on company energy –
more specifically the energy of its people. They called it ROM –
Return on Management. It became one of the most popular
articles of all time, as it caused CEOs to examine whether
company realities existed in their heads only or whether they were
communicated effectively to staff. It asked 'Are you on the same
page as the CEO? Do you know where you should focus your
energies to add value?” It was the norm for the executive to talk
among themselves, leaving management and staff down the line
to do guess work on what was expected of them. Those CEOs who
did share their expectations, hopes plans and vision had startling
results. Companies grew exponentially. There were no blogs
those days, so this medium could not be exploited for the benefit of
all.
Gavin Watson embraces modern technology. His blogs engage
rapidly with what the HBR wanted to get across. From these blogs
came striking, memorable and pithy slogans which in turn became
an internal currency. We all know them and cite them in our daily
interactions: teams2think and teams2trust are two unforgettable
slogans. Here are the results of the WATSonline survey which looked at the
importance of the blogs and their contribution to company culture
and brand: a sense of fruitful two way dialogue between the CEO
and staff, the need for frequent communication, their relevance
and the contribution to personal growth and relationships.
Employees felt that their relationships with staff throughout the
Group improved, giving them renewed confidence in applying
knowledge, leadership and communication. They felt in touch with
what was really happening throughout the organisation. Most felt
highly motivated to take their expertise to greater heights and most
of all it opened up a world of knowledge, learning and a desire to
know more. Personal reading of other related material doubled
because of the interest these blogs stimulated.
The bottom line is that this mode of communication works. It
relieves tension, builds confidence, stimulates discussion and
encourages innovative thinking. Two blogs a week were identified
as meaningful to stimulate reflection and test application. Bosasa
achieves another leadership “first”. DBJ
WATSonline blogs
The bottom line
go to www.watsonline.co.zafor Gavins blogs and video clips
What a weekend of soccer excellence and family fun!
After the whistles, the vuvuzelas and the voluble pop music
playing through jumbo speakers had quieted down, we all
reflected on the success of the Bosasa National Soccer
Tournament and Family Fun Day. The thrill of winning lingered
on in the champions' camps as they waltzed off all smiles, all
the way to the bank. What a weekend of soccer excellence!
The children could not get enough of the jumping castles,
loaded party packs and getting their faces painted.
This year the soccer tournament invoked the popular cliché, go
big or hamba lala. Bosasa went national, bringing our coastal
regional teams where the Pulse of Bosasa beats in concerto.
Having realized how big this tournament was going to be, the
chairman of the tournament and Full Facilities Management
Director, Ishmael Mncwaba had roped in Procurement
Director Dudu Dube. Veteran Catering Coordinator Catherine
Mathabathe was also brought in and she tweaked the menu
until it was just right. Over 2 thousand meals were served on
the 3 pulsating soccer days to everyone's satisfaction.
Directors Papa Leshabane and Joe Gumede supported all the
teams to the end. Thandi Makoko would not miss the action for
the world despite driving over 700 km to a meeting in
14
The ladies showed the men how
the game is played
The impressive field of dreams
Papa Leshabane and Gavin Watson greet theplayers and officials before kick off
Sis Thandi Makoko eagerly handedout awards to the deserving winners
15
Harrismith and back. She still made it for the finals and handed the
medals and winners' cheques at the end. And as another popular
cliché, “ladies first”, saw its own invocation, Bosasa ladies from
Bosasa Security at ACSA at O.R Tambo, MYC, North West Youth
Centres and Lindela raised the standard of soccer in a manner that
had never been seen before at Bosasa.
The Bosasa Women's Soccer Tournament launched the first leg of
the tournament. Played at the Lindela Sports Grounds in October,
this venue came up trumps. A festive mood was easy to create and
capture here. As an elimination round and the semi–finals that
would determine the strongest ladies' teams, the games set the
tone for what was to come in November. The two matches that
were played on the day clearly showed which were the strongest
of the four teams.
For starters, Mogale Youth Centre ladies had their way with ACSA
O.R Tambo ladies without much of resistance from their
opponents. The Airport Jet-legs (assuming that's what the ACSA
ladies were) took a 5 – 1 hiding from the MYC ladies. Meanwhile,
the ladies from the Platinum province of the North West also put 8
easy ones past the defending champions' goalie. Lindela ladies,
the reigning queens who, by the way, won last year's tournament
failed to score this year. The line drawn in the sand between MYC
and NW for the ladies finals.
Thanks to the Bosasa Board of Directors giving the nod, the first
Friday of November became a national sports day at Bosasa.
Even MBP had an early shutdown. Male teams from the provinces
and Gauteng operations descended on Lindela Sports Grounds
with pomp and ceremony.
Ten teams did battle for the R30 000 top prize. Bosasa Security at
O.R Tambo Int. Airport were drawn against the Western Cape
while Full Facilities at DCS went up against Limpopo. Lindela was
pitted against the Eastern Cape and MYC against the 3 North
West province Youth Centres. Full Facilities at GoldFields was set
against KZN. Total prize money stood at R60 000.
Continues on page 16
The children enjoyed the facepainters
Group CEO, Gavin Watson handsover a cheque to one of the winners
Goals galore were scored on the day
What a weekend of soccer excellence and family fun!
The top 4 teams to reach finals were determined by the highest
number of goals scored and the least conceded. So Lindela
released a volley of goals scoring a record 9 – 0 goals against the
EC. It just rained goals, much to the supporters delight. It was
therefore small wonder that Lindela would be the champions of
the tournament. North West ladies had also given ACSA an 8 – 0
drubbing in the semis. They too came up victorious in the ladies
finals scooping the R8 000 prize. Both Lindela men's team and
NW ladies team were selected for the coveted Man and Woman
of the Match Awards (Sibusiso Ngqosa and Prudence Landela
respectively) as well as Top Goal Scorer Awards (Makhahlane
and Katlego Mangoeng respectively).
