Women’s Empowerment: Shattering “Glass Ceilings” Because Glass is Breakable  

<p>The landscape of skills development in South Africa is undergoing a significant transformation, as highlighted in a recent webinar <a href="https://corporateeducation.regenesys.net/impact-on-skills-development/">Impact on Skills Development: Exploring the Shift from SETAs to QCTO Qualifications</a> hosted by Regenesys Corporate Education. The transition from <a href="https://www.servicesseta.org.za/">Skills Education and Training Authorities (SETAs)</a> to <a href="https://www.qcto.org.za/">Quality Council for Trades and Occupations (QCTO)</a> qualifications marks a pivotal shift in the nation&#8217;s approach to education and training. This article delves into the key insights and takeaways from the webinar moderated by <a href="https://za.linkedin.com/in/kapiljaggeth">Kapil Jaggeth</a> CEO of <a href="https://corporateeducation.regenesys.net/">Regenesys Corporate Education</a>, shedding light on the implications of this change for individuals, businesses, and the broader economy.</p>
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<h3>A New Era in Skills Development</h3>
<p>The move towards <a href="https://www.qcto.org.za/registered-occupational-qualifications.html#:~:text=The%20QCTO's%20role%20is%20to,of%20the%20National%20Qualifications%20Framework.">QCTO qualifications</a> is not merely a structural change; it represents a paradigm shift in how skills development is conceptualised and delivered. As <a href="https://www.linkedin.com/in/vijayen-naidoo-1b326615a/?originalSubdomain=za">Mr. Vijayen Naidoo</a>, CEO of <a href="https://www.qcto.org.za/">QCTO</a>, articulated, &#8220;This transition is about streamlining the quality assurance process and responding adequately to the demands of the current job market.&#8221; The aim is to create a more coordinated approach to qualifications, ensuring they are relevant and responsive to industry needs.</p>
<p>One of the critical aspects discussed was the role of SETAs post-transition. <a href="https://za.linkedin.com/in/elainebrass">Elaine Brass</a>, CEO of <a href="https://www.hwseta.org.za/">HWSETA</a>, emphasised that SETAs will continue to play a crucial role as quality partners of QCTO. They will carry out mandated functions such as qualifications development, learner registration, and assisting with final assessments. This collaboration between SETAs and QCTO is crucial for maintaining continuity and ensuring a seamless transition for all stakeholders.</p>
<h3>Addressing Concerns and Embracing Opportunities</h3>
<p>The webinar also addressed some of the concerns surrounding the transition. One of the main questions was about the impact on learnerships. <a href="https://www.mict.org.za/about-us/senior-management/#:~:text=MANAGER%3A%20LEARNING%20PROGRAMMES-,Natalie%20Nelson,-SENIOR%20MANAGER%3A%20EDUCATION">Natalie Nelson</a>, Senior Manager at <a href="https://www.mict.org.za/">MICT SETA</a>, explained that while there may be challenges, particularly with longer qualifications, there is provision for an integrated learning approach that includes theoretical, practical, and workplace components. This ensures that learnerships remain a valuable and effective means of skills development.</p>
<p><a href="https://za.linkedin.com/in/dr-felleng-yende-519a4b35">Dr. Felleng Yende</a>, CEO of <a href="https://www.fpmseta.org.za/">FP&amp;M SETA</a>, highlighted the importance of engagement with industry stakeholders. She stressed that businesses need to be actively involved in the transition process to ensure that the new qualifications meet industry expectations and demands. This active involvement is essential for aligning the qualifications with the real-world needs of the South African economy.</p>
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<h3>Ensuring a Smooth Transition</h3>
<p>The webinar also shed light on the mechanisms in place to ensure a smooth transition to QCTO qualifications. One of the key strategies is the development of a comprehensive framework for quality assurance. This framework aims to maintain high standards of education and training while ensuring that the qualifications are aligned with industry requirements.</p>
<p>Another important aspect highlighted by Kapil Jaggeth was the role of assessors and moderators in the new framework. Despite the changes, their expertise remains crucial, especially in the <a href="https://www.etdpseta.org.za/etd/eisa">External Integrated Summative Assessment (EISA)</a> centres. These centres are pivotal in evaluating learner competence and ensuring that the qualifications meet the required standards.</p>
<h3>Challenges and Solutions</h3>
<p>While the transition presents numerous opportunities, it also poses challenges. One of the concerns raised during the webinar was the capacity of QCTO to handle the increased responsibilities. Mr. Vijayen Naidoo acknowledged these concerns but assured that measures are being taken to enhance capacity and ensure efficient service delivery.</p>
<p>Furthermore, the webinar addressed the issue of funding and the duration of qualifications. The shift to a more nationalised assessment system aims to align funding models with the actual needs of the qualifications, ensuring that resources are utilised effectively.</p>
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<h3>The Future of Skills Development in South Africa</h3>
<p>As South Africa embarks on this new chapter in skills development, the focus is on creating a system that is adaptable, responsive, and aligned with the evolving needs of the economy. The transition to QCTO qualifications is a step towards achieving this goal, as it emphasises the importance of quality assurance and industry relevance.</p>
<p>The collaborative efforts of SETAs, QCTO, and industry stakeholders are crucial in this journey. By working together, they can ensure that the skills development system not only meets the current demands but is also prepared for future challenges.</p>
<p>As the transition progresses, it is clear that ongoing dialogue and engagement with all stakeholders will be crucial. The webinar underscored the need for a collaborative approach to address challenges and leverage opportunities. The ultimate goal is to enhance the quality and relevance of skills development in South Africa, thereby contributing to economic growth and social development.</p>
<p>The shift from SETAs to QCTO qualifications represents a significant milestone in South Africa&#8217;s journey towards a more effective and responsive skills development system. By embracing this change and working together, stakeholders can ensure that the nation&#8217;s workforce is equipped with the skills and knowledge needed to thrive in today’s ever-evolving global economy.</p>
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<h3>Embracing Change for a Brighter Future</h3>
<p>The transition from SETAs to QCTO qualifications is a transformative move that holds the promise of a more dynamic and effective skills development system in South Africa. The insights from the webinar highlight the importance of collaboration, quality assurance, and industry alignment in making this transition successful.</p>
<p>As stakeholders navigate through this change, it is essential to keep the lines of communication open, address challenges proactively, and embrace the opportunities that lie ahead. By doing so, South Africa can build a workforce that is not only skilled but also adaptable and ready to thrive in a dynamic economy.</p>
<p style="text-align: center;"><a href="https://www.youtube.com/watch?v=oRODQ25eQKU&amp;t=1417s&amp;pp=ygUmcmVnZW5lc3lzIGJ1c2luZXNzIHNjaG9vbCBzb3V0aCBhZnJpY2E%3D">Click Below</a> to watch the full session and gain valuable insights on the <strong>Impact on Skills Development: Exploring the Shift from SETAs to QCTO Qualifications</strong></p>
<div class="ast-oembed-container " style="height: 100%;"><iframe title="Impact on Skills Development: Exploring the Shift from SETAs to QCTO Qualifications" width="500" height="281" src="https://www.youtube.com/embed/oRODQ25eQKU?start=1417&#038;feature=oembed" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" referrerpolicy="strict-origin-when-cross-origin" allowfullscreen></iframe></div>
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<p>Written By Thabiso Makekele</p>


