Transforming Diverse Teams

Video - Fun ways to resolve team conflict

2012-01-27T09:54:00.002+02:00

Another team conflict resolution program by Celebrating Humanity

How knowing your audience can create more sales and opportunities

2011-09-23T12:59:00.000+02:00

Brian Moore talks to David Greenberg on how he has built business and relationships, internationally.

Find out how understanding diversity can make YOU more money! http://ping.fm/PF9sN

Talk straight, talk clearly and talk with respect.

2011-07-20T13:09:00.000+02:00

As the lift descended the two Zulu ladies made their observations of my well-rounded figure...

"Hawu! We sisi! Uwubonile umkhaba? (Gee Sister have you noticed the stomach.)

"Yebo, ngiwubonile. Yinkinsela yempela - sengathi inemali eningi!" (Yes, I have noticed it. Clearly a wealthy person - I'd imagine he has plenty of money)

All this gossip happened in front of me, as they innocently watched the floor indicator panel. I bided my time and as the two ladies prepared to leave the lift, I spoke to them in Zulu. "Sobuye sibonane bomama." (I will see you ladies around some time.)

"Hawu! Hawu!" They squealed in shock. "We didn’t know that you could speak Zulu!"

The event reminded me of similar events where people use their "superior" use of language to make negative observations of people.

Many years ago I used the services of a UK born dentist. I had an afternoon session with him. I had earlier washed my mouth out at a supermarket rest-room after eating a sandwich for lunch. It was not enough. He peered into my mouth and pronounced to his assistant, "It is a foggy day in Liverpool."

In his English way he had said that I had not brushed my teeth. I was very embarrassed and he lost me as a client and a number of others who I spoke to about the event.

In a recent training course my beautiful Hindu wife and I were subjected to abuse from a small group of England born delegates. In loud and profane tones they proceeded to malign the "Indians" and their "ability to speak the truth". This in the round about and sarcastic manner of certain English people. Very little is said directly.

We are however well travelled and understood perfectly. As facilitators we have to be fair, pleasant and respectful to all of our delegates. Any mention of their meanness would reduce the programme to a series of personal attacks. It took us both a lot of internal and interpersonal talk to get close to our normal warm level of communication.

At an earlier course three of the many Afrikaners, on a Celebrating Humanity© course, walked into the conference venue and made similar attacks on Arthie and the programme itself. This time it was in Afrikaans. They too never believed that we could understand and speak their language. Their embarrassment was very visible as the programme unfolded with both of us speaking English, Zulu and Afrikaans.

Numerous African people from our many language groups speak of the way certain English speaking South Africans "Shaya ‘ma angles." (To speak indirectly and in a round about way.) It is an old English habit to lighten the criticism and talk around a challenge, so as not to hurt feelings. Often the hurt is greater because no-one besides the speaker understands the true message until much later.

Some people find it necessary to joke in sexual manner. Their jokes are often below the belt and cause great embarrassment to their colleagues and friends who do not discuss these matters outside of their bedrooms. Most African and Eastern groups do not appreciate such jokes. Others try to get their laughs by bringing down "groups" of people. By race, by colour, by language, by religion and even by hair colour.

The message here is all about respect.

When we isolate ourselves into our common groups and use our cleverness to "secretly" or "publicly" attack others, we damage our ability to develop good working relationships. When we try not "to hurt others feelings", we often cause more pain than we would have by straight talk and without rancour. When we use our own "language" to communicate our jealousy or meanness towards those who communicate in other languages, we often isolate ourselves. When we joke in a manner that is sexual or which brings down other people, we bring ourselves, the listeners and our country down.

We live in a wonderful multi-lingual, multi-cultural and multi-spiritual land. All of our people have a right to respect and dignity. All of us have a duty to be respectful and dignified. One huge step of our journey, to a united land, will take place when begin to tell funny jokes that do not demean, or disrespect other people. And another gigantic step will take place when we talk straight, talk clearly and talk with respect.

Brian V Moore©

Celebrating Humanity International

trainers@africa-dreams.com

24 April 2004

Team Conflict Resolution Options

2011-07-07T13:56:00.001+02:00

The well-known Celebrating Humanity Team Conflict Resolution program has been designed to accommodate teams that are pressed for time and large organisations.

The Harvest program, with an initial 2.5 to 3 days session, gives participants extra time to develop leadership, solutions to challenges and advanced communications skills.

The Mini Harvest program, with an initial 1.5 to 2 day session, is tightly adjusted to build the team in as short a time possible.

Both programs have the Values Circle Process to clear the past, get commitment and a peer-developed code of conduct - to guide the team into the future.

The follow-up processes and programs ensure long lasting and powerfully inclusive change.

Check out our website for more information. Or email Brian V Moore.

Get a proposal.

Check out our new blog on "How we Teach and Learn..."

2011-07-05T11:14:00.002+02:00

Learning Styles, Communication Styles and Relationships

How your learning style affects your relationships and how you can get better results, yourself and with others.

Now that we know that we have a unique learning style, it is important to note that - as a result of that style - we also have unique ways of interacting, communicating, listening and behaving.

This impacts our relationships and our ability to build relationships with others. This impacts teams. companies and individuals.

How we Teach and Learn by Arthie and Brian V Moore

Celebrating Humanity - Team Conflict Resolution©

2011-05-24T10:27:00.001+02:00

Celebrating Humanity - Team Conflict Resolution©
24 May 2011 - Brian V Moore

Celebrating Humanity International has over 20 years experience in diversity training, team building and team conflict resolution.

“Put people together in a way that will have them bouncing ideas off each other, befriending each other, and taking care of each other, and suddenly they are coming to you, not with gripes and problems, but with solutions and great ideas.”
- Richard Branson, in his book, Business Stripped Bare

The focus of this enjoyable, inclusive, participative, non-threatening and effective team unity building© programme is to develop professionalism, trust, motivation, understanding, communication, relationships, unity, accountability and respect within your client’s team.

From challenges - to unified and professional teams

The programme is a combination of diversity management, team building, leadership development, relationship building, communication skills development - ending with a solid long-term team agreement which guides the team to work together into the future. After the intervention all team members start afresh - with a clean slate - clear of all past challenges.

This is not a talk, a negotiation – or a traditional team building - this fun and exciting programme is an interactive, transformational and sustainable experience with wonderful lessons learnt and skills developed!

The Celebrating Humanity Mini Harvest© programme has 3 separate stages, with support and follow-up, to ensure long term success.
Team Conflict Resolution Process

Stage 1 - Initial 2 day programme.

EYE Opener Day 1

Designed to Celebrate the Humanity within your team and develop skills in an Exhilarating Learning© environment and thereby:
Create an environment of respect in the team.
Develop an understanding of communication styles and personalities and how to communicate with respect and effectiveness.
Develop an understanding of team members.
Develop interpersonal communication and respect
Create an environment of communication, solution-finding and praise.
Develop understanding of attitudes and their effect on relationships
Bring the team closer together as colleagues.

Values Circle - Day 2

Develops understanding of how the team should and should not behave and puts the team in charge of its own actions and behaviours.
1.The team creates and commits to a formalised peer-managed Code of Conduct, thereafter all team members clear past interpersonal challenges and commit to the team, and to manage their own actions.
The code of conduct ensures that all team members are committed to work together in a respectful way and commits the team to very brief monthly meetings to:
a.Praise and Honour those who deserve it.
b.Develop understanding
c.Give guidance to values breakers
d.Offer support to those with challenges and send those who will not be guided by the team and who break the agreed rules, for the normal company discipline processes.

Monthly meetings and follow-up +- 1 month after the initial programme.

Sets up the team to maintain the programme, through 1 hour 6 weekly meetings. The first meeting, 2 - 4 hours, is facilitated by a CHI lead facilitator, on site.

The team will receive:-
1.A fully explanatory copy of the Code of Conduct.
2.A copy of their signed commitment to the team.
3.An agenda for the management of the ongoing monthly meetings.
4.Photographs on CD or DVD.
5.Free access to telephonic or e-mail support.

Exhilarating Learning Methodologies

Exhilarating Learning© is non-threatening, effective, fun, lasting and unifying.
Exhilarating Learning© activates all of the human learning senses through group & team-focussed processes and exercises.
Learning is ensured through Inclusivity and the use of Intellectual, Visual, Audio & Kinesthetic sensors.
Inclusivity and Teamwork is ensured through Team reliance on each individuals’ Unique Talents, Skills and Knowledge.
Knowledge and Understanding is developed though the Inclusivity processes.
Teamwork is developed through Group Achievement and the need for Total Participation of all delegates.
Mutual Respect is ensured through the Competition Points System.
Communication Awareness and Skills are developed practically.
Open Minds and Total Participation are ensured through the unique environment and processes.
Long-term Understanding is developed through introspection and the questioning environment.
Tools include the use of various languages, story-telling, music, video & competition.

Testimonials

"On behalf of Team US, from the U.S. Consulate General in Durban, I write to extend our appreciation for and unparalleled experience in cultural sensitisation and team-building!
The 2 day session made our diverse team stronger and more supportive of one another. This (team building) was by far the most meaningful and effective in fostering good communication, mutual respect and a strong spirit of co operation amongst our multi-cultural staff. "
Jill Derderian - United States Consul General - Durban

"There were times when attitudes were so hard and fast that I thought it would be an impossible task to create teams within groups of people that we were working with but Brian and Arthie with incredible insight and genuine humanity were able to find the chink in the armour and break down barriers that had been built and protected for decades.
From those tenuous and fragile beginnings, many teams soared to great heights achieving outstanding results. I am forever indebted to their excellent work.”
- Sue Hall & Associates

Celebrating Humanity International
Diversity Management, Team Building and Team Conflict Resolution Specialists

079 643 4457/ 072 439 4220/ brian@africa-dreams.com

http://www.africa-dreams.com
http://www.celebrating-humanity-projects.com
http://transformdiverseteams.blogspot.com

Arthie and Brian Moore - Profile

2011-05-11T09:36:00.005+02:00

Arthie and Brian Moore

Both Arthie and Brian have many years of Africa and international experience in developing communication and respect within diverse teams, removing conflict within teams, diversity management training and transformational team building.