New-comers Western Cape performed well despite having to
settle for second best in the finals and receiving the R12 000
runners-up prize. For the second time in a row, DCS supporters
won the R5 000 prize for the Best supporters. DCS and MYC
were said to have quietly slipped out the back rushing home to
lick their wounds. VP
16
Continued from page 15
A quick team meeting before kick off
The fans were in full voice
Hot and clean running water can no longer be seen as a luxury for
the well-heeled few. It is a pressing human rights matter. A cold
shower in the middle of winter can hardly be accepted as humane.
Bosasa has always brought an effective human rights element into
its service offering, from managing youth centres and Lindela to
catering at correctional facilities and the mines. It is for this same
reason that upon realising that coal fired boilers were not a
sustainable option, Bosasa began to switch to newer and greener
technologies. A new hot water heat system has since been
installed in a section of the Lindela Repatriation Centre.
According to Louis Minnie, engineer and head of Turnkey
Operations, the heat system uses the ambient outside air
temperature to heat the water. “The unit is able to heat the water
efficiently with ambient temperature as low as 0°C, but at lower
temperatures it is equipped with a 60kW backup boiler,” he says.
This may sound too technical and out of a layman's reach. What it
really means is that the technology used is able to covert ordinary
surrounding air and heat it quicker in order to heat water up to a
very hot temperature of 60°C. The single handle mixer gives it a
modern feel.
Turnkey Operations is Bosasa's own fully fledged maintenance
and structural support service department which undertakes
millions-worth of specialist maintenance as well as building and
heavy current contract work. Louis Minnie proudly demonstrated
his team's technical expertise in planning and executing every
element of this upgrade project. This gives the water heating
system a life span of over 25 years. With the in-house technical
expertise to support it, this new system will keep heating water for
many years to come.
The system can deliver 4600 litres of mixed water at 50°C with a
maximum temperature setting of 60°C. The showering system
has also been upgraded. This allows it to work with a single tap
engagement system allowing just enough water to be discharged
through greener and modern water saving shower heads. Major
modifications had to be done to the existing boiler room before the
new system could be installed.
The removal of the old coal boiler has been welcomed in line with
the Bosasa's ideal of an environmentally responsible corporate
citizen. The upgrading of the boiler room has had to be
factored to allow for the installation of a new electrical
reticulation system. In view of all the requirements
and in order to let the boiler room meet the
installation requirements, Bosasa Technical
staff performed additional steel works.
“By replacing the coil boiler, Bosasa
Operations has once again
succeeded in our commitment
towards our client, the inmates
and the environment,” adds Louis
triumphantly. VP
Lindela gets a new water heating system
17
Louis Minnie of technicalinspects the new Boiler unit
The new Boilerunit which will deliver
hot water to Lindela
Congratulations Doc Thembi
Bosele congratulates Dr Thembi Modungwa of Bosasa's
Employee Wellness. She has just been awarded another
prestigious appointment, to the Mental Health Review Board of
North West Province. The last six years have seen a progression
of senior executive appointments which have included CEO of
Orion Business Solutions (the Orion Hotel Group) Chairperson of
Sterkfontein, and Mental Health Review Board Member of
Gauteng Province. She has since become regarded as a national
authority on all aspects of mental health.
'Doc Thembi' as she is affectionately known at Bosasa, has a
history of exceptional achievement. Born into an impoverished
family where night time was a broken sleep on the cold kitchen
floor, Thembi vowed to make something of her life. She began
her career as a nurse but after saving zealously she put herself
through Matric at Damelin and then through University at her own
expense, qualifying with a doctorate as a social scientist in the
mental health field focusing on self-mastery.
The dedicated Doc Thembi has strong views about education: 'I
knew what I wanted, I knew it needed hard work and I knew I had
to study through a reputable university. I chose RAU (today the
University of Johannesburg).' Not happy with her studies she
decided to advance herself. As much loved Mayoress of
Mmabatho, she learned powerful governance skills which she
consolidated with studies of governance and risk management at
UNISA.
She served as a strategist for the SOS Children's Village
umbrella body, the National Energy Regulator and held senior
lecturing posts in psychiatry at the University of the North and
Pretoria. She is a specialist in SETA accreditation, manual and
policy design and heads education for the South African Council
for Coaches and Mentors. She and her colleague Dr Denise
Bjorkman run Employee Wellness under the leadership of Jackie
Leyds and Thandi Makoko. They both serve on the advisory
board of the Watson Institute of Business Leadership. They
provide strategic services for STATS SA, the Department of
Health and Social Development and Fort Hare University.
Thembi is a director of PACST, Job Centre Trust, the Youth centre
Foundation and CoachonLine.
She is the mother of twin girls: Dineo an accountant - Masters in
Financial Investment candidate, Dithoto, a mechanical engineer-
PhD candidate, both extraordinary achievers in their professions.
Her message to Bosasa staff is a simple one: “I believe that this
is one of the most extraordinary companies. It delivers on its
promises of employee growth. Under Gavin Watson's leadership
and example you can achieve anything. His belief in his staff is
exemplary. Make the New Year work for you. Honour his
conviction and deliver on your potential”. Dbj
national foot print and then shared these with us. The editorial and
design team thank every person who made a contribution to
Bosele this year. So join our creative club and share your journeys
of discovery in Bosasa with everyone. Any news is welcome. This
coming year we are planning to match new trends in in-house
magazine design and you will see some creative changes. Tell us
about the heroes in your units, special achievements, and
moments of celebration - or just being part of the Bosasa Group's
success story. Tell us, we will tell everyone. PS
18
This was a year of discovery for Bosele. This year was one in
which we identified creative talents which expanded the value and
interest of our publication. If you are someone who enjoys reading
the credits, you will have noticed that contributions to our in house
magazine expanded dramatically. We have discovered a world of
fresh new writers who wish to share their insights with every
reader. Design art, lay out and content was given new meaning
with individuals who became monitors of activities throughout our
Thank you for your contributions!
