When a well-known fund manager was fined R16 million earlier this year for failing to comply with the Financial Intelligence Centre Act (FICA) stipulations for accountable institutions, many companies in sectors such as real estate, law, and accounting jumped to action to ensure their compliance.   But the mammoth task this can sometimes present means full compliance can be extremely difficult to attain through manual processes alone. In the case of Ashburton Fund Managers above, many of the compliance points were in fact met. But the devil was in the details – for example, the company failed to screen its clients against the Targeted Financial Sanctions lists.   Automating FIC Act requirements can be a game-changer for accountable institutions, not only ensuring compliance but also freeing up valuable time that would otherwise be spent on completing these often intricate processes manually.   Introducing VOCA VOCA, powered by data aggregation platform SearchWorks, is a verification, onboarding, and compliance application that does exactly that, says Sameer Kumandan, managing director of SearchWorks. “VOCA is an app designed to streamline the compliance processes for accountable institutions. The aim is for any accountable institution to be able to do exactly what the name suggests: verify, onboard, and do compliance checks on individuals and companies – but automating these processes means they’ll spend much less time, energy, and resources than if they were to do so manually.”   VOCA’s automated system is based on the unique rule sets and risk appetite of each client. Every check will generate a full report on an individual or business and will also include a risk rating report based on the real-time data returned. This will allow clients to ensure compliance with the FIC Act, while creating a full audit trail as proof that the necessary checks were done.   Key benefits and features include: ■ STREAMLINED VERIFICATION: The app can perform Know Your Client (KYC) /Know Your Business (KYB) checks, Company and Intellectual Property (CIPC) checks, ID verification, ID Photo verification, Politically Exposed Persons (PEP)/sanction checks, FIC questionnaires, adverse news checks, and account verification. Users receive a detailed, real-time report on each verification, enabling informed decision[1]making and proactive risk management.   ■ COMPREHENSIVE COMPLIANCE: VOCA ensures that businesses adhere to the FIC Act by implementing essential Anti-Money Laundering (AML) and Counter-Terrorism Financing (CFT) measures, such as documented and easily accessible verification checks, ensuring full audit trails. Meticulous records of transactions and customer information are maintained for a minimum of five years. Furthermore, the app can perform comprehensive risk assessments to identify and address potential money laundering and terrorist financing risks, as well as assist with compliance-mandated employee training to equip staff with the necessary knowledge and skills to recognise and report any suspicious activities.   ■ SEAMLESS ONBOARDING: While thorough compliance can be a hassle for businesses and their customers alike, VOCA simplifies the onboarding process with automated checks, facial verification, 3D liveness and data verifications, reducing manual effort and enhancing efficiency – and, importantly, customer retention.   Why it’s important Not only does comprehensive compliance mitigate legal risks and possible financial penalties, but it also enhances your business. The improved security and reduced human error will help protect your business from financial crime, while increased efficiency saves time and resources.   And, although the FIC Act was created to prevent financial crime, following the guidelines set out in the Act will also improve a company’s reputation, ultimately attracting a more desirable clientele.   Beyond your own business interests, ensuring your compliance as an accountable institution will play a part in strengthening the country’s economy. The Act and its stringent stipulations for accountable institutions was created to protect those who operate in or deal with industries that are more vulnerable to money laundering and terrorist financing, including sectors such as real estate, credit provision, law, and high-value sales.   Non-compliance not only puts these entities at risk of inspections and sanctions but hurts the broader economy as well as international perceptions of it – especially after South Africa was grey listed by global financial crime watchdog the Financial Action Task Force in February 2023. Says Kumandan: “It’s crucial for those operating in these sectors to understand what is required of them by the FIC Act, and to comply as soon as possible. FICA compliance has really become a matter of national importance.”   T: +27 (0)86 034 0000 E: info@searchworks.co.za   W: www.searchworks.co.za

