Leadership is not about titles, positions, or owcharts. It is about one life inuencing another.
Editor’s V I E W
What It Takes to Be a Fastest-Growing Company?
Achievingexpeditiousgrowthisthedreamofmanybusinesses,butwhatdoesit
reallytaketobecomeoneofthefastest-growingcompanies?Whilethere'snoonesize-fits-allformulaforrapidgrowth,severalkeyfactorsoftencontributetoa company'smeteoricrise.
Firstandforemost,successful,fast-growingcompaniestypicallyidentifyandcapitalizeona significantmarketopportunity Thiscouldbeanunderservedniche,adisruptivetechnology, oranovelsolutiontoanexistingproblem.Theabilitytospottheseopportunitiesandquickly developproductsorservicestomeetthemiscrucial.
Equallyimportantisastrongleadershipteamwithaclearvisionandtheabilitytoadapt quickly.Fast-growingcompaniesoftenoperateindynamicenvironments,requiringagile decision-makingandawillingnesstopivotwhennecessary.Leadersmustbeabletoinspire andmanageteamsthroughperiodsofrapidchangeanduncertainty.
Securingadequatefundingisanothercriticalcomponent.Whetherthroughventurecapital, strategicpartnerships,orrevenuereinvestment,havingthefinancialresourcestofuelgrowth isessential.Thiscapitalallowscompaniestoinvestintalent,technology,andmarketing effortsthatcanaccelerateexpansion.
Finally,acultureofinnovationandcontinuousimprovementcansetfast-growingcompanies apart.Encouragingcreativity,embracingfailureasalearningopportunity,andconstantly seekingwaystooptimizeprocessescanleadtobreakthroughsthatfuelrapidgrowth.
Whiletheseelementsarecommonamongmanyfast-growingcompanies,it'simportantto notethatsustainablegrowthalsorequirescarefulmanagementofresourcesandrisks. Balancingrapidexpansionwithlong-termstabilityistheultimatechallengeforanyhighgrowthenterprise.
In2024'sSouthAfrica,theexistentialchoiceisclear:growpurposefullyyetconstantly,orbe consumedbytheacceleratingforcesofchange.Therisksofmovingtooaggressivelypale againstthemortaldangerofstandingstill.Soacknowledgeyourentrepreneurialspirit, rethinkyourgrowthvectors,andchargeforwardwithgritandvision.Thenextrenaissanceis underway
InsightsSuccessbringsforthaneditionhighlightingaSouthAfricancompany,Eduvos, whichisconstantlyinnovatingandpropellingitselftogreaterheights.Inthisedition,entitled "The Ten Fastest-growing Companies in South Africa," wehighlightadiversearrayof ambitiousstrategiessurgingaheadthroughapotentmixofvisionaryleadership,operational excellence,andmarket-attunedtactics.
Haveagoodreadahead!
Editor-in-chief
Managing
Art
Business
Business
Digital
Marketing
Isabel
Technical
Research
Circulation
Helena
Finn
08. Eduvos
The ShapingForce of Modern Higher Education
PROFILES
19.
C
AdvocatingaSense of Belonging at the Workplace
25. John Skelton
Steering the Strategic Direction for a Better Workplace Environment
29. Leonora Chetty
CultivatingaHealthier Workplace Environment with Unparalleled HR Strategies
37. Mahomed Shaik
Cultivating the Resilence Essential for Business Triumphs
41. Nomazwi Mhloma
EmpoweringCommunities Through Digital Innovation
49. Shalin Naidoo
DrivingOperational Ecellence and Building Strategic IT Functions
ARTICLES
33. 45. Abhishek Dubey
Growing as a Leader!
Ledership is a skill to cultivate, not just a job respomsibility
Leadership 2.0!
RethinkingTraditional Notions of Authority and Titles
Company Name
Aurex Constructor www.aurex.com
Blue Lable Telecom www.bluelabeltelecoms.co.za
DRDGOLD www.drdgold.com
Eduvos www.eduvos.com
eThekwini Municipality www.durban.gov.za
iiDENTIFii www.iiden fii.com
KFC Africa www.kfc.co.za
The capital Hotels, Apartments & Resorts www thecapital.co.za
Tiber Construc on www. ber.co.za
Zenar South Africa (Pty) Ltd www.zensar.com
Featuring
Stuart Kent CEO
Mahomed Shaik CTO/CIO
Shalin Naidoo Chief Informa on and Technology Officer
Siegie Brownlee CEO
Nomazwi Mhloma Deputy CIO Gur Geva CEO
Grant Macpherson Chief Marke ng Officer John Skelton Chief People Officer
Leonora Che y Human Resources Director
Abhishek Dubey Human Resources Director
Descrip on
Construc on company specializing in residen al, commercial, and industrial projects across South Africa.
Telecommunica ons and technology group providing mobile network services, financial technology, and digital solu ons.
Gold mining company that extracts and processes gold from the Witwatersrand Basin in South Africa.
Born from a rich history of educa onal innova on, Eduvos emerged in 2021 as a beacon of high-quality blended learning in Africa, driven by Exeo Capital and Stellenbosch Business Ins tute, fostering a transforma ve approach to educa on.
Local government authority responsible for the administra on and development of the Durban metropolitan area.
Biometric iden ty authen ca on pla orm that provides secure and fric onless customer onboarding and fraud detec on solu ons.
Fast-food restaurant chain known for its iconic fried chicken and signature menu items.
Hospitality group opera ng a por olio of luxury hotels, serviced apartments, and resorts in South Africa.
Construc on company focused on delivering high-quality commercial, industrial, and residen al projects.
IT services and consul ng firm offering digital transforma on, cloud compu ng, and enterprise so ware solu ons.
C O V E R S T O R Y
Eduvos aims to embrace the technologies of the Fourth Industrial Revolution, such as AI and VR. This strategy ensures that students will have a competitive edge in the job market.
Siegie Brownlee CEO Eduvos
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At Eduvos we believe that Africa is too rich to be poor. Our mission is to shape potential – student by student – towards Africa’s prosperity.
Empowering Minds, Shaping Futures!
EducationInstitution,industrypartnershipsandstudent success.
Intherapidlychangingworldofhighereducation,a transformationalforcehasdevelopedthatnurtures students’potential.Theprivatehighereducationsector playsapivotalroleinpreparingindividualsforafuturethat demandsadaptabilityandinnovation.
AttheheartofthissectorstandsEduvos,aname synonymouswithacademicexcellenceandacommitment tostudentempowerment.Witharichhistorydatingbackto 1979,thisprivateHigherEducationInstitutioninSouth Africahasundergonesignificanttransformations, embracingmoderntechnologiesandfosteringaforwardthinkingapproachtoeducation.Itstandsasacornerstonein bridgingacademiaandindustry,empoweringgraduatesfor globalimpact,andprioritizingstudentwellnessinhigher education.
Eduvoshasevolvedintoaprogressiveandagileinstitution, activelyincorporatingAIandVRtechnologiesintoits curriculum.Offeringover20internationallyrecognized qualifications,Eduvosfocusesondevelopingknowledge, skillandcompetencebyprovidingadaptablelearning modestocatertodiversestudentneeds.
AtthehelmofEduvos’sleadershipisSiegieBrownlee,a seasonedprofessionalinprivatehighereducation management.AstheCEO,Siegie’sstrategicvisionand resiliencehavebeeninstrumentalinsteeringEduvostoward success.Hercommitmenttostudentsuccess,organizational excellence,andtheintegrationofacademia,technology, industry,andinnovationreflectsEduvos’sethosand positionsitasadrivingforceinthefutureofhigher education.Herinnovative,agilethinkingpropelsEduvos forwardtoremainrelevantandontopofitsgame.
Let’s delve deeper to learn more:
EmpoweringAfrica’sFuture
throughQualityEducation
Siegiehasdedicatedover25yearstomanagementin PrivateHigherEducation,acareerpathshewouldn’ttrade foranythingelse.Itbringsherimmensejoy,fulfillment,and purpose.
Asadynamicandvisionaryleader,Siegiehopestoreshape theEducationIndustryinAfrica,withEduvosleadingthe way.Siegieinspiresandmotivatesemployeestoachieve morethroughhergrowth–mindsetandfocusonthe organization'smission,valuesandculture.Herextensive experienceinprivatehighereducationhasgivenheradeep understandingofthefactorsthatdriveasuccessfulHigher
Siegieisastrategicandagilethinkerequippedwiththe knowledge,insights,andexperienceneededtosuccessfully transformorganizationsanddepartments.Sheisknownfor buildinghigh-performingteamsandforconstantlypushing boundarieswithhereyeconstantlysetonthefuture.Her adaptabilityandresilienceinovercomingchallenges motivateleadersandemployeestosucceedinthefaceof adversity.
Sheembodiesthevaluesoftheorganizationssherepresents andleadsauthenticallywithintegrityandstyle.Siegie’s successcanbeattributedtoheradaptabilitytoaneverchangingbusinesslandscapeandherabilityto communicatewitheaseandgraceinbothpublicspeaking andthroughactivelistening.
Siegie’scommitmenttomouldingthefutureofhigher educationisunwavering.Sheisdriventoprovidequality, affordableprivatehighereducationwherestudentsareat thecentreofthelearningmodel.Hermissionistoensure thatgraduatesentersocietyequippedwiththeknowledge andskillstheyneedtomakeapositivecontributionto societyandhaveameasurableimpactontheircareersand theorganisationstheyworkfor
Insummary,Siegie’srecipeforsuccessinthehigher educationmarketisaperfectblendofacademia, technology,industry,andinnovation.
Eduvos’smissionandpurposealignperfectlywithSiegie’s outlookandvalues.JoiningandgrowingEduvoshasgiven hertheopportunitytohelpestablishamuch-needed institutionthatprovidesaffordable,qualityhighereducation totheAfricancontinent,therebyhelpingtorectifysomeof theprevalentsocio-economicinjustices.
AtEduvos,thebeliefisthatAfricaistoorichtobepoor Forthisreason,theirmissionistoshapepotential,student bystudent,towardsAfrica’spotential.Morethan40%of theworld’syouthisAfrican.Thegoalistoempowerthese youngpeoplethrougheducationtomakeadifferenceinthe continent.