They love to learn about people, their cultures, traditions and religions and are able to greet in over 80 languages! They are widely travelled and live the lives that they talk about.

Their clients include government, multi-nationals and corporates in South Africa, Namibia, UK, China and USA.

They have positively impacted the lives 1000’s of people through their diversity/ team building programmes.

Arthie Moore

Arthie Moore – General Manager – Celebrating Humanity International

Unique in her way and manner, in bringing about and project managing positive change, International facilitator, writer and project manager Arthie Moore is a multi-faceted gem.

With over a decade in building leadership, respect and accountability within teams and companies she is well known, liked and respected as a powerful and intuitive leader.

Arthie is one of the Inspirational Women at Work- in the book by that name and has been recognized, for developing leadership amongst women, by Former 1^st Lady of Mozambique Mrs Graca Machel-Mandela.

She is currently writing a book on how to build great relationships and is the co-author of the Celebrating Humanity series of diversity, team building and teamconflict resolution programmes.

Brian V Moore - Managing Director – Celebrating HumanityInternational

Another rare human being indeed, author, speaker, facilitator and change agent - Brian V Moore has a unique ability to engage, involve and unite people from any background. His skills in switching language, greetings and body language swiftly build relationships across diversity.

Known as the Peacemaker on the Dusi Canoe Marathon - for his work in bringing peace - between canoeists and rural communities, during the 1990s. He was recognized by Archbishop Desmond Tutu with a Sanlam – Sunday Tribune Community Builder Award.

He has assisted communities to build classrooms and clinics as the Chairperson of the KZN Canoe Union Valley Assistance Fund. Brian was awarded Provincial Colours for this work.

Brian speaks English, isiZulu, Afrikaans fluently and gets by in the various Nguni languages.

With over 25 years of experience in his field, Brian has spoken at numerous functions around South Africa, Namibia, UK, China and USA.

He chaired the 2009 Learning World Conference, in Hong Kong, and presented on Transformational Team Building methodologies.
Presented, and a sponsor of, the London Diversity Conference - in 2008.
Presented to Post Graduates at Quinniapac University, Connecticut - USA.

Author of Team Conflict Resolution Strategies.
Co-author of Celebrating Humanity programmes.

Websites:

http://www.africa-dreams.com

http://www.celebrating-humanity-projects.com

Blogs:

http://transformdiverseteams.blogspot.com
http://wayswelearn.blogspot.com

Email us

Diversity - the culture, religion and colour dance.

2011-05-03T14:37:00.001+02:00

When people talk of diversity - a few delighted horticulturists begin to think happily of a wide variety of biological species.

Most people begin to think of people differences. Some will become almost hysterical, screaming, "Brainwashing!" Others will take up their banners and flags and begin a verbal war dance. They will fight "their" cause and dance with power, anger and rightness. And sadly most of them will be stuck in culture, religion and colour.

Throughout history mankind has chosen to define everything, so that they can group and "understand." So we have words to define white and black people. And when they happen to mix words such as mulattos, quadroons and octaroons were created.

Followers of the religions were divided into religion, race and sect.

And still the dividers tried to define and they threw in all the other possibilities into their people definitions and then proceeded to categorize these "groups" and their "behaviours." Just so that we could understand "them."

This incredible focus on race, colour and religious categorization is unnecessary and instead of bringing understanding - serves to separate people before they have a chance to learn from each other.

When we move into a state of openness and understand that there is only one race - the human race, we will then begin to respect at the level of the human being. This is the emotional intelligence stage that will bring an end to war and separateness. Or to borrow and modify a term from South Africa's history - Apart Hate will end.

Diversity has much more to it, individual uniqueness, personalities, communication and learning styles, talents, abilities, education, age, gender, health, wealth, spirituality, history, country, employment, skills, upbringing etc. Add to those the wonders of our cultures, traditions, beliefs and experience and we have much to teach each other and to celebrate!

Let's stop our vision impeding focus on Diversity through the culture, religion and colour dance. And begin the learning from the Human Wikipedia that surrounds us every day.

Brian V Moore
3 5 2011
brian@africa-dreams.com

Celebrating Humanity International Discussions - on Facebook

I am a lucky man!

2011-04-13T10:35:00.060+02:00

I am a very lucky man!

After a very long time as a very self-sufficient bachelor, a beautiful lady came into my life and in a moment I was married to her. I was notoriously slow and fearful in matters of love. Arthie, bless her active spirit, arranged a birthday party for me on my 45th birthday, bought a ring and on bended knee proposed to me! She then waited for me to set the date for the wedding.

After a brief time she asked me for some time on Valentine’s day - her birthday. I was hoping to take her on a helicopter, a yacht and a train ride on the day. I knew Arthie did not particularly like being up early - so I jokingly said, “Ok. How about 2 hours, between 7 am and 9 am. On the 13th we both participated in a fire walk, once more proving the resilience of our relationship.

That evening Arthie sent me to the local pub, for a business meeting. Lo and behold, all of my friends were there and I began to put 2 and 2 together! It was my stag party! I felt a an amazing rush of excitement - I was getting married the next day!

We arrived early the next morning, at the beautiful Botanic Gardens. I was guided down to the tranquil bird-filled, tree-lined lake to await my beautiful bride. About 30 members of the family and our friends had gathered to witness our wedding. Arthie had arranged for the ceremony to be officiated by a marriage officer. He in turn had gathered as many hymn books as possible and handed them out to our pre-dominantly Hindi guests.

My heart skipped a beat as my beautifully smiling bride appeared, flanked by her family. She glided stunningly towards me in her beautiful white wedding gown. Her image was reflected on the walkway in the pools of rainwater, as she stepped into my life and into my spirit.

The ceremony was incredible and many scenes stand out for me. My mother sang “The best things in life are free.” The marriage officer, as a lay pastor, decided to carry out a full Christian ceremony. He even had our Hindu families and friends singing Christian hymns! I later found out that he was unsure that I would agree to this “surprise” wedding!

I remember the beautiful birds gliding across the lake and a tiny one-legged bird scrounging for insects as we took our vows. In terms of South African law we had to sign the registration forms under a roof and we all squeezed tightly into a tiny office at the garden’s restaurant to do so.

4 yr old Lliam & Dad in London

I will always take with me the special love and beauty of my incredible friend, guide and wife - Arthie. She is so much to me and to our little boy Lliam. She is a nurturer and a leader. She is a doer and designer. She is humble, yet she is strong. She is firm and yet she is sensitive. She is loving and forgiving.

And on top of all this she is a great daughter and daughter-in-law, a marvellous business person, an excellent sister and friend, a teacher and a listener, a shining star and a forward-focused wunderkind who lives in the now, whilst building her legacy for the future!

One of the greatest leadership lessons that I have learnt from Arthie is that of standing back. I am a very strong person and often I take over when something needs to be done. My way gets results but no-one learns from it. Arthie takes a different tack, she shares some wisdom and leaves others to do complete the task. In this way the work gets done and someone else grows. A prime example is our son Lliam.

When he first began to totter around our home, I went onto Daddy standby. The moment he stumbled, I would rush to catch him. My cool and calm guide said, “ He learns by falling. Let him fall.” I struggled against my protecting nature. And now Lliam falls, dusts himself off and carries on at full tilt into his next adventure. When he really hurts himself Arthie is always there for him, but she knows the difference between falling and hurting.

When Lliam picked up a sharp knife, I nearly had a heart attack and Arthie showed him how to use it. When he made a mess, Arthie bought him a small broom and a mop. “I am not going to raise a man so that I have to clean up after him.” He is now 2 years and 8 months old and is an accomplished sweeper and mopper and even makes his own peanut butter sandwiches!

Making sandwiches at his age may sound like a great achievement but that is not the half of it. The peanut butter and syrup are on a shelf more than two metres above the ground. The butter is high up in the fridge. Lliam pushes a bar stool to the high places, takes what he needs and makes a perfect sandwich! To top it all he returns each item to it’s rightful place!

And two weeks ago he suddenly began washing the dishes. He kneels on his bar stool at the sink and washes away quite merrily. He then stacks the clean items in the correct places. This all started by being allowed to experience life without being affected by a bigger person taking over the task or by the unreasonable fears of a parent. “Get down! You will hurt yourself.” or, “Don’t touch that knife! You will cut yourself.”

Standing back takes a lot of courage and selflessness. It is often selfish to take over when helping people and it takes bravery to allow a child to walk down stairs for the first time! Arthie has taught me that managers create controlled and limited results and that leaders create leaders who create brilliant results.

Our little boy is fast becoming a leader who comfortably speaks English and Zulu and greets in 12 languages.

Lliam climbed into his gran’s car recently, released the brake, took it out of gear and “drove” it down our gently inclined driveway until it came to a stop. Arthie and I arrived at the car at the same time. Arthie gently asked, “What are you doing Lliam?” Our little boy firmly stated, “I drive my car!” And we smiled and kept quiet.

Later he told, all who would listen, how he had parked “his” car. Indeed he had! He then asked for the car keys so that he could reverse the car back to where it came from. We didn’t give him the keys. Sometimes a leader understands when his student is just too short to reach the pedals or to see over the dashboard!

Lliam is also offered choices. If he is doing something that we are not comfortable with he is offered a choice of other activities. Instead of wresting a knife out of his hand he may be offered a ride on his pushbike, or a paintbrush and paper. No attention is drawn to the knife, which he hands over without fuss, as Arthie draws attention to a fun and safe activity.

I was raised with a strong focus on what I did wrong. Arthie always focusses our son on good activities and praises him on what he does well. Within 1 week of moving out of the diaper stage, Lliam was getting out of bed saying, “Look mommy, I am dry! Yeah! Yeahhhh!” Within a few weeks he is a “dry” baby, who notifies us when he needs the toilet. Arthie’s praise had created pride and she was rewarded with good behaviour - another great lesson for leaders.