A R1.1-billion automotive components manufacturing facility was recently inaugurated at Dube TradePort’s TradeZone 2, marking a significant foreign direct investment in KwaZulu-Natal and heralding a new era for the province’s growing automotive sector. This facility is the result of a joint venture between Toyota Tsusho Africa (Pty) Ltd and Ogihara Thailand Corporation Ltd. Speaking at the launch, Rev Musa Zondi, MEC for Economic Development, Tourism, and Environmental Affairs, highlighted the sustained momentum in KwaZulu-Natal’s economy and the strategic role that Special Economic Zones like Dube TradePort play in driving growth within the vital automotive sector.   Ogihara SA’s new 32,000m² facility at TradeZone 2 will house a relocated manufacturing and assembly plant from Thailand, producing pressed steel components specifically for Toyota South Africa Manufacturing. With construction underway, the plant aims to begin operations by June 2025.   This investment is the largest secured by Dube TradePort since its establishment alongside Durban’s King Shaka International Airport and follows Mahindra South Africa’s vehicle assembly facility launch in 2018. Rev Zondi expressed optimism about future investments in the region, noting that the Dube TradePort Corporation is set to develop and operate the proposed Durban Automotive Supplier Park in collaboration with the eThekwini Municipality.   Hamish Erskine, CEO of Dube TradePort, expressed satisfaction with Ogihara SA’s decision to locate its facility at TradeZone 2. He noted that the location meets the private sector’s needs for a stable, secure, and sustainable environment, with green energy solutions becoming increasingly critical for international supply chains.   Ogihara SA, established in 2023, will manufacture automotive components for Toyota South Africa Manufacturing’s next-generation Hilux IMV build programme. This joint venture is a significant step towards Toyota Tsusho Africa’s local value addition improvement strategy and aligns with national targets for localisation.   The automotive industry is South Africa’s largest manufacturing sector, with KwaZulu-Natal’s automotive manufacturing sector contributing approximately R21 billion to the local economy annually and employing around 20,000 people. Nationally, the automotive industry contributes 5.3% to GDP, with vehicle and automotive component exports reaching a record value of R270.8 billion in 2023.   Rev Zondi emphasised the broader economic impact of this investment, which will initially create 230 jobs, scaling up to 300 within five years. Ogihara SA’s commitment to source 90% of its steel sheets locally will support South Africa’s steel sector, critical for the country’s industrialisation objectives. Ogihara SA is one of seven private sector investors secured for Dube TradeZone 2. Dube TradePort Corporation has attracted R4.6 billion in private sector investment since its inception, creating more than 5,000 permanent and 51,000 indirect jobs.

The Toyota Wessels Institute for Manufacturing Studies (TWIMS) was established in 2018 with the mission to empower sustainable industrialisation in Africa. As a not-for-profit initiative founded by the Toyota South Africa Educational Trust, TWIMS is dedicated to developing manufacturing executives through academic and non-academic courses. With a vision of an industrialised Africa built on world-class management capabilities, TWIMS offers specialised programmes and world-class facilities to foster value creation and societal transformation. ACADEMIC PROGRAMMES PGDip and MBA TWIMS, in partnership with the Gordon Institute of Business Science (GIBS), provides a range of academic programmes, The PGDip and MBA programmes at TWIMS are Africa’s first and only MBA programmes focusing specifically on the manufacturing industry. These programmes are designed to equip students with the skills and knowledge required to excel in manufacturing management.   To date, 164 students have graduated from the first year of the degree with a PGDip, while 93 students have graduated with the manufacturing-focused MBA. Another 27 students are due to graduate with their MBA in September of this year. Students from the manufacturing cohort have achieved outstanding results in relation to the broader GIBS cohorts. In the six years of the programme’s delivery, manufacturing students have received the top student award for three of the PGDip years and one of the MBA years. Two manufacturing students have also received the top research award in their respective MBA years. Many of these students have gone on to have a broader impact in the manufacturing community as they have taken on greater leadership responsibilities in the sector. In contrast, some students have impacted the manufacturing knowledge base by publishing their research.   Executive Short Courses TWIMS offers a range of executive short courses and Masterclasses tailored to manufacturing leaders, focusing on key areas of the industry: ·        Future Manufacturing ·        Sustainable Finance ·        Green Manufacturing ·        Lean Operations Management ·        Leading Gender Transformation in Manufacturing ·        African Industrialisation ·        Lean Supply Chain Management   MANUFACTURING AMBASSADOR SCHOLARSHIP As a result of a generous endowment from the Toyota South Africa Educational Trust, TWIMS can fund up to 20 Manufacturing Ambassador Scholarships annually. These scholarships are designed to support deserving candidates with exceptional talent and a deep commitment to African industrialisation. The Manufacturing Ambassador Scholarships are open to all South Africans interested in manufacturing or related industries.   