Navigating the Shift: Insights on the SETAs to QCTO Transition

<p style="text-align: center;"><strong>In an era where </strong><a href="https://www.datanami.com/2023/02/16/turning-quintillion-bytes-of-data-into-opportunities/#:~:text=Approximately%202.5%20quintillion%20bytes%20of,and%20opportunity%20of%20organized%20data."><strong>2.5 quintillion bytes</strong></a><strong> of data are generated each day, the role of Big Data in shaping business futures cannot be overstated, yet only </strong><a href="https://www.zippia.com/advice/big-data-statistics/#:~:text=What%20percentage%20of%20companies%20use,their%20organizations%20as%20data%2Ddriven."><strong>24% of companies</strong></a><strong> use big data analytics.</strong></p>
<p>This staggering figure isn&#8217;t merely a statistic; it represents the pulse of global digital transformation, influencing everything from consumer behaviour to strategic decision-making processes. The integration of Big Data into business operations isn&#8217;t just an option; it has become a necessity for those aiming to maintain a competitive edge and harness the power of data-driven insights. As we delve into the intricacies of how Big Data is revolutionising business decision-making, we also spotlight the pivotal role of Data Science, offering a beacon for businesses aspiring to navigate the complexities of the digital age.</p>
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<h3>What is Big Data</h3>
<p><a href="https://www.oracle.com/za/big-data/what-is-big-data/#:~:text=The%20definition%20of%20big%20data,especially%20from%20new%20data%20sources.">Big Data</a> is the lifeblood of modern enterprises, fuelling innovations and guiding strategic decisions. Its impact on decision-making processes is profound, enabling organisations to transition from intuition-based to evidence-based strategies. By analysing vast datasets, companies can uncover patterns, trends, and insights that were previously obscured, leading to more informed, accurate, and effective decisions.</p>
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<p>The application of Big Data spans across various domains, from enhancing customer experiences and optimising operations to predictive analytics and risk management. For instance, in the retail industry, Big Data analytics can predict consumer buying behaviour, allowing for stock optimisation and personalised marketing strategies. Similarly, in finance, it can improve risk assessment models, leading to better credit scoring systems and fraud detection mechanisms.</p>
<h3>What is Data Science</h3>
<p>At the heart of Big Data&#8217;s transformative power is <a href="https://aws.amazon.com/what-is/data-science/#:~:text=Data%20science%20is%20the%20study,analyze%20large%20amounts%20of%20data.">Data Science</a>. This interdisciplinary field, combining <a href="https://www.techtarget.com/whatis/definition/statistical-analysis#:~:text=Statistical%20analysis%20is%20the%20collection,or%20designing%20surveys%20and%20studies.">statistical analysis</a>, <a href="https://en.wikipedia.org/wiki/Machine_learning">machine learning</a>, and <a href="https://www.investopedia.com/terms/d/data-analytics.asp">data analytics</a>, is pivotal in extracting meaningful insights from complex datasets. Data Scientists are the architects of decision-making in the 21st century, wielding the tools and techniques necessary to navigate the vast seas of data.</p>
<p>The integration of Data Science into business strategies facilitates a more nuanced understanding of market dynamics, customer preferences, and operational efficiencies. By leveraging predictive models and advanced analytics, businesses can forecast future trends, optimise resource allocation, and innovate products and services tailored to evolving market needs.</p>
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<h3>How Data Science is Empowering Decision-Makers</h3>
<p>The journey into Data Science equips decision-makers with a powerful toolkit for tackling the most daunting of business challenges. It&#8217;s about transforming raw data into a strategic asset. Consider the realm of customer relationship management, where Data Science methodologies enable businesses to segment customers more accurately, predict future buying behaviours, and tailor marketing efforts to individual needs. This not only enhances customer satisfaction but also significantly boosts sales and loyalty.</p>
<p>Moreover, in the dynamic world of finance, Data Science techniques such as machine learning models are revolutionising the way institutions manage risk, detect fraudulent activities, and make investment decisions. These models process vast datasets at incredible speeds, identifying patterns and anomalies that human analysts might overlook, thereby safeguarding assets and optimising financial performance.</p>
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<h3>Innovation Through Data Science</h3>
<p>Innovation is at the heart of Data Science. As technologies advance and the volume of data grows, so too does the opportunity for new and groundbreaking applications of Data Science. This ongoing evolution requires a commitment to continuous learning and adaptation. For professionals in the field, this means staying abreast of the latest tools, techniques, and trends in Data Science. <a href="https://www.digitalregenesys.com/all-courses/data-science">Data Science courses</a> are designed not just as a foundation but as a springboard into lifelong learning in the field, encouraging participants to explore emerging areas such as <a href="https://aws.amazon.com/what-is/deep-learning/#:~:text=Deep%20learning%20is%20a%20method,produce%20accurate%20insights%20and%20predictions.">deep learning</a>, <a href="https://www.ibm.com/topics/natural-language-processing">natural language processing</a>, and <a href="https://cloud.google.com/learn/what-is-predictive-analytics#:~:text=Predictive%20analytics%20is%20the%20process,that%20might%20predict%20future%20behavior.">predictive analytics</a>.</p>
<h3>Real-World Applications: Data Science in Action</h3>
<p>The application of Data Science in strategic business decisions is vast and varied. For example, a telecommunications company might use Big Data analytics to identify high-risk customers likely to churn, enabling targeted customer retention strategies. Similarly, a healthcare provider could leverage predictive analytics to improve patient outcomes by forecasting disease trends and optimising treatment plans.</p>
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<p>Moreover, the integration of Data Science into supply chain management can lead to significant efficiencies, reducing costs and improving service levels. By analysing data from various sources, companies can predict supply chain disruptions and adjust their strategies accordingly, ensuring seamless operations and customer satisfaction.</p>
<h3>How to Harness the Power of Data Science for Strategic Decisions</h3>
<p>For businesses aiming to leverage Big Data, the journey begins with investing in <a href="https://www.digitalregenesys.com/all-courses/data-science">Data Science education</a> and expertise. Understanding the principles of Data Science and its application in real-world scenarios is crucial for leaders seeking to make informed decisions. A <a href="https://corporateeducation.regenesys.net/digital-regenesys/#:~:text=the%20digital%20age.-,Data%20Science,-Download%20Brochure">Data Science course</a> offers a comprehensive curriculum designed to equip professionals with the knowledge and skills required to harness the power of Big Data.</p>
<p>Through hands-on projects and case studies, participants will learn how to apply statistical methods, machine learning algorithms, and data analytics techniques to solve business problems. <a href="https://www.digitalregenesys.com/all-courses/data-science">Data Science courses</a> not only provides a deep dive into the technical aspects of Data Science but also emphasises strategic thinking and the ethical considerations of data usage.</p>
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<h3>The Future of Data Science in Business</h3>
<p>The future of business is being rewritten by the invisible hand of Data Science, an exhilarating frontier where the mastery of data unlocks a realm of possibilities previously unimagined. Envision a world where every decision, from the minutiae to the monumental, is informed by a deep understanding of data, where businesses not only react to the present but anticipate the future. This is not the stuff of science fiction but the reality of tomorrow&#8217;s business landscape, shaped by the insights and innovations driven by Data Science.</p>
<p>Imagine harnessing the power to predict consumer behaviour, streamline operations, and disrupt markets with groundbreaking innovations. Data Science is the catalyst for this transformation, offering a lens to see beyond the horizon and a map to navigate the complexities of the digital age. The potential is not just to survive but to thrive, to lead industries with confidence and foresight.</p>
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<p>Embracing Data Science is not just investing in technology; it&#8217;s investing in a future where data is the cornerstone of strategic decision-making. This is the promise of Data Science in business: a future where every challenge is met with data-driven clarity and every opportunity is seized with informed precision. The future is calling; let&#8217;s answer with the boldness of curiosity and the courage of conviction.</p>
<h3>How to Cultivate a Data-Driven Culture</h3>
<p>The true potential of Data Science is unlocked not only through technical expertise but also by fostering a data-driven culture within organisations. This involves promoting data literacy across all levels of the organisation, from entry-level employees to top executives. By embedding Data Science into the DNA of the business, companies can ensure that decision-making is guided by data-driven insights across all departments and functions. <a href="https://corporateeducation.regenesys.net/digital-regenesys/#:~:text=the%20digital%20age.-,Data%20Science,-Download%20Brochure">Data Science courses</a> aim to empower not just future Data Scientists but also business leaders and managers with the knowledge to champion a data-driven approach within their teams.</p>
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<h3>The Benefits of Data Science Education</h3>
<p>Investing in Data Science education is not merely an operational decision but a strategic one. A <a href="https://corporateeducation.regenesys.net/digital-regenesys/#:~:text=the%20digital%20age.-,Data%20Science,-Download%20Brochure">data science course</a>, designed with the future in mind, is tailored to provide professionals with the skills necessary to lead in a data-centric business environment. Beyond the technical prowess, the curriculum is structured to foster a strategic mindset, enabling learners to envision and execute data-driven strategies that align with business objectives.</p>
<p>This education is not just about understanding algorithms and statistical models; it&#8217;s about gaining the ability to ask the right questions, interpret data insights in the context of broader business goals, and communicate these findings effectively to stakeholders. It&#8217;s about building a bridge between the technical and strategic dimensions of business, ensuring that Data Science initiatives drive real value and a competitive advantage.</p>
<h3>Time to Invest in Data-Driven Decisions</h3>
<p>As we stand at the crossroads of innovation and tradition, the journey through Big Data and Data Science underscores a pivotal call to action: to harness the transformative power of data-driven decisions. The future, teeming with endless possibilities, demands that we invest in <a href="https://corporateeducation.regenesys.net/digital-regenesys/#:~:text=the%20digital%20age.-,Data%20Science,-Download%20Brochure">Data Science education,</a> and cultivate a <a href="https://www.regenesys.net/reginsights/leading-with-learning-how-to-build-a-continuous-learning-culture">culture of continuous learning</a>. This is not merely an opportunity but a necessity for those aspiring to lead in the digital age. By embracing Data Science, we unlock unparalleled potential for innovation, efficiency, and growth.</p>
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<p>Let this be our collective mission: to empower ourselves and our organisations with the insights and skills necessary to navigate the complexities of a rapidly evolving landscape. The time to act is now; let us seize the moment and shape a future where data-driven decisions lead the way to unprecedented success.</p>
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<p>Written By <a href="https://www.regenesys.net/reginsights/author/thabiso">Thabiso Makekele</a></p>