Dr. Thembi Modungwa
19
Going on Holiday?... some tips for your safety and security
General house safety
House Safety checks before leaving:
In case of medical emergency:
In the event of any other type of emergency:
1. Keep a first aid kit at home and in your car. Make sure that every member of the household knows how to use it.
2. Lock all doors and windows, and activate the alarm 3. Make your house seem lived-in. Install a timer on certain lights
(and radios) Get friends to look after your house. Ask them to open and close your curtains every day and to regularly empty your mailbox
3. Don't tell everybody you are going on holiday – news will get out
4. Cancel newspapers
1. Stay calm 2. Store an emergency number on your cellphone and keep a list
of emergency numbers next to your home phone.
1. Stay calm. Have an emergency number on speed dial on your cell phone. Speak clearly! Don't waffle. State your name and contact number in case your phone cuts out immediately
2.Describe the injuries and state how many people are injured. Give street names, the nearest intersection and describe landmarks.
3. Alert oncoming traffic by switching on car hazard lights. Do not move the injured
4. In case of an accident with another vehicle, do not move the vehicles.
1. Never drink alcohol or take drugs before or while driving. 2. Don't eat too much before a long journey.3. Rest well before a journey.4. Don't wear tight clothing, dress comfortably.5. Wear sunglasses in direct sunshine. Don't wear tinted glasses
after dark 6. Keep your car well ventilated and alternate driving with
someone else7. Stop every two hours or every 200km. Go for a stroll or splash
your face with cold water to wake up.8. Do not drive inside the yellow line.9. If travelling with others, try and rotate driving responsibilities on
a long journey.DBj
General road safety:
Employee Wellness
Vehicle accidents are a major risk during period holiday times
Emergency services are under tremendous strain and pressure during the holidays
20
A Collection of Blogs From Gavin Watson
Internal communicator to our Employees and Human Capital
External communicator to our Complimentors and Extended Stakeholders
CEO - BOSASA GROUP OF COMPANIESAND FOUNDER OF TRUTH-ON-LINE
This compilation of blogs posted during
January and February has been prepared for
you in the faith that it will inspire, guide,
mentor and motivate you in both your
professional and personal lives
www.truthonline.co.za
Nkokeli.
Gavin Watson
Contents
Correction teams2serve
teams2lead Leadership of the future
teams2serve Our Operational Teams are Entrepreneurs
of Decisions
teams2think Revolution - Think
teams2think The new source of wealth
teams2unite Bosasa Soccer Tournament
“teams2build” Are you building our Bosasa Client
relationships
Let values drive your decisions
The Hallmark of True Leaders Leadership Reproduces True
Leadership
22
24
26
27
30
31
33
34
34
Page
01
02
03
04
05
06
07
08
09
Founder of
Institute of Business Leadership
people, passion and purpose
Future Technology Solutions
21
"teams2serve": Our Operational Teams are Entrepreneurs of Decisions."
Making Smart Decisions.
Last week I had a meeting with our Kgwerano team. Once again I realized how important decision-making is and that we as Bosasa teams have
to be conscious to make smart decisions.
To ensure good decision-making, we need to build the function of assigning clear and specific roles into the character of each team. Good decision-making depends on this. It sounds simple enough, but many organizations struggle to make decisions as a result of “some” people feeling
accountable or “nobody” feeling accountable at all.
The key therefore is to be clear in the role differentiation:
• Who has input,
• Who makes the decisions and
• Who gets it done?
And in providing clear role differentiation, accountability for actions will follow.
Within our Bosasa “Entrepreneurial Think and Do-Approach” [our Bosasa ETD-Approach], lies smart decision-making - “Entrepreneurial
Thinking”. As we empower our teams to “Think Entrepreneurially” their decision making will lead to productive teams.
Entrepreneurs Think RAPID
Entrepreneurial decision makers have 5 critical roles and the five letters in RAPID correspond to these 5 critical decision making roles [they do not
follow chronologically, however together they make up RAPID].
Recommend, Agree, Input, Decide, Perform.
1.RECOMMEND
Team members in this role are responsible for making a proposal, gathering input and providing the right data and analysis to make a sensible
decision in a timely fashion.
TIP: In the course of developing a proposal, consult with the people who provide input, do not just hear and incorporate their views but also build buy-in
along the way. One needs to have analytical skills, common sense and organizational structure when recommending to the team.
2. AGREE.
Team members in this role have veto power - yes or no -over the recommendation. Exercising the veto can trigger a debate between themselves
and the recommenders, which should lead to a modified proposal.TIP: If that takes too long, or if the two parties simply can’t agree, escalate the issue to the person who has to finally decide.
3. INPUT
These team members are consulted on the decision. Because the people who provide input are typically involved in the implementation,
recommenders have a strong interest in taking their advice seriously.
TIP: No input is binding, but this shouldn’t undermine its importance. If the right people are not involved and motivated, the decision is far more likely to
falter during execution.
4. DECIDE
This team member who is the formal decision maker is ultimately accountable for the decision and has the authority to resolve any impasse in the
decision making process and to commit the organization to action.
22
"teams2lead": Destined for something greater
5. PERFORM
Once the decision is made, a person or team will be responsible for the execution. In some instances, the people that are responsible for
implementing a decision are the same people who recommend it.
TIP: Writing down the roles and assigning accountability are essential steps, but good decision-making also requires the right process. The most
effective process is grounded in specifics but simple to adapt if necessary.
