UBUHLE HR hosted an inspirational breakfast for women in business in the Ballito and Umhlanga area at Prince's Grant Gholf Estate.
The theme for the half day conference was: BE SUCCESSFUL. TAKE OWNERSHIP!
Michelle Kruger (Kruger Attroneys) with Joy one of the guests. Kirsty Turco(Red Lip Studios); Anne (Guest); Liza Gresse (Ubuhle HR)
Women were empowered with investment advice from Gert Smith and Luke Howard from PSG Consult, and women's rights within the law by Michelle Kruger of Kruger Attorneys.
Michelle Kruger in action. Registration for the Ladies Breakfast
Ladies were also advised on image and make-up by Rita Els, from Chata Romano and Kirsty Turco from Redlip Studio in Salt Rock.
Kirsty Turco (Red Lip Studios)
Liza Gresse, Director of UBUHLE HR encouraged ladies to embrace their greatness and to live their potential by owning their success.
Liza Gresse (Director - Ubuhle HR & Management Consultants
Liza Gresse (Ubuhle HR) addressing all the Ladies at the Ladies Breakfast;
on how to be successful and taking ownership.
Lolita de Lange exhibited her beautiful jewellery.
Lolita de Lange (Designs Unlimited)
Ladies; we thank you all for gracing us with your presence and look forward to our Ladies Breakfast for 2016.
Ubuhle HR & Management Consultants would like to take this opportunity to welcome Ms. Abigail Mlate to the W&R SETA.
Ms. Mlate was recently appointed as the New COO of the W&R SETA. She is a woman on a mission and has visited Power Spar Empangeni and some of the learners who have been empowered and up skilled in the process. Ms. Mlate was accompanied by the W&R SETA CEO – Lana van der Westhuizen and Peter Cleophas (W&R SETA – Regional Manager KZN) as well as Sterna Ferreira (Quality Assurer W&R SETA).
Power Spar was represented by Mark Hislop (HR Manager – Power Group) and Anthony Bell (Empangeni Power Spar Manager) as well as their learners who have over the last 8 years been up-skilled in such a way that they started at ABET Level 1 and are currently enrolled in NQF Level 4 Programmes as team leaders.
Ms. Mlate gave the Power Spar a much deserved nod in their efforts in making a difference in their staff by affording them the time to be developed into leaders, and also mentioned that Ubuhle HR & Management Consultants are a shining example of what Training Providers should be, as they go far above and beyond of what anyone can expect from a training provider.
The learners were afforded the opportunity to speak to Ms. Mlate and her colleagues informing them of how their lives were changed due to the SETA Funded Training. They also thanked Mr. Hislop as well as the owner of the Power Group (Mr. Micheal Otto) for affording them the opportunity to learn and better themselves and their communities. The learners made special mention of Ubuhle HR & Management consultants, stating that they would not have been able to achieve what they have, had it not been for Ubuhle HR and Management Consultants & the initiative by Mr. Otto and Mr Hislop from the Power Group who have been tenacious in their efforts in getting their staff the training and qualifications which go along with that.
Abigail Mlate (W&R SETA COO); Anthony Bell (Power Spar Empangeni Manager); Mark Hislop (HR Manager – Power Group); Lana van der Westhuizen (W&R SETA)
Sterna Ferreira (Quality Assurer W&R SETA KZN) ; Peter Cleophas (W&R SETA Regional Manager KZN); Abigail Mlate (W&R SETA COO); Lana van der Westhuizen (W&R SETA); Mark Hislop (HR Manager – Power Group); Khanyi Hlongwa (W&R SETA KZN)
W&R SETA COO – Abigail Mlate sharing a moment with some of the Power Spar Empangeni Learners who have been upskilled and empowered through the generocity of the W&R SETA’s Funding; the willingness of the Employers (Power Group) to engage in the training interventions and also giving Ubuhle HR & Management Consultants a big thank you for their tireless commitment to the empowerment and up-skilling of South African youth, especially in the rural areas.
9 tactics to re-energize your team this Spring
Spring is in the air and nature is showing the first signs of new growth, rejuvenation and new life. Leaders often observe a “winter” mentality amongst employees midway through the year, and often ponder on the question of how to breathe new energy and life into their teams at his time of the year. This month we would like to share some tactics suggested by Jon Gordon to re-energize your team this Spring:
Focus on people, not numbers. Gordon suggests that you take a step back and remember that your company isn’t what shows up in the finance department’s spreadsheets – it’s the finance people themselves and the HR department and the salespeople and support staff. Ultimately, an organization’s failure or success is determined by the moods, innovation, energy, thoughts and behaviors of the people who work there.