The Impact of Big Data on Decision Making

<h3><strong>In an ever-shifting landscape, new managers face a daunting reality. The path to success is riddled with challenges, but merely surviving won&#8217;t cut it. Let us uncover the keys to leadership triumph and explore the essential skills required to excel as a New Manager.</strong></h3>
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<p>A staggering 60% of new managers underperform or fail within their first two years, according to <u></u><u><a href="https://www.forbes.com/sites/williamarruda/2023/02/15/why-most-new-managers-fail-and-how-to-prevent-it/#:~:text=60%25%20of%20new%20managers%20fail%20within%20the%20first%2024%20months%20in%20their%20new%20role%2C%20according%20to%20research%20from%20CEB%20Global.">recent research</a>.</u> In an age marked by innovation and constant change, lacking the right skills isn&#8217;t just detrimental—it&#8217;s career-ending. So, how do you not just survive but thrive in your new role? Let&#8217;s dive in.</p>
<h3>Self-Awareness: The Managerial Mirror</h3>
<p>Self-awareness is a cornerstone of effective leadership, yet it remains one of the most misunderstood concepts. It’s not merely about understanding your preferences or being aware of your emotional responses; it&#8217;s a deeper process that involves multiple layers of consciousness. At the core of self-awareness is the capacity to look inward to understand your motivations, beliefs, and values. It&#8217;s an ongoing process that requires commitment and emotional labour.</p>
<p>Consider the<a href="https://www.gartner.com/en/human-resources/glossary/johari-window#:~:text=The%20Johari%20Window%20is%20a,by%20combining%20their%20first%20names." target="_blank" rel="noopener"> <u>Johari Window</u></a>, a model that identifies four quadrants of self: the Open Self, Hidden Self, Blind Self, and Unknown Self. As a manager, your goal should be to expand your Open Self by soliciting feedback, being transparent with your team, and investing in self-reflection.</p>
<p>Keeping a reflection journal isn&#8217;t merely a &#8216;quick tip&#8217;—it&#8217;s an essential practice. Documenting your thoughts, reactions, and decisions after key events or interactions allows you to dissect your cognitive and emotional processes. Over time, this journal becomes a mirror reflecting your managerial growth, helping you identify blind spots or biases that may be affecting your leadership.</p>
<h3>Conscious Leadership: Beyond the Profit Margin</h3>
<p>In 2023, conscious leadership isn&#8217;t a buzzword—it&#8217;s a paradigm shift. Leadership has transcended the boundaries of just profit and loss statements to embrace a more holistic ethos that considers the <a href="https://beyondgovernance.com/four-ps/" target="_blank" rel="noopener"><u>quadruple bottom line</u></a>: People, Planet, Profit and Purpose. This isn&#8217;t a fad but a survival mechanism for companies aiming for long-term sustainability.</p>
<p>Conscious leadership requires an intricate understanding of the various components of your ecosystem. From supply chain ethics to the mental well-being of your employees, every decision creates ripples that affect the whole system. Adopting the quadruple bottom line approach is not a &#8220;Pro Tip,&#8221; but a fundamental restructuring of your managerial philosophy.</p>
<p>Your role as a conscious leader goes beyond being ethical; it means embedding responsible practices in your team’s DNA. Your metrics for success should not only focus on revenue but should also account for the social and environmental capital you’re either building or depleting.</p>
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<h3>Emotional Intelligence: The Unsung Hero</h3>
<p>In a dynamic work environment filled with diverse personalities and high-stress situations, emotional intelligence is often what differentiates a good manager from a great one. While IQ may give you the analytical skills to solve complex problems, EQ equips you with the social skills to navigate the complex web of human emotions.</p>
<p>Emotional intelligence isn&#8217;t something you switch on when it’s convenient; it should be a constant undercurrent in all your interactions. Whether you’re conducting performance reviews or mediating team conflicts, your ability to manage and utilise emotions constructively is crucial.</p>
<p>Implementing emotional check-ins at team meetings is more than a simple &#8220;Action Step&#8221;; it&#8217;s a strategy to build a culture of empathy. These check-ins serve as safe spaces for team members to express how they’re truly feeling, not just about projects but about the overall work environment. This practice creates a feedback loop that not only helps you tailor your management style but also contributes to team cohesion and mental well-being.</p>
<h3>The Art of Crucial Conversations</h3>
<p>Effective communication is indeed more than the exchange of information; it&#8217;s an art form that involves empathy, tact, and timing. According to the <u><a href="https://pumble.com/learn/communication/communication-statistics/#:~:text=Well%2C%20according%20to%20the,communication%20decreases%20productivity%2C" target="_blank" rel="noopener">State of Business Communication 2023 report</a></u>, 43% of business leaders claim that poor communication decreases productivity.</p>
<p>Mastering the art of crucial conversations involves more than just active listening; it necessitates a holistic understanding of the situation and the parties involved. You&#8217;re not merely a conduit for messages but a mediator of emotions, expectations, and outcomes.</p>
<p><a href="https://www.ccl.org/articles/leading-effectively-articles/coaching-others-use-active-listening-skills/#:~:text=Active%20listening%20requires%20you%20to,building%20block%20of%20compassionate%20leadership." target="_blank" rel="noopener"><u>Active listening</u></a> isn&#8217;t a &#8216;Skill Booster&#8217; but a foundational skill. When you genuinely listen—taking time to understand not just what is being said, but also what is left unsaid—you create an environment of trust. The practice of <u>&#8216;<a href="https://www.maxwell.syr.edu/docs/default-source/ektron-files/reflective-listening-neil-katz-and-kevin-mcnulty.pdf?sfvrsn=f1fa6672_7#:~:text=Reflective%20listening%20is%20a%20special,is%20being%20heard%20and%20understood." target="_blank" rel="noopener">reflective listening</a>,</u>&#8216; where you mirror back what you’ve heard, can be particularly effective in sensitive conversations. This ensures clarity and shows the other person that they have been genuinely heard and understood.</p>