Since its inception, TWIMS has awarded 76 PGDip scholarships and 62 MBA scholarships. Notably, 72% of the scholarship recipients have been of African descent, and 43% of all recipients have been female. The total value of this sponsorship from TSAET currently stands at R17 million.   PARTNERSHIPS Global Manufacturing Network TWIMS has established a global network of partnerships with leading manufacturers and academic institutions across Asia, Africa, and Europe. These partnerships facilitate the global module of the MBA program, allowing students to embark on overseas excursions to learn how international manufacturers are addressing contemporary issues in the industry. The global module includes visits to top manufacturing companies and interactions with industry experts, providing students with a global perspective on manufacturing practices and trends.   Industry Collaborations TWIMS collaborates with several key industry players and organisations to ensure its programmes are aligned with the latest industry developments and needs. These collaborations include partnerships with: Toyota South Africa Motors:  As the founding sponsor, Toyota South Africa Motors plays a pivotal role in supporting TWIMS’ mission. The partnership extends beyond financial support to include strategic input and industry expertise. Metair Investments Limited: Metair collaborates with TWIMS on research initiatives, particularly in sustainable manufacturing and sustainable finance. This partnership enhances TWIMS’ capacity to contribute to sustainability discourse and practice within the manufacturing sector. Illovo Sugar Africa: This partnership focuses on research and development in African trade and industrialisation, helping to drive forward the industrial capabilities of the continent. The Foschini Group (TFG): TFG supports TWIMS in exploring the future of manufacturing, providing insights into emerging trends and technologies that are shaping the sector. CFAO Group: CFAO, a leading distributor of automotive and pharmaceutical products into West Africa, collaborates with TWIMS to enhance the practical training and industry exposure of students. This partnership provides valuable insights into distribution and supply chain management, crucial for manufacturing excellence.   RESEARCH COLLABORATIONS TWIMS is actively involved in research partnerships with various institutions and industry bodies to advance knowledge and innovation in manufacturing. These collaborations focus on areas such as lean management, green manufacturing, sustainable finance, and gender transformation in manufacturing. Notable research partnerships include: Japan International Cooperation Agency (JICA): TWIMS collaborates with JICA on various research projects aimed at enhancing manufacturing practices and capabilities in Africa. This partnership leverages JICA’s extensive expertise and resources to support TWIMS’ mission of promoting sustainable industrialisation.   CONFERENCING AT TWIMS Apart from its formal academic programmes, TWIMS also offers a variety of world-class venues available for commercial use, providing an ideal setting for corporate events, conferences, workshops, and private functions.   The blend of historical elegance and modern facilities ensures a unique and professional environment for any occasion.   AVAILABLE VENUES 1. Current Auditorium Capacity: 60 seats Features: State-of-the-art audiovisual equipment, high-speed internet, comfortable seating, and excellent acoustics. It is ideal for training sessions, seminars, and presentations. 2. Classrooms Capacity: 15-25 seats per classroom Features: Modern furnishings, whiteboards, projectors, and internet access. It is ideal for training sessions, workshops, and smaller seminars. 3. Breakaway Rooms Capacity: 6-12 seats per room Features: Flexible seating arrangements, whiteboards, and internet access. It is ideal for group discussions, brainstorming, and breakout sessions during larger events. 4. Boardrooms Capacity: 10-15 seats Features: Executive-style seating, conference call facilities, and presentation equipment. It is ideal for board meetings, strategic planning sessions, and high-level discussions. 5. New Auditorium Capacity: 115 seats and can accommodate large products launches e.g. passenger or light commercial vehicles. Features: Latest audio-visual technology, comfortable seating, and enhanced acoustics. It is ideal for mid-sized conferences and keynote presentations. Dining room and a state-of-the-art industrial standard kitchen. Breakaway rooms: 4 rooms with audio visual equipment and adaptable seating Extensive Campus parking Tranquil gardens with a meandering trail. 6. Entertainment building To be completed in October 2024, this is an on-campus getaway facility that can accommodate 70 to 100 guests on a cantilevered deck overlooking a tranquil garden and water feature with walking paths. It has a service kitchen and ablutions which is Ideal for entertaining and group bonding activities.   For more information visit https://twimsafrica.com