EmbracingModernTechnologiesforFuture-Ready Education
Eduvosischaracterizedasaprogressive,forward-thinking, agile,andfast-pacedinstitution.Theorganisationandits staffembodya“growthmindset,”andfullyembrace The 10 Fastest-growing
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Eduvos is committed to providing students with a holistic learning experience. The community is diverse, with the student body comprising students from over 40 countries.
moderntechnologies,innovations,andchangestothe professionalandacademiclandscape.Thisapproachis aimedatequippingstudentswiththeskillsandknowledge neededtoprosperinthecurrentandfutureworkingworld.
AtEduvos,thereisaconstantefforttoupdatethe curriculum,classrooms,andteachingmethodstoreflect changesintheprofessionalandacademicworld.The institutionhasembracedthe“flippedclassroommodel,”
whichencouragesstudentstogothroughbasiclearningin theirownspaceandtime,andthatcampussessionsinclude face-to-facedebate,collaboration,connectingwithindustry, problem-solvingandlearningfromothers.
EduvosaimstoembracethetechnologiesoftheFourth IndustrialRevolution,suchasAIandVR.Ithaspartnered withtheU.S.-basedcompanyEONRealitytoincorporate AIandVRintoitsteaching.Thisstrategyensuresthat studentshaveacompetitiveedgeinthejobmarket.
BridgingtheSkillsGapwithFuture-Ready Qualifications
Eduvosoffersover20fullyaccredited,internationally recognizedqualifications future-facingfaculties. acrossfour Therangeofqualificationsincludesdegrees,honor’s degrees,highercertificates,pre-degreefoundation programs,andonlineshortcourses.
Theinstitutionstrivestodriverelevance.Assuch,their qualificationsareconstantlyupdated,reassessed,andadded toensuretheymeetcurrentandfuturedemandsofthe workingworld.Forinstance,in2023,anAzureAI EngineeringqualificationwaslaunchedtomeettheevergrowingneedforskilledAIengineers,especiallyasAI toolslikeChatGPTboomedin2023.
Recognizingthatgamingandesportsaremassivemarkets, bothgloballyandspecificallyinAfrica,theinstitution launched tohelpbridgetheskills twogamingqualifications gapingaminginAfrica.
AdaptableLearningforToday’sProfessionals
Theinstitutionoffersvarious ,which modesoflearning includestudyingoncampus,online,anddistancelearning, bothfull-timeandpart-time.Thisrangeensuresthatno matterwhereindividualsareintheirlearningjourney,there willbeaqualificationthatsuitstheirneeds.Forinstance, manyofthequalificationsareaimedatworking professionalswhowanttoupskillandreskillinorderto stayrelevantinthejobmarket.
CreatingVibrantLearningSpacesforHolistic Education
Thenewfuture-fitcampusesareplaceswhereinnovation, technology,academia,andindustryconverge.Theyare modern,equippedwithadvancedtechnology,andserveas hubsoflearningandsocializingforstudents.These campusesfeaturepauseareas,canteens,andInnovation Hubs.
Theflippedclassroommodelenablesstudentstoengage withthestudymaterialattheirownpace.Whentheyattend class,theyutilizetheopportunitytoproblem-solve,discuss casestudies,collaboratewithindustryandcolleagues,and askquestions,havingalreadyacquiredabasic understandingofthetopic.Thisapproachfosterscritical thinking,practicalapplication,andadeeperengagement withthestudymaterial.
Face-to-facecampusengagementplaysasignificantrolein theeducationalmodel.Itfacilitatesinteractionamong students,industryprofessionals,andlecturers.Theaimisto providestudentswithaholisticlearningexperience,andthe campusesplayacrucialroleinthisendeavour.The campusesarevibrantspaceswherestudentscancollaborate, socialize,andreceiveaqualityeducation.
FosteringCommunityandInnovation
Eduvosiscommittedtoprovidingstudentswithaholistic learningexperience.Thisincludesanexcellentacademic experience,wellnessexperience,campusexperience,anda qualitycustomerexperience.Thecampusesareimbued withan“ ”andasenseofcommunityamongthe Edu-vibe students(affectionatelyreferredtoas“Vossies”),lecturers, andstaff.Thecommunityisdiverse,withthestudentbody comprisingstudentsfromover40countries.
Eduvosstrivestoshapethepotentialofitsstudentsina holisticmanner,encompassingacademic,career,and psycho-socialperspectives.TheteamofStudentAffairs
Advisorsactas“personalbankers”tothestudents,always availabletoassist,support,andguidethem.TheStudent Affairsagendaisrichandvaried,spanningstudent wellness,academicsupport,studentfunding,student activities,careerguidance,andassistancewith employment.
Thecampusesserveashubsforvariousstudentactivities andclubs,whethertheyareMootcourtteams,debateclubs, poetryslams,oresportstournaments.Thisyear,esports leagueswerelaunchedatall12campuses,makingthe institutiononeofthelargesthighereducationleaguesinthe country offersnumerouslearningopportunities, Esports especiallyinSTEMfields.Studentsarerequiredtoworkin teams,analyzetheirstrategies,andunderstandcomputer hardwareandsoftware.Thishasbecomeamajorwayfor studentsacrosscampusestoconnectwitheachother BridgingAcademiaandIndustryforCareerSuccess
Theinstitutionrecognizesthatitisonlythefirststepinits students’careerpaths.Assuch,thequalificationsare designedtoenhancetherelevanceofthestudents,giving themacompetitiveedgeinthejobmarket.
AdedicatedEmployabilityCentreisinplace,whichhosts eventssuchasCVwritingworkshopsandindustry breakfastsandsharesemploymentandinternship opportunitieswithstudents.TheEmployabilityCentre strivestoconnectstudentswithindustryprofessionalsfor networkingandlearningopportunities.Italsoprovides assistancetostudentswhowishtopursuefurtherstudies aftertheirundergraduatedegree.
CareerFairsarehostedonthecampuses,wherestudents caninteractwithindustryprofessionalsandlearnmore aboutthejobopportunitiesintheirchosenfieldofstudy Thesefairsalsoprovideinformationaboutjobopportunities andinternshipprogramsavailabletothemaftergraduation.
TheinstitutionhascontinuedtoexpanditsIndustry Partnershiplist,alignedwiththeexpansionofitsworkintegratedlearningprograms.NumerousEmployability AffiliationAgreementswereestablishedin2023,servingas avaluablebridgetoenhancestudents’employabilityby nurturingpracticalskills,industryknowledge,and networkingopportunities.Throughparticipationin internships,jointgraduateprograms,andcollaborationwith industryprofessionalsatvariousevents,studentsgainrealworldinsightsandhands-onexperience,makingthemmore appealingtoemployers.
Eduvoshasstrengtheneditspartnershipswith , OldMutual PepkorIT,andthe , NationalFuneralDirectors’Association amongothers.Thesepartnershipsbenefitthestudentsas theyprovideopportunitiestomeetwithandlearnfrom professionalsintheirfield.
KeepingAcademiaRelevantthroughIndustry Collaboration
Eachoftheacademicfacultiesmaintainsacloseadvisory circleacrossthevariousindustriesinwhichtheyoperate. Thefacultiesarealsoaccreditedandalignedwithmany professionalbodies,whichfurtherensurecurrencyand relevance.Anoutward-lookingapproachisadoptedto
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The institution prioritizes the mental health of its students. It has dedicated student advisors, academic coaches, and psychologists that students can reach out to.
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The goal is to become Africa’s leading metauniversity by 2027. This involves expanding digital o erings and incorporating metatechnologies even further into teaching while still providing the highest quality of higher education.
ensurethatstudentsbenefitfromindustryexposurethrough mandatoryWorkIntegratedLearningProjects,exposureto GuestLecturers,andworkingonrealbusinessproblems andcasestudies.
Thelecturersareamixofacademicsandindustry professionalswhoareawareofthecurrentindustrytrends andunderstandhowthecurriculumneedstoevolvetostay relevant.TheAcademicTeamisconstantlyrevisingthe contentofeachqualificationtoensurethatstudentsreceive aneducationthatisrelevantandwillmaketheminvaluable employeesoncetheyentertheworkforce.
EmpoweringGraduatesforGlobalImpact
Theinstitution’sgraduatesaremakingadifferencein variousfieldsallovertheworld.In2023,theinstitution receivedthe asthebest PMRAfricaDiamondArrowAward privatehighereducationproviderinSouthAfrica. PMR.Africainterviewedrespondents,mostlylinemanagers andHRmanagers,fromlargecompanies,national, provincial,andlocalgovernmentdepartments,andstateownedenterprises(SOEs)inSouthAfricathatemploy
graduatesandstudentsfromvariousprovidersofprivate highereducation.Respondentsratedgraduatesfromprivate highereducationinstitutionsacross12criteria,including theirapplicationofknowledgeintheworkplace, innovation,andacademicknowledge.Basedonthese responses,theinstitution’sgraduateswereawardedthe highestscores.
FivestudentsfromtheinstitutionmadeittotheTop100of thisyear’s Theinstitution’s DHLGradStarAwards.
GraphicDesignstudentsdemonstratedtheirexceptional talentandcreativitybywinningaccoladesattheprestigious annualStudentGoldPackAwards.
Attheendof2022,theinstitutionbecamethefirstprivate highereducationinstitutioninSouthAfricatoprovideits studentswithaccessto Todate,over300 GoldenKey EduvosgraduateshavebeeninvitedtojointheGoldenKey Society.
BiancaLeeBurgess,agraduateoftheinstitutionwitha degreeingraphicdesign,nowworksintheworldofspecial effects.ShehasworkedonBaftaandEmmyaward-winning shows,includingTheBookofBobaFett,TheMandalorian (season3),andBlackMirror.
LouisOosthuizen,whoworkedpart-timewhilestudyingfor hisSoftwareEngineeringdegreeattheinstitution,hassince pursuedhisBachelorofScienceHonoursinInformation Technology(SoftwareEngineering).LouisisaFull-Stack Developer,developinginamultitudeofprogramming languages.Hisstudyexperienceallowedhimtograduateto adeveloperpositioninsteadofworkingthroughagraduate program.
SuhannaPitamberbeganherlearningjourneyatthe institutionwithaHigherCertificateinInformationSystems (SoftwareDevelopment)andhassincegraduatedwithan ACCA-accreditedBachelorofCommerceinAccounting qualification.Thisprovidedherwiththeopportunitytodo herACCAarticlesatoneofSouthAfrica’sbestauditfirms.