After all, numbers are just measurements and indicators of how well your people are executing. Remember, culture drives behavior, behavior drives habits and habits drive results.”
Model good behavior. Leaders set the tone for how employees respond to almost every situation. They can inspire, or they can extinguish. For example if you greet a worker cheerfully even though you’ve both had to come into work an hour early, he’s likely to mirror that attitude. Remember, whatever you expect from your people, you must also expect from your senior leadership.
Practice positive leadership. And no, “positive leadership” doesn’t simply mean the absence of overt negativity. It means remaining purposeful in the face of adversity. While it’s important to acknowledge the obstacles your organization is facing, don’t dwell on them in meetings or in individual conversations and don’t bring up bad news before you’ve pointed out one or two things that are going well. Instead of being disappointed by where you are, optimistically focus on where you are going.
Fill the void. These are uncertain times. Employees are questioning how their industries and jobs will be impacted by the current economy. They’re unsure about what actions to take. Unfortunately this uncertainly creates a void and Gordon’s theory is that where there is a void, negativity will fill it. In the absence of clear and positive communication, people start to assume the worst and they will act accordingly. As a leader, you must personally meet with your employees and continually communicate, communicate, communicate. You must be seen and heard and you must also hear and see. If you always fill the void with positive communication, then negativity and fear can't breed and grow.
Tell Energy Vampires, “It’s time to get on the bus … or off the bus.” No matter how many pep talks you give or good behaviors you model, your efforts won’t go far unless everyone is on the same page. That’s right: everyone. “Once you’ve identified the naysayers on your team, gently approach them and give them a chance to get on the bus and share in a positive vision,” Gordon advises. “However, if these Energy Vampires refuse to get on board, then you must get them off the bus. There are no ifs, ands or buts about it. Even if your biggest complainer happens to be your highest performer, his negative energy outweighs his positive contributions. Once again, it’s crucial to remember that culture fuels performance and results. One cancer cell can multiply to destroy the body.”
Forbid complaining. All complaining. As Gordon explains in his aptly named best-seller The No Complaining Rule, successful organizations with great cultures focus on solutions, not on complaints. The rule is simple. Let your employees know that they are not allowed to complain unless they also offer solutions.
“Turn your employees from problem-sharers to problem-solvers – it’ll make an unbelievable difference in your office’s atmosphere and it will lead to new ideas, innovations and success!”
Teach your people to be heroes, not victims. Gordon firmly points out that both heroes and victims get knocked down. The distinction between the two groups lies in the fact that heroes get back up while victims simply give up. Help your employees to realize that they are not victims of circumstance. Rather, remind them that they have a high locus of control – in other words, they have a significant influence over how things turn out.
Focus on the small wins. The key, says Gordon, is to always place your attention on those little, ordinary, non-spectacular “wins” that add up to big successes. His credo is to expect success, look for success and celebrate success. When you focus on small wins, you gain the confidence to go after and create the big wins.
“Keep in mind that employees might currently be discouraged or burnt out right now, so make sure to really highlight and celebrate the small wins in order to foster loyalty, excitement and confidence,” Gordon urges. “After all, championships are won as the result of many small wins.”
Make sure you have sharks in your key positions. When the economy was thriving, it didn’t matter as much if key employees turned in a mediocre performance. Now, that isn’t the case. Gordon suggests looking at your team and figuring out which people display the characteristics of driven, go-get-’em “nice sharks” and which are “goldfish,” or more natural relationship managers.
“Your sharks are the people you need in sales or business-driving positions,” Gordon suggests. “Your goldfish, or relationship managers, are better suited to answering phones, taking orders and cultivating customer goodwill. People who aren’t in the right positions won’t thrive – and your organization will constantly find itself struggling. Too many organizations have relationship managers in sales positions and that’s why they aren’t thriving. Put your people in the right positions and allow them to do what they do best – and they will help your company to perform its best.”
Jon Gordon is a consultant, keynote speaker and the international best-selling author of The Energy Bus, The No Complaining Rule and Training Camp.