According to one of the most successful and world-renowned coaches, Christian Mickleson, “Coaching is the most powerful force for change on Earth. I believe that coaching can help anyone change anything. Your work as a coach matters. Never forget that real people’s lives change because of a coach’s help. Yes, as we live in the Information Age, anyone can look up anything on the internet in less than two seconds. We also have mobile devices glued to us 24/7. We can look up the answer to any problem wherever we are in the world. But there is something special about having a coach.” Many people have challenges that can be overcome with the help of a coach. They have nobody that they trust to help with those challenges, in which case a coach can be enormously helpful.   Some of the areas where coaches have helped individuals or even groups have been with: Money/finance challenges– Helping businesses and individuals with various problems with money Love/relationships– Many people have serious problems with love and relationships and a coach can help to improve in this area Health– In this complex world we live in, some people cannot deal with issues like their weight, loneliness and mental health, for example. There is a growing need in this area. Special Interest– This area is very vast and could cover careers, problems with being stuck at work, building confidence and self-esteem, and many others.   Jacquie works mainly in the area of special interest that covers business and career coaching and includes professionals and small, medium and micro enterprises. (SMMEs). She does executive, career, life and mental health coaching, amongst others – with great success.   Her work focusses on high performance coaching – to help with building performance and confidence in individuals and teams. She has had amazing feedback from her clients. You can contact her on the number or email below to find out if you are able to get a free coaching session with her, and to experience the joy and value of her coaching with you.   Some of the topics that she has covered in coaching are: Work/life balance, the desire to change your career/career growth, public speaking, new manager coaching, limiting beliefs, self-awareness, imposter syndrome, giving and receiving feedback, thinking skills, mental health including anxiety and loneliness, along with many others not mentioned here.   C: +27 83 386 8343 E: Jacquie.bhana@mbhana.co.za  W: www.jacquiebhana.co.za

On 15 August 2024, the Durban Chamber of Commerce and Industry NPC hosted an incredible event celebrating innovation and entrepreneurship in honour of Women’s Day, sponsored by FNB. The attendees witnessed some phenomenal female-owned businesses pitch their groundbreaking ideas in true ‘Dragons’ Den’ fashion! The excitement was palpable as these talented women showcased their entrepreneurial spirit and creativity.   The panel discussion was equally enlightening, featuring esteemed speakers who shared their wisdom and experiences in the business world.   The Durban Chamber of Commerce and Industry thank their partners MTN South Africa and Gagasi FM for making the day special. Their support plays a crucial role in empowering women entrepreneurs.   #InBusinessForABetterWorld

Planning an outdoor event or wedding can be overwhelming, especially when it comes to selecting the right tent and other essentials to ensure a smooth and successful event. Here’s a guide to help you navigate the process and make the best choices.   Outdoor functions are beautiful but can be unpredictable due to weather. The best way to safeguard your event is by choosing the correct tent structure for your needs. Sky Tents offers a wide range of tents suitable for most wedding themes and décor.   For those planning a rustic wedding at a farm or local park, a peg and pole tent is an excellent choice. These versatile tents can work for almost any type of function. If you’re concerned about the poles being an eyesore, Sky Tents offers elegant pole skirts to dress up the tent, adding a touch of sophistication to your event.   If your clients want a formal wedding but don’t want to be confined to a ballroom, a structured aluminium frame tent is a great alternative. These tents can be customised to your exact specifications, and they provide a completely waterproof environment, perfect for a formal occasion with a touch of outdoor charm.   For those dreaming of a serene beach wedding, Bedouin and stretch tents are ideal. These tents are perfect for any terrain and can be stretched over almost any space, making them incredibly versatile. Sky Tents’ stretch tents are made from the highest quality materials and are fully waterproof, ensuring your beach wedding remains a dream come true, regardless of the weather.   For larger events, consider the classic marquee tent. Reminiscent of the excitement of a circus, these high-peaked tents create a striking visual impact and are perfect for large functions. Sky Tents’ Alpine tents are constructed with high-quality aluminium or steel frames and durable PVC, providing a sturdy and impressive structure for your event.   