Our Bosasa Decision Making Culture
In Bosasa we have developed a culture of being an entrepreneurial, decision driven Group with sound, timely and effective decision-making processes in place. We have the ability to make good decisions that build value in Bosasa and we are able to make these decisions quickly. Some of
them will be the big strategic decisions, the ones that tend to matter most but just as important are the critical operating decisions that drive Bosasa’s
day-to-day activities and are vital to effective execution.
Tools to empower you:
Here are a few principles to assist you as a team in your decision-making:
1. Action is the Goal.
Good decision-making doesn’t end with a decision; it ends with implementation.
2. Ambiguity is the Enemy.
Clear accountability is essential: who contributes input, who makes the decision, and who carries it out?
3. Speed and Adaptability are Crucial.
An organization that makes good decisions quickly has the ability to act on opportunities and overcome obstacles. The best decision makers in your
team create an environment where people can come together quickly and effectively to make the most important decisions.
4. Decision Roles.
The key is to involve the right people at the right level in the right part of your team at the right time.
5. Well-aligned Team.
Clear roles for decision-making are critical, but they are not enough. If the team does not reinforce the right approach to decision making through its
processes, incentives, information flows and culture, the behavior won’t become routine.
6. Practicing Beats Preaching.
Involve the people who will live with the new decision roles as they contribute to designing them. The very process of thinking about new decision
behaviors motivates people to adopt them.
In conclusion:
As we live the “Entrepreneurial Think and Do-Approach”, in this week focus on the entrepreneurial value [opportunity and growth] of “Thinking
and Making Smart Decisions” in your team. It will lead to growth.
Identify the RAPID roles in your team and work on the above principles, for this is part of “Entrepreneurial Thinking”.
Have a blessed week.
GOD bless.
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"teams2lead": Leadership of the Future.
WE ARE STRATEGY-FOCUSED AND OUR STRATEGY IS LEADERSHIP OF THE FUTURE.
Last week Thursday we had an exceptional Bosasa Group Leadership meeting. Our various teams gave feedback as to their unit’s activities and overall performance. As a Group we are performing exceptionally well. I can confidently state that we are witnessing the rising of an even Higher Growth team.
In lieu of the future, it is important to briefly re-iterate the past. Since 1996, Bosasa has been hallmarked as being a pioneer and visionary leader. This is what Bosasa was called to be. This is who we as Bosasa are and will remain. Therefore we are going to continue in this spirit. With these
two traits specifically embedded in our brand identity we believe that Bosasa will become known in the hearts of many as a Group with a Higher Purpose. Thus the prominent call to continue as future visionary leaders.
Throughout 2012, I have consistently communicated the message through WATSonline that we have to focus on the development of our leadership
culture. I have also shared the importance of developing our Intellectual Capital. Re-iterating the outcome of our Strategic Leadership meeting, I
want to share the content of an email I received from Dr Louis Scholtz over the weekend. It is self-explanatory and confirms, subsequent to a year’s mentoring and guidance through WATSonline that Bosasa is pioneering the way for the leaders of the future.
The choice however remains an individual one and you can choose what you want to follow. As Bosasa, we do not only follow in the pursuit of
destiny, but we shape the way of destiny.
Herewith the content of the email as taken from the Harvard Business Review, Human Capital Review.
“Human Capital Review - Requisite Leadership for the Emerging New Order: The Qualities of Future-fit Leadership – the Imperative for Leadership Excellence Going into the Future”.
•E: Engaged. Through being engaged at the coalface, where the daily moments of truth are created in building the envisioned legacy, this
leadership is present, visible and involved. In no uncertain terms they show the way by being the change they desire others to be. This leadership
invokes, generates and unleashes bountiful energy, in themselves and others, to undertake the future-directed journey in order to actualise the
inspiring dream and therefore the legacy, since the legacy provides people with purpose and meaning. By being involved “boots-and-all” through
the example they set, they also act as the source of the renewable energy required in pursuit of making the shared, desired future the present tense.
•R: Responsible. This leadership has the courage to stand up and be counted, especially when the going gets tough and ethical, defendable
positions have to be taken in pursuit of the envisioned legacy in the emerging new order where no safety nets exist. This future invokes the risks
associated with different mindsets, innovative thinking, bold actions and experimentation. They are unafraid to take full responsibility for their own
decisions, actions and outcomes, and of those travelling the journey with them as they engage with a different future. They do not seek scapegoats
or shift blame when things go wrong, but own up to their own accountability and that of their co-travellers.
•S:Serve. This leadership has moved beyond itself and sees itself humbly in the service of others and a greater, common cause in bringing about
the envisioned legacy over the longer term. By giving the precious gift of themselves, they have moved from being egocentric – what is in it for me – to being socio-centric – the greater, common good which is more enduring than the leaders themselves. Not my agenda, but our agenda; not my interests and needs, but our interests and needs, within the bigger scheme of things, now and for the future. In the process, the leadership is willing
to make significant personal sacrifices in pursuit of the greater, common cause and good.
•H: Heart. This leadership is firmly grounded and rooted in passionately and genuinely held beliefs and values which inform all of their thinking and actions, which serve as the fountainhead of their acting ethically under all conditions and circumstances. They have an unambiguous personal
stance founded on a solid rock of personally held beliefs and values. These beliefs and values resonate with their aspirations of a lasting, worthy
legacy which will leave the world a better place. Because their thinking and actions flow straight from their hearts as the centre of their lives, they come across as genuine and authentic as leadership, and are experienced as such. They are seen as being true to themselves and what they
stand for.
•I:Integrity. Given their heart-connected, personally held values and beliefs, this leadership consistently and honestly acts with courage in terms of convictions, regardless of the persons, situations and circumstances involved, although the application of their convictions may be adapted to
a setting. There is no difference between their talking and walking, even if it is to their own detriment. In the process they face up to the true reality
which they disclose faithfully and with truth, although diplomatically. They therefore demonstrate the bench strength of a trustworthy character.