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<h3>Dynamics of a New Manager: The Glue That Holds Everything Together</h3>
<p>In the context of a <u><a href="https://www.gallup.com/workplace/231593/why-great-managers-rare.aspx#:~:text=Managers%20account%20for%20at%20least%2070%25%20of%20variance%20in%20employee%20engagement%20scores%20across%20business%20units%2C%20Gallup%20estimates.%20This%20variation%20is%20in%20turn%20responsible%20for%20severely%20low%20worldwide%20employee%20engagement" target="_blank" rel="noopener">Gallup poll</a></u>, managers accounted for at least 70% of variances in employee engagement scores. As a new manager, you hold the metaphorical &#8216;remote control&#8217; to your team’s morale and productivity. Understanding team dynamics goes beyond identifying individual strengths and weaknesses; it involves creating synergies that make the collective output greater than the sum of individual efforts.</p>
<p>The concept of <u>&#8216;<a href="https://www.scie.org.uk/strengths-based-approaches/guidance#:~:text=Strengths%2Dmapping&amp;text=This%20method%20of%20assessment%20builds,the%20individual%20and%20the%20community." target="_blank" rel="noopener">strength mapping</a>&#8216;</u> isn’t a &#8216;Best Practice&#8217;; it&#8217;s a necessity. It involves a detailed analysis, often facilitated by assessments like <a href="https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx" target="_blank" rel="noopener"><u>Gallup&#8217;s StrengthsFinder</u></a> or the <a href="https://www.myersbriggs.org/my-mbti-personality-type/myers-briggs-overview/" target="_blank" rel="noopener"><u>Myers-Briggs Type Indicator</u></a>, to identify not just what each team member is good at but also how those strengths can be orchestrated to achieve team goals.</p>
<h3>Understanding Project Management: Beyond Gantt Charts</h3>
<p>As work settings become increasingly virtual, with a little over 40% of employers working from home today according to <u><a href="https://www.forbes.com/advisor/business/remote-work-statistics/#:~:text=Despite%20the%20steady%20rise%20in%20remote%20work%2C%20the%20majority%20of%20the%20workforce%20(59.1%25)%20still%20work%20in%2Doffice" target="_blank" rel="noopener">Forbes</a></u>, the project management landscape is evolving at a breakneck pace. In this virtual realm, the scope of project management extends beyond Gantt charts and timelines to include virtual team dynamics, asynchronous communication, and digital project management tools.</p>
<p>The &#8216;Golden Rule&#8217; of having a contingency plan is really a Bronze Rule in today&#8217;s complex, adaptive systems. Risk management methodologies, like the <a href="https://www.projectmanager.com/blog/guide-using-risk-register" target="_blank" rel="noopener"><u>Risk Register</u></a> or <a href="https://www.techtarget.com/searchcio/definition/SWOT-analysis-strengths-weaknesses-opportunities-and-threats-analysis#:~:text=SWOT%20analysis%20is%20a%20framework,or%20establishing%20a%20business%20strategy." target="_blank" rel="noopener"><u>SWOT analysis</u></a>, should be integral parts of your project planning. This goes beyond merely &#8216;expecting the unexpected&#8217;; it&#8217;s about categorising and prioritising risks, assigning ownership, and developing mitigation strategies.</p>
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<h3>Foundations in Finance: No, It&#8217;s Not Just for Accountants</h3>
<p>Managers are responsible for making financial decisions that can impact their organisations. Surveys have shown that a considerable number of managers lack a comprehensive understanding of corporate finance, which can hinder effective decision-making. Yet, as a manager, you&#8217;re accountable for the budgets that power your projects and initiatives. Your competency in finance isn&#8217;t an &#8216;extra&#8217; but a fundamental skill that directly correlates with your ability to make impactful decisions.</p>
<p>Learning to calculate financial ratios like profitability and liquidity isn&#8217;t &#8216;Quick Math&#8217;; it&#8217;s a toolset for strategic planning. Familiarising yourself with concepts like earnings before interest, taxes, depreciation and amortisation <u>(<a href="https://www.investopedia.com/terms/e/ebitda.asp" target="_blank" rel="noopener">EBITDA</a>)</u>, <a href="https://www.investopedia.com/terms/c/cashflow.asp" target="_blank" rel="noopener"><u>Cash Flow</u></a>, and <a href="https://www.investopedia.com/ask/answers/071114/how-do-you-calculate-working-capital.asp#:~:text=Key%20Takeaways,liabilities%20from%20its%20current%20assets." target="_blank" rel="noopener"><u>Working Capital</u></a> doesn&#8217;t just &#8216;impress the CFO&#8217;; it gives you the acumen to align your team’s objectives with the company&#8217;s financial goals.</p>
<h3>The Evolutionary Blueprint for Tomorrow&#8217;s Leaders</h3>
<p>Navigating the labyrinth of managerial responsibilities today is no small feat. It requires a comprehensive skill set, ongoing learning, and the resilience to adapt in an ever-evolving corporate landscape. To echo the words of Peter Drucker, &#8220;Management is doing things right; leadership is doing the right things.&#8221; As you ascend the corporate ladder, your aim should be to excel at both.</p>
<p>If you&#8217;re committed to not just surviving but thriving in your role as a new manager, ongoing education and self-improvement are not optional; they&#8217;re essential. From developing self-awareness to mastering finance, each skill contributes to your efficacy as a manager, making you a valuable asset in any organisation&#8217;s journey towards long-term success.</p>
<p>Don&#8217;t Just Climb the Ladder, Own It! Enrol in the <u><a href="https://corporateeducation.regenesys.net/new-managers-programme/" target="_blank" rel="noopener">New Managers Programme</a></u> at Regenesys Corporate Education in Sandton Today where professionals beat the odds, not just meet them.</p>
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<p><i>Written</i><em> by <strong>Thabiso Makekele</strong></em></p>