Pagoda tents are another beautiful option, especially for smaller spaces or as an addition to a larger tent. These square, structured tents can be used to welcome guests with drinks or linked together to form unique shapes, like an L or U, adding an attractive and functional element to your event.   Once you’ve selected the type of tent, the next crucial step is determining the correct size. The most important factor to consider is whether the tent can comfortably accommodate all your guests.   Sky Tents manufactures and supplies tents that are 100% waterproof and UV resistant, and they offer customisation options to meet your specific requirements. Whether you need a standard shape or something more unique like a U-shaped or L-shaped tent, Sky Tents can provide a solution that meets your needs. Their tents are made from high-quality canvas and stretch materials, ensuring durability and protection from the elements.   Essential Extras for a Stress-Free Event In addition to tents, there are several other elements to consider to ensure your outdoor event runs smoothly. Sky Tents offers a comprehensive range of additional services to make your event as stress-free as possible: PORTABLE TOILETS - Ensure your guests’ comfort by providing clean and modern portable toilets. Sky Tents’ mobile loos are a significant upgrade from traditional portable toilets, offering a smart and hygienic solution. MOBILE CHILLERS - Keep drinks and food at the perfect temperature with mobile chillers. These are essential for maintaining the quality of your menu and ensuring your guests enjoy ice-cold beverages throughout the event. MOBILE KITCHENS - A full mobile kitchen is essential for serving a wonderful menu. Sky Tents offers mobile kitchens for hire, ensuring that your catering team has everything they need to create a memorable meal. FLOORING - Elevate the elegance of your event with portable modular flooring. Whether you want to cover the entire tent or just create a dance floor, Sky Tents has flooring options that add a touch of luxury to any occasion. STAGE - Whether for a wedding or conference, a stage can be an important addition. Sky Tents provides full-service stage setup, tailored to your event’s needs. DRAPING - Add elegance to your tent with beautiful draping material. This simple addition can transform the look of your event, adding a sophisticated flair. LIGHTING - Proper lighting is crucial for the safety and ambiance of your event. Sky Tents offers lighting options that ensure your event is well-lit and visually stunning. CHAIRS AND TABLES - Sky Tents also offers a variety of chairs and tables for hire, with options for chair covers and table linens that complement your event’s theme.   Sky Tents is your one-stop shop for all your outdoor event needs. From tents to portable toilets and mobile kitchens, they offer everything you need to ensure your event is a success. Contact them for a comprehensive quote tailored to your event’s requirements.   W: www.skytentsa.co.za

We often hear that a company is only as good as its people. This insight is applicable not only to the recruitment of the right fit but also to how the company keeps the employees engaged throughout their tenure. Motivated employees tend to stay with their employers as they are typically engaged and productive. Poor engagement lends itself to increased staff turnover. Disengaged employees may leave for different work, or dedicated employees may be driven away by a toxic culture. Reduced employee retention has direct and indirect cost implications for a business – not only in terms of recruitment and training, but also lost productivity, intellectual property, and unhappy customers.   The psychological contract significantly affects what keeps employees engaged and motivated. The psychological contract is a tacit and intangible agreement and is based on implicit expectations and perhaps even perceptions that employers and employees occupy. It can be one of the most valuable ‘contracts’ an employer has with their employee, especially in an environment of skills shortages and talent mobility challenges. It sets out the mutual expectations of both parties and defines the behavioural expectations aligned to every role. As an example, the manager is expected to treat their employees fairly, provide an acceptable working environment, clear and transparent communication, and honest feedback on performance. The employee is expected to respond by demonstrating a good attitude, following instructions, and showing loyalty to the company. When these expectations are misaligned, i.e., a lack of trust in management, poor feedback resulting in poor recognition, and/or no work-life balance, all play a significant role in an employee’s decision to disengage long before eventually leaving the company. This disengagement is not without damage.   Sources of Motivation Motivation is a complex phenomenon and is the force behind human performance. It can emerge from our personality characteristics, which are driven by personal values. Our values are learnt through our experiences and apprehension. Values are personal beliefs and hold emotional worth; they provoke, direct, and sustain behaviours as they are the standards that people use to make choices which will satisfy certain needs. Your personality and values, therefore, direct and drive your behaviours. Motivation can come from within ourselves as intrinsic or be external to ourselves as extrinsic. Central to this theory rests the innate motivation for people to thrive, similar to the highest, self-actualisation level we see in Maslow’s (1943) famous hierarchy of needs.   