Yes! I am a lucky man. Not only has Arthie helped our child to grow, she does that for everyone, including myself. She has taught me that I can “unite or be right.” A great lesson for those of us who have “all the answers”, or who try to manage every situation. Often when we over control, we lose control and break relationships. She has taught me that very few situations require my input. That I have greater value by allowing people to be and to do.

She is a great speaker and a guiding light in our transformational team-building business, where our focus is on uniting diverse people through their uniquenesses and their actions. She always intuitively knows when to move on to a new process. And if the group needs something special or something different, she knows and makes the change in pace and direction. Arthie is in tune with herself and with people and has saved many failing relationships, with her ability to listen and gently help people move from being victims to becoming leaders.

She has taught me the value of giving and the sheer freedom in personal forgiveness. She has taught me that humanness far out-weighs “winning”. She has taught me about the power of “us” and the value of family. She has taught me that the world rewards action and not thought.

And she is so incredibly beautiful in every possible way! Yes! I am indeed a very lucky man!

Brian V Moore©

Durban - South Africa. 3 November 2003

Update

I am still a lucky man

Sitting here this morning in September 2006 and reflecting upon where we were, when I wrote the first part of our story makes me smile.

Our little business was struggling, we owed hundreds of thousands - to banks and suppliers.

In reality we were in deep trouble, financially and our fledgling business was on it knees. The luckiest man in the world was days away from losing his home. And yet I had never felt so lucky! Days after sending out the Lucky Man newsletter, work came pouring in.

Within 8 months we had cleared our debt. Our business took its first leaps into surrounding countries. We spent time at the beautiful Lake Kariba, - bordering Zambia and Zimbabwe.

And now we are firmly a strongly and international company. Our program - Celebrating Humanity© - changes lives and the world in wonderful and positive ways. Our life’s work will take us to Namibia, Tanzania, Ghana and Mocambique in the near future. And hopefully - the USA and the UK.

But more importantly - Arthie is still a wonderful loving wife and mother, a wonderful friend and an incredible agent for universal transformation.

Lliam is now a wonderful big brother!

2 yr old Kailash, in Namibia

Young Kailash is 2 months old. He is cute, happy, bubbly and smiley. He is a reflection of his family’s love and contentment. He bubbles with joy when his 5 year old brother burps him, baths him or holds him.

We are now 4. And I am still the luckiest and happiest man in the world. What a wonderful journey life can be, if we simply choose to focus on our happiness.

Brian Moore - September 2006.

Update

Kailash, Myself, Lliam & Arthie
On our smallholding - 2010

My beautiful gift Arthie, has delivered 2 beautiful, loving, intelligent and of course naughty boys into our lives. I would not trade any of them for anything!

Young, bright and fun Kailash, is now almost 5 years old and has started school. He bakes with me and cooks with his mother and he is an absolute delight!

Lliam has moved from home school to a public school. He is excelling and is showing his genius at every turn. He too is brilliant in the kitchen and technically. And has upgraded to a vacuum cleaner!

Arthie and I have been married to each other 7 different ways now! Including a Hindu weddng, a Shamanic wedding in the Drakensburg mountains, a Scottish wedding in Gretna Green – in Scotland, a Las Vegas wedding and we retook our vows in a hot air balloon over the Magaliesberg mountains of South Africa.

Our journey has taken us to Namibia, USA, UK, Europe, Zambia and Hong Kong where we have delivered talks, presentations, team building, team conflict resolution and diversity training. Without the wonderful impact of Arthie on my life none of this would have been possible.

I will always be lucky and always be in awe of her incredible care, brilliance, humanness and laughter.

April 2011

Brian MooreThe luckiest man in the World!
Durban - South Africa.

10 Tips for Good Cross-Cultural Communications in the USA

2011-04-11T11:12:00.001+02:00

Celebrating Humanity International
10 Tips for Good Cross-Cultural Communications in the USA

Remember the old adage ‘the best way to remember your story is to tell the truth?’ Well, it’s the same with Intercultural Communications. The best way to interact with others is to be keenly aware of yourself…but also hyper sensitive and receptive to the individuality and autonomous experience of others around you.

Good news? These tips apply whether you are traveling around the globe, interacting in a diverse work environment, or, my favorite this time of year, trying to better understand and appreciate the unique traits of key family members over the holidays!

1. Beware of making assumptions about people based on physical characteristics: race, ethnicity, age, ability, gender, etc. (That can’t be reiterated enough!)

2. Do good research in advance, but do not take ‘country guides’ as being the final word. Individual preferences vary and will trump any group customs, but might be helpful to know that the clock you about to give as a gift to your Chinese host might imply death. ... More

Enjoy

Brian Moore
Email

Can a white guy talk with authority on diversity?

2011-04-03T10:22:00.003+02:00


Zulu Chief Bhengu, and I.

This is in answer to the above question - posted on LinkedIn.

Brian V Moore • Human diversity includes people like myself.

I am what you would call white, a member of an African tribe, descendant of Irish, Scottish, Welsh, English and South African forebears, born in Zambia to a Roman Catholic family, resident in South Africa, my wife is a Hindu South African of Indian descent, I speak a number of African languages, Afrikaans and English, greet in over 100 languages, have worked in the USA, UK, Hong Kong and in numerous parts of Africa.

My diversity experience comes from living amongst and experiencing people, traditions, cultures, religions and I have worked as a peacemaker in rural African communities.

There are two issues here:-
1) How dare I not share my growth and lessons with others who have not had my experiences.
2) How strange it is that we, as diversity specialists, can judge people by colour. A Zulu (African tribe in South Africa) say clearly in this proverb. "Uhlubu’ dlube ‘khasini" Literally - "A bean is revealed when you open the shell."

We cannot know a person by their external appearance. We can only learn about them through either our own experiences of them - or that of others whom they have impacted.

Of course any focused and experienced person can speak with authority on diversity. My wife and I have touched 10s of thousands of lives through our work.

Let the catalysts of change do their work without judgement!

Best wishes

Brian V Moore

Celebrating Humanity International

Team-building and Diversity Training - for Diverse Teams

2011-02-24T15:23:00.001+02:00

A Lutheran Church in Namibia

One of the most exciting aspects of being nominated by our clients, as one of the top training companies in South Africa in 2007, is that we work in the much-maligned area of “Diversity Training", Team-building and Team Conflict Resolution.

When we started the Celebrating Humanity© programme, our main focus was on Diversity Training. And we perceived it as a huge opportunity, to transform teams and build organisations - through respect, understanding and unity.

As we have said, many times over, companies embarking upon a “diversity training initiative,” stand at the crossroads of danger and opportunity. Our Guide to Selecting Teambuilding Providers clearly states, that the opportunity lies in uniting the teams and the greatest danger, in the separation of team members by their “differences.”

Our main guiding principles, are:-

· “At the level of respect, all people are equal.”
· “We add to each other.”
· “There is only one race – the human race.”

Why Diversity Training/ Team building?

Normally a “diversity training/ team building ” initiative, is based in the need to reduce at least one of the following:-

Negativity and Arguing.

Incessant Gossiping & Backbiting.
Cross-cultural Clashes.
Personality Conflicts.
Silly Time-wasting Workplace Disputes.
Frustrating time spent in Dispute Mediation, and at the CCMA.
Unnecessary Labour Lawyers' fees.
Misunderstandings and Mis-communications.
Inability to communicate with diverse clients and colleagues.
A lack of Professionalism and Accountability.
Excessive Absenteeism.
Racism and Prejudice.
Rankism and Departmentalism.
and/ or to lay the groundwork for improving the (Broad Based Black Economic Empowerment (BBBEE) rating of the company/ organisation.

Everyone needs to feel safe.

Whatever the reason for the programme, it is essential that it is based in fun and respect, and is totally non-threatening, inclusive and motivational.

Everybody wants their place in the sun.

One of the biggest challenges with traditional team-building exercises, is that the focus is often on the needs, talents and abilities, of a core group, within a team. The less young, educated, physically talented, or fit the team member - the more they have to rely upon the “cool group.” And the less they enjoy the experience.

These results are often short term and limited.

Involving Diverse Teams

When working with a very diverse group of people, it is critical that the facilitators involve EVERYONE, in a way that is individually important to them, and their existence on the earth. This ensures that each person can, and does contribute.

In the Celebrating Humanity© - Transformational Team-building programmes, processes are fun, exciting, non-threatening and most importantly, everyone participates.

Each person adds value to their teams in some way. The process and methodology must show the value of everybody, in the group. Processes need to show at least some of the knowledge, skills and abilities of each person.

We all add to each other

In a public session, a partially literate Zulu-speaking housekeeper, maKhumalo - sat in a team comprising highly-qualified HR professionals. In the same team - was Kevin Turner, who was raised on a rural Midlands farm and who spoke excellent Zulu.

He and maKhumalo happily shared and communicated their knowledge on culture and tradition to the team. maKhumalo was the expert on Zulu culture, proverbs, ancestry. She brought great value, as did her team members. And similarly Kevin added to the team with his knowledge of Zulu and his warm humanness.

At the point where the team was asked to put together a Kwaito dance, maKhumalo suddenly stood out head-and-shoulders, above her more skilled and reserved team mates. It was delightful to watch her lead them. And they put on a wonderful 2 minute show, for the other teams.

Here was a wonderful lady, from the depths of rural KwaZulu Natal, and she was the stand-out leader for a group of University-educated Human Resources specialists! The exercise demonstrated, that we are all leaders, that we all bring value, and that we all need to respect and value each other.

Teams that understand, that we add to each other, will be far more secure. Through Transformational Team-building, they will know and experience, that the more diverse the team members, the more chances we have to win - through greater knowledge, skills, wisdom and understanding.

Some ways to involve people.