Climb the Corporate Ladder: Game-Changing Skills New Managers Need in 2024

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									<p>Women CEOs make news headlines simply for being women when they are appointed or when they resign. Last month, it was reported by South African media houses including <a href="https://www.news24.com/fin24/companies/momentum-metropolitan-appoints-sas-first-woman-ceo-in-life-insurance-sector-20230526">News 24</a> and <a href="https://www.businesslive.co.za/bd/companies/financial-services/2023-05-26-jeanette-marais-to-be-momentums-first-female-ceo/">Business Live </a> that Jeanette Marais has been appointed as Momentum Metropolitan Holdings’ new CEO, with headlines foregrounding her gender. Similarly, in February this year the news that Natascha Viljoen, CEO of Anglo Platinum, announced her resignation and that she was leaving South Africa was reported by <a href="https://www.dailymaverick.co.za/article/2023-02-15-amplats-ceo-natascha-viljoen-to-move-to-top-gold-producer-newmont-as-coo/">Daily Maverick</a> and other media houses, with Moneyweb hailing her as a “<a href="https://www.moneyweb.co.za/mineweb/natascha-viljoen-breaker-of-glass-ceilings-to-leave-anglo-platinum/">breaker of glass ceilings</a>”. Worldwide <a href="https://fortune.com/2023/01/12/fortune-500-companies-ceos-women-10-percent/">Fortune 500 data</a> shows that women make up just over 10% of CEO positions. In South Africa, not that far behind,  <a href="https://www.pwc.co.za/en/publications/executive-directors-report.html?utm_source=BusinessTech&amp;utm_medium=Article&amp;utm_campaign=March+2023">PwC’s Executive Directors Report 2022</a>, reports that only seven of the top 100 listed companies on the Johannesburg Stock Exchange (JSE) have women as CEOs.</p><p><strong>The ‘Warrior Spirit’ of women leaders</strong></p><p><span style="font-style: inherit; font-weight: inherit; background-color: var(--ast-global-color-5);">Regenesys Corporate Education is launching a course in August 2023 which is centred on developing women leaders’ deep sense of self and channelling what it calls “the warrior spirit” of women leaders. This “spirit” is characterised by the qualities of being resilient, analytical, assertive, passionate and knowing her worth and why she is in the position that she is.  Tresella Nayager, one of the course designers, articulates that “women in leadership” is “a field on its own within leadership and management which different countries approach differently, but all agree that the reason for its existence is because women are not given their rightful place in business and leadership roles, especially at the top, specifically executive management, C-suit level positions”. This comes from discrimination against women over generations. Training women for leadership through programmes such as its own, Regenesys aims to address this gap.</span></p><p>The course is aimed at developing healthy inner-dialogs of women leaders to foster resilience in overcoming and fighting against the hurdles specific to women in the workplace such as unconscious biases, microaggressions, and unequal pay.</p><p><strong>Unequal pay, Microaggressions and Mansplaining </strong></p><p>Africa has a median <a href="https://www.usb.ac.za/usb_insights/equal-pay-for-equal-work-how-does-south-africa-measure-up/">gender pay gap between 23% and 35%</a>, which is higher than the global average of 20%. Women also experience bias and discrimination in the workplace not only in the form of  unequal pay, but also  microaggressions and sexual harassment. Women of colour, face double bias of race and gender, including a lack of access to capital as well as racial prejudices of scepticism of the concept of black excellence. When men over-explain things that women know already, it’s called “mansplaining”, see the book <a href="https://www.researchgate.net/publication/333973158_Glass_Ceilings_Women_in_South_African_media_houses_2018_Introducing_a_new_chapter_on_Cyber_Misogyny">Glass Ceilings Women in SA media</a>, published by GenderLinks (2018)  for examples of this patronising tendency, which is plain sexism.</p><p>Dr Penny Law, Co-founder and Executive Director of Regenesys explains that “we operate in a workplace that’s influenced by unconscious bias. When women express their opinions strongly, the general perception is that they are aggressive. On the other hand, when men express their opinions strongly, they are perceived as being assertive. A women’s contribution in a meeting, is sometimes overlooked. However, when a man makes exactly the same point a few minutes later, he is not only acknowledged but deemed to have made an important contribution. When men speak, people listen. The experience of micro aggressions could lead to women experiencing imposter syndrome because they don’t feel they belong[…] The fight for gender equality is complex as the effects of patriarchy are systemic.” </p>								</div>
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									<p><strong>Warrior-spirited women must lead with their male allies. </strong></p><p>If we consider that men are still the prime beneficiaries of the status-quo of the existing social order, then empowering women is, in part, men’s work. That is, men need to take on the role of being allies.  When men advocate for women in leadership, they’re more likely to be taken seriously than if it were only women rallying behind other women, according to a <a href="https://spssi.onlinelibrary.wiley.com/doi/10.1111/josi.12083">2014 study published by Wiley</a>. </p><p>An <a href="https://greatergood.berkeley.edu/article/item/nine_tips_for_being_a_male_ally_at_work">ally</a> is defined as a “person who holds a position of privilege and power and can advocate and take action to support [an underrepresented] group without taking over their voice”. For Regenesys Corporate Education CEO Kapil Jaggeth, being  an ally is “an on-going commitment that requires continuous support and learning, awareness, self-reflection and most importantly, action”. He further elucidates that acting means being a person who does things for the person(s) of whom one considers themselves an ally. This entails “being a support mechanism, a learning mechanism, and a research-sharing mechanism”[…]. An ally in this sense needs to bring about equity”. Jaggeth further explains that men can learn from how women on how to do things differently.</p><p><strong>Women in leadership: the power of networking and learning </strong></p><p>There is ample research to suggest that when marginalized group members have colleagues as allies, they have <a href="https://psycnet.apa.org/doi/10.1037/0021-9010.87.6.1191">increased job satisfaction, lower anxiety</a>, and a <a href="https://doi.org/10.1016/j.jvb.2011.03.018">stronger workplace commitment</a>.  It is through engagement with men in leadership positions, awareness and diversity training, as well as through networks to empower women in leadership that progress in gender equity can be made.</p><p>For leaders, men and women alike, the importance of research with the latest statistics, as shown here, thought-leadership articles, consciousness raising, debates about concepts such as “male allies”, leadership training whether together or separately, executive coaching, masterclasses, board training, mentorship and networking – all surely have some value. Women who face gender-based barriers to success, need learning solutions that are tailored to their particular experiences and contexts.</p><p> Women leaders can also empower one another through networking and learning together. There is also the argument, that because men hold more than 90% of the top position, they can play a role, be a bit self-reflexive and make way, or room at the table. Male leaders in business can come to the party and play their ally roles here &#8211; if they genuinely believe in a non-sexist future. Bring on the warrior spirits please.</p>								</div>
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									<i>Written</i><em> by <strong>Alexandra Willis</strong></em>								</div>
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More warrior spirits please: Only seven of SA’s top 100 listed companies have women CEOs