PrioritisingMentalHealthinHigherEducation
Theinstitutionprioritizesthementalhealthandwellnessof itsstudents.Ithasdedicatedstudentadvisors,academic coaches,andpsychologiststhatstudentscanreachoutto. Theseprofessionalsfromtheinstitutionofferguidanceand supportasneeded,whetherthestudentisstudyingon campusorremotely
EduvoshaspartneredwithUniversalHealthcarein2024. Universalisamulti-national,full-servicehealthcare
managementcompany,withaproventrackrecordof providinghigh-quality,affordable,andsustainablehealth andwellnessservices.Eduvosstudentswillbeableto accessUniversal'srangeofhealthcareoptionstomakesure theirphysical,emotional,andmentalhealthistakencareof.
Africa’sMeta-University:GrowthandInnovation
In2023,theinstitutionwelcomeda offirst- recordnumber yearstudents,surpassingmanypublicuniversitiesinSouth Africa.Itlooksforwardtogrowingevenmoreinthe comingyears.
Toaccommodatethisgrowth,someofthecampuseshave beenrelocated,andplansareunderwaytoexpandothers. Althoughthesearesignificanttasks,theyareviewedas positivechallenges.Asmentioned,theworld’syouthisin Africa,andtheyneedtobeeducated.Theinstitutiontakes prideinbeingpartofthesolution.
ThegoalistobecomeAfrica’sleadingmeta-universityby 2027.Thisinvolvesexpandingdigitalofferingsand incorporatingmeta-technologiesevenfurtherintoteaching whilestillprovidingthehighestquality highereducation.
Eduvos:StudentEmpowermentandInstitutional Success
TheEduvos featuresasectiontitled“VossieFeatures,” Blog wherestudentssharetheirlearningjourneys.These interactionshighlightthetangible,positiveinfluencethat Eduvoshasonitsstudents.
Asnoted,EduvoswasawardedthePMR.AfricaDiamond ArrowAwardthisyear,whichisextremelyencouragingfor theinstitution.
Thestudentintakenumbersandcorporatepartnershipsin 2023alonedemonstratethatEduvosisontherighttrack andaimstobuildonthismomentum.
Abhishek Dubey
Advoca ng a Sense of Belonging at the Workplace
Acultureoftrustandrespectintheworkplace encouragesinnovationandcreativity When employeesfeelvaluedandrespected,theyaremore likelytobemotivatedtoperformtheirbestandremain committedtotheorganization.Organizationscangivethis senseoffulfillmenttotheiremployeeswitheffectiveHR strategies.
WithHRstrategies,organizationscancreateaworkplace environmentwhereemployeesfeelvalued,respected,and includedintheworkingprocess.AbhishekDubey,the DirectorofHRofZensarSouthAfricaPtyLtd,has implanteduniquetacticseffortlesslyinhislongcareerin thisfield.Withapassionforfosteringapositiveand productiveworkenvironment,Abhishekbringsadiverse backgroundandexpertiseinHumanResourcestothetable.
Throughouthiscareer,Abhishekhashadanopportunityto workinvariousHRcapacities,gainingvaluableexperience andlearningfromsomeofthebestandfinestintalent acquisition,employeerelations,performancemanagement, legal&compliance,andorganizationaldevelopment.His purposeistocontributetocreatingaworkplacethatnot onlyattractstoptalentbutalsoensuresthegrowthandwellbeingofeveryindividualwithintheorganization.
EnsuringOverallWell-being
AbhishekstartedworkingwithanITorganizationand thereafterworkedwithaTalentAcquisitionfirm,followed byamanufacturingorganizationbeforejoiningZensarin 2007.
Hisroleencompassesawiderangeoffunctionsthat contributetotheoverallsuccessandwell-beingofthe
organizationanditsresources;itspansStrategicPlanning, ResourcePartnering(employeerelations),Performance management,learning&Development(Skilldevelopment), Compensation&Benefits,Compliance,DE&I,HR Technology(focusonemployeeexperienceacrossthe employmentlifecycle.),businesspartnering,employee wellness,successionplanning,branding,andchange management.
HisvisionfortheworkplaceofthefutureinSouthAfrica centersoncreatinganenvironmentthatseamlesslyblends technologicaladvancementswithhuman-centricvalues. Zensarforeseesaflexibleandinclusiveworkplacethat prioritizeshybridworkoptions,allowingemployeesto achieveaharmoniouswork-lifebalanceandpromoting wellnessprogramstosupportthementalhealthandwellbeingofemployees.Embracingdiversity,equity,and inclusionisintegraltofosteringaculturethatcelebratesthe uniquecontributionsandsuccessofeveryindividual.
ImpactingLiveswithaBetterWorkplaceEnvironment
SouthAfricahasapooloftalent,andmanymoregetadded tothetalentmixonanannualbasis;thereareafewsectors withintheITspacewhereSouthAfricaholdstheedgeand keytodominateinthefuture.Zensarisdeterminedtobring adifferentialimpactonindividuals’lives(whochooseto joinZensar).
Zensar’sHRprocessesarestreamlinedthroughthe integrationofadvancedtechnologies.Thecompany leveragescutting-edgeHumanResourcesInformation Systems(HRIS)tocentralizedatamanagement,automate routinetasks,andenhanceoveralloperationalefficiency Continuousfeedbackmechanismsarestrengthenedwith
Our vision for the workplace of the future in South Africa centers on creating an environment that seamlessly blends technological advancements with human-centric values.
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Abhishek Dubey Director HR Zensar South Africa Pty Ltd
technology,fosteringtransparentcommunicationand supportingemployeegrowth.Abhishekregularlyevaluates thecompany’sHRprocessestoimprovetheexperienceof candidatesandemployees.
AComprehensiveandEmployee-centricApproach
Thecompanyactivelyparticipatesinexternalevaluationof itsprocessesandpolicyagainstnationalandglobal benchmarking.Ithassecureda“TopEmployer–South Africa”accoladeforthethirdtimeinarow.Thisaccolade complimentsandaddscredentialstoitsHRpracticesand policies.Learningfromtopemployers’bestpracticeshelps thecompanytobethebest.
TheHRteam’stalentacquisitionstrategyatZensar revolvesaroundacomprehensiveandemployee-centric approach.Toattracttoptalent,theteambeginswitha robustemployerbrand,showcasingacompellingnarrative ofitsorganizationalculture,values,growthopportunities, andaccolades,including“ProudlySouthAfrican”&“Top Employer–SouthAfrica.”Zensar’sjobpostingsarecrafted withprecision,emphasizingtheuniqueaspectsofthe workplace.Leveragingsocialmediaplatforms,theteam engagesinstrategictalentmarketingcampaigns,reaching potentialcandidateswheretheyactivelyparticipate.
MeetingtheEvolvingNeedsoftheWorkforce
Retention,forZensar,hingesonasupportiveandinclusive workplaceculture.Employeerecognitionprograms,regular feedbacksessions,andmentorshipopportunitiescontribute toasenseofbelonging.Thecompanyinvestsincontinuous learninginitiatives,ensuringemployeesstayaheadintheir careers.Flexibilityinworkhoursandremoteworkoptions furtherenhancework-lifebalanceandtheopportunityto participateandcontributetoCSRactivities.Abhishekand histeamhaveimplementedaninternallycraftedHappiness Frameworktofocusonemployeeengagement.
Additionally,thecompanyregularlyreassessesitsbenefits offeringstoalignwiththeevolvingneedsofitsworkforce. Thiscomprehensiveapproachnotonlyattractstoptalent butfostersaculturewhereemployeeschoosetostayand grow
EnhancingProductivitywithTechnologicalIntegration
Zensarhasprioritizedtechnology,providingrobust collaborationtoolsandremoteaccesstoensureseamless workflow.Regularvirtualcheck-ins,bothone-on-oneand teammeetings,fostercommunicationandmaintainasense ofconnectionandbelonging.Employeeengagementis
We
foresee a flexible and inclusive workplace that prioritizes hybrid work options, allowing employees to achieve a harmonious work-life balance and promoting wellness programs to support the mental health and well-being of employees.
upheldthroughvirtualteam-buildingactivities,recognition programs,anddigitalwellnessinitiatives.Flexibilityin workhoursaccommodatesdiverseschedules,promoting work-lifebalance.Abhishekandhisteamemphasizeclear communicationchannels,utilizingvideoconferencingand messagingplatforms.Tosustainproductivity,theteamhas focusedonsettingtransparentexpectations,providing necessaryresources,andsupportingemployeeswithvirtual trainingopportunities.Regularfeedbackmechanismsand performancereviewscontinuetoguideprofessionalgrowth. Zensar’scommitmenttoemployeewell-being,coupledwith acultureoftrustandflexibility,hasbeeninstrumentalin sustaininghighlevelsofproductivityandengagementinits remoteworkenvironment.
Toensureemployeesthriveinarapidlychangingbusiness environment,Abhishekimplementedamultifaceted approach.Regularskillsassessmentsidentifycurrent competenciesandgaps,guidingtargetedtraininginitiatives. Zensar’sLearningmanagementteamworksveryclosely withbusinessteamstooutlinetechnicalgrowthplansand thenworkswithvendorstoaligncourseofferingstothem.
ItsLearningManagementSystemoffersadiverserangeof onlinecourses,workshops,andcertifications,promoting continuouslearning.Mentorshipprogramsfacilitate
knowledgetransfer,whilecross-functionaltraining broadensskillsets.Thecompanyallocatesbudgetsfor professionaldevelopment,empoweringemployeestoattend conferencesandpursueexternalcourses.Performance reviewsincorporatefeedbackonskillsdevelopment, emphasizingagrowth-orientedmindset.During performancereviews,employeesagreeonadevelopment actionplanalongwithmilestonesandcollaboratewiththe managertoachievethem.TheHRteamprioritizes technologyadoptiontraining,ensuringproficiencyinthe latesttools.Healthandwellnessprogramscontributeto overallwell-being,andaflexibleworkculture accommodatesdiverseneeds.Byregularlyassessing industrytrendsandbenchmarkingagainstbestpractices,the companystaysattheforefrontofskillrequirements.
