Leadership voice pic

Raise your Leadership Voice

“We All Have a Leadership Voice” 

Vannie Pillay told me this. 

Have you ever heard the phrase “leaders are not born, but made?” Well, it’s not entirely true, because at both the front and the end of the curve sit the outliers. Some are definitely more gifted than others, but all of us need to nurture our skills, gifted or not. Leadership is a skill that requires learning and unlearning, focus, sacrifice, and determination. Over the years, these are the small jewels I’ve gathered, from being a 16-year-old earning his first wages baking bread to running businesses with turnovers in double billions. 

1. LISTEN! 

  • It’s not as easy as it sounds. We are all conditioned to listen to respond. The loudest voice often gets the most attention. But practicing active listening, or listening with intent, often means saying nothing at all. “I hear what you are saying” is not a listening response either. 
  • But, I won’t be obsequious to anyone who doesn’t speak the truth. 

2. HUMILITY 

  • Some people think this means being humble. It plays a part, but it’s not my “go-to” definition. For me, it’s a powerful tool to ensure I don’t think my point of view is more important than yours. 
  • Do no harm – take no sh1t. 

3. BE SELF-AWARE 

  • How you arrive vs. how you show up. Earn your stripes. 
  • How attached are you to your own opinions? 
  • Your ego and your knowledge have no inherent link. 

4. Which brings me to LEARN 

  • Academic learning is important. Don’t let anyone tell you that Qualified by Experience (QBE) is the only thing that matters. The rigor of study creates discipline and a balanced view of what knowledge you need. You’ll get experience by practicing what you learn – see point 7. 
  • If you don’t know something, don’t fear it. Fear is very much an absence of knowledge. I try to learn every day. If you follow principles 1 and 2, learning opportunities will come to you quickly. 

5. COMMUNICATION 

  • Sharing information isn’t communicating. 
  • Until we reach a common understanding of each other’s message, we aren’t communicating. 
  • If we don’t close the feedback loop, we will fail at this 100% of the time. 

6. SEEK FIRST TO UNDERSTAND, THEN TO BE UNDERSTOOD 

  • This one comes from Stephen R. Covey, and it should be tattooed on our arms. 

7. YOU ARE NOT ENTITLED TO ANYTHING. EVER. 

8. Lastly, we aren’t perfect. Often, we will fall short of the leadership principles and high standards we set for ourselves. It’s important to have enough time to reflect each day. By doing this, you will identify when you have fallen short and what you need to do to correct yourself. Don’t get so busy with busyness that you are stripped of TIME TO THINK. 

Written by Wayne Hill 

Wayne, a member of Oaktree People Solutions coaching program (BSmart Grow Me). has been in the hospitality business for over 34 years.  

From humble beginnings working as a baker, through to managing 5 star Hotel properties and complex Food and Beverage assignments around the world, Wayne eventually worked his way up to being the CEO of a large South African employer. Shifting gears after that, Wayne joined the People Group as an executive in charge of Staffing Solutions.  

He spends his free time playing golf and cooking, and exercising his leadership voice to positively influence the lives of those he touches, paying it forward.  

wisdom

Integrating Ancient Wisdom with Modern Business: The Path to Strategic Agility

In the fast-paced world of business, staying ahead means being adaptable and flexible. While today’s leaders talk about strategic agility as a cutting-edge concept, its roots actually stretch back to the ancient wisdom of Aristotle, the famous Greek philosopher. Let’s break down his ideas and see how they can help small and medium-sized enterprises (SMEs) in South Africa navigate the unpredictable terrain of modern business.

Wisdom from the Ages: Insights from Aristotle

Practical Wisdom: Aristotle believed in practical wisdom, which is all about making smart decisions based on the situation at hand. Think of it as using your street smarts in business. For SMEs, this means being able to adapt your strategies to fit the changing circumstances, just like a seasoned entrepreneur would adjust their plans based on what’s happening in the market.

Virtue Ethics and Adaptability: Aristotle also talked about virtue ethics, which is basically about being a good person and doing the right thing. One of the virtues he valued was adaptability—the ability to roll with the punches and bounce back from setbacks. For SMEs, this means being resilient in the face of challenges and embracing change as an opportunity for growth.

The Importance of Context: Aristotle knew that what works in one situation might not work in another. That’s why he emphasised the importance of considering the context when making decisions. In business terms, this means understanding the unique challenges and opportunities facing your SME and tailoring your strategies accordingly.

Finding Balance: Finally, Aristotle believed in finding balance in all things. For SMEs, this means striking a balance between stability and flexibility. While it’s important to have a clear plan and stick to it, it’s also crucial to be able to adapt and change course when necessary. In a recent interview, Talifhani Banks, a South African entrepreneur shared how he puts this into practice by “being obsessed with the vision, yet flexible on the detail.”

Integrating Ancient Wisdom with Modern Business Practices

After having explored Aristotle’s ideas, we may see that all of the above is the foundation of strategic agility, and therefore this is not a new business concept at all. By mastering the above ideas and applying them practically, and then merging them with the recommendations on how to foster strategic agility, you are setting yourself up for sustainable success. Let’s see how they can be applied to the world of SMEs in South Africa – wisdom that transcends eras and geographical borders.