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									In today&#8217;s fast-paced world, career advancement has become a top priority for many individuals. With the advent of technology, various platforms are now available to help individuals achieve their career goals. One such platform is ChatGPT. The Artificial Intelligence (AI) chatbot hosted on OpenAI has become the world&#8217;s talking point. As of January 2023, it has about <a style="color: #000 !important;" href="https://time.com/6253615/chatgpt-fastest-growing/">100 million active users</a> in just over a month since it launched – Instagram and TikTok can&#8217;t even compete with that &#8211; it took both platforms two-and-half years and nine months respectively to get that many users.

To contribute to a growth mindset and stay ahead of the curve, <a style="color: #000 !important;" href="https://corporateeducation.regenesys.net/">Regenesys Corporate Education</a> hosted an incredible masterclass titled: &#8220;ChatGPT: A career boost or a career bust?&#8221; on Thursday, March 9. Many eager professionals from all manner of sectors attended to learn more about the AI Chatbot and how it could impact their careers. The evening was hosted by Kapil Jaggeth, the CEO of Regenesys Corporate Education and moderated by renowned media personality Jeremy Maggs. The keynote speaker was Brett St Clair, a rebel technologist and co-founder of <a href="https://www.teraflow.ai/">Teraflow</a>.
<h3>What is ChatGPT? What can it do and can&#8217;t do?</h3>
<a style="color: #000 !important;" href="https://www.wsj.com/articles/chatgpt-ai-chatbot-app-explained-11675865177">ChatGPT</a> (generative pre-trained transformer), created in San Francisco, is a public-use AI chatbot powered by Large Language Model (LLM) that can debate topics ranging from computer programming to history, philosophy, and so on. Although the AI chatbot&#8217;s responses are not always accurate, it has been substantially trained on a vast collection of data and information scraped from the internet and real-time discussions.

Brett supports this notion by sharing some tips during the masterclass that the AI chatbot sometime ‘hallucinates’; therefore, it is often around 90% accurate. He says, &#8220;It is just a large database of the entire internet that, when prompted, will always want to find you, the user, an answer.&#8221; He shared that the AI chatbot would increase productivity 10 times more at your workplace if you apply the 30/50/20 rule. What does this mean? Previously, employees spent 90% of their time on the heavy lifting of a task, while 10% was on perfecting the work. However, with the use of ChatGPT, a task at the workplace can be broken down into the following:
<ul>
 	<li>30% spent briefing ChatGPT to heavy lift</li>
 	<li>50% perfection/creativity</li>
 	<li>20% peer review with ChatGPT</li>
</ul>
Unlike similar AI-powered platforms on LLMs, ChatGPT cannot generate images from texts or prompts. Brett went even further by showing us other disruptive AI tools like <a style="color: #000 !important;" href="https://www.midjourney.com/home/?callbackUrl=%2Fapp%2F">Midjourney.</a> The speaker also cautioned that AI wouldn&#8217;t do all the work for you and that AI tools are only as good as their users. If you learn more about AI and how to use it effectively, <a style="color: #000 !important;" href="https://www.futurepedia.io/">tools</a> like ChatGPT will boost your career tremendously.


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<h3>What are ChatGPT prompts?</h3>
<a style="color: #000 !important;" href="https://www.greataiprompts.com/chat-gpt/how-to-write-better-chat-gpt-or-gpt-3-prompts/">Prompts</a> generally are a piece of text that gives instructions to language generation models to develop a response to. Irrespective of your field of work or interests, prompts are handy for automating many language-based tasks because they will save you a lot of time. For any user to get the best out of ChatGPT, understanding how to role-play and write good prompts would give you better results and <a style="color: #000 !important;" href="https://www.businessinsider.in/tech/news/chatgpt-prompts-to-boost-your-productivity-and-creativity-in-2023/articleshow/98693400.cms#:~:text=ChatGPT%20prompts%20for%20business&amp;text=Provide%20a%20list%20of%20key,current%20events%20or%20future%20developments.'">improve productivity</a>.

Brett walked the audience through the process of using ChatGPT and gave some excellent examples of how it could save us time and make our jobs easier. But he also emphasised that ChatGPT is not a magic solution to all our problems. We still need to put in the work and use technology wisely with good prompts. He emphasised that an excellent prompt must be clear and concise. It can be from ‘basic prompts’ and ‘role-based prompts’ to ‘Mega prompts’. Watch the masterclass <a style="color: #000 !important; "href="https://youtu.be/8kseUhqqlh0?t=2912">recording</a> to see how to use these prompts.
<h3>Conclusion</h3>
Overall, the ChatGPT masterclass was a resounding success. Brett St Clair was an excellent speaker; his presentation was thought-provoking and entertaining. Attendees got to learn, network, and connect with other professionals. Attendees gained valuable insights into AI and left with a better understanding of how AI could impact their careers.

However, ChatGPT is not a magic solution that will automatically boost your career like any other platform. The platform is only as effective as the effort you put into it. To truly benefit from ChatGPT, individuals must be willing to put in the time and effort required to develop their skills, network with professionals, and take advantage of the resources available.