PursuitofEmployeeSatisfaction
QuantifyingtheimpactofHRinitiativesinvolvesadual approach.Firstly,fororganizationalsuccess,metricssuch askeyperformanceindicators(KPIs),revenuegrowth,and productivitychangesaretrackedalongsidecost-efficiency analysestoevaluatethereturnoninvestment.Zensarhasa dashboard(s)builttoprovidestakeholderswithreal-time informationontheseparameterstoassisttheminmaking betterdecisions.Additionally,talentacquisitionmetrics, retentionrates,andinnovationindicatorsofferinsightsinto thestrategicalignmentandeffectivenessofHRprograms. Secondly,employeesatisfactionisassessedthrough Happinesssurveys,retentionandturnoverrates,and absenteeismmetrics.
Regularfeedbackmechanisms,includingperformance reviewsandrecognitionprograms,contributetoa qualitativeunderstandingofjobsatisfaction.Integrationof technology,likelearningmanagementsystemsand analyticstools,aidsindata-drivendecision-making. Continuousimprovementisachievedthrough benchmarkingagainstindustrystandards,fosteringa cultureoffeedback,andensuringthatHRinitiativesalign withorganizationalgoals.Thisholisticevaluationenables HRprofessionalstodemonstratethetangibleimpactof theirinitiativesonbothorganizationalsuccessand employeesatisfaction.
StayingupdatedwithevolvingHRregulationsinvolves continuousmonitoringoflegalchanges,subscribingto industrynewsletters,andparticipatinginprofessional forums.Regularcollaborationwithlegaladvisorsand attendanceatrelevantseminarsfurtherenhances understanding.
Utilizingtechnologyforautomatedcompliancetracking andinvestingintrainingprogramsensuresthatHR professionalsremainwell-informed.Additionally,fostering aproactivecomplianceculturewithintheorganization, whereemployeesareencouragedtoreportconcerns, enhancesoverallcomplianceefforts.Regularauditsand assessmentshelpidentifyandrectifypotentialcompliance gapspromptly Thismultifacetedapproachensuresthatthe organizationremainsabreastofHRregulations,promoting acompliantandethicalworkenvironment.
UpholdingEthicalStandards
• AbhishekprovidesvaluableadvicetoallaspiringHR professionals:
• Makeapositiveimpactandprioritizebuildingstrong relationshipsacrossalllevelsoftheorganization.
• ActivelylistentoemployeeconcernsandalignHR strategieswithorganizationalgoals.
• Embracecontinuouslearningandstayingupdatedon industrytrendsandemergingtechnologiestoenhance expertise.
• Beanadvocatefordiversityandinclusion,creatinga workplacethatvaluesuniqueperspectivesandfostersa senseofbelonging.
• Cultivateemotionalintelligence,empathy,and effectivecommunicationtonavigatecomplexhuman dynamics.
• Demonstrateadaptabilityinthefaceofchangeandbe proactiveinproblem-solving.
• Prioritizeemployeedevelopment,offeringtrainingand mentorshipprogramsthatcontributetoprofessional growth.
• Upholdethicalstandards,ensuringcompliancewith HRregulations.
• MeasuretheimpactofHRinitiativesusingdataand metricstoshowcasethetangiblevalue.
• Beapositiveforceforchange,drivinginitiativesthat enhanceworkplaceculture,employeewell-being,and organizationalsuccess.
The only limit to our realization of tomorrow will be our doubts of today. , ,
- Franklin D. Roosevelt
John Skelton Chief People Officer
The Capital Hotels, Apartments and Resorts
Humancapital,encompassingtheskills, knowledge,andcreativityofaworkforce,isa criticalassetthatcanpropelanorganizationto successorleaditintochallenges.Successfulorganizations understandthathumancapitalmanagementisnotmerelyan administrativetaskbutastrategicimperative.Itinvolves aligningtheworkforcewiththeorganization’soverarching goalsandobjectives.Byrecruiting,developing,and retainingtalentthatcomplementsthestrategicvision, organizationscanensureaharmoniousandpurpose-driven workforce.
TheCapitalHotels,Apartments,andResortsisaprime exampleofthesesuccessfulorganizationswitheffectiveHR Strategies,managedbyChiefPeopleOfficerJohn Skelton
JohnSkelton,theChiefPeopleOfficeratTheCapital Hotels,ApartmentsandResorts,hasbeenrecognized amongSouthAfrica’stopHRleadersreshapingworkplaces in2023.Withacomprehensiveprofessionalbackground spanningalmostthreedecades,hisjourneyinHRhasbeen fueledbyapassionforfosteringdynamicworkplace culturesandempoweringindividualstothrivewithin organizations.
BringingCompleteCulturalTransformation
Johnjoinedtheorganizationin2016withaclearvisionto completeculturaltransformationwithinthecompanyand leadthepeoplestrategy Withextensiveknowledgeof entrepreneurialcultureswithinSouthAfricanbusinesses,he bringsawealthofexperienceinorganizationdesignand changemanagementtohisrole.PriortojoiningThe
Capital,heheldnotablepositionsatDimensionDataand NandosSA.Hispassionforunderstandingthemotivations ofpeopletobehaveandlinkwithhumaneconomicsstarted whenhecompletedhisBSScfromRhodesUniversitywith adoublemajorinOrganizationalPsychologyand InformationSystemsin2004.
Johnisentrustedwithsteeringthestrategicdirectionofthe organization’speopleandculture.Heprovidesdirectionfor allaspectsrelatedtoHRandoverseesthepeopleand cultureofTheCapitalHotels,ApartmentsandResorts.
Inhisrole,hespearheadsinitiativestoattractandretaintop talent,aswellascultivateaninclusive,innovative,and growth-orientedworkplace.
Additionally,hehasbeeninvolvedinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarksfor theidealcandidate,emphasizingtheimportanceofadatadrivenapproachinshapingHRroadmaps.
EnvisioningtheworkplaceofthefuturewithinSouth Africa’sevolvingbusinesslandscapeentailsembracing agility,diversity,andastrongfocusonemployeewellbeing.Iadvocateforaworkplacethatseamlesslyintegrates technology,fosterscontinuouslearning,andchampionsa cultureofcollaborationandadaptability.
LeveragingCutting-edgeTools
Technologyanddigitaltransformationarepivotalin enhancingHRprocessesandelevatingemployee experiences.Byleveragingcutting-edgetools,he
streamlinesHRoperations,fromtalentacquisitionto performancemanagement,ensuringamoreagile andresponsiveapproachtomeetevolving organizationalneeds.
Inacompetitivejobmarket,John’sapproach revolvesaroundaholisticemployeevalue proposition.Itemphasizescareerdevelopment,a supportiveworkenvironment,andinnovative benefitstoattractandretaintop-tiertalent,fostering aworkforcethatisnotonlyskilledbutdeeply engagedintheorganizationalmission.
Theriseofremoteworkhasgeneratedtheneedto implementrobustcommunicationchannels,virtual collaborationtools,andflexibleworkpolicieswhere needed.TheCapitalprioritizesmaintainingopen linesofcommunication,encouragingahealthy work-lifebalance,fosteringasenseofconnection, andensuringsustainedproductivityandemployee engagement.Theorganizationalsomeasuresoutput andnottimespentintheoffice.Employeeswhodo notperformaremanagedaccordingly
FosteringaContinuousLearningEnvironment
Innavigatingarapidlychangingbusiness environment,TheCapitalinvestsincontinuous learninginitiatives.Throughtrainingprograms, mentorship,andpartnershipswitheducational institutions,itempowersemployeeswiththeskills andknowledgeneededtothriveinanever-evolving landscape.
TheorganizationhasadedicatedTrainingAcademy, namedTheHotelAcademySchool,where employeesaretrainedinapurpose-builttraining facility.Itsvisionistodisruptthehotelindustryby buildingtalentthatthecompanyisconfidentwill leadthechangeitwantstosee.Ithasanumberof coursesavailabletoallpotentialstudentslookingfor acareerinthehospitalityspace.
EnhancingEmployeeSatisfaction
AtTheCapitalHotels,ApartmentsandResorts, thereisastrongemphasisongatheringfeedbackand hearingthevoiceofthestaff.TheimpactofHR initiativesonorganizationalsuccessandemployee satisfactionismeasuredthroughacomprehensive approach,whichincludeskeyperformance
expectations,regularfeedbackmechanisms,anddata analytics.AnannualEmployeeSatisfactionSurveyis conductedtogatherhonestfeedbackfromthestaff,whichis thenusedtoinformthepeopleinitiativesforthefollowing year.
JohnSkeltonhasbeeninstrumentalinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarks, emphasizingtheimportanceofadata-drivenapproachin shapingHRroadmaps.
StayingabreastofevolvingHRregulationsisnonnegotiable.Regularengagementwithindustryforums, ongoingprofessionaldevelopment,andmaintaininga robustnetworkoflegalandcomplianceexpertsensurethat theystaynotonlycompliantbutalsoproactiveinadapting toregulatorychanges.TheCapitalpartnerswithindustry expertswhoassistwithensuringthatitiscompliantinall HRmatters.
TheOptimisticFutureofHR
JohnoffersadvicetoaspiringHRprofessionals, emphasizingtheimportanceofembracingchange,staying curious,andprioritizingempathy.Hehighlightstheneedto developadeepunderstandingofanorganization’sunique dynamics,fosterstrongrelationships,andchampion inclusivity.SkeltonemphasizesthattheroleofanHR professionalisnotjustaboutmanagingprocessesbutabout nurturingaculturewhereindividualsthrive,and organizationsflourish,alwaysputtingpeoplefirstand havingfun.
Hebelievesthatintheever-evolvinglandscapeofthe professionalworld,HumanResources(HR)standsoutasa dynamicandvitalfield,constantlyadaptingtothechanging needsofbothorganizationsandemployees.Forindividuals seekingacareerthatisinherentlypeople-oriented,the futureofHRisnothingshortofincredibleassomeonewho hasbeenrecognizedinthefieldwithprestigiousaccolades suchastheSouthAfricanRevenueAssociation(SARA) ProjectoftheYearforUnlimitedLeaveandaCHRO nominationforCHROoftheYearin2023,hisjourney aheadinHRpromisesevengreateropportunities.
