ASTD Global Network SA is the official South African global network partner of the International American Society for Training and Development. To date there are only 24 other global networks worldwide. Our aim is to assist the Training and Development/H.R. profession in South Africa to identify and promote awareness of best International Practices, research information on local and international trends and provide opportunities for benchmarking and networking. For more details please visit our website.
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Upcoming Events - Diarise...
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| ASTD European Conference in Copenhagen |
| Date: |
7 - 9 October 2009 |
| Venue: |
Islands Brygge, Copenhagen
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See www.ASTD.dk for the programme.
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| ASTD South American Conference in Brazil |
| Date: |
1 - 4 December 2009 |
| Venue: |
Brazil |
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| ASTD South Africa’s Annual International Conference |
| Date: |
24 - 26 March 2010 |
| Venue: |
Champagne Sports Resort, Drakensberg |
| Theme: |
“Growing Competent Leaders for Africa”
- Featuring over 30 speakers with 9 internationals |
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Visit www.astd.co.za or www.sbs.co.za/astd for the exciting programme.
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| ASTD Pre-Conference Workshops |
| Date: |
23 March 2010 |
| Venue: |
Champagne Sports Resort, Drakensberg |
| Featuring: |
Practical Coaching Techniques (Sunny Stour Roston); Accelerated Learning (Karen Gray); E-Learning (Robert Pfau); How to implement and HR Strategy (Par McLagan) |
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| ASTD Study Group Tour: 66th ASTD Annual Convention |
| Departing: |
10 May 2010 |
| Venue: |
Chicago, US |
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| Best practice visits are planned in Switzerland (Nestle and IMD), and in the US with IBM, where we visit their Innovation Centre and Learning Academy in Armonk. IMD in Switzerland is ranked after Harvard no 2 in the world regarding Executive Education and the best MBA in the world. They recently had all 120 MBA’s visit South African companies over a few weeks as a practical application for their studies. They worked with Government, big enterprises and small entrepreneurs. They have one of the most diversified groups of students from all over the world. They have a great campus and really go all out to host us and share latest thinking in the world of Management and Leadership. Contact Robin for TOUR details. |
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Are you as leader coping in tough times?
- Leaders should invite input from workers about strategies to follow in difficult times and listen to their suggestions as they, as knowledge workers, have a lot to offer.
- “People who have helped you to be successful in the past, have unique insights into what may help you in the future”.
- Leading by example is always a best practice and are you willing to make sacrifices and compromises to assist them?
- In bad times don’t isolate yourself, people appreciate info even if negative.
- Uncertainty and Risk Taking is an important part of business competition and to affectively deal with uncertainty, organisations need to have AGILITY and POWER of ABSORPTION.
- Organisational agility is the ability to identify and capitalise on opportunities faster than the competition.
- Portfolio agility allows companies to quickly relocate resources to other attractive units.
- We also need to absorb damage and wait for golden opportunities to come our way.
- Risk taking is no longer a boring board room subject; it is becoming anew management discipline.
- We need to look at different risk exposures in the network of business relationships (customers, clients, suppliers etc.) to assist us to create more value at the end of the day.
- Risk Leadership Styles can affect our output significantly. See 5 styles:
1) Herd Behaviour - do we just follow the herd and drown ourselves?
2) Optimistic - Are we better Leaders/ Managers than the average?
3) Belief Preservation - Do we still stick to the same views we held in the past?
4) Hindsight Bias - “I told you so”, “This will never work”, ”We tried it“
5) Anchoring - Do we still anchor onto previous successes?
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Competencies most lacking in the Next Generation
(Judy Chartrand and Bonnie Hagemann - The Linkage Organisation) |
- Strategic Thinking: Ability to create a vision and understand the total
enterprise.
- Leading Change: Inspiring others, social intelligence and empathy.
- Ability to create a vision and engage others around us.
- Understanding the total enterprise and how parts work together.
- Baby Boomers are retiring at the rate of one every 8 seconds.
- The vast majority of organisational leaders are Baby Boomers (typical age 58).
- There are 11% fewer Gen X’ers than Baby Boomers.
- Generation Y (25 years and younger) will not be good Management/ Leadership material for years to come.
- The next generation possess many talents: High Integrity, Results delivery and ability to prioritise multiple demands of their time, mastery over the operational side of the business.
- Technological skills are far more advanced than their predecessors.
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The State of The Industry Research Report (2008)
(Learn more about what is happening in our Industry) |
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The latest research report on the local State of the Industry (52 pages) has just been released thanks to some hard work by Marius Meyer and Melanie Bushney as well as students from Unisa. Our thanks to them for the annual overview of what trends are prevalent in our HRD/HR Industry.
Some highlights from the report and trends as well as actual current practices include the following issues:
- Training investment.
- Seta satisfaction.
- Professional Development of HRD Practitioners.
- E-HR Management.
- Knowledge Management.
- Training needs analysis methods.
- Types of training programmes used.
- Training Design and Delivery.
- E-learning.
- Training Evaluation, Training and HR trends.
- Mentoring and Coaching.
- Talent Management.
The report is available in electronic format at R300 for members and R350 for non-members. Please contact juanitapro@mweb.co.za to reserve your copy. |
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Top 9 ways to turn your staff on through Employee Engagement
(Edmund Rudman, Maccauvlei)
1. Fair Reward and Recognition
2. Adequate Development and Career opportunities
3. Good open two way communications
4. Leadership by Example
5. Treat people well
6. Build Trust on an ongoing basis
7. Have a clear performance management system
8. Maintain a healthy work life balance
9. Understand their contribution to the Organisation.
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Achieving HR Success: 10 Key Elements
(E. Rudman)
1. Are you client focussed regarding all employees?
2. Are you needs driven and do you ASK and engage employees?
3. Do you offer the appropriate product and service?
4. Are you ensuring that you have the right people on the bus?
5. Are the right leaders in place to provide vision and support?
6. Are you able to market and sell the HR function appropriately?
7. Are you seen as a business partner in the organisation?
8. Are you continually building the right image and credibility?
9. Are you able to manage HR on business principles?
10. Does the HR Strategy support the Business Strategy?
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Good things,
Robin Probart, President, ASTD Global Networks SA |
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