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P: People. These leaders gets things done with people whom they see as the only true unlockers of value and wealth creators in bringing about
the desired future as expressed in the shared, envisioned legacy with its commensurate dream. People are not only means but are ends in themselves to this leadership. In travelling together towards realising their shared dream, they treat people with dignity and respect. They adopt a
mindset and style of nurturing and caring towards people whom they enable and empower to become more than they believe they can be and are
at present. This leadership understands that without taking the people along the risky journey of making the future, the present tense cannot be
undertaken. In this way, even greater legacies and dreams can be pursued because of the enhanced passion and energy which this leadership
unleashes in the people involved.
Conclusion
The emerging new order sets the imperative for leadership excellence. The very nature of this order gives rise to the need for different and better
leadership fit for this order with its commensurate challenges, issues and problems. This necessitates firstly, the reformulation of our definition of leadership which has to refer more to leadership than THE leader; more to stakeholders than followers; and more to the past, present and future; and secondly, the identification and application of the mission-critical qualities of better and different leadership fit for this order. Using the term “Leadership” as acronym, some of these very qualities have been suggested. The sum total of all ten qualities is necessary in order to bring about
a mega-competence at leadership excellence fit for the emerging new order. In the final instance, the very existence of humankind may depend on bringing about this much needed leadership excellence for future security.
A Final Word:
Discuss this email in your team meeting. Use the content of WATSonline to be empowered. Bosasa we are the new generation of leaders. Therefore, let us remain focused, positive and committed as we forge ahead as “teams2lead”.
GOD bless.
APPRECIATION Time Management
Time management is of utmost importance if you want to increase your level of productivity. Every leader should be able to set the example to their
team members of how to optimize the hours in the day in order to obtain higher levels of productivity.
Time management means to work within the amount of hours you have in a day in order to prioritize your tasks and complete them accordingly. The
real key to enhance your personal productively is to focus on the most important commitments that add the most value to your plans. Ask yourself
this question: “How can I do less but achieve more?” Well, it is really a matter of reprioritizing your work and shifting your focus to the significant tasks to be executed. Plan and strategize a productive workflow schedule for yourself and team. Here are a few pointers to assist you.
Determine what to do.
Figure out which tasks are most important to perform then commit to doing only those tasks. Doing this is not as easy as it sounds as your current
workday is probably filled with all kinds of time-wasters. Like:
• answering irrelevant e-mails
• surfing the Internet and social media sites • long tea/smoke breaks
• arriving late and leaving early
• personal issues.
Keep a time–log of your current work schedule, you’ll be surprised at how much time you’re wasting.
1. Schedule.
Once you have identified the most important tasks, then schedule time slots and durations for each task. Also learn to say “No”.
Basic scheduling principles to follow:
• Delegate wherever possible.
• Create a due time for every task you accept by asking: “How long will this take?”
• Set priorities but remain flexible.• Establish routine for daily, repetitive tasks.
2. Focus.
If you’ve correctly identified what you need to do and scheduled time to complete it, focus on completing those tasks with razor sharpness.
Eliminate external distractions by cutting yourself off from them. Get into a workplace where you can do good, solid work. Internal distractions that draw away your focus are:
Multitasking - Multitasking doesn’t always work. Where possible, stop trying to multitask and your productivity will soar.
Procrastination - Letting things slide rather than getting down to business.
Stop procrastination by:
• Visualizing the results you want to achieve. Build memory lists.
• Break big tasks into small steps and get started. If you think it, ink it.
• Disable the Internet and focus.
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• Identify your next action step and timeline.
• Stop thinking and deliberately start doing. Think about how you think.
• Have a mental pep talk: “I will do this, whether I like it or not.”
• Perfectionism – Avoid waiting until everything is perfect before you start.• Negative selftalk – Stop convincing yourself something is too difficult. Electronic distractions – Being entertained rather than being productive.
3. Process.
Information needs to be processed. Organize incoming information into a system so that it is in the right place to be accessed when required.
Eliminate unnecessary incoming information. Only keep what you need. Discard unwanted information.
Once you learn to get your time management system working smoothly pay attention and consolidate everything into a single manageable
timesaving system.
Remember your goal: Higher productivity.
If you preserve your time, you will succeed. You will have more energy because you will not be wasting your day on unneeded tasks.
Leaders cherish time. Remember, time is given freely, do not waste it freely. We are “teams2think” and “teams2manage”. Manage your time and
you will be surprised at the increase in productivity.
In your team meeting get all your team members to work out an effective time management schedule.
Have a blessed week.
God bless.
"teams2think": Revolution - Think!
A group of our Bosasa leadership attended a Knowledge Resource Course about the Neuroscience of Brain Performance. We were required to complete questionnaires based on various facets of our individual performance. This included mental; physical and social wholeness.
We underwent the training and an assessment was conducted. Our individual results were given based on pre-and post observation and we
received an overview of our current status as individuals. One common denominator was high-lighted consistently, and this is the capacity to think:
Brainpower.
My personal experience during this entire process was extremely humbling as I realized that Bosasa is truly at the cutting edge of development and
forecasting of the future. We are Strategic Visionaries. We are the “thinkers” of the future.
To define “thinking” as a mere process of thought is to dis-empower this GOD given ability. Every aspect of our lives entails intense “thinking” capacity and within a corporate organization such as Bosasa, “thinking” is paramount to the wholeness of every team individually and Bosasa as
a whole.
In the WATSonline emails I have consistently emphasized the urgency to adapt and to increase your “thinking” ability, develop through training and
capacity to improve.