Some of the ways that we involve our delegates, are through their:-

Workplace Knowledge.
History and experience
Background.
Artistic ability.
Joke-telling skills.
Dancing skills.
Language and greetings.
Proverbs.
Body language.
Cultural knowledge.
Beliefs.
Religion.
Music.
Traditions.

· Other relevant Skills and Talents.

Diversity does not only mean culture and religion.

At Lake Kariba, we took the top executives of the Bank of Zambia, through a transformational team-build.

Now Zambians have, since the inauguration of Kenneth Kaunda, believed that they are all “Zambians.” “One Zambia, One nation”, was the clarion cry of former President Kaunda’s government. And it has worked!

The Zambians all stood as one. Not black, or white, Barotse, Ngoni, BaBemba, Nyanja, Batonga or as speakers of any of the over 69 dialects, just Zambians.

The World, South Africa, companies and organisations could learn a lot from the people of this beautiful country.

Thus, in Zambia - there was no desire to bring “cultural diversity” to the team-build. So we found out about the various skills and abilities of the team members, and involved them all in, in that way. They soon knew, just how much, they added to each other.

And one of the most brilliant dancers, in that small section of the programme, was wheelchair-based. He really made that wheelchair dance!

You never know just how your team members add to you, until you experience them as humans.

Skills Development

Any team-building/ diversity training programme that does not develop skills, is not worth the investment.

Transformational Team-building programmes are intended to improve the lives of delegates, by building their personal skills, communication and relationship skills - socially, at the office and at home.

The Celebrating Humanity courses, are now so much in demand, for the wonderful outcomes, that we are regularly asked to run public courses.

Some of the skills would include:-

How to learn more easily for your unique Learning Style.
How your unique Learning Style shapes your Communications Style.
How to assess the Learning Type of the person/s you are communicating with and get stunningly better results, in your communications.
The impact of your Communications Style on your relations in all areas of your life.
Simple and easy, non-judgemental and team-based Personality assessment skills and how to get better results by adjusting your own behaviour.
Understanding body language from different cultural groups. Making adjustments for far better results, with clients and team members.

In a recent chat, with one of our Celebrating Humanity© facilitator’s wife - she said, “Fazal was amazing in the Free State. He greeted the local people in Sesotho and through body language showed his respect. The people were simply amazing to us.”

We know Fazal well and are certain that he would have used his other, easy-to-use communication skills, to further build the relationships, as he went along on his fishing tour.

Sustainability

It is critical to make sure that the team-build is not a once off injection in the spirit of the team! The programme has to include in-house follow up, initially guided by the teambuilding organisation. The Harvest programme ensures sustainability.

Ownership

Another great opportunity to add to this “diversity training,” (now "grown-up" to be Transformational Team-building,) is to ensure that your team owns the change.

In this way, managers and their teams, can drastically reduce the interpersonal war stresses, that once seemed inevitable within teams.

One of the big challenges to “managing” teams, as opposed to “leading” teams, is that most traditional managers still manage people, as if they are their children.

The moment that there is conflict, the traditional parent pulls the kids apart. “Stop that Mary! Go to your room Sipho. If you do that again Bavika, I will punish you!

The only difference is that you cannot fire your kids!

Managers/ leaders that spend all of their time “managing diversity,” are in a boiling pot. They will never be able to focus on their time on doing what they are paid to do and will suffer the consequences of unnecessary stress, both physically, emotionally and in their relationships.

The only way to reduce this stress on businesses, clients, teams and their families is to get all team members managing their own behaviour.

All people are leaders.

This is a fact ignored in most teams.

I was in a local hardware store, a number of years ago, and chatting to a “Shelf packer.” As we were speaking happily, in Zulu, his supervisor marched up and arrogantly demanded that his "underling" go and do his other work. With suppressed anger, my friend bid me farewell and went off, to do his "superiors" bidding.

Little did the young supervisor know, that this same elderly gentleman was the chairman of a number of multi-million Rand development contracts, in his rural village. He could have learnt a lot from him, with a little more respect.

Perhaps this is an extreme example, so let’s take our Kwaito dancer - maKhumalo.

She runs her own home in the beautiful City of Durban. She manages the cleaning, laundry, cooking and kids in a suburban home. She runs a home in far-away Mahlabathini, where she is building a new home and she educates her 3 children. She is not only a “Dance leader,” she is an every day leader.

So why not place the leadership of workplace relationships, in the hands of your team members. They may even guide you, as is the example with our young supervisor. He certainly could have used some gentle guidance!

Increase the Ownership and Accountability

A true Transformational Team-build, with the correct amount of time allocated to the process, will dramatically reduce stress through increasing the ownership, accountability and responsibility of each and every team member!

Once your team decides how they will behave around each other, and what is not acceptable behaviour - they own it and can manage it.

With the right clearing processes, constitution and a 1 hour monthly meeting, this peer-driven process ensures that relationship management - is no longer the responsibility of the managers/ supervisors or the board members.

Transformational Team-building - with the commitment, and full participation, of all management and leadership - has the power to transform teams. And we have the evidence to prove it!

Challenges to succesful outcomes

Some possible challenges to your team-build for diverse teams:-

Leadership/ management sending only “them,” because “we” don’t need it.
Not involving your greater team in the decision-making process. This can lead to poor attendance.
Leaving critical negotiations in the hands of inexperienced and under-qualified team members ( a properly facilitated transformational teambuild will positively change the very way in which your organisation functions.)
Not having good committed project leaders.
Trying to cut costs by:-

Going for the shortest possible intervention. Always dedicate the time to change.
Paying for a once-off intervention. Transformation is a process, not a brief happening.
Saving on the venue. “Let’s do it in the board room.”

The programme will be interrupted, by “emergency situations. If a team members are not available, the emergency is always resolved quite easily, in their absence.
People do not feel respected if the company is cheap, and not prepared to pay for an upmarket venue.
Attendance will be poor and no team-build can be successful, without the team.

Cutting down on the quality and diversity of food and refreshments.

Many diabetics, vegans, vegetarians, followers of Shembe, Judaism, Islam, certain branches of Christianity, Hindus and numerous others - are often not properly catered for, during outings or training sessions.

Utilising “cheaper” service providers who do not dedicate extensive time to understanding your people, your company and your country.

We hope that this story and these guidelines, will help you to select your next team building organisation, with great care.

And we will be delighted to hear from you, or just learn how the diversity training/ team-build worked for your team.

We have experience in Africa and other parts of the World - Such as the Namibia, Zambia, USA, UK and China.

Brian V Moore© Celebrating Humanity International, 415 Bartle Road, Durban, South Africa. February 2007.

Telephone: +27 31 2055 409/ Mobile: +27 79 643 4457

Email: trainers@africa-dreams.com / brian@africa-dreams.com

Projects Site: www.celebrating-humanity-projects.com

Main Site: www.africa-dreams.com

Richard Branson on Managing Change | Share on LinkedIn

2011-02-23T09:01:00.001+02:00

Another very interesting article...

Enjoy,

Brian V Moore

Richard Branson on Managing Change | Share on LinkedIn: "Richard Branson on Managing Change

Virgin Group's founder shares advice on leading a team through a restructuring or merger.

Restructuring can be a difficult process. Even if you've done everything right, sometimes the company needs a new direction because circumstances and opportunities have changed. It is well known that over the years we have closed down or sold a number of the 400 or so Virgin companies we have created.

Companies are tools designed to fulfill a particular purpose. If they are superseded or no longer needed, our group will sell or shut them down. We try our best not to lose people or know-how, but we do not allow ourselves to get nostalgic about the concepts of the companies. When Virgin renews itself, the critics who tut-tut about all the leaves falling to the ground have failed to spot the tree.

To lead your company through a restructuring, you need to take a cold, hard look at the business. (The entire article)

Why Most Corporate Diversity Programs Are Wrong-headed - Glenn Llopis - The Immigrant's Perspective - Forbes

2011-02-23T07:31:00.001+02:00

Glen Llopis shares his perspectives on diversifying the workforce...

It is a good read...

Enjoy,

Brian V Moore

Celebrating Humanity International

+27 79 643 4457

Why Most Corporate Diversity Programs Are Wrong-headed - Glenn Llopis - The Immigrant's Perspective - Forbes: "Glenn Llopis - The Immigrant's Perspective

Why Most Corporate Diversity Programs Are Wrong-headed

The goal of most corporate diversity programs is simple: to increase the percentages of certain minorities in the overall employee pool to mirror the country as a whole. It’s a misguided approach, (more)

Celebrating Humanity and Associates Offering

2011-02-11T11:18:00.003+02:00

Celebrating Humanity International is the brainchild of Arthie and Brian Moore.

They are both highly knowledgeable in the fields of project management, communication, culture, tradition, religions, relationships, behaviour, learning & personality styles and language through experience and dedicated study.

People and organisations looking to grow teams, build unity and professionalism and business focus will benefit tremendously, through their programmes, and those of their associates.

Human development offering are approached, with client needs in mind and are uniquely unifying through their Exhilarating Learning Methodologies.

Corporate and Government

Project Management of events, conferences, training and mainstream projects.
Diversity Consulting
Team Conflict Resolution
Transformational Team Building
Celebrating Humanity Diversity Programmes
Communication & Relationship Building – Personal, Electronic, Diversity
Leadership Development

Diversity Events/ Conferences

Small or large scale – focused on uniting, informing, motivating and delighting diverse teams.

International

Diversity Coaching and Consulting for International Clients
South African Diversity Management Training.
Dealing successfully in business with the Chinese.

Public Sessions

Motivation for alienated South Africans.
Abundance and Prosperity Consciousness" Re-invention and Action plans for those who are out of the financial cycle.
Communication in South Africa

Coaching

Relationship Coaching – with a focus on Diversity.

Training Project Creation and Management

Personal Development

EFT (Emotional Freedom Technique) for:-

Health, emotions, physical, allergies, phobias
Abundance & Prosperity Consciousness

Business Development Services

Facilitation
Consulting
Speaking
MC – utilizing motivation or diversity/ language skills
Diversity Assessments

2011-02-04T12:22:00.004+02:00

Kailash, Brian, Lliam and Arthie Moore - Johannesburg 2011

“At the level of respect, all people are equal.” Brian and Arthie Moore - 2001.