OneofthemostfascinatingaspectsofthefutureofHRlies initsinnovativeapproachestoemployeewell-being.The implementationofgroundbreakingprojects,suchasthe UnlimitedLeaveinitiativecelebratedbySARA,showcases aforward-thinkingmindsetinHR.Asorganizationsstrive
tocreateinclusiveandemployee-centricenvironments,The roleofHRprofessionalsbecomespivotal.Theyareatthe forefrontofdesigningpoliciesthatnotonlyattracttop talentbutalsoprioritizetheoverallhealthandhappinessof theworkforce.
Theparadigmshifttowardsamoretechnology-driven workplacefurtherenhancesthesignificanceofHR. Automationandartificialintelligencearereshaping traditionalHRfunctions,allowingprofessionalstofocuson strategicandpeople-centricinitiatives.Theabilityto leveragedataanalyticsforinformeddecision-makingis becomingacrucialskillforHRpractitioners,enablingthem toidentifytrends,predictemployeeneeds,andcontribute significantlytoorganizationalsuccess.
Asorganizationsrecognizetheintrinsiclinkbetweena motivated,engagedworkforceandbusinesssuccess,the roleofHRintheC-suitebecomesmoreprominent.The futureholdsaplethoraofopportunitiesforHR professionalstoascendtoleadershippositionsandmakea lastingimpactontheoverallsuccessandcultureoftheir organizations.
JohnbelievesthatthefutureofHRisanexcitingjourney forthoseseekingacareerdeeplyrootedinhuman interactions.Withtechnologicaladvancements,innovative projects,andagrowingacknowledgmentofthevitalrole HRplaysinorganizationalsuccess,thisfieldoffersapath forindividualstomakeameaningfulimpact.
Employeesarethepillarsofanorganization.Their skills,dedication,andcollectiveeffortsdrive success,innovation,andsustainedcompetitiveness. Recognizingandprioritizingthewell-being,development, andsatisfactionofemployeescontributetotheoverall successandsustainabilityofacompany Tomakethis possible,everyorganizationneedseffectiveHRStrategies.
ThealignmentofHRstrategieswiththebroaderbusiness strategyensuresthattheworkforceiseffectivelymanaged andleveragedasakeydriveroforganizationalsuccess. LeonoraChetty,arenownedleaderinthisfield,has demonstratedaninspiringmodelofHRstrategies.
LeonoraistheHumanResourcesDirectorofTiber Construction,along-standing,privately-owned constructioncompanybasedinSandton,Johannesburg. Withapproximately20yearsofHRgeneralistexperiencein diversecompaniesandindustries,sheholdsqualifications inHumanResourcesManagement,LaborRelations,and Coaching.InherroleasHRDirectoratTiberConstruction, LeonoraChettyoverseesthecompany’shumancapital managementandorganizationaldevelopment, demonstratingherexpertiseinthefieldofhumanresources.
PromotingHighEthicalStandards
InhercapacityastheHumanResourcesDirector,Leonora oversees,directs,andcoordinatesallfacetsofthe organization’shumanresourcesfunctions.Sheisadeptat cultivatingprofessionalrelationshipswithrelevant stakeholderswhileupholdingandpromotinghighethical standardswithintheorganization.Thisincludesmanaging recruitment,selection,compliance,andemployee-related initiatives,inlinewithherextensiveexpertiseand qualificationsinthefieldofhumanresources.
Leonoraisactivelyinvolvedinoverseeingandmanaging theorganization’sperformancemanagementsystem,
conflictresolution,andtheestablishmentofstrong stakeholderrelationshipsthrougheffectivecoachingand communicationstrategies.Sheisalsoengagedinthe implementationofonboardingandwork-readiness programs,aswellasthefacilitationandconductoftraining sessions,amongotherduties.
IncorporatingPositiveWorkplaceCulture
HerprimaryobjectiveistoconsistentlysynchronizeHR andbusinessstrategiesbyspearheadingcommunication strategiessuchascoaching,counseling,mentoring,conflict resolution,disputemediation,andthefacilitationof challengingsituations.Leonoraderivesgreatsatisfaction frominspiringpersonalgrowth,cultivatingpositivehabits andbehaviorinindividuals,andcollaboratingwith executivestoaligntheirmanagementandcommunication strategieswiththeorganization’sstrategicprioritiesand missionstatement.Herextensiveexperienceand qualificationsinHumanResourcesManagement,Labor Relations,andCoachingequipherwiththeexpertise neededtofulfilltheseresponsibilitieseffectively
Afterthe‘GreatResignation’trendin2022,theretentionof toptalenthasremainedasignificantriskfactorformost businesses,includingTiberConstruction.Thecompanyhas sourcedexternalassistancetorefreshandfleshoutits successionplanwithafocusonContinuingProfessional Development(CPD)training,developmentofmanagement andleadershipskills,enforcingrecruitmentprocessesbased onthecompanyvalues,andadvocatingforwork-life balanceforallemployeesincludingpromotionofwellness initiatives.
Leonora’sstrategicvisioncentersontherecruitmentand retentionoftoptalentthroughtheimplementationof holisticandflexibleworkingarrangementsinapositive, officeworkingenvironment,accompaniedbytheprovision ofmarket-relatedcompensationandbenefits,amongstother advantages.
IntegrationofTechnologytoEnhancePerformances
TiberConstructionisincreasinglyleveragingdigital technologiesforenhancedproductivityandefficiencyby integratingautomation,AI,anddataanalyticsintovarious businessprocesses,leadingtoademandfordigitalskills amongouremployees.
AnareawhereAIhasimpactedherdailyworkasanHR professionalistheuseofemployeeengagementsurveys. Monthlyengagementsurveys,life-cyclesurveys,and annualengagementquestionnairesaretoolstoassistin draftingemployeesurveysquickly,analyzingresponsesto open-endedquestionsfasterandmoreaccurately,and better-protectingemployeeconfidentiality,thereby increasingsurveyresponserates.
MaintainingEffectiveCommunication
Aspartofthecommunicationstrategy,thesesurveytools easilygenerateasummaryoffeedbackfromidentified groupssotopmanagementcanbetterunderstandhowthese employeesarefeelinginthoseareasandrespond accordingly
TheuseofWhatsAppgroupsonconstructionsiteshas tremendouslyimprovedandincreasedcommunicationand productionandhascertainlyenhancedcollaborationamong employeesandmanagement.Leonorasaysitisamazingto witnessthetransformationalgrowthintheworkforce, embracingtheuseofdigitaltoolsandapplicationsto enhancesiteproductivity
Inaworldofconstantchangeandtechnologicalinnovation, wherevolatilityandresponsetimearecriticalfactors,a constructioncompanylikeTiberisconstantlylookingfor newwaystorespondtothesechanges.
Tiberisofferingcompetitivesalariesandbenefitstotop talentwhoseskillsandexperiencearevalued.
EnhancingJobSatisfaction
Leonorabelievesthatprovidingopportunitiesfor continuouslearningandprofessionalgrowth(CPD),which includestrainingprograms,workshops,andsupportfor furthereducation,isessential.Shealsoprioritizes promotingahealthywork-lifebalance,flexibleworking hours,andgenerousvacationpoliciestocontributeto employeesatisfaction.
LeonoraChetty HumanResourcesDirector TiberConstruction
Leonoraisalsobuildingapositiveandinclusivecompany culture,fosteringacollaborativeenvironment,promoting diversityandinclusion,andhavingastrongsetofvalues. Sheaimstoofferclearpathsforcareeradvancement.She understandsthatpromotionsarecrucial,andemployees wanttoknowwhethertheirhardworkwillberecognized andrewardedornot.
Keepingopenandtransparentcommunicationchannels helpsbuildtrustwithTiberConstructionemployeesas theywanttobeinformedaboutthecompany’sgoals, performance,andfutureplans.
Encouragingfeedbackandinvolvingemployeesin decision-makingprocessesmakesthemfeelvaluedand engagedinthecompany’ssuccess.Thekey,accordingto Leonora,istocreateanenvironmentwhereemployeesfeel valued,supported,andchallenged,leadingtoincreasedjob satisfactionandretentionoftoptalent.
MatchingEmployeeExpectations
AfterTiberonlyworkedremotelyfortwomonthsduring thehardlockdownperiod,itwasarequirementforall employeestoreportbacktotheirworkstationsimmediately andindefinitelythereafter.
ThebriefHybridworkingperiodcertainlydidnotsolicit empowerment,authorization,andtrustfrommanagement towardtheadmin/officestaff.Afterconductingafewonline surveys,theseweresomeoftheresults:
• 80%ofallofficestaffwantedflexibilityinwherethey work.
• 90%ofemployeeswantedflexibilityinwhenthey work.
• 50%ofemployeeswereopentolookingfornewjob opportunities,especiallythosewhoweredissatisfied withtheirlevelofflexibility
LeonorasaysItwasandstillischallengingtomanageand maintainstaffretention,especiallysincetheconstruction industryisnotamenabletoembracingremoteworkoptions onsiteandinvolveslongsiteworkinghours.
Thecompanyhadtofocusonclearcommunicationand transparencyofexpectations,goals,andprioritiestoall employees,buildingtrustingrelationshipsandembedding acultureofcollaborationandinvolvementamongst everyone.
Itsemployeesareprovidedwiththenecessaryresources, suchastrainingcourses,internalworkshops,training materials,books,andsoftwaretoolsrequiredforour employeestobeproductiveandthriveinachanging environment.Thecompany’sskillsdevelopmentand trainingbudgetisconstantlybeingreviewedasapriority foremployeeretention.
FosteringProfessionalGrowth
TiberConstructionisexposingandinvolvingitsemployees totechnicalprogramson-site,providingaccesstoindustryspecificcertificationstokeepthemuptodatewithrelevant knowledge.Thecompanyisalsoinvestingandbudgetingin LearningManagementSystems(LMS)foreasyaccessto educationalresourcesthattrackandreportonemployees’ onlinelearningprogress.
Thecompanydrivesitsinternalperformancemanagement systemandmentorshipprogramtotrackemployeetraining needs,goals,andcareergrowthrequirements.Itsinternal mentorshipprogramsuccessfullyfostersprofessional growthandskillstransferbetweenemployeesand management.
TiberConstructionhasidentifiedspecificKPIsrelatedtoits organizationalsuccessandemployeesatisfaction,which assistsinpromotingandreportingonthecompany’s operations,employees,andfinancialperformance.
Leonoramakesuseofmonthlyengagementsurveystokeep trackofengagementlevelsandretentionratesaswellasto
trackemployeeexpectationsandgrowthrequirementsina rapidlychangingworkingenvironment.