It is with urgency that in this email and blog I re-emphasize the need that you embrace this mindset and gear yourself to become a leading thinker
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of the future. For this is where not only individuals but also corporations for the future are going! They are “thinking” future and Bosasa, being a high-
growth group of the future, is called to pioneer from the premise of “thinking” and experiential implementation.
In this email I would like to elaborate on one component of the Knowledge Resource Training that complements our Bosasa corporate culture, the
ability to think and think innovatively. It is important as Bosasa leader to develop your brainpower for future aptitude and agility within the setting of a
united team and high-growth group for the future. As mentioned before, thinking includes so much more than mere “thought processes”. The human
brain is intensely “wired” to observe; reason and make decisions. It is, other than the spirit of passion, probably the most important virtue any leader of the future needs to possess, improve upon and invest in. As Bosasa team members we are united as a network, a network of “brainworkers”.
[In the following email we will be sending out this week, Dr Louis Scholtz will be sharing some of the areas covered during the training. This
upcoming email focuses on the holistic approach of Neurosciene and the attaining thereof for each individual.]
For this email, let us take a look at our three slogans “teams2think”; “teams2lead” and “teams2unite” and how they are foundational to each
other.
FIRSTLY,theword“THINK”isdefinedasthefollowing:• reason;• decide;• judge;• regard;• believe;• suppose;• expect;• hope;• intend;• call to mind;• remember;• visualize;• imagine;• devise or evolve;• invent;• bring into given condition;• concentrate one’s thoughts;• exercise the power of reason;• weigh or consider an idea;• recall an image to mind;• have care or consideration;• dispose the mind in a given way.
Revolutionary? Notice how from the premise of personal perception we have limited the power of “thinking”. We tend to think that “thinking” is
mere thought processes, however to “think” as futuristic leaders, we need to have a revolutionary approach towards “thinking”. “Thinking” involves
many functions, roles and responsibilities of leadership thus our “teams2think” culture. From the position of embracing the fullness of the ability to
“think” comes the ability to lead. A true leader understands that “thinking” is foundational to vision and leadership, thus resulting in “teams2lead”.
As we develop ourselves individually, we will develop our teams and the future will become a reality as we strategically think and lead, and thus
developing our “teasm2unite”, developing our united corporate brainpower.
As we operate in our various business units and teams, we think individually however also “think” as one team. Taken the diversity of the term
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“thinking”, imagine when a team thinks together. It is brainpower at work and the requirement of unity is essential. If we do not operate as
“teams2unite” the power and strength associated with “thinking” will be applied negatively and this will be disruptive in any team. Therefore, as we
focus on “teams2think” we are “teams2lead” and imperatively “teams2unite”.
At our training we were encouraged to obtain the book “thinkoneteam” by Graham Winter. I am going to quote a short section from his book, confirming furthermore the approach we have fostered, “teams2value”.
“Be accountable for the value stream”
“People often want to know whether they should focus on their own business unit or think as one team, but this isn’t an ‘a’ or ‘b’ answer. Both are important in a networked world because we need people to be accountable to deliver their projects, their service or their products, and we need
them to partner with other in the business along the line that specialists in lean manufacturing call the “value stream”…”
We are connected as a network of brainworkers, with the focus of “thinking” for the future, developing a high-growth group that brings hope
and encouragement to all our team members. These are all aspects vitally important to the holistic approach of Neuroscience and true leaders
understand this.
A TIP TO DEVELOP YOUR “THINKING ABILITY”
Leadership is more than mere management. You need to develop your cognitive skills and comprehension in order to associate with the vision
and the people you are leading. It is a gift, however also can be acquired by training and continuous development of your brainpower and “thinking”
ability.
And therefore as Bosasa leadership we want to encourage you to identify methods to develop your “thinking” capacity. Simple examples are that
you start off by:
• reading more,• getting involved in uplifting social activities,• researching your area of expertise and skill. As Bosasa leader, take time to re-evaluate your comprehension of “thinking”.
Understand why “teams2think”, leading into “teams2lead” and thus “teams2unite”… important to our “teams2value”.
In our following email a comprehensive description of the importance of a whole Bosasa Corporate Brain and how to individually and corporately
attain this.
Be proud of our Bosasa brand and culture, for we truly are the forerunners and pioneers. Thank you to our entire Bosasa team, you are part of the
making of a legend.
Have a blessed week.
GOD bless.
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"teams2think": THE NEW SOURCE OF WEALTH
PRODUCTIVE THINKING THAT ADDS VALUE
As Bosasa leadership we are continuously emphasizing the ethos and culture of developing “knowledge based” solutions to enhance our
productivity. We are driving the focus on human capital and encouraging our teams to be “teams2think”. Our teams are becoming more innovative,
developing and implementing business intelligence software and integrated systems - the foundation of our unique “knowledge based” solution.
This is essential for the present and future growth and value of our group.
We are also disciplined in our approach to encourage the application of our team’s “thinking capacity” [“teams2think”] when it comes to making
decisions and strategic planning.
Our culture of focusing on our “teams2think” inevitably results in the increase of our intangible assets, adding a unique component to our overall
value as a group and creating a different source of “wealth”.
The source of this wealth: The successful application of what we call our Bosasa Corporate Brain: Our Intellectual Capital at work.
THINK PRODUCTIVELY
In this blog I would like to share a few habits and principles I have fostered in my personal life that added to personal success. They “created”
intangible value in my own life and aided the increase in my levels of productivity.
If you apply some of the basic principles personally, you will be able to apply it successfully in your team environment too. Team discipline stems
from personal discipline.
1.Start with your thinking:
• You are as successful as you “think” you will be.
• You need to develop your thinking ability and have a positive mindset; be focused on the results you plan to achieve.• The people you commit to [your clients; employer and team] expect results. If you are “results” orientated, you will see value add as well as
high levels of productivity in all areas of your life.