It is our firm belief and experience, at Celebrating HumanityInternational, that “traditional diversity training”, can, by it’s very definition, be boring and divisive.

• In our understanding, the word “diversity” begins with the same three letters as “divide.” This implies a separateness of people.
• A simple definition of “training”: “Teach people what you want them to know and then test them to see if they got it.”

Training, by this definition, is prescriptive and based in the perceptions of the person/s delivering the “messages.”

A simple definition for traditional diversity training = “Making people understand about human differences - as groups and individuals.” Thus further dividing and separating them from the inner humanness - which defines our very existence.

Brian and Arthie Moore - our programme founders have spent the better part of 2 decades developing a highly successful, enjoyable and exciting series of programmes and methodologies, to build respect, understanding, communication and unity amongst people in teams, companies, organizations and general society.

Many years of experience in sharing human uniqueness, has led us to create the Celebrating Humanity© series of programmes.

Celebrating Humanity© programmes deal with Workplace Diversity Management, Diversity sensitisation, Cross-cultural sensitisation, Team Building Communication, and Team Conflict Resolution.

A comparison

In this article we look at the various types of traditional diversity training, as compared to Celebrating Humanity.

Unite, or divide?

Traditional Diversity training is often divisive and can be misleading. It can be seen as a boring, time-wasting “punishment.” Often, and not surprisingly, team members run for cover when they hear that they are going on a "diversity training" course.

One can understand why people are so scared!

So many of us have been programmed to be wary of difference, in others. We have been separated from other human beings, through our daily lives, the media, our friends and family.

Whilst watching the Dr Phil show - I saw a 50 year old man coming to terms with his "programme." His daughter had married a person from another background, and he could not, or would not associate with his daughter and her husband, nor see his "bi-cultural" grandchild.

His programming and societal norms had come into conflict with his love for his own family. He was begging Doctor Phil for help!

I never got to watch the and of the show - it was far too painful for me. I wish that their entire family had been on one of our interventions! It would have united them and opened up respectful, warm and open communication.

Choosing unity, many corporate and government teams, and even members of the public are lining up to get onto our Celebrating Humanity© programmes.

The exhilarating learning methodology, content and facilitators who celebrate individuals and their uniqueness, thus uniting people and their teams. Whilst at the same time developing a practical, experiential knowledge of diversity and opening up communication and further learning.

1.           Types of Diversity Training.

a.           Celebrating Humanity©

A programme of fun, participation, communication, skills development, problems solving resulting in respectful, co-operative teams.

Team members teach each other through team work, competition and celebration.

After a few sessions, other team members ask, beg or demand to attend. Respect, teamwork and communication open up in the workplace and in the family lives of delegates.

b.           Traditional Diversity Training.

Programmes of facilitated knowledge sharing, traditionally in a lecture environment - sometimes through controlled interactive and contrived board or physical games..

Facilitator shares - delegates “learn.”

Staff are instructed to attend, and often do as much as possible to avoid going to the training.

2.           More on Celebrating Humanity©.
A series of sustainable and effective programmes, with a unique exhilarating methodology, that extend from understanding people, removing team conflict and building powerfully united teams and companies.

a) Create the environment - create the results.

Richard Branson, in his book, “Business Stripped Bare”, says:-

“Put people together in a way that will have them bouncing ideas off each other, befriending each other, and taking care of each other, and suddenly they are coming to you, not with gripes and problems, but with solutions and great ideas.”

It is critical for companies and organisations, that wish to reach their full potential, to have the right diversity within their teams and to have their teams on board at the deepest possible level. This has the effect of:-
•             Reducing management stress by putting the control of interpersonal/ diversity challenges into the hands of your team.
•             Removing conflict, gossiping, and backstabbing from the workplace
•             Expanding markets, increasing their profits and ensuring that you all enjoy the journey!

b) Step back from control and get involved!

“I am really sick and tired of this in-fighting! Don’t these people understand anything about the cultures and traditions of their team mates. I spend more time playing mommy and daddy - to my team, than I do performing my work function. You have to come and DO some diversity training!”

So started a conversation with Sheila - the manager of a diverse, under-performing and conflicted team.

Sheila felt that, “they” did not understand each other and it was time to “force-feed” them with some cross-cultural understanding. “Then they will have no excuses for their behaviour!”

We spoke to Sheila about the potential to celebrate the diversity of her team - with them. It is simple to build unity within a team, when they are empowered, open, respectful, responsible and accountable. When they own their lives and their actions, and they are NOT “controlled” by a manager - but managed by themselves.

The Celebrating Humanity© programme is not only about who we are, in terms of background, history, religion, culture and traditions. It is also about the uniqueness of individuals and how we can all make adjustments in our actions, to ensure that we get better results - together.

Without personal ownership and whole team involvement - no amount of “diversity training” is going to transform workplace conflict and individual behaviour. The management and team stress will eventually raise their ugly heads again.

Matters of diversity can be obviously be learnt in a traditional diversity training course by individuals, who are looking for intellectual tools, or even weapons, to manage and control teams. These isolated soldiers for harmony, will carry out their task bravely. Their abilities to “manage diversity” will grow as time goes on, but they will be swimming against the stream.

Sheila took the powerful step, of letting go of her responsibility to “shepherd” her staff and “parent” them. Her team now works well and achieves far more through their diversity, with their diversity and their new responsibilities.

This has proven that the best way to manage diversity in the workplace, is to get your entire team involved in the process, by getting them communicating and managing their own workplace relationships - through peer-created and managed agreements.

a.           7 Basic Principles of Celebrating Humanity© Programmes.

i.             Principle 1. “At the level of respect, all people are equal.” Brian and Arthie Moore - 2002.

Of course we are different and we are all wonderfully unique. Yet if we can develop a respect for the core human being, we will resolve many issues of confusion and conflict caused by prejudice.

By respecting the individual, we respect their humanness and their ability to be good, do good, create, love, care, think, change and to add value to us and the World.

When we separate a person’s actions from their humanness - we see a huge difference between the person and the things that they do. Based upon our understanding we may not respect certain actions of individuals.

A growth in our awareness and understanding may, or may not change these perceptions.

ii.            Principle 2: “There is only one race and that is the Human race.” Brian and Arthie Moore.

Human beings have been given so many "titles", such as:-

African American, Japanese American, French Canadian, French Belgian, Caucasians, Whites, Blacks, Coloureds, Indians, Muslims, American, South African, Italian, Christians, Communists, old people, men, women, gay, straight, fat, thin, rich, successful, bankrupt, lawyer, doctor, manager, worker, labourer, judge, plumber, maid, poor, fit or sick. Some words, that are used, are far less formal, or complimentary.

And each classification allows our logical brains to judge each other, as separate and different “things.” These words disempower us to be ageist, sexist, racist, paternalistic, judgemental, inferior, superior and marginalised! It is as if we are not all simply and wonderfully, "human beings."

iii.          Principle 3: “We add to each other.” Brian and Arthie Moore.

Difference is a huge plus!

When we recognise the fact that we are not in opposition to each other, our uniqueness, or diversity and commonalities, bring us incredible human power. We do not take from each other - we actually add to each other.

And it is that very difference, that can make average teams powerful and multi-diverse teams explosively successful. The knowledge and understanding of these wondrous differences will grow ourselves, our children and the future.

The first step towards personal and business success is an excellent workplace diversity training/ managing diversity and teambuilding programme - such as Celebrating Humanity©.

iv.          Principle 4: We are all perfect as we are. Life rewards our actions.
Whatever their perceptions of themselves, or outside perceptions of them, all human beings were created perfectly. Far too much time is focused on our “imperfections and inabilities.” We are fortunate to be unique, as it is these very differences that challenge us to grow.

By our errors and mistakes, we learn the lessons that guide us to understand what we can do differently. Understanding our innate “perfection” alone will not suffice.

This is the point where our action, brings about personal growth, understanding and results - or negativity and unhappiness. As perfect humans we can choose the actions that we take.

v.           Principle 5: We all deserve a place in the society of our choice.

We all want to belong! Nobody wants to be marginalised by perception.

If we continue to live in our, well-defined, and often prejudiced, little bubbles we will never fully experience life, or the world. We will go to our end without having taken every opportunity to experience the wonders of humanity.

Isolation is normally a self-created and perpetuated state. When we are isolated we never fulfill our full potential. The people around us add to us as we add to them. Particularly those whom we most resist!

In order to be a part of the greater World, indeed to belong, we need to seek out others. We need to create the acceptance that “strangers” cry out for. Thus growing our knowledge through the wonderfully unique people, who surround us.

vi.          Principle 6: We are here to build each other.

When we remove negativity from our relationships, and look for the good in others, we transform ourselves, them and our relationships. This change builds respect and team work, at home, at school, socially and in the workplace.

In order to do this we have to develop our eye for the positive and gratitude, and remove sarcasm, meanness and prejudice from our lives.

The results of these changes have been phenomenal:-

•             Diverse Workplace Teams that came to us in absolute conflict, report back months and even years later, that they are united, successful and stress free. And it naturally flows that stress-free teams are a pleasure to work with! Their customers love to work with them and their focus is on success!

•             A once conflicted Namibian Diamond Mining workshop mining team, by changing their attitudes and actions, took their productivity from a very low 38% to 65%, within a month.

•             Members of the public, who attended a public Celebrating Humanity© session, talk of a fresh feeling of "belonging," and a new awareness of themselves and of the people around them.

i.             Principle 7: Make it Fun!

Celebrating Humanity© programmes © adopt a fun, participative, competition based methodology. This ensures that people from differing, or even “opposing” backgrounds form knowledge sharing teams that compete with each other, in a very safe, enjoyable and inclusive space.