Most importantly, to stay ahead in your career, take advantage of opportunities to learn about the most recent advancements in AI and machine learning. Regenesys Corporate Education is here to awaken your potential, further your career, and take your business to new heights.								</div>
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									<p><i>Written</i><em> by <strong>Sefeoluwa Badaru.</strong></em></p>								</div>
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									<p class="p1">A long-held passion here at Regenesys has been learning and development throughout one’s career.<span class="Apple-converted-space"> </span></p><p class="p1">At the heart of our Corporate Education ethos are curated corporate learning solutions that are bespoke to your company&#8217;s learning needs and trajectory, aligned to your particular learning and development requirements.<span class="Apple-converted-space"> </span></p><p class="p1">At Regenesys Corporate Education, our team takes pride in being acknowledged experts who partner with our clients, many of whom have been with us for years.</p><p class="p1">Through our mission of awakening potential, we have fostered and grown sustainable businesses and ethical leaders for over 20 years.<span class="Apple-converted-space"> </span></p><p class="p1">Contact us about partnering with your organisation today and take the next step in future-proofing your business and your talent capital.</p>								</div>
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ChatGPT: Career Boost or Bust? It’s actually up to you

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									<p>On April 13th, 2023, <a style="color: #003366 !important;" href="https://corporateeducation.regenesys.net/">Regenesys Corporate Education</a> in Sandton hosted an insightful Masterclass about Empowering Women featuring three prominent women in leadership roles. We had the opportunity to have IORBF SA Chairperson Nokuthula Ndlovu, IBM Consulting Financial Services Associate Partner Charlene George, and Mkosi Group CEO and Founder Zama Mkosi to come and share their insights on authentic leadership, vulnerability, and gender in the business world.</p><p>With the CEO of Regenesys Corporate Education, Kapil Jaggeth, as the host, they were able to highlight the importance of authentic leadership, challenges women face, bias and discrimination, misconceptions, cultural diversity as well as emotional regulations. They also touched on many other themes and issues that are critical to the experiences of women in the workplace.</p><p>Over the course of the discussion, the panellists shared their personal stories, discussed their strategies for success, and offered advice and inspiration for women aspiring to leadership roles in any industry. Let’s take a closer look at some of the key takeaways from this masterclass and explore how women can apply them in business today.</p><p><span style="color: #003366;"><strong>Challenges Women Face in the Workplace</strong></span><br />Despite significant progress in recent years, women continue to face a wide range of challenges in the workplace. For starters, women remain underrepresented in positions of power and influence: according to <a style="color: #003300 !important;" href="https://fortune.com/2023/01/12/fortune-500-companies-ceos-women-10-percent/">Fortune 500 data</a>, women make up just over 10% of CEO positions. This lack of representation can make it difficult for women to advance their careers and gain access to important networks and resources.<br />Furthermore, women often encounter bias and discrimination on the job, whether it&#8217;s in the form of unequal pay, microaggressions, or outright harassment. Women of colour, in particular, may face even greater barriers to success, including a lack of access to capital, intersectionality and a dearth of role models and mentors who look like them. All of these factors can contribute to stereotypes and misconceptions about women&#8217;s abilities and potential, creating additional obstacles to career advancement and success.<br />There are also internal challenges and inner monologues that women go through, and Zama noted that self-awareness is a trait that is critical for leadership. How do you judge that self-awareness? Firstly, yourself and how you define those things that you’re aware of about yourself is actually what’s going to determine whether you’re going to make it or break it.</p><p><span style="color: #003366;"><strong>What can women do differently?</strong></span><br />According to Charlene, “Be yourself! Do your own dance”, which reminds us to embrace our uniqueness and not to compare ourselves to others. It&#8217;s easy to get caught up in trying to fit in or conform to societal expectations. She further stated she felt the experience of bias mostly at senior level because that’s where you have less females in the room.</p><p>As our Regenesys Business School COO Indherani Reddy said, “we’re not equal, we’re complimentary”, So, stick to being a unique you and the rest will follow.</p>								</div>
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									<p><span style="color: #003366;"><strong>Misconceptions and Authentic Leadership.</strong></span><br />There are many misconceptions about women in the workplace, such as that women are not able to be authentic because they’re fighting to be equal to their male counterparts. Aside from this not being the case, how can women embrace being authentic? Zama stated that knowing yourself, being confident in who you are is essential and, if you’re not confident in who you are, you’re going to be susceptible to how other people view you. <br />The other misconception is that women of colour in the earlier days who were in leadership were in positions that were for the sole purpose of window dressing. Nokuthula noted that some women land in positions where they’re not prepared for, based on certain quotas that must be met and they learned in those roles. She made an example of a time where she found herself in a role where there was no induction or introduction so she had to make a decision that either she’s going to blame everyone and complain, or she’s going to navigate.<br />She advises that you should read the room and sense the objective of your presence. If you find yourself in a situation where you&#8217;re expected to prove that females can&#8217;t do it, her tip is not to waste your energy trying to prove them wrong. Instead, focus on winning the people over and understanding their objections.</p><p>Charlene points out that tokenism still exists in corporate South Africa. Some companies lack the ability to develop and support non-white females. While meritocracy is important and people with the required skills should be in positions that fit them, development should not be ignored. She suggests that if a black person lacks a skill or two, they should be given the necessary support and guidance to help them grow. Otherwise, the transformation of the workplace will not be possible.</p><p><span style="color: #003366;"><strong>When is the Best Time for Leadership to be Taught or to be exposed to Leadership?</strong></span><br />“Leadership starts at home,” Nokuthula stated. “We need to teach leadership at home such as giving equal chores for both boys and girls.” Indherani added that we must ensure that in our homes there’s gender equality in the way we’re raising sons and daughters. She further added that we need to empower men to accept strong women around them.</p><p>This discussion serves as a reminder of the importance of creating a supportive and inclusive environment for women in the workplace and the need for continued progress towards gender equality.</p><p>Below is a video of the entire event for you to view.</p><p><a href="https://www.youtube.com/watch?v=K2AzQFjoBeo">
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									<i>Written</i><em> by <strong>Neo Webb</strong></em>								</div>
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Empowering Women: Exploring Authentic Leadership, Vulnerability, and Gender in the Business World