2.Be productive in your career or job:
• Consider your working environment as an ongoing learning process.
• Keep working on personal trust and integrity as key fundamentals.
• Invest quality time into developing your career.
3.Worktowardsbecomingabetterleader:•Motivateandinspireyourteamtomaximizetheproductivityofeveryoneintheteam.• Ensure that your leadership style develops sustainable relationships – with your team and your clients.
4.Developessentialskills:•Increaseintheknowledgeofyourparticularfield.Studyandusetheknowledgegainedtoimplementmoreeffectiveandefficientways.• Articulate your ideas and information clearly and concisely.
• Develop your presentation skills so that you can articulate and communicate your position intelligently - with authority and conviction.
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5.Beproductivedaily/addvalue:•Developdailyhabitsthatwillenhanceyourproductivity.Integratethemintoyourdailyroutine.• Maintain productive habits when working with your team and whenever you are travelling.
• Meetings need to be managed effectively and efficiently to produce results and add value.
6.Lastlyandmostimportantly-personalproductivity:•Formulateyourideasandgoalsinorderofimportance.• Ask yourself this question: “What do I want to achieve and how?”
• Remember the 80:20 principal: spend your time on what adds value and adds to your own personal growth. This will result in growth in the
group.
By successfully implementing these principles, you will build reputation and integrity.
To develop and foster the culture of “business intelligence in a knowledge-based organization” is going to require a lot of training, discipline and a
mind-set change. You need to embrace this culture personally, develop personal areas of discipline and re-align your thinking. Then you will be able
to embrace this culture in Bosasa.
THINK CHANGE:
• In the latest business research and business journals the one constant is “change”. Only organizations that can adapt to change will show
growth and create wealth. This ability to change requires futuristic and creative “thinking”.
Business intelligence, knowledge based solutions and increase in our Intellectual Capital is the proof of Bosasa’s “Corporate Brain” at work- our
“teams2think”.
Ask yourself: “Will I embrace this challenge and become part of the Knowledge Based Organization we are pioneering for the future?”
“The new source of wealth is not tangible or material, it is systems, business intelligence, information, knowledge applied productively
to create value.” Gavin Watson.
GOD bless.
"teams2unite": Bosasa Soccer Tournament, Louder than Words: The Sense of Family
On Saturday the 3rd of November 2012, I saw in action people with passion, purpose and conviction to belong. It was our annual Bosasa Soccer
Tournament and our Bosasa teams arrived from the various provinces in South Africa. They proudly represented the unity in their working teams as
they united to play the game of soccer. Their families and children were part of this momentous day. Activities were organized for all and we enjoyed
fellowship and fun.
On arrival, various of our team members walked up to me to convey their appreciation for the effort our organizing team made to put together a
day in which they could compete, enjoy and bond as a group. There was a sincere gratitude for the opportunity to interact and build relationships
with their fellow Bosasa teams. My heart was stirred when our team members spoke passionately about Bosasa. I could not help but to think of the
outcome of many conversations we as leadership have had in the past few weeks. We have been debating the commitment of our people. Now, I
want to personally thank everyone who could and made the effort to join. Your commitment speaks louder than words. And to our team members
from Mogale Business Park who came in support of your fellow Bosasa family, I personally too want to thank you.
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OUR BOSASA BRAND
Our team members who participated in the Soccer Tournament live our Bosasa brand. These are our men and women at the forefront of all our
activities and I was humbled to see how our Bosasa brand has permeated through various levels of leadership and reached the heart of our people.
In our leadership meeting in October I declared that our people, our Human Capital, is one the most valuable asset that we as Bosasa have. And
without a doubt, it was displayed on Saturday.
To all who attended and made the day, our “Culture Club” day, a huge success, thank you. As leadership we are proud of you and thank you for
living the message of Bosasa. This message being that together we do make a difference and impact the lives of people we meet, be it our own
employees, our clients or the community as a whole.
You are our true, authentic brand custodians.
OUR BOSASA TRADITION
Our annual Bosasa Soccer Tournament is an integral part of our Bosasa ethos and culture. It is one of the future motivators to increase our
Intellectual Capital in the Group, our intangible assets and values. By continuing our “Culture Club” we meet and find one another in a different setting other than in the working environment.
This weekend we once again witnessed Bosasa team members who displayed appreciation, passion and excitement towards Bosasa and loyalty
for being part of the Bosasa brand. This makes the heart of Bosasa, our 16 year vision and passion, live on with greater zeal and purpose.
In this week, instead of discussing the blog in your team meetings, make it a personal time of reflection. How passionate are you about your life; your calling; your purpose; the company you work for; the people you bond with?
CONGRATULATIONS:
• To our team of organizers: Congratulations! Once again you made the annual Bosasa Soccer Tournament a huge success and a day of fun
and unity.
• Congratulations to our Western Province and Lindela soccer teams for reaching the finals. And then congratulations Lindela for taking the Bosasa 2012 Soccer Cup!
• To our North West Heartbreakers Ladies Soccer team: You are exemplary and your enthusiasm is contagious. You also had the best banner,
representing the brand on display.
“Sincere commitment builds a brand of longevity and purpose.”
Let us remain “teams2build”; “teams2brand”; “teams2care”.
GOD bless
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"teams2build": Are you building our Bosasa/Client relationships?
Last week we had a leadership meeting in which we discussed the important role we have as a service provider to deliver quality service as
required by our clients. As service provider we are responsible to deliver service excellence.
This takes continuous assessment on our side and the question is: How do we ensure that we do not become slack in service delivery and keep
our competitive advantage?
Understanding how to identify, develop, organize and sustain an appropriate network of relationships that brings new ways of working, ideas and opportunities plays a key role in the quest for our Bosasa competitive advantage. For relationships to thrive there has to be mutual trust.