Communicationandemployeeengagementhaveincreased bymorethan60%overthepastyear Tonegatethe historicallackofengagement,lowstaffmorale,lackof understandingofcompanystrategiesandconcerns,poor workperformance,andlackofteamwork,thecompanyhas implementedmoreeffectivecommunicationstrategiesand team-buildinginitiatives,aswellascelebratingemployee achievementsmoreoften.
MaintainingTwo-wayCommunication
Monitoringloweremployeeturnoverratesoverthepast yearindicateshigheremployeesatisfactionand organizationalstability.Conductingacost-benefitanalysis onthefinancialimpactofHRinitiativeshasshown increasedproductivity,reducedturnovercosts,andoverall organizationalperformance.
Collectingqualitativefeedbackfromemployeesviaopenendedsurveyshasgiventhecompanyinsightsintotheir perceptions,ascertainingtheiralignmentwiththe company’svalues,mission,andculture.
LeonoraChettyisadedicatedmemberoftheSouthAfrican BoardofPeoplePractices(SABPP),abodythatupholds thehighestethicalandHRstandardsinSouthAfrica.She remainscommittedtostayingupdatedwithevolvingHR regulationsandensuringcompliancebyactivelyengaging incontinuousprofessionaldevelopment.
Leonora’sproactiveapproachtocomplianceincludes attendingCPDcoursesandworkshops,subscribingto newsletters,leveragingHRsoftware,receivingalertsfrom relevantgovernmentagencies,andnetworkingwithlikemindedprofessionalsandprofessionalorganizations.Her useofacompliancecalendarreflectshermeticulous attentiontodetailinmanagingregulatoryfilings,reporting requirements,andothercompliance-relatedtasks.This commitmenttoongoinglearningandcompliance underscoresherdedicationtoupholdingthehighest standardsinthefieldofhumanresources.
NurturingFutureLeaders
HRTechnologyhasbeenanareaofinvestmentandpriority, providingtherequiredcompliance,analyticalreporting,and self-serviceforemployeesandmanagementalike.
AsanHRleader,Leonoraoffersthefollowingadviceto aspiringHRprofessionalsaimingtomakeapositiveimpact ontheirorganizations:
• TobeaneffectiveHRprofessional,it’scrucialtohave adeepunderstandingoftheorganization’sbusiness operations,goals,andchallenges.Thisknowledgewill enablethealignmentofHRstrategieswithoverall businessobjectives.
• Developstrongcommunicationskills,activelylistento employees,andfacilitateopenandtransparent communicationwithintheorganization.
• EmbraceculturaldiversityinSouthAfricawithvarious cultures,languages,andbackgrounds,fosteran inclusiveworkplaceculturethatvaluesdiversity,and promotesequalopportunitiesforall.
• Stayinformedaboutemploymentlegislationand regulationsinSouthAfrica,astheycanimpactHR practices.
• Investinemployeedevelopmentandtraining programs;askilledandengagedworkforcecontributes significantlytothesuccessoftheorganization.
• Implementeffectivetalentmanagementstrategies, includingrecruitment,onboarding,performance management,andsuccessionplanning,toensurethat theorganizationattracts,retains,anddevelopstop talent.
• Promoteemployeewell-beingbyrecognizingthe importanceofemployeewell-beingandwork-life balance.Implementprogramsandinitiativesthat supportmentalandphysicalhealth,creatingapositive andhealthyworkenvironment.
• Finally,buildstrongrelationships,utilizetechnology, anddemonstrateethicalleadership.Byfocusingon theseaspects,aspiringHRprofessionalscancontribute significantlytothesuccessandpositivecultureoftheir organizationsinSouthAfrica.
Leadership is a to Skill Cultivate,Not Just a Job Responsibility
Growing as a Leader!
Leadership,oftenmistakenasajobtitleorasetof
responsibilities,is,infact,askillthatcanbe cultivatedandhonedovertime.It'snotsomething youarebornwithoracquiresolelythroughapromotion.
Trueleadershiptranscendstheboundariesofhierarchyand encompassesabroadspectrumofqualitiesandbehaviors.
In this article, we'll explore the idea that leadership is a skill to cultivate and discuss how you can grow as a leader, regardless of your current role or position.
LeadershipBeyondTitles
Thetraditionalviewofleadershipisoftenassociatedwith positionsofpowerandauthority.However,contemporary leadershiptheoriesemphasizethatanyone,irrespectiveof theirtitleorrole,canbealeader.Leadershipisabout influence,notcontrol.It'saboutinspiring,motivating,and guidingotherstowardsacommongoal.Therefore,to becomeatrueleader,onemustlookbeyondjobtitlesand responsibilitiesandfocusonpersonalgrowthand development.
SkillstoCultivate
Leadershipisamultifacetedskill,anditinvolvesawide rangeofcompetencies.Herearesomekeyskillsthat leadersshouldcultivate:
1.Self-Awareness:Trueleadershipbeginswithselfawareness.Understandingyourstrengths,weaknesses, values,andbeliefsallowsyoutoleadwithauthenticityand integrity.Self-awareleadersarebetterequippedtomake informeddecisionsandbuildtrustwiththeirteams.
2.EmotionalIntelligence:Empathy,socialskills,and emotionalregulationarecrucialforeffectiveleadership. Leaderswhopossesshighemotionalintelligencecan connectwiththeirteammembersonadeeperlevel, fosteringapositiveandproductiveworkenvironment.
3.Communication:Effectivecommunicationisatthecore ofleadership.Leadersmustbeabletoarticulatetheir vision,giveconstructivefeedback,andlistenactivelyto theirteammembers.Clearandopencommunicationfosters trustandcollaboration.
4.Adaptability:Intoday'sfast-pacedworld,changeis constant.Leadersneedtobeadaptableandopentonew
ideasandperspectives.Theymustbewillingtoembrace changeandguidetheirteamsthroughtransitions.
5.Decision-Making:Makingsounddecisionsisacritical aspectofleadership.Leadersshouldbeabletoanalyze situations,weightheprosandcons,andmakechoicesthat benefittheteamandtheorganizationasawhole.
6.Problem-Solving:Leadershipofteninvolvesaddressing complexchallenges.Leadersneedtobeeffectiveproblem solvers,capableofbreakingdownissuesintomanageable partsandfindingcreativesolutions.
7.Delegation:Delegatingtasksandresponsibilitiesisa vitalskillforleaders.Itallowsleaderstofocusonstrategic aspectswhileempoweringtheirteammemberstotake ownershipoftheirwork.
8.ConflictResolution:Conflictsareinevitableinanygroup ororganization.Leadersshouldbeskilledatmanagingand resolvingconflictsinaconstructiveandrespectfulmanner
9.VisionandStrategy:Astrongleaderhasaclearvisionfor thefutureandtheabilitytocreateastrategicplanto achieveit.Thisvisioninspiresandguidestheteam.
10.TeamBuilding:Buildingahigh-performingteamisa fundamentalleadershipskill.Leadersshouldknowhowto select,develop,andmotivateteammembers.
Cultivatingtheseskillscanhelpindividualsgrowas leaders,whethertheycurrentlyholdaleadershiproleor not.
LeadershipasaContinuousJourney
Becomingaleaderisnotadestination;it'sajourney There'snofixedpointatwhichonecansay,"Iamnowa leader."Leadershipdevelopmentisanongoingprocessthat requiresdedicationandself-improvement.
Here are some steps to consider in your leadership journey:
1.Self-Reflection:Startbyexaminingyourownbehaviors, values,andbeliefs.Assessyourstrengthsandweaknesses asaleader.Understandyourmotivationsandwhatyou hopetoachieveasaleader.
2.SeekFeedback:Solicitfeedbackfromyourpeers, superiors,andteammembers.Thiscanprovidevaluable insightsintoyourleadershipstyleandareasfor improvement.
3.LearnfromOthers:Studytheleadersyouadmire, whethertheyarewithinyourorganizationorfromother walksoflife.Whatqualitiesandpracticesmakethem effectiveleaders?Learnfromtheirexperiences.
4.SetGoals:Establishclear,measurablegoalsforyour leadershipdevelopment.Whatspecificskillsorqualitiesdo youwanttoimprove?Createaplantoworkonthesegoals.
5.PracticeLeadership:Youdon'tneedaformalleadership titletopracticeleadership.Takeonleadershiprolesin projectsorinitiatives.Offertomentororguidecolleagues. Themoreyoupractice,themoreyou'lllearn.
6.EmbraceChallenges:Challengesandsetbacksarepartof theleadershipjourney.Embracethemasopportunitiesto learnandgrow.Overcomingobstaclescanbeapowerful catalystforleadershipdevelopment.
7.StayInformed:Leadershipisnotastaticfield.Stay informedaboutcurrenttrendsandbestpracticesin leadership.Attendworkshops,seminars,orreadbooksand articlesonleadership.
8.Network:Connectwithotherprofessionals,bothwithin andoutsideyourorganization.Networkingcanprovideyou withdiverseperspectivesandopportunitiesforgrowth.
TheImportanceofMentorship
Mentorshipplaysasignificantroleinleadership development.Amentorcanprovideguidance,sharetheir experiences,andofferconstructivefeedback.Theycanhelp younavigatethecomplexitiesofleadershipandprovidea soundingboardforyourideasandconcerns.Ifyouhavethe opportunity,seekoutamentorwhocansupportyour growthasaleader.
Leadership in Practice:
Oneofthebestwaystocultivateleadershipskillsisby puttingthemintopractice.Herearesomestrategiesto integrateleadershipintoyourdailywork:
1.LeadbyExample:Demonstratethequalitiesand behaviorsyouexpectfromyourteam.Youractionssetthe tonefortheworkenvironment.
2.BuildRelationships:Investtimeinbuildingstrong, positiverelationshipswithyourteammembers.Trustand respectarethefoundationofeffectiveleadership.
3.EncourageGrowth:Supporttheprofessionaland personalgrowthofyourteammembers.Provide opportunitiesforthemtolearn,developnewskills,andtake ongreaterresponsibilities.
4.CommunicateEffectively:Beclearandtransparentin yourcommunication.Fosteropendialogueandencourage yourteamtosharetheirideasandconcerns.
