Perspective on leader managers

“The next revolution started: "ordinary people like me getting frustrated with systems of which the 'soul' lacks authentic leader-managers", Callie Roos commented on Twitter on 19 January 2013. Knowing Callie Roos for some years as a life coach, mentor, motivational speaker, trainer and change manager, Callie posts on his website (www.onpurpose.co.za) that experience has taught him four things about the successful businesses of the future:

• They will be distinguished by the wholeness of their people.
• Sustainable change begins where the individual mind set reflect on reality and create new meaning for itself.
• To become pro-active and advance to significance is a choice.
• The ultimate training and development intervention happens through process and not only design.

Having read Callie’s latest Tweet (19 January 2013) on his frustration and experience with the lack of leader managers in SA, I found an email that I have send on 9 Sept 2010 after I attended a church service that Callie conducted in Pierre van Ryneveld in Centurion (Pretoria). It was so inspirational that I summarised what Callie has said in an email to my managers at Thorburn Security Solutions. Comparing what Callie has said on 9 September 2010 with his January 2013 tweet, I must share it with you and I quote my email.

“Having listened thoroughly to the "pastor" or "dominee" in church this morning (Callie Roos - see detail on www.onpurpose.co.za or www.callieroos.co.za), I realized that for us to be successful and to be in a position to "make a mark", be respected or to just be the leader of choice in Thorburn Security, we have to amongst others:

 1.            Be thankful - We have so much to be thankful for – people who are thankful are normally also humble. Sit back, think of what you have and what others would dream of to have from you and be humble about your and our achievements.

 2.            We need to have a strong vision - we need to know what we want to achieve and we must do it!

3.            We need to take ownership - be in control of what you do or what is expected from you to do. Be accountable for your deeds or you failure to do something.

4.            We need to have intuition - that gut feel that we mix with a bit of research before we commence with a task or initiative.

5.            Be inspirational - people around you must experience your presence in a positive manner and they must look forward to your very next move as they should realize that that very next move is inspiring them to higher achievements. Are you only criticizing and negative or motivational with positive inspirational acts, words and phrases? Positive Thinkers are also inspirational!

6.            Do what you do, do well! If you have two tasks to do today, do them both well - don't do three half if you need to do two well. 

 7.            You must grow! As stated are people who are thankful normally people who grow. I can recall that a well know South African, dr David Malapo wrote  a book - "if you are not growing you are dying"

I add one aspect to what Callie has said - and you know that is my focus area - that is to have a passion for life, a passion for your family, a passion for your community, passion for Thorburn Security, passion for security and loss prevention and passion for our clients. Passion is a sign of inspiration that you portray" end of quote/email.

 

I am convinced that using these elements Callie has taught us as the bear minimum for growth as leader managers in SA, we would see a vast difference and less frustrations.

 

Thanks Callie for sharing your views with us!!!

 

Update on labour unrest causing instability in SA as on 20 January 2013

The past week saw labour unrest continuing in various sectors in South Africa with the potential for instability in the labour market increasing which eventually affects the crime potential.

·         The seasonal farm workers strike in the Western Cape continued with high levels of violence and threats of “taking it to the streets of Cape Town” in the coming week. Interestingly has farmers not openly or “desperately” complained about influences on existing farming activities and it can be expected to have an influence in the latter half of February with grape harvesting, although less people might be temporarily employed but achieving more productive results.

·         The illegal strike by bus workers in Tshwane ended on 15 January 2013.

·         The legal strike by Dairy Belle workers in Bloemhof in North West Province is continuing.

·         The announcement by Amplats relating to the layoff of 14 000 workers in their Rustenburg operations caused major tension involving the ANC, government and organised labour all lashing out at Amplats with the ridiculous “calls for the nationalising” of the Amplats mines by the AMCU (union emerging in the platinum industry).

·          Harmony Gold is still keeping their Kusasalethu Mine shut until agreements could be reached with organised labour in a peaceful way forward which could eventually see some 6 000 people being retrenched. Tension in Rustenburg and Carletonville is high and other mines who already threatened with restructuring at the end of 2012. They could announce their plans soon which could add to the tension and instability.

·         A strike by employees from SAA which was initially averted, started on Friday 18 January 2013 due to the SAA Board and Executive Committee being divided if the union who has 1 300 members out of a workforce of 11 000 should be recognised.

·         On 16 January 2013 construction has stopped on the Medupi power plant in Limpopo. Contract workers from Hitachi and Alstom, companies sub-contracted by Eskom, went on strike as workers want December bonuses.

·         On 16 January  the Gauteng Department of Health has taken a decision to close down the Chris Hani Baragwanath Nursing College indefinitely following a week-long illegal protest and class disruptions.  Student nurses were expected to vacate the college premises on 16 January 2013. This follows their demand that three Heads of Department (HODs) should be removed from the college. The students have also defied a court interdict compelling them to stop the protest and return to classes.

·         On 17 January 2013 a group of approx  240 dissident security officers took to the streets of Pretoria to hand over a memorandum with demands to the Dept of Labour. The group was not represented by a union. This follows various demands and a previous attempt to launch a march on 14 December 2012 when the turnout was more than 500 people. A minimum wage of R7 500 is demanded. It is not known what the content of the memorandum and specific demands were but it is believed (from unconfirmed information) that they threatened that they could embark on strike action if they don’t get feedback from Government. It seems as some of the 240 attendees were there through intimidation.