The methodology is such that there is no time for negative domination of the programme by any person/s with their own agenda/s. Teams operate and function from their uniqueness, their united value and their sense of fun.

Time disappears in a wonderful and warm learning experience.

2.           Traditional Diversity Training

Traditional diversity training can be described as a programme of developing understanding of “others”, through lectures, or game-based training - with the sole intention of developing a new intellectual understanding of “others.”

These lessons are often based in the understanding of the “lecturer”, or the books that are used in the development of the training.

This traditional "diversity training”, can add to our separations and is made more scary by a multitude of internet-based reports which list delegate complaints of "mind programming" or of people being "forced " to learn about other cultures.

There is seldom any desire to attend such courses.

a. Management Training

Often managers attend diversity training so that they can learn more about their people. This can have wonderful effects, on their understanding of their team members. It can also create a prejudiced “Them and us” effect.

“They” behave like this and “we” behave like that. Therefore I must do “this” when dealing with “them.”

These managers may have learnt far more by simply interacting and communicating directly with their team members, thereby developing wonderful, practical understanding of diversity through their team.

b. “Offender” training.

When things go pear-shaped in the workplace, when there is conflict at work or with a client - the “offenders” are sent for traditional diversity training. They are seen to have offended and brought the company/ organisation into “disrepute.”

This is almost seen as a rehabilitation of the people concerned. They will often perceive it as a punishment, and that they have failed to fit in.

They will be condemned by their action, and no amount of diversity training, or behavior change, will remove the labels attached to them.

c. International Diversity Training.

Prior to dealing with clients, or colleagues in other countries - a few of the wiser travelers / business people will go and learn about the cultures in those countries.

It is important to note that there are many different groups, languages, cultures, traditions and behaviours in these countries. For example, the official language in the People’s Republic of China is Mandarin Chinese - yet the number of individual languages listed for China is 293, on http://www.ethnologue.com!

With each of these languages will come a variety of differing cultures, religions, traditions, body language and personalities.

A UK-based report on doing business in South Africa - tells UK business people to maintain direct eye contact with South Africans.

That is wonderful advice, when dealing with white Afrikaans and English speaking communities - yet it could be highly offensive, and even seen to be aggressive - amongst most South Africans of African descent.

It is your choice.

Go the traditional way and have your managers to lead the actions and behaviour of your teams - with lessons learnt from their “diversity training.” When this does not work and tension erupts, isolate the offenders, hope the rest of the team gets a shock and transforms.

Your team and client relationships may improve, or could limp along, as normal.

Or, celebrate and unite your people, and your teams - whilst building a new workplace environment and business ethic - through a Celebrating Humanity© programme.

Either way, may we wish you the greatest success - because your greatest wealth lives in the diversity of your people.

Copyright - Brian V Moore

Mphephetha’s Wedding - Great lessons cushioned in a culture shock!

2011-01-31T12:37:00.002+02:00

Joko laughed at my patent nervousness as he lead me into the traditional Zulu gear stalls at Dalton Hostel - in Durban, South Africa.
Animal skins lay around willy-nilly as did drums, umbadada (car tyre sandals) and empty Juba cartons. There was a lot of movement of people entering and leaving the hostel. A number of drunken men lazed in the sun and indolently observed as this big white man entered their own almost tribal domain.

One of them staggered to his feet and aggressively expelling his boozy breath, he demanded to know, “Ufunani umlungu!? (What do you want, white man?). I responded with equal power, “Ufunani umuntu!?” (What do you want Zulu person!?). The inactive audience suddenly burst into surprised and delighted fits of laughter. My interrogator laughed meekly and stumbled towards his friends.

As we entered the dark shops the crafters’ art became apparent. Magnificent Zulu shields, beads, headgear and other finely detailed items of traditional imivunulo (warriors attire) were on display.

Joko greeted everyone, “Sawubona lekhaya! Ngiyahamba no uMthimkhulu!”, and thus was I introduced by my Zulu name, to a chorus of disbelief from the shop owners.

It was mid-year 1993 - a year before South Africa’s independence from the Apartheid government. Prejudice was deep and attitudes ranged from hate to fear in many previously isolated race groups.

Joko - a jovial Zulu man - and I had met a few days earlier at the Pick and Shovel restaurant. I told him of my desire to purchase a traditional Zulu outfit. “No problem.” he said. “We just need to go to Dalton.” “Do you mean the hostel, where there is so much violence.” I asked. He said, “Don’t worry you will be safe, I am taking you.” And here we were.

There was much laughter at my size as we moved from shop to shop. Each one selling a different component. Here shields and there amabeshu (hides shaped to cover behinds). Each craftsperson was skilled in the manufacture of a certain part of the imivunulo. There were fighting sticks, walking sticks, spears and knock down sticks. Head, chest, elbow, leg and waist gear hung from the walls and ceilings.

A few men lay about the place, sleeping off hangovers. Their neighbours sold on their behalf. Every now and again a sleeper’s eye would open. He would grunt his satisfaction and drift back into dreamland.

Slowly compatible pieces were gathered to form my very own outfit. A black and white cowskin shield contrasted well with the light tan impala skin ibeshu that hung over my behind. The beautiful sewn and twisted izinjobo covered the sides of my legs up to the isinene, which covered the front.

There was much laughter when the enthralled shopkeepers showed me a straw thimble, known as iqoyi. This they giggled, would save any man from embarrassment....

Inkosi (Chief) Bhekisisa Bhengu, had become a friend in the Valley of a Thousand Hills, through my peace making and rural development work with the Natal Canoe Union. He was young and very wise, an interesting mixture of modern and traditional. He has travelled to Washington DC - USA and Zimbabwe and is well educated in development and local government issues. He longed for development in his area and was very involved in the traditional respect system.

I drove out to see him, with my new imivunulo in my car. He was as impressed as I was delighted and said, “You must wear this on Saturday at Inkosi Gwala’s wedding.” A thrill of fear and excitement ran through me. It was a year before the first free elections and KwaZulu Natal was racked with political violence. Putting aside my natural trepidation, I agreed to meet him at 10 am on the day of the wedding.

My niece Jean, and I drove down into the valley and arrived at his Emshazi home, across the road from the tribal court. He seemed surprised to see me so early and we hung around and chatted. Every so often he would look at his watch and shake his head and say, “Hayi Bhungane - I don’t know where these people are”. I think he was just trying to settle my western rush to do things, so I relaxed into the day and whatever it was to bring.

After a while Mrs Bhengu fed us. Then we waited and watched the goats and chickens wander around his yard. An old man drove his old van into the yard and opened up the bonnet. We then had a conversation on all things mechanical. Around about 1.30pm Inkosi Bhengu decided it was time. “When is the wedding?” I asked. “It is on now,” he said, “in fact it has been going on all day. Let us get dressed.”, he said.

He called his young son in to help. We, two men from two different worlds, prepared to culturally meet. I am sure my ancestors in Ireland and Scotland were rolling in their graves, as I learnt how to put on my skins. I learnt how to hold my shield and how a warrior should walk and stand. Little bits of string held each component to my body and I felt very exposed in my underpants.

Inkosi Bhengu looked splendid in his imitation leopard skins and I stood proud on my car-tyre sandals, as my unclad parts shone brightly in the African sun. The journey was about to begin. We drove down the hill to Shabalala’s store and he then began to dress. When he was ready, we moved onto Mathowuli’s place. His name comes from the fact that he always has a towel wrapped around his head, like a turban.

Up the hill, on steeply angled red clay roads, to another Bhengu. There was much shouting across the lands from homestead to homestead. The Inkosi was going to the wedding and he was with an umlungu in skins! An incredible excitement seem to hold the valley in its grip.

Baba Bhengu complained of how his imivunulo no longer covered the fullness of his body. He called his young son and asked him to shine his legs with vaseline. “Would you like some?”, he asked as he offered me the jar. “Thank you,” I laughingly answered, “but I already shine far too much!”

The procession gathered people and cars and we met up with Induna Cele who had an impressive python’s skin for his ‘beshu.

The young maidens were now gathering and bounced down the hills towards us. They blew dance whistles, beat on drums and ululated as they jumped into the cars. “Wozani,” the Inkosi called inviting them into his car. “Thank you Inkosi,” they said. “We will go with him.” Girls piled into my car and somehow the Inkosi ended up with me, as well.

The Inkosi and I led his people down the dusty roads, alongside the beautiful dam, to eMaphephethweni. The young maidens still shouted, whistled and ululated with delight to all who would listen!

“Slow down, Bhungane.” said the Inkosi as I hit 40kms per hour. “There is no rush”. At 2.30 pm we cruised into the area. The bride and groom were in traditional Christian outfits as they had just completed the church wedding. Little people in beautiful suits and dresses wandered around the church. Car alarms had been re-wired to run continuously to let the people know that their Inkosi was getting married!

Our own group wound on past the church to the tribal court. At which point my confidence took a temporary and almost traumatic beating. As I stepped from the car, the excited people began to ululate and shout. Many ran toward me. Even little old ladies raised their umbrellas and advanced upon me in a threatening and laughingly aggressive way. I later found out that it was an expression of joy and fun.

The Inkosi walked coolly amongst the people with a tiny smile upon his face. I just smiled, greeted everybody and ducked the “attacking” matriarchs. And stuck like glue to the Inkosi. My petrified niece was as close to me!

“Who is it” A man asked. “Juluka (a famous white Zulu singer/ dancer)? “Maybe,” said another. “but if it is him, he has got very fat!” Later an old man asked me when I was going to sing. I looked at him quizzically, and he said to anyone who would listen,”He doesn’t understand me. He can’t speak Zulu.”

We were lead up the hill towards the homestead. Inkosi Bhengu’s traditionally-clad followers gathered and walked at our sides in a protective and energised squad. We were taken to the VIP hut where we were treated to Zulu hospitality. Jean was led away to be with the women, and I to the amabhuto (the Inkosi’s regiment.). The AmaNgcolosi gathered around their Chief and began to beat their sticks against their shields. A powerful rhythmic noise filled the rolling hills.