5.RecognizeAchievements:Acknowledgeandcelebrate theachievementsofyourteam.Recognitionboostsmorale andmotivation.
6.AdapttoChange:Embracechangewithapositive attitudeandguideyourteamthroughtransitions.Show resilienceandawillingnesstolearnfromchallenges.
7.InspireandMotivate:Paintacompellingvisionforthe futureandmotivateyourteamtoworktowardsit.Inspire themtogivetheirbesteffort.
8.ProvideConstructiveFeedback:Offerfeedbackina constructiveandempatheticmanner.Helpyourteam membersgrowbyhighlightingtheirstrengthsandareasfor improvement.
Inconclusion,leadershipisnotconfinedtojobtitlesand responsibilities.Itisaskillthatcanbecultivatedand developedbyanyonewillingtoembarkonthejourneyof self-discoveryandpersonalgrowth.Leadership encompassesawidearrayofskillsandqualitiesthatgo beyondorganizationalhierarchies.
Whetheryouareateammember,amiddlemanager,ora CEO,youcancontinuallygrowasaleader Thekeyliesin self-reflection,learning,practice,andacommitmentto becomingthebestleaderyoucanbe.Byfocusingonyour personaldevelopmentandstrivingtoinspireandguide thosearoundyou,youcanmakeapositiveimpactinyour workplaceandbeyond.Remember,leadershipisalifelong journey,notadestination.
Leadership is not about being in charge, Its about taking care of those in your charge.
- Simon Sinek
Intoday'srapidlyevolvingworld,technologyservesas thecatalystforpositivechange,shapingnotonly organizationsbutalsothelivesandcommunitiesthey touch.Beyondmerelystreamliningprocessesand automatingtasks,technologyhasthepowertorevolutionize thewaywelive,work,andinteractwithoneanother.When harnessedeffectivelyandalignedwithoverarchingbusiness goals,technologicalinitiativesbecometransformative forces,empoweringemployees,customers,andour businessestoworksmarter,makeinformeddecisions,and achieveunprecedentedlevelsofefficiency.Byembracing innovationandleveragingtechnologyasatoolforprogress, weunlockboundlesspotentialtoupliftindividuals,enhance communities,anddrivepositiveglobalimpact.
MahomedShaik,theCTIOofBlueLabelTelecoms,is keenondrivingmeaningfulchangesattheintersectionof technology,businessanddigitalinnovation.Withovertwo decadesofexperience,includingadecadeasamanagement consultantindiversesectorsandotherleadingindustry initiatives,Mahomedbringsawealthofexpertisetothe table.
Inourdiscussionwithhim,hetalkedabouthisprimary responsibilitiesatBlueLabelTelecoms.
Below are the highlights of our conversation!
Pleasebriefusaboutyourselfandwhatinspiredyouto embarkonthissector.
IamMahomedShaik,passionatelyimmersedinthe intersectionoftechnology,business,anddigitalinnovation. Myjourneybeganasanentrepreneurinfashionretail, cultivatingtheresilienceessentialforbusinesstriumphs. Shiftinggearstofinancialmanagement,Imasteredtheart ofinterpretingandapplyingnumericalinsights,layingthe foundationformyevolutionintoatechnology-focusedrole. Ihavealwaysbeencaptivatedbytheintersectionoffinance andtechnology,andthisfascinationultimatelyledmefirst todiveintothedynamicworldofretailandnowfintech.
Fromanearlyage,Ifoundmyselfcaptivatedbytherapid advancementsintechnology,fromtheriseofpersonal
computingtothedawnoftheinternetage.Istartedcoding attheageof12,althoughIwon'tsaywhichlanguage,asit willgivemyageaway ThisfascinationonlydeepenedasI witnessedthetransformativepoweroftechnologyto revolutionizeindustries,connectcommunities,andshape thewaywelive,work,andinteract.
Whatbeganasafascinationwithgadgetsandgizmossoon evolvedintoadeeperappreciationfortheunderlying principlesofcomputing,coding,transformation,anddigital innovation.AsIdelveddeeperintotheworldoftechnology, Ibecameincreasinglydrawntoitspotentialtotacklesome oftheworld'smostpressingchallenges.Whetherit's harnessingthepoweroftechnologyapplicationstoimprove anddriveefficiencyandproductivity,leveragingblockchain technologytorevolutionizefinanceandsupplychain management,orexploringtheboundlesspossibilitiesof artificialintelligence,data,oraugmentedandvirtualreality, Isawtechnologynotjustasatoolbutasacatalystfor positivechange.
Myjourneyinthetechnologysectorisdrivenbyapassion forexploringthefrontiersofinnovation,unravelingthe mysteriesofemergingtechnologies,andharnessingtheir potentialtocreateabetter,moreconnectedworld.It'sa journeymarkedbyrelentlesscuriosity,continuouslearning, andasteadfastcommitmenttopushingtheboundariesof what'spossible.Myjourneyintothefintechindustryisa blendofadeep-rootedinterestinfinanceandakeen awarenessofthetransformativepoweroftechnology
WithaMaster'sinBusinessAdministration(MBA)from theGordonInstituteofBusinessScience(GIBS),Ilaidthe foundationforacareerthatseamlesslymergesmy academicknowledgewithhands-onexperience.Overthe years,IhaveaccumulatedexpertiseinRetail,Financial Services,ManagementConsultingandFintech.
Couldyougiveourreadersaninsightintoyour companyanditsinceptionstory?
BlueLabelTelecomsisamobiletechnologycompanythat specializesinprepaidproductsandtheelectronic distributionofvirtualmerchandiseandvalue-added
services,includingthefullandseamlessreconciliationof billionsofnanotransactions.
"Anythingthathasalphanumericcharacters,abarcode,ora QRcodecanbevended.Aslongasitcanbedigitized,it canbesold.Theimaginationbecomesthelimitation." ThesearethewordsofBlueLabelTelecomsCo-CEOs MarkLevyandBrettLevy.Intheearly2000s,prepaid airtimeforcellphonescouldonlybeaccessedviaa physicalcard,whichwasveryimpractical.Themaninthe middle(thedistributor)mayhaveonlyneededtostockup onacertaindenominationofprepaidcard(e.g.,ZAR55) andwouldrequireastockquantityoften.Distributing10 cardswaslogisticallyproblematic,asitwouldmeanthe distributoronlyreceivedthemintwotothreeweeks'time. Thetwobrothersrealizedintheearly2000sthatprepaid cellularproductscouldbesimplifiedforthecustomer (user),thedistributor,andthesupplier Thiswasthestartof digitizingprepaidairtimethroughanelectronictop-uppin. Andastheysay,therestishistory.BlueLabelTelecoms nowhasanextendedproductrangesuchasprepaid electricity,vouchers,gamingvouchers,ticketing(events andtransport),anddatasolutions.Furthermore,BlueLabel Telecomshasbroaddistributionchannels(retail,financial services,etc.)andcontinuestogrowitsecosystem.
BlueLabelTelecom'sphilosophyistorelentlesslydrive financialinclusionforthemassmarket.Thisisachieved throughourentrepreneurialflairandourproprietary technologyplatforms.
AsaCIO,whatdoyouconsideryourprimary responsibilityindrivingtheorganization'sdigital strategyandtechnologyinitiatives?
AstheGroupChiefTechnologyandInformationOfficer (CTIO),myprimaryresponsibilityindrivingthe organization'sdigitalstrategyandtechnologyinitiatives revolvesaroundaligningtechnologywiththeoverall businessobjectivesandensuringthattechnology investmentsdelivertangiblevalueandcompetitive advantages.Herearesomekeyaspectsofmyrole:
StrategicPlanning:Iworkcloselywiththeexecutiveteam tounderstandtheorganization'sstrategicgoalsandidentify howtechnologycansupportandenablethoseobjectives. Thisinvolvesdevelopingacomprehensivedigitalstrategy thatoutlinestheroadmapfortechnologyadoption, innovation,andtransformation.
TechnologyInnovation:MyteamandIcontinuouslyassess emergingtechnologiesandindustrytrendstoidentify opportunitiesforinnovationthatcandriveefficiency,
enhancecustomerexperiences,andcreatenewrevenue streams.Thisinvolvesevaluatingthepotentialrisksand benefitsofadoptingnewtechnologiesandchampioning innovationinitiativeswithintheorganization.Currently,we aremodernizingourlegacytechnologyplatformsfromthe groundupsotheyapplythelatestarchitectureapproaches (microservices,composable,etc.),areAPI-first,andhave securitybuiltinasafoundation.
InfrastructureandOperations:Ioverseethemanagementof theorganization'sITinfrastructure,ensuringthatsystems, networks,andapplicationsaresecure,reliable,andscalable tosupportbusinessoperations.Thisincludesimplementing robustcybersecuritymeasurestoprotectagainstthreatsand ensurecompliancewithregulatoryrequirements.
TogetherwiththerestoftheBlueLabelbusiness,Ileadthe organization'sdigitaltransformationefforts,guidingthe adoptionofdigitaltechnologiesandprocessestostreamline operations,improveefficiency,andenhanceagility This includesdigitizingmanualprocesses,leveragingcloud computing,andimplementingenterprise-widedigital platforms.AtBlueLabel,notonlydoweinvestin technologytodriveourdigitaltransformation,butwealso #leavenohumanbehind.Ourworkforceiskeytoour success,andasaresult,wealsoinvestinprogramsand trainingthattransformourmindsets,ourinsights,andour competenciestosucceedinthisnewdigitalworld.
StakeholderEngagement:Icollaboratewithkey stakeholdersacrosstheorganization,includingbusiness leaders,departmentheads,andexternalpartners,toensure thattechnologyinitiativesarealignedwiththeirneedsand priorities.Thisinvolvesfosteringstrongrelationships, communicatingeffectively,andmanagingexpectations throughouttheprojectlifecycle.
TalentDevelopment:Iensurethattheorganizationhasthe skillsandexpertiseneededtosupportitstechnology initiatives.Thisincludespromotingacultureofcontinuous learningandprovidingopportunitiesforprofessional growthandadvancement.Wehaverecentlyintroduceda technologygraduateprogram,whichisresultingin tremendousvaluefortechnologyandbuildingatalent pipeline.
Inyourrole,howdoyouprioritizeandbalance innovationwithmaintainingthestabilityandsecurityof theorganization'sITinfrastructure?