The potential for instability, which is further influenced by community unrest as already seen in Burgersfort (Limpopo) and Sasolburg over job creation, is high. Unemployment and poverty in areas where external employment takes preference to local employment could raise the potential for community unrest. At a mine near Steelpoort it was alleged that 500 people were laid off but they continued to employee external workers. Service delivery issues could, as in other years rise from March onwards.

 

Recalculating in the Modern Journey

In the old days a compass and a map with a bit of “brain power” gave you direction. The principle of the compass and the magnetic influences on a compass linked to map work and a basic knowledge of astrology still apply, but modern technology have integrated everything in Tom Tom’, Garmins and other GPS devices which we use nowadays. I can remember there were only a few privileged military units who in SA in the mid 1980’s used satellite navigation systems in armoured vehicles opposed to the compass.

The modern journey in 2013 is a technology driven journey – the Garmin, Tom Tom, Ipad, iphone, Blackberry and Galaxy all give directions, distances and detour information – the sceneries and places of interest are, as we were used to seeing on a map, all available with the touch of a button. Dangerous is outdated devices or flat batteries.

There is however one very important function which the compass could never give you as many would only at a very late stage find that he is lost or took the wrong route, and that function is the familiar sound of “Recalculating, recalculating…………..”.

How often do we hear that message on our wrong routes that we have taken where a system recalculate the new direction that we have to take. Isn’t that true in life that we constantly have to recalculate and change direction to achieve the ultimate objective where we want to be? Don’t we sometimes ignore that recalculation, carry on with the wrong route and eventually stop, study the tracking device and then carry on a new route again? How many times have the irritating recalculation sound been switched off thinking that on “gut feeling” I can reach the target or objective? How lucky are we to have a recalculation function which we never had in the compass and map era. May the device never be outdated or have a flat battery.

In the modern journey in business the leader is the Garmin and Tom Tom and the leader determine the call to recalculate. Are leaders equipped to make that call, do people have trust in the leader to make the call on their behalf, are the leaders  familiar enough with the business to make the call and would the leader be known to his people for them to trust the recalculation call? For the leader to be trusted to make that recalculation call he must be knowledgeable about his products, may never be leading with outdated ideas, must never run out of energy with a “flat battery”, know the environment, the competitors, clients and opportunities but most of all must he be a person that people are looking up to. Great leaders are Great Achievers and therefore trusted recalculation advisors!

But as individuals, as families, as communities and religious groupings we constantly have to make the recalculation call – our beliefs, our principles, cultures, values and whatever tools there are influences our decision to recalculate. Our analysis of the ”map of life” is a sole guiding force for us to recalculate the way we heading as individuals, families and communities.

My message is simple – recalculate at the earliest possible moment on the 2013 journey and don’t wait till you are almost at the end of the journey with your compass and your map to realize you have taken the wrong route, or when the system is outdated or the battery is flat.

Labour unrest potential in SA 11 Jan 2013

In South Africa the potential for labour unrest is high. Dairy producers Dairy Bell’s staff has been on strike for the past seven weeks whilst it seem as if bus drivers in Pretoria, the capital, walked out on strike as well leaving the bus service temporarily terminated.

 With so called farm workers in the Western Cape on strike (more seasonal workers than permanent farming employees) since 9 January 2013 with more than 115 arrested already by 11 January, the strike potential for 2013 rose. Adding a threat from the NUM that more strikes can be expected in the mining industry the potential and outlook is positive for more strikes. The private security officers has since October 2012 threatened with strike action or a three day stay away and a planned march to the Union Buildings demanding  R7 500 minimum wage on 14 December 2012 failed. There desire to march and stay away from work is still prevailing.

The strike potential in SA will be influenced by

·         The current strike in the Western Cape and the opening of negotiations on 11 January with a group of farmers with a possible increase of an estimated R100 - R110 (not their desired R150 per day) on the cards. Wage expectations, the “violent feeling” and being “part of the striking struggle” could be sparked in other sectors.

·         The effects of the 2012 mining sector strikes will possibly result in job reductions and retrenchments would be the order of the day. More mines could follow the example set by Harmony where the Kusasalethu mine near Carletonville is closed in totality, a Section 189 process initiated and after 60 days retrenchments of as many as 6 000 people could be the order of the day as the labour mood and effects of the 2012 strikes have made it unbearable to manage the mine in a safe manner. The closure of the mine in order to safeguard people is supported by the Chamber of Mines. Remark. The initial 2012 prominent and later “behind the scenes union AMCU has since 2012 at for example the Harmony Kusasalethu mine gained the majority status from NUM with 62% representation.

·         Wage negotiations in the mining sector will commence early this year with high expectations for increases following the increases passed on in 2012 by for example Lonmin Platinum.

·         The presentation of the African Cup of Nations Soccer Tournament could be regarded as a forum to gain international sympathy for workers’ rights and conditions whilst it is not excluded that security officers employed in event security functions could boycott the soccer security services requirements following earlier threats to that effect in 2012.

Fitch Ratings cut South Africa’s credit rating to the second-lowest investment grade because of slowing economic growth, a widening budget deficit and rising unemployment which will all be further negatively affected by strike action and violence in SA.

Our Justice System

Is it correct to get R800 bail if you have been found in possession of platinum powder worth R800 000? Happened over festive period when Marikana Miner was caught near Rustenburg in road block.