Understanding Strategic Agility

At its core, strategic agility is about being proactive rather than reactive in the face of change. It involves continuously scanning the external environment for emerging trends, threats, and opportunities, and adjusting your strategy accordingly. Unlike traditional long-term planning approaches, which may be rigid and inflexible, strategic agility emphasises flexibility, adaptability, and responsiveness.

The Importance of Strategic Agility for SMEs

Strategies for Fostering Strategic Agility

  1. Develop a Learning Culture: Encourage curiosity, experimentation, and continuous learning among your team members. Create space for open dialogue and idea sharing, and foster a mindset of innovation and adaptation.
  2. Embrace Technology: Leverage technology to gather real-time data, track market trends, and monitor competitor activity. Invest in agile project management tools and digital platforms that facilitate collaboration and communication across your business. Technology can also be used to automate a variety of functions, including financial management, payroll, and managing your human resources.
  3. Build Strategic Partnerships: Network and collaborate with other businesses (big and small), industry experts, and research institutions to access new markets, share resources, and exchange knowledge. Strategic partnerships can provide SMEs with valuable insights and capabilities that enhance their agility and competitiveness.
  4. Focus on Customer Centricity: Stay in tune to the needs and preferences of your customers, and be willing to adjust your products, services, and business processes accordingly. Solicit feedback regularly, and use customer insights to inform your strategic decisions.
  5. Empower Your Team: Delegate decision-making authority and empower your team members to take ownership of their work. Encourage autonomy, accountability, and creativity, and provide the support and resources they need to succeed.

Conclusion

Today’s business demands adaptability and resilience. While strategic agility is often hailed as a modern concept, Aristotle’s timeless wisdom reminds us that its principles have ancient roots. By mastering adaptability, resilience, context, and balance, SMEs in South Africa can thrive in today’s dynamic environment. Integrating ancient wisdom with modern strategies, SMEs can chart a course for sustained success.

Employment contract signing job deal Recruitment concept

The Importance of Clear Employment and Commercial Contracts: Lessons from Recent Legal Cases

Why Clear Contracts Matter

In the business world, having clear agreements with your employees (and business partners) is essential. These written contracts are like maps that guide everyone through potential conflicts or misunderstandings. Recent legal cases show just how crucial they are. In this article, we focus on agreements between employers and employees.

Legal Basics: Understanding Section 29

In South Africa, there’s a rule (Section 29 of the Basic Conditions of Employment Act) that says employers need to give employees written job details. This isn’t just paperwork—it’s about making sure everyone knows where they stand. And it’s especially important when there’s a disagreement.

Navigating Contractual Disputes: The Case of Three Executives

In a recent case involving Passenger Rail Agency of South Africa and Others v Martha Ngoye and Others (handed down on 26 March 2004), three executives faced dismissal when their employer claimed their contracts had expired. However, two of these executives disputed this, pointing to their written contracts which stated they held permanent positions. Unsurprisingly, these executives emerged victorious, their claims supported by the explicit terms of their contracts.

The Significance of Contractual Details

The significance of these contracts went beyond job titles; they contained provisions stating that changes couldn’t be made without being reduced to writing. This safeguarded against arbitrary modifications and ensured stability in employment terms.

Unravelling Company Policies: Understanding Contractual Confusion

The situation highlighted a curious discrepancy: while the employer asserted that all executives were on 5-year fixed-term contracts, the contracts of the disputed executives indicated permanent employment. It’s plausible that a policy shift within the company led to confusion regarding contractual terms. This scenario underscores the intricate interplay between company policies and legal obligations in the realm of labour law. While company policies may outline general practices, they must align with legal requirements to ensure compliance and protect the rights of employees. In cases where policies deviate from legal mandates, as seen here, confusion and disputes may arise, emphasising the importance of clarity and coherence between internal policies and statutory regulations.

Examining Tenure: A Case of Implicit Contractual Rights

As for the third executive, despite receiving a promotion, no new contract was signed. While it’s unclear whether their initial contract specified permanent or fixed-term employment, the court noted their lengthy tenure of 12 years, suggesting a stable, long-term arrangement.

Legal Implications: Upholding Employment Rights

Ultimately, the court ruled in favour of the executives, deeming their terminations unlawful. This outcome underscores the importance of documenting any changes to employment terms. By ensuring that modifications are formally recorded, businesses can avoid legal disputes and maintain transparent, fair employment practices.

How to Protect Your Business: Our Approach at Ignite Hub

At Ignite SME Hub, we help small and medium-sized businesses draft contracts that cover all the bases. Whether it’s setting the job duration or dealing with changes down the road, we’ve got you covered. Because when you have clear contracts, you’re not just protecting yourself—you’re building trust with your team.

In Summary: Why it Pays to Get it Right

So, what’s the bottom line? Written contracts aren’t just about following the law—they’re about keeping your business on solid ground. By making sure everyone knows what’s expected from the start, you’re not just avoiding headaches later on. You’re showing your employees that you value fairness and honesty in the workplace. And that’s a win-win for everyone.