BlueLabel,bynature,isveryentrepreneurial.Infact, entrepreneurshipandbeinginnovativearerootedinour organizationalvalues.Anchoredinthisentrepreneurial spiritthatdrivesbothourorganizationandmyself,myteam andIrecognizetheimportanceofstrikingthisdelicate equilibrium.It'sadynamicjourneywhereourshared ambitionsometimespropelsusaheadofourown expectations.Byseamlesslyintegratingcutting-edge advancementswithrobustriskmanagementpractices,we fortifyoursystemsagainstpotentialthreatswhilefostering acultureofforward-thinkingsolutions.Thisjourneyis underpinnedbyacommitmenttocontinuouslearningand proactivevigilance,empoweringourteamtosafeguardour digitalassets.Throughthisapproach,wenotonlydrive sustainedgrowthbutalsocultivateunwaveringtrustand confidenceamongourstakeholders.
Continuousimprovementiskeyintechnology.Canyou shareanexampleofhowyou'veimplementedprocess improvementsorinnovationstoenhanceITefficiency?
Uponjoiningourorganization,Iimmediatelyrecognizeda criticalbottleneckhinderingourabilitytodelivernew products,features,andupdatestoproductioninatimely manner.Theexistingsoftwaredeploymentprocessrelied heavilyonmanualstepsforcodereview,testing,and deployment,leadingtoinconsistencies,errors,and prolongedleadtimes.
Itookthereinsinmodernizingandstreamliningour developmentprocesstotacklethischallengehead-onand driveITefficiencytonewheights.Thisendeavor commencedwithathoroughassessmentandanalysisofour existingprocesses,pinpointingbottlenecks,evaluatingteam structureandskills,andidentifyingareasripefor improvement.
Armedwithinsightsfromourassessment,weswiftly implementedaseriesoftransformativemeasures.We prioritizedprojectsbasedonstrategicimportance,
reorganizedourdeliveryanddevelopmentteamsinto focusedbusinessandapplicationsquads,andappointed scrummastersandproductownerstospearheadday-to-day deliveryandmanagementtasks.
Thepiècederésistanceofouroverhaulwasdesigningand implementingacutting-edgeContinuous Integration/ContinuousDeployment(CI/CD)pipeline.This revolutionizedourapproachtosoftwaredeployment, automatingkeyprocessesanddrasticallyreducinglead times.
Theresultsspeakvolumes.Complexprojectsandsolutions thatmighthavetakenoverayeartodelivernowtakeless thanhalfthattime.Thismonumentalimprovementhas enhancedourefficiencyandempoweredourorganizationto tacklecomplexstrategicprojectswithunparalleledagility andprecision.
Asaleader,howdoyouencourageapositiveand innovativeculturewithinyourITteam,fostering creativityandprofessionalgrowthamongyourteam members?
InmyroleasCTIO,Iprioritizetheestablishmentoftrust byconsistentlydeliveringoncommitmentsand empoweringmyteammembers.Infact,it'satoppriority forus.Myentireteamnowusesatrustequationwithin technologysothatwecanbuildtrustwithstakeholders, customers,andcolleagues,whichlaysthefoundationfor productivecollaborationandgrowth.
Ibelieveingrantingautonomyandownershiptoourteam members,fosteringasenseofaccountabilityand motivation.Besides,withtheteamIamblessedwith,not onlydoInotneedtomicromanage,theywon'tletme! Embracingdiverseperspectivesandembracingboth successesandfailuresaslearningopportunitiesiskeyto ourcontinuousimprovementjourney Weprovideavenues forlearninganddevelopment,coupledwithregular feedback,toensurethateachteammemberhasthetools theyneedtoexcel.Whileweworkhard,wealsoplayhard. TheBlueLabeltechnologyteamcertainlylovesagood partywhichallowsustoletourhairdowneverynowand again.
Bycreatinganenvironmentwherecreativityisencouraged andachievementsarecelebrated,wecultivateaculture whereinnovationthrivesandourcollectivepotentialis unleashed.
Rethinking Traditional and Notions of Authority Titles
Everhadabosswhoabusedtheirpoweroraleader whojustdidn'tseemtogetit?We'vealldealtwith authorityfigureswhomadeusrolloureyes.The problemoftencomesdowntooutdatedideasofwhat leadershipshouldlooklike.Buttimesarechanging. Hierarchiesareflattening,accesstoinformationisrising, andpeopleareincreasinglyskepticalofthe"becauseIsaid so"styleofleadership.
Authorityandtitlesusedtobeeverything,buttoday leadershipisallabouttrust,relationships,andactually listeningtothepeoplearoundyou.Theleadersofthefuture arecollaborative,notcommanding.They'reinthetrenches withtherestofus,notshoutingordersfromsomecorner office.Leadership2.0isaboutempoweringothers,not controllingthem.It'stimewerethoughttraditionalnotions ofauthorityandwhatrealleadershiplookslike.Thefuture isflat,open,anddemocratic.Thequestionis,areyouready tojoinit?
QuestioningtheValueofTitlesandPositions
Today,traditionalhierarchicalstructuresandnotionsof authoritydon'talwaysleadtothebestoutcomes.Relying ontitlesandpositionsalonetodeterminewholeadsand whofollowscanbeshortsighted.
Trueleadershipcomesinmanyformsandfromunexpected places.Maybetheinternseesasolutionnooneelsehas considered.Perhapstheentry-levelemployeeonthefront lineshasinsightintocustomers'needsthatexecutiveslack. Whenwe'reopentoinputfromanysource,webenefitfrom adiversityofperspectives.
Ratherthanassumingthehighest-rankingpersonshould makeallkeydecisions,lookforleadershipability, expertise,andsoundjudgmentwherevertheyexist.Shared androtatingleadershipmodelswherepeopleleadbasedon theneedsofeachsituationarebecomingmorecommon. Theyhelporganizationsstayagileandinnovative.
Ofcourse,titlesstillhavetheirplaceinestablishing accountabilityandcompensation.Buttheyshouldn'tbethe onlyfactorthatdetermineswhogetsasayorhowmuch influenceeachpersonwields.Lookbeyondthenameplates andcorneroffices.Seepeoplefortheirtalents,knowledge, andpotential,notjusttheirjobdescriptions.
Whenyoudothat,you'llfindleadershipeverywhere.And yourorganizationwillbeallthebetterforit.
FocusingonSkillsandMeritRatherThanAuthority
Whenitcomestoleadership,it'stimetorethinkthe traditionalmodelofauthorityandtitles.Intoday'sfastpaced,globalworkplace,skills,andmeritmattermorethan positionorstatus.
Effectivemodernleadersleadthroughinfluenceand expertise,notcontrolorpoweroverothers.Theyearn respectthroughtheirvision,communication,andtheability todevelopothers.Titleandauthoritymeanlittlewithoutthe rightskillsandmindset.
Whatreallycountsisaleader'scompetence,emotional intelligence,andabilitytomotivateandempowerteams. Theauthoritythatcomeswithatitlewon'tmakeupfora
lackofpeople'sskillsortechnicalexpertise.Teamstoday wantmentorsandcoaches,notbosses.
Thekeyisfocusingondevelopingleadershipqualitiesand agrowthmindset,notchasingahigherpositionormore impressivetitle.Earningtrustandinfluenceisabout continuouslyimprovingyourskills,expandingyour knowledge,andimprovingyourcommunicationand relationship-buildingabilities.
Whenleadersfocusonempoweringothersthrough mentorshipandcoaching,itcreateshighlyengagedteams thatcanadapttochange.Valuingskillsandmeritover authorityandstatusisthehallmarkofprogressive,forwardthinkingorganizationspoisedforsuccess.Theleaderofthe futureleadsthroughinspiration,notcontrol,creatingspace forinnovation,collaboration,andpeakperformance.
Letgooftraditionalnotionsofleadership.Titlesand authorityarefleeting,butskillsandexpertiseendure. Continuousself-improvement,maintainingagrowth mindset,andempoweringothers—that'sthenewleadership modeltoaspireto.Focusonmeritandcompetency,and yourinfluenceandimpactwillgrow
BuildingaCollaborativeTeamCulture
Tobuildacollaborativeteamculture,startbyrethinking traditionalauthoritystructures.Leadersshouldempower teamsbydistributingauthorityandencouragingshared decision-making.
Teamsworkbestwheneachmemberfeelsheardand valued.Asaleader,makespaceforallvoicestobe representedindiscussions.Poseopen-endedquestionsto drawoutdifferentviewpointsandfacilitatemeaningful conversations.Sharedunderstandingandconsensusbuilding,notunilateraldirectives,shouldguideteam decisions.
Fosterpsychologicalsafetybymodelingopennessand vulnerabilityyourself.Admitwhenyou'reunsureofthebest pathforwardandinvitetheteamtoproblem-solvetogether Thankmembersforchallengingideasandtakingrisks. Theirinputmakestheteamsmarterandmorecapable.
Evaluateteamsuccessbasedongroupaccomplishments, notindividualachievements.Celebratewinstogetherand recognizecollaborativeefforts.Thisreinforcesthemindset that"we'reallinthistogether."
Mentornewteammemberstounderstandyour collaborativeculture.Explainthattitlesandhierarchy matterlessthanworkingaspartners.Setclearexpectations foropencommunication,co-creation,andshared leadership.Themorepeopleadoptthismindset,the strongeryourteamwillbecome.
Buildingacollaborativeteamculturerequirespatienceand acommitmenttocontinuousimprovement.Butbyvaluing eachvoice,empoweringshareddecision-making,and focusingongroupsuccess,you'lldevelopaself-reliant, high-performingteam.Andthatisworththeinvestment.
Conclusion
Sodon'tbeafraidtoshakeupthestatusquoandchallenge traditionalpowerstructures.Questionpreconceptionsabout whodeservesaseatatthetableandmakespaceforfresh voicesandperspectives.Thefutureisunwritten,sotakea chanceonpeoplewhodon'tnecessarilyfitthetypicalmold ofaleader.You'lllikelybepleasantlysurprisedbythe results.Attheendoftheday,trueleadershipcomesin manyforms.Andtheleadersoftomorrowmaylooknothing liketheleadersofyesterday.Butthat'sagoodthing—it meanswe'reevolving.Andevolutioniswhatensures progress.
Success is not how high you have climbed, but how you make a positive difference to the world.
- Roy T. Bennett