As leadership of Bosasa we have to focus on our relationships with our clients and always ask ourselves the question: “Do our clients trust us to
deliver quality services? Have we built a reputable reputation when it comes to service delivery?” Our relationships with our clients are of our most
valuable intangible assets and we have to manage these “assets” with care.
So how do we continuously develop the culture of trust in our client relationships and practice the attitude of always adding value to our clients’
needs and expectations?
We have to take all client feedback seriously and use it as a tool to improve upon our service delivery.
Here are a few points to assist you to manage and monitor your client relationships and service delivery standards:
• As Bosasa we need to remember that relationships are partly the engines of success, and we have to keep a close eye on the state of all key
relationships.
• Define and map your key relationships and find ways to listen to those people continuously. Develop “sensitivity antennae” to ensure that you stay in tune with how they think and feel.
• All our team members have to be focused on service delivery. Working at Bosasa is not merely a job but a responsibility and an opportunity
to make a difference.
• Whichever unit you are running, bring your client ‘into’ Bosasa, tell them about all we are doing, the stories of the people.
• By building a relationship of mutual trust, you will have the confidence to honestly ask them whether your unit and team is delivering and accomplishing what they require, and so your clients will have a real voice in the group. People want to belong!
• Define the reputation we want – often also expressed by our clients.
• Assist your team members to ‘feel’ what your clients feel by telling them to do the following: “Put yourself in our client’s position, would you be happy?” This emotional engagement drives confidence, action and improvement. This will help all our team members to live the reputation we want. Brand loyalty.
• Be aware of the “reputation gap”: The difference between the promise you make to clients and the experience clients or stakeholders receive.
• Narrowing that gap, or even managing it away, is a goal if you want to be trusted.
• Service excellence must be your motto.
• Make the building of trust in all relationships a strategic objective. Understand what you need to be trusted for.
• Continuously communicate our Bosasa values and beliefs to our clients. If people don’t know you, they won’t trust you.
• Trust is as important as any other strategic goal. Manage it as any other key asset: Preciously!
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Worse than losing reputation, are the consequences of a bad reputation - the destruction of a good reputation - the destruction of relationships.
Managing reputation is therefore about managing the risks around the intangible asset of relationships - for it is upon these relationships that the
future of any organization depends.
As Bosasa leadership and team, we need to listen to our clients and ensure that their service requirements are met. That is our work! It is our
commitment and our promise. And to build our Bosasa/Client relationships, this should be our priority: Do what we promise to do with passion and
do more than what is expected!
In this week speak to your teams about the way they are dealing with clients. Make them aware of the responsibility they carry and share with
them the opportunity they have to make a difference that will contribute to Bosasa being a High-Growth Group, inevitably their own future growth.
“But seek first His kingdom and His righteousness, and all these things will be given to you as well.” Matthew 6:33
For all business leaders, may this email encourage you to continue in your pursuit to perform all your duties with courage. Remember that GOD has chosen you to be a leader and this appointment is to be cherished.
As a leader you need to be very aware of the principles you implement in the organization or team entrusted to you. An extremely important part
of principles is the value of openness. Principle-driven openness means that every decision you make needs to be taken against the backdrop of principles and transparency – without a doubt GOD’s Word and HIS guiding principles and values. When you are the leader of a business, these values need to support the organizational health. In essence, the organization should be built upon these values. And they should drive
convergence and commitment to people. When you do this, your team will feel honored and they will be open to your suggestions and decisions.
For this is what GOD expects of us, to value people above profit.
People will trust you. Be consistent in all you do and hold the people in your team at the centre of your value system.
When you place GOD’s priority first, all other things will be added unto you.
GOD bless
The Hallmark of True Leaders: Leadership Reproduces Leadership.
True leaders never allow the success of those who follow them to threaten them nor allow jealousy to set into their hearts. True leaders thrive on the
success of their followers, for this is evidence of their own significance.
True leaders welcome the progress of their followers and fellow team members and true leaders train people and mentor them into the people they
have been destined to become.
Often you hear the phrase, “Nobody helped me, so why should I help others?” If those are the words that you utter and the evidence of the attitude
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www.truthonline.co.za for more inspirational and informativeblogs and words from Gavin Watson.
visit
of your heart, you are merely duplicating the behavior of those who were in your life. That should not be your mindset and you should use the
experience as a learning process.
Leaders need to transfer power and decision making. True leaders are not afraid to delegate authority and accountability. If as a leader you are
concerned to not make decisive decisions on succession planning, you are delaying the growth of your team organization. If you are concerned that
the identification of successors will create jealousy, antagonism, or ill feelings within your team, organization or even congregation, you are restricting the growth and significance of the entire grouping. It is vital to start mentoring . As a leader seek GOD’s wisdom, deal with the internal issues as a man or woman of GOD.
Solomon sought GOD’s guidance when confronted with the issue of defining which woman was the true mother of the baby presented to him [1 Kings 3:25] and so too will GOD give you supernatural understanding and wisdom to deal with issues that can hinder the growth of your organization.
Succession is not an option - it is a must! Ensure that you choose the correct people, mentor them, guide them and grow them!
Jesus has 12 disciples who HE taught for 3 years. Then HE sent them out. Commence the training process and allow your people to grow. That is
the nature and the characteristic of a true leader.
You cannot hold on to what has been given to you. You need to develop it and grow it into a vehicle that will establish and grow GOD’s kingdom where you operate. This is the hallmark of significance and a true Kingdom minded leader!
May you grow in your leadership position as you continue to humble yourself before GOD.
GOD bless
Give yourself entirely to those around you.Be generous with your blessings. A kind gesture can
reach a wound that only compassion can heal
It's not how much we give but howmuch love we put into giving
I have found that among its other benefits, giving liberates the soul of the giver