Young men would suddenly leap out, dance and spin away, beating their shields and presenting a fearful face to the gathering crowds. Ladies, young and old, began to dance and ululate near the group. Dance whistles blew, drums were beaten and horns were sounded. As the warriors’s passion grew d they continued to “‘giya” with more energy, to the obvious delight of the wedding guests.

We marched down the hill towards the kraal. Singing songs and beating our shields. I was still a little fearful but was becoming more a warrior than a man from the city. The Inkosi showed me how to hold my shield again. I was at one with Africa for perhaps the first time in my life.

The wedding processes went by in a blur. A delighted Inkosi Gwala danced for his bride. She was now dressed in her traditional gear and he in his imivunulo. Gifts were traded back and forth and families were united through the bride and groom.

The young groom “ ‘giya'd” for his people. He danced and showed his masculinity for the appreciative guests to see. He marched with his amabhuto and I ended up in the cattle kraal with them. The names of his ancestors were called by his praise singer and respect for his line was shown.

Later we ate and shared Zulu beer. It is milky in colour and far less alcoholic than western beers. We sat in a huge crowded hut, as the amabhuto sang and danced. The place vibrated and reverberated with energy. Huge cracks opened in the concrete floor from their stamping feet. Globes of sweat ran down their glistening and muscular bodies. The songs were unlike anything that I had ever heard. It was an amazing place to be, in an amazing country, amongst an incredible people.

The sun had set long before we left. Our car lights pierced the darkness of an electricity free Umgeni valley. We reached home after 9 that night. A roadside newspaper seller was shocked to see this “white” Zulu reach out to buy the early edition of the Sunday paper.

With me forever will be other special moments. The image of the amabhutos running, as one, from the surrounding homesteads. The view into the valley of a thousand hills. The smells of the skins. The man who said I should not wear anything beneath my Zulu “kilt”. The maidens running down the hill and Bhengu and his vaseline. The Induna in his python suit. The energy, fear and the acceptance.

And most of all my assimilation into a tribe of Zulu warriors. Into the Bhengus, the AmaNgcolosi of Ndwedwe. My life was forever changed. (I later was part of the clan that met Princess Anne of England.)

Brian V Moore © 24 11 2002. Durban - South Africa.

Celebrating Humanity International

Join us on facebook!

2010-12-29T16:29:00.000+02:00

Please join us on FaceBook!

Latest feedback

2010-03-09T13:43:00.000+02:00

From Sue Hall - 9/3/2010.
"Brian and Arthie have worked with me on numerous occasions building teams through gaining greater understanding and acceptance of one another on a holistic level.

There were times when attitudes were so hard and fast that I thought it would be an impossible task to create teams within groups of people that we were working with but Brian and Arthie with incredible insight and genuine humanity was able to find the chink in the armour and break down barriers that had been built and protected for decades. From those tenuous and fragile beginnings, many teams soared to great heights achieving outstanding results.

I am forever indebted to their excellent work."
Service Category: Business Consultant
Year first hired: 1990 (hired more than once)
Top Qualities: Great Results, Expert, High Integrity

Our Own New York Taxi Driver!

2010-01-08T10:11:00.003+02:00

All people are looking for, is a little respect and recognition; 4 steps to getting more from life.

Our Los Angeles shuttle driver looked bemused, after we had greeted and thanked our hotel porter, in Spanish.
“I thought you guys were from South Africa. Where did you learn Mexican?” He asked.
“Right here, in LA.” I answered.
“How long have you been here”, he asked.
“Two days”, I answered.
“Well, that is incredible! I’ve been here 45 years, and you know more than I do.” He shook his head in amazement, as we set off towards Hollywood Boulevard.

As we traveled down the road, we spoke of our journey through the USA, and how a little respect had built some great friendships. When we arrived in New York, we were guided to Pennsylvania station by a lady - suitcases loaded with South African wine. She was incredibly gracious and kind.

At Penn. station we boarded our first unmarked taxi, to our first rather scary Manhattan hotel. We asked the taxi driver where he was from and what his name was. “Hamid” - he responded, “and I am from Morocco. Where you from?”

“As salaamu alaikum Hamid.”
“Wailakum as salaamu.” he responded.

We greeted and found out how each other were, as we travelled through the busy New York traffic. We found out how long he had been in New York, where his family was and lots of other really human info. We told him that we ran team-building in South Africa. As we chatted, we asked if we could get his phone number, so that we could call him when we needed him. At the end of our journey, he gave us his number and we paid him for the trip.

The next morning, Arthie phoned him. “Ah, the South Africans, he said. And he was perfectly on time, outside our hotel. Off we went to Macy’s. Upon our arrival, we asked what the fee was.
“Twenty dullah,” he said, “You are on vacation.”

Hamid became our friend, our guide and on every occasion - bar the trip to the airport - charged us $20. He would be there at night and in the morning. He was our saviour. We respected him and he respected us. We learnt so much about this very private man from our conversations, and he about us. How many other people have had their own private New York Taxi driver?

Pat, our Irish American, taxi driver nodded and shook his head. He had never heard of that before - “New York taxi drivers are renowned for their focus on money, not on people. That is amazing!”
“And there is more ,” I told Pat. “When we were in Las Vegas, we had a taxi driver as our witness at our wedding!” We looked at each other and laughed, at the wonderful memory.

“No way!” said Pat, “tell me about it,” laughed the big, jovial 3rd generation American. (His grandfather had emigrated to the USA from Ireland, as a young man.)

Arthie took up the story, “As we left Flamingo Casino, we decided to find a chapel and get married again. (This is our 6th wedding to each other.)”
“Never divorced?”
“No, we just love to celebrate our love for each other through weddings and re-affirming our vows.” She continued, “As we stepped out of the hotel, the Concierge stepped up, and asked if we needed a taxi, and where we were going to. He was quite shocked when we told him that we needed to find a chapel, to get married. He asked the taxi driver, if he could do it. The taxi driver nodded, and we climbed in.”

Pat laughed, “And then you asked all about him, didn’t you?

Arthie laughed, “How’d ya know? How’d ya know?” He laughed and settled back to listen to her.

“So, Jahed - who was from Iraq - called his controller on the radio. “You know that chapel downtown, you told me about? I need the address.” After a little time and some strong words, with the controller, Jahed said. “I got it.”

A short while later, we arrived at the Stained Glass Wedding Chapel. Jahed switched off the taxi meter, for the duration of the wedding. Within about 15minutes - we were set and ready for our wedding - dressed in our denims and sneakers. The organisers tried to hire a wedding dress and tuxedo - for about $200 dollars each - but we wanted a quick wedding, without finery!

A short while later a little old lady, in a wig arrived. She was the minister. 5 minutes later, and with some very beautiful words, that we had repeated to each other - we were wed! And Jahed was our witness.”

Pat laughed, his deep Irish laugh and shook his head!

I carried on, “And we got his phone number too. But never needed to use his services again. We had tried another taxi driver - from Ethiopia, but he was really rude. He got the standard tip, and complained bitterly about it. A little respect goes a long way! And disrespect takes you nowhere.”

Pat looked at us in the mirror, and said, “You guys are a true example to us all. You will never want for anything.” We thanked him.

As we drove Pat spoke of his life, the recent death of his father - and how he was handling that. As we drew near Hollywood, he asked us where we wanted to be dropped off. We told him that we had just attended an amazing conference, on building our team-building company, and internet businesses.

“Wherever the red tourist buses are based”, said Arthie. “Oh look, there is one now.”

Our new friend, swung into action and chased the bus. When it came to a halt, he bounded out and asked the driver how we could get on! He was helping his new friends out and was going to do everything that it took to get us on that bus.

And indeed, that is what happened. We wished Pat well, “The top of the morning to you, Pat!” And he hung his head a little, and said, “You speak more Irish than I do.”

Arthie and I have built friendships and relationships, around the World, simply by respecting other people.

4 simple tips to get more from your life.

1) Care More - Life is not only about you. Start to greet people, and treat people, in the way that they want to be greeted and treated. Learn their languages - do not demand to hear yours. Ask about them, talk far less of your self.

2) Give More - Don’t be afraid to help others, be it by listening, caring and even sharing. Don’t always go with the “standard tip.” Look for ways that you can give, rather than seek ways to get. And you shall receive!

3) Love More - You are perfect as you are, however Life rewards action and not thought. When you really begin to like and accept who you are, in every way, then you are able to be more loving. When you love more - you are loved more.

4) Thank More - Live in a permanent state of gratitude. Be thankful for each breath that you take. Be grateful for your family and your friends - AND tell them. Thank people for every thing that they do. Humbly thank people for their compliments. Develop an “attitude of gratitude”, and the world will reward your thankfulness.

Arthie Moore and Brian V Moore
Teambuilding -in South Africa and Diversity Training in South Africa
“At the level of respect, all people are equal.”
Durban, South Africa. 30th April 2008

Your FREE book on transforming diverse teams

2009-11-15T14:24:00.004+02:00

Just sign up for the newsletter on Celebrating Humanity Int. - UK and you will get the link to download your own FREE book.

This wonderful Team Conflict Resolution eBook includes new looks at teams and diversity via free diversity articles, free diversity training articles, free team building articles and free team conflict resolution articles.

Free Diversity Training/Team Building/ Team Conflict Resolution eBook

Enjoy Transform Diverse Teams by Brian V Moore!

Free Diversity and Team Building eBook

Free book on diversity team building/ conflict resolution!

Hospice Feedback

2009-10-17T19:50:00.001+02:00

Here is some feedback from our free session with Hospice...

Theirs is a gift that keeps on giving.. Thank you!