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									<p>Diversity, equity, inclusion  and intersectionality are interrelated concepts that mean different things in various contexts, epochs and places. Regenesys Corporate Education holds these concepts as core values that are quintessential to the ethos of the company as well as to its curated corporate learning solutions for clients but also in tandem with the <a href="https://www.justice.gov.za/legislation/constitution/saconstitution-web-eng-02.pdf">Constitution of the Republic of South Africa,</a> which, in its Bill of Rights (Chapter 2) “[…] enshrines the rights of all people in our country and affirms the democratic values of human dignity, equality and freedom”. This article critically examines the South African context in which the concepts diversity, equity and inclusion and intersectionality find meaning, defines what these concepts mean to us, and outlines how they define our ethos.</p><p><strong> South Africa: a divided nation </strong></p><p>Renowned South African writer and scholar Jonny Steinberg articulates in an article published by <a href="https://www.businesslive.co.za/archive/2014-12-12-brisk-clarity-of-freedom-is-fading-into-the-past/">Business Day </a> that “the freedom South Africans acquired in 1994 was mercurial and slippery. Politically, the changes were dramatic. The electorate expanded overnight to include every adult. But the structure of society stayed much the same.” Steinberg’s observation reminds us of the reason for why it is necessary to discuss and implement transformation policies which carry terms such as diversity, equity, inclusion, and intersectionality: we need to change the inherited structure of the past in which many are excluded.  </p><p>Although substantial efforts have been made in the country regarding the social and political project of “transformation”, persistent inequality remains a problem. Moreover, unemployment, particularly among the youth, is growing. According to <a href="https://www.dailymaverick.co.za/article/2023-04-10-have-degree-will-work-unemployed-graduate-crisis-takes-its-toll-on-sas-youth/">Stats SA, 43.4%</a> of people between the ages of 15 and 34 are unemployed. This is a serious cause for concern given that this age range makes up more than half of the country’s employable workforce. In order to “transform” a society or an institution, it is necessary to deploy diversity (whereby a range of voices are heard at the table from black to poor, to women, to climate change activists, to LBGTQI+, civil society groupings, and community based organisations members), inclusion (making their voices heard), and equity (everyone gets a slice of the pie).  These concepts which are part of a loud, robust and noisy democracy are central to how we integrate different levels of emotional, physical, psychological, spiritual, and other interpersonal intelligences into our work.</p><p><strong>Diversity, intersectionality, equity and inclusion: what we mean</strong></p><p> For Regenesys Corporate Education, diversity means not only having a diverse staff on board along race and gender lines, but also includes diversity of leadership styles, political leanings, ethnic, religious and cultural differences in carefully curated corporate learning solutions. This then would involve incorporating the concept and practice of intersectionality in learning materials. Intersectionality, in the broadest sense, is a concept which recognises the multiplicity of selves of people&#8217;s race, class, gender, sexual orientation and able-bodied/disabled status among other gazes.</p><p>The concept of equity is often misconstrued with equality. To deploy the concept of equality is to allocate the same resources or opportunities to individuals or groups of people. Equity on the other hand recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.  Regenesys Corporate Education believes in recognising individuals intersectional experiences in its commitment to equity. Inclusion refers not only to the inclusion of liberal voices in learning materials but also to the inclusion of a diverse range of people across race, gender, sexual orientation and differently-abled individuals in decision-making processes.  The intersections of views and gazes from multiplicity engenders richness in the work and learning environment which is enriching rather than homogeneous.</p><p>Watch this space for more insights into how all these concepts: diversity, equity, inclusion and intersectionality are incorporated and plays out different tunes in our learning materials.</p>								</div>
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									<p><i>Written</i><em> by <strong>Alexandra Willis</strong></em></p>								</div>
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Defining diversity, equity, inclusion and intersectionality at Regenesys Corporate Education in South Africa

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									<p>In South Africa, an appreciation of the importance of corporate communication has been evident for more than 50 years, according to a study published by <a href="https://journals.co.za/doi/pdf/10.10520/EJC27731">Communicare.</a> However, South Africa’s democratic transformation since 1994 has been marked by significant political, social and economic changes which have created a myriad of new opportunities and challenges for companies operating within it. These changes have necessitated  corporate communication professionals in South Africa to be attuned with corporate communication best practices and trends as well as contextual background of social, political and economic phenomena amidst which they operate.  That is, corporate communications in South Africa cannot be divorced from the politics of the <a href="https://www.dailymaverick.co.za/article/2023-05-22-russia-relay-presidencys-intelligence-minister-jets-off-to-moscow-a-week-after-the-army-chiefs-visit/?utm_source=homepageify&amp;medium=link">country’s involvement in Russia’s war on Ukraine</a>, economic downturn, disinvestment, the importance of women empowerment, difficult race relations and xenophobia.  Awareness of context is maintained through relationships with the news media.</p><p>The internal and external stakeholders of South African companies have multicultural, multi-ethnic and multilingual individuals representing diverse personal backgrounds, experiences, values and ethical approaches. Diversity and intersectional approaches to leadership in a South African context must be reflected in marketing and public relations outputs for South African companies to succeed.</p><p>Corporate communication professionals must also maintain wholesome relationships with local and international media houses, and, be equipped with sound knowledge of the principles of effective corporate communications. Some companies have their own in-house communications teams, while others outsource communication responsibilities to public relations or marketing companies. The lines between public relations and marketing have become blurred especially in the digital age, where the two overlap or merge.</p><p><strong>What is Corporate Communication? </strong></p><p>Corporate communication is defined as ‘the overall planning, execution and evaluation an organisation’s communication with both external and internal publics – groups that affect the ability of an organisation to meet its goals’, according to <a href="https://journals.co.za/doi/pdf/10.10520/EJC27731">James Grunig</a>.  Corporate communication encompasses a wide range of relations between an organisation and its stakeholders in order to enhance the effectiveness of an organisation.  These relations take on many different forms but broadly fall within three categories:</p><p><strong>Public Relations(PR)</strong> – PR concerns the curatorship of a brand’s image by conveying messages to the media and to the general public. This includes crisis management. The professional body for corporate communication in South Africa is the Public Relations Institute of Southern Africa (PRISA), a non-profit organisation that has been accrediting PR and PR-related qualifications for the past few decades.</p><p><strong>Marketing </strong>– Also referred to as customer relations, marketing covers communication with the general public as prospective and real-time customers. The goal of marketing is to sell a company’s services or products.</p><p><strong>Internal communications</strong> – Companies need convey information to their employees of various goings-on at the organisation. This is known as internal communications.  </p>								</div>
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									<p><strong>Corporate Communications Today: Integrated Communication </strong></p><p>Today, corporate communication is no longer simply newsletters and press releases but takes on ‘digital disruption’ including videos, blogs, and social media campaigns. Integrated communication, which is critical for success of an organisation, refers to having a consistent narrative and voice present across all platforms. Clarity of the rationale for the organisation, unity of organisational procedures and organisational purpose, and of what the organisation does must be  integrated for successful business operations. That said,  integration is a continuous organisational pursuit and not merely a quick-fix solution to marketing management. Integration produces integrity because an organisation that is seen as a whole rather than as an compendium of autonomous functions.  Each output of corporate communication must be carefully curated to deliver memorable, clear, and focused messages that align with the company’s values and purpose.</p><p>The intentions of corporate communication are to build the company image, market the company’s products or services; maintain a positive reputation in its industry, and bridge information gaps between employees and management. The skills necessary for effective corporate communications include writing, social media, videography, presentations, data analytics, crisis management strategy, and critical thinking. The work of communications is critical for the success of any company. Corporate communication professionals have an important  role to play in the processes of ensuring companies’ continuous adaption  to the competitive international environment.</p><p>Regenesys Corporate Education in partnership with South African broadcast media expert and personality Jeremy Maggs is hosting a <a href="https://corporateeducation.regenesys.net/professional-communications-bootcamp/">professional communications bootcamp</a> in which participants learn how to deal with the South African and international media in the ever-changing, time pressured world of communications;  how to handle a workplace crisis; how best to deliver an emotive keynote address and how to offer a presentation that will yield desired results and be unforgettable. Regenesys Corporate Education develops customised solutions for businesses to maximise productivity, sharpen management skills and drive innovation for a competitive advantage.</p><p>In the short course, participants will learn to:</p><ul><li>Understand and critically assess the media landscape of South Africa</li><li>Identify the impact and influence of social media</li><li>Critically analyse and discuss the nature and concepts of crisis management</li><li>Execute and examine crisis communication strategies</li><li>Create powerful messages</li><li>Plan and deliver keynote speeches and presentations with confidence.</li></ul><p>For more information about this programme, send an email to ce@regenesys.net or click <a href="https://corporateeducation.regenesys.net/professional-communications-bootcamp/">here</a> to find out more.</p>								</div>
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									<i>Written</i><em> by <strong>Alexandra Willis</strong></em>								</div>
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