Sawubona/Dumela/Habari/Molo/Shalom Arthie,

I wish to take this opportunity once again to thank you and your husband for your kindness in offering us a free training session on the 2nd October 2009.
Everybody at work has been talking about nothing else but the team building day the whole of last week and how much they felt were appreciated.
We are beginning to see the results and everybody has a sense of belonging and is proud of the work that we do.
Our attitudes and the way we relate with one another have changed, we have learnt the value of mutual respect and understanding.
I have personally learned to be patient and to be a good listener
Thanks a lot. May God bless you and increase you

Masechaba Makhetha
Housekeeping Manager
Hope for life Care Centre

Please let us know if you have any contributions to make to this group. We will link you!

Celebrating Humanity International

2009-10-12T16:28:00.001+02:00

Here is some information on diversity from our new UK site.

Enjoy!

Brian Moore

Celebrating Humanity International: "Traditional Diversity Training - versus Celebrating Humanity Workplace Diversity Interventions

'At the level of respect, all people are equal.” Brian and Arthie Moore - 2002'

'It is our firm belief and experience, at Celebrating Humanity International©, that “traditional diversity training”, by it’s very definition, can be boring and divisive.'

* 'In our understanding, the word “diversity” begins with the same three letters as “divide.” This implies a separateness of people.'
* 'A simple definition of “training”: “Teach people what you want them to know and then test them to see if they got it.” Training, by this definition, is prescriptive and based in the perceptions of the person/s delivering the “messages.”'

'A simple definition for traditional diversity training = “Making people understand about human differences - as groups and individuals.” Thus further dividing and separating them from the innate humanness which defines our very existence.'
' '

'Our founders have spent the better part of 2 decades developing a highly successful, enjoyable and exciting series of programmes and methodologies, to build respect, understanding, communication and unity amongst people in teams, companies, organizations and general society. '
' '

'Many years of experience in sharing human uniqueness, has led us to create the Celebrating Humanity series of Transformational Team Building programmes. Celebrating Humanity programmes deal with Workplace Diversity Management, Diversity sensitisation, Cross-cultural sensitisation and Team Conflict Resolution.'"

What did they say?

2009-10-01T08:30:00.001+02:00

This is a wonderful translation tool to get some idea of what your colleagues, clients, friends or family are saying - when they write in another language. And to write a few words back!

It si great for team building and workplace diversity training!

My name in Chinese is:布賴恩
And in Hindi is: ब्रायन

Enjoy,

Brian...

Tools - Google Translate

Always give more than you get!

2009-09-23T17:49:00.003+02:00

The most important principle, of our Celebrating Humanity International team, is to give more than we receive.

This essentially means that we do, what we do best, for free for deserving organizations - or organizations that impact the lives of others.

On 2 October 2009, we will honor the giving of the Johannesburg Hospice by running a free team building program, for their staff.

If we all took some time to support the givers, and those who do not have, the World will be a much better place.

There are so many of us who sell our time for money - and passionately talk of "making a difference" in the World. Yet when there is free, unbooked and unpaid for time - do we all look for ways to make a difference, at our own cost?

We do. And we will keep on doing so!

Here is a little about Hospice...

Enjoy,

Brian V Moore

The Hospice Concept:

Hospice is a concept of caring derived from medieval times, symbolizing a place where travelers, pilgrims and the sick, wounded or dying could find rest and comfort. The contemporary hospice offers a comprehensive program of care to patients and families facing a life threatening illness. Hospice is primarily a concept of care, not a specific place of care.

Hospice emphasizes palliative rather than curative treatment; quality rather than quantity of life."

Unparalleled experience in cultural sensitization and team-building!

2009-09-08T09:39:00.008+02:00

Save Money and Time, whilst building your teams - through Celebrating their wonderful diversities!

Even in tough times, the Dept. of Labour requires all companies to conduct diversity training. Yet these times require, more than ever, that companies build and motivate their teams. Celebrating Humanity ensures that you can do both!

The Consul General of the US Consulate, in Durban South Africa described our Celebrating Humanity programme as:- "An unparalleled experience in cultural sensitization and team-building!"

Simply because you get both, at the same time - a Services Seta registered Workplace Diversity Training programme- and a stunning Team Build, that actually builds teams, respect, accountability and unity!

Why pay for both, separately?

Testimonial.

This is what the Consul General of the US Consulate, in Durban - South Africa, had to say:-

April 2009.

"On behalf of "Team U.S." from the U.S. Consulate General in Durban, I write to extend our appreciation to the entire Mthimkhulu team for an unparalleled experience in cultural sensitization and team-building! The two-day session with Mthimkhulu made our diverse team stronger and more supportive of one another.

We have participated in team-building activities for the past several years, but many of my colleagues told me that Mthimkhulu's program was by far the most meaningful and most effective in fostering good communication, mutual respect, and a strong spirit of cooperation among our multi-cultural staff-- "exactly what was needed" in the words of one staff member.

I particularly appreciate your thoughtfulness and absolute dedication to Mthimkhulu's goal of “bringing change to the world,” which came across in all that you did, and made the session so worthwhile.

Your organization was selected to conduct our team-building in large measure because follow-through beyond the event is an integral part of your method. We did not desire a once-off feel good event. You more than met our expectations, providing a kick-start and a path for us to engage in a fun but serious process of continually developing and nurturing our Consulate team.

I look forward to staying in contact with you and your team so that we can maintain the positive impact of our Mthimkhulu experience."

With sincere thanks and warm regards,

Jill Derderian,
Consul General,
Durban - South Africa.

Email us for more info! Get a proposal now!

Tight Teams Triumph in Tough Times

2009-09-08T09:14:00.018+02:00

Diversity Training? Or Diversity Team Building?

Save your company plenty of Time and Money!

Build respect, unity and team work, in your teams’ whilst they learn about each other and have FUN!

By Celebrating Humanity International—Established in 1989!

South Africa’s top local and International Team Building, Workplace Diversity Management and Team Conflict Resolution company is now 20 years young!

Celebrating Humanity International is Proudly South African and a Services Seta Recorded Provider.

Founded in 1989, by Brian V Moore, it is now 50% owned and managed by one of South Africa’s top woman entrepreneurs—the inspirational woman at work—Arthie Moore.

Our Level 3 Contributor status qualifies you 110% BEE recognition for Preferential Procurement!

Email us for more info! Get a proposal now!

Are your teams united? Or, are you losing productivity or money to any of the following Workplace Conflicts?

· Negativity and Arguing.
· Poor Team work.
· Incessant Gossiping and Backstabbing
· Low morale and a lack of motivation.
· Personality and Cultural Clashes.
· Silly Time-wasting Disputes.
· Frustrating time spent in Dispute Mediation.
· Unnecessary Labour Lawyers' fees?
· Misunderstandings and Mis-communications.
· Inability to communicate with diverse clients.
· A lack of Professionalism and Accountability.
· Excessive Absenteeism.
· Racism, Sexism, Prejudice.

Or do you just need to have some FUN and to really get to know your team members better?

Email us for more info! Get a proposal

About us:

Celebrating Humanity International, a Proudly South African company, was formed in 1989, and is Level 3 BEE Accredited, and is currently 50% woman owned and managed.

CHI is Services Seta Recorded Provider and all programmes are Services Seta Accredited.
Majority Shareholder and GM, Arthie Moore – recognised by Ms Graca Machel – Former 1st Lady of Mocambique - for developing Leadership amongst Women in SA. She is recognised as an Inspirational Women at Work and is a published contributor in the book, “Inspirational Women at Work.”

MD of CHI, Brian Moore, born in Zambia, grew up in SA, speaks a number of African languages and was “adopted” by a Zulu Chief in KwaNgcolosi, Ndwedwe. He received an award from Archbishop Desmond Tutu for bringing peace between the canoeists and communities along the course of the Dusi Canoe Marathon. He has spoken in the USA, London, Hong Kong and chaired World Learning conference in Hong Kong.

CHI focuses on imparting change throughout SA, through facilitating pro-bono Celebrating Humanity programmes for community groups, schools and hospitals.

CHI operates nationally and internationally, facilitating the Celebrating Humanity programmes and speaking in the UK, the USA, Zambia, Hong Kong, Namibia and throughout South Africa.

Our Clients

We have presented to, and delivered programmes, for:-
The Bank of Zambia, Quinniapac University - Connecticut, USA, Times2 Academy, East Providence, RI, USA, Ethekwini Municipality Diversity programme, Sun-Coast Casino, Eskom, Namdeb - DeBeers Mine in Namibia, BMW, Reuters, Surgetech, Assmang Chrome and Manganese, Standard Bank, Connecticut State Troopers, USA, US Consulate-Durban, SABS, Nashua Mobile, FNB - amongst many others.

Our Transformational Team Building Facilitation Team, on the 2007 Namdeb Diamond Mining Corporation Team Building.

We ran Diversity Team builds for over 2500 people in Namibia!

In order to do so, our team had to practically transform into Namibians, and what a pleasure that was.

Transforming Diverse Teams

Video - Fun ways to resolve team conflict

How knowing your audience can create more sales and opportunities

Talk straight, talk clearly and talk with respect.

Team Conflict Resolution Options

Check out our new blog on "How we Teach and Learn..."

Celebrating Humanity - Team Conflict Resolution©

Arthie and Brian Moore - Profile

Diversity - the culture, religion and colour dance.

I am a lucky man!

10 Tips for Good Cross-Cultural Communications in the USA

Enjoy

Brian MooreEmail

Can a white guy talk with authority on diversity?

Team-building and Diversity Training - for Diverse Teams

Richard Branson on Managing Change | Share on LinkedIn

Why Most Corporate Diversity Programs Are Wrong-headed - Glenn Llopis - The Immigrant's Perspective - Forbes

Celebrating Humanity and Associates Offering

Traditional Diversity Training - versus Celebrating Humanity© Workplace Diversity Interventions.

Mphephetha’s Wedding - Great lessons cushioned in a culture shock!

Join us on facebook!

Latest feedback

Our Own New York Taxi Driver!

Your FREE book on transforming diverse teams

Hospice Feedback

Celebrating Humanity International

What did they say?

Always give more than you get!

Unparalleled experience in cultural sensitization and team-building!

Tight Teams Triumph in Tough Times

Brian Moore
Email