Intrinsic motivation is the internal drive that motivates employees to execute a task well. Intrinsically motivated employees are motivated to perform the job for the sheer pleasure associated with the content of the work itself. Intrinsic motivation is the personal reward and satisfaction derived from performing the job; examples are encouraging self-initiated projects, implementing autonomy in task selection, offering constructive feedback regularly, and cultivating a culture of learning and curiosity.   Extrinsically motivated employees seek out the reward or recognition or avoidance of punishment that is associated with performing the job or activity. Extrinsic sources are external drivers, for example, environment, situation, rewards, or punishment. The task, therefore, is performed to obtain these external benefits or, in the case of punishment, avoid the external motivational source.   Employees are motivated by different things, and different motivators do not have the same effect on every employee. Some employees are intrinsically motivated, while others are extrinsically motivated. This is very important for managers to understand, particularly when crafting a rewards and recognition programme or incentivising employees. Intrinsic motivation is an envied quality and a quality that employers discern, nurture, and propagate.   The increasing knowledge and awareness about intrinsic motivation is also the reason why extrinsic motivators, such as financial incentives, have been perceived as less agreeable in the last few years. Extrinsic motivators can diminish value. Awarding employees extrinsic rewards for intrinsically motivated behaviour can undermine autonomy, independent thinking, and worth. As the behaviour becomes increasingly controlled by external rewards, people begin to feel less in control of their behaviour, or their intrinsic motivation diminishes.   Why do employees disengage? There are myriad reasons why an employee becomes disengaged at the workplace.   Poor management styles, which include micromanagement, poor direction, lack of feedback, and inconsistencies, can all minimise employee contribution, where lack of confidence and disappointment creep in.   A toxic organisational culture and a poorly articulated purpose result in the employee feeling devalued and that the work they perform is meaningless. A lack of the bigger picture or a contribution towards the bigger picture is known to demotivate and undermine an employee’s contribution.   The Signs Signs of employee disengagement can be subtle and often fly under the radar for a long period of time. Disengaged employees are employees who progressively become less committed to their work and the company. These employees are inclined to have an apathetic attitude and demonstrate this through underperforming or by performing without enthusiasm at the bare minimum against the employer’s expectation. Disengaged employees show a higher incidence of absenteeism and often break the rules, resulting in a string of warnings or grievances, especially as the employee nears their departure. This departure often is as a dismissal or under a “cloud.”   Commonly, disengaged employees voice their dissatisfaction not with the intention of seeking a solution, but with the purpose of causing dissension as they go about spreading negativity in the workplace.   Lack of employee recognition, where recognition or reward for a job well done is misplaced, can result in the progressive retreat of emotional investment, effort, and cooperation. Poor work-life balance, with excessive or unfair workloads, leads to burnout and resentment.   Behaviours of the disengaged include indifference and lack of enthusiasm, showing no initiative with a reactive approach to performing tasks, often making many errors. The employee becomes unreliable and often does not keep the office times, arriving late or leaving early, coupled with excessive sick leave taken and/or unpaid leave, and exhausting all opportunities not to report to the workplace.   Disengaged employees may isolate themselves from their teammates and elect to focus exclusively on their own tasks, removing themselves from team-related tasks. They may distrust their manager or colleagues. These employees can at the same time be vocal and critical, electing to air their feelings shamelessly by gossiping and being critical of the business, managers, and colleagues.   Disengaged employees are unhappy and may be hostile to change, delaying or avoiding learning new tasks or adopting new ways of work. They may actively sabotage or withhold new ideas, gradually becoming more and more obstructive to workflows and efficiencies. It is commonplace for these employees to either have no work to do as managers simply do not know what to do with them.   Strategies to improve employee engagement Put your people first by adopting an honest, transparent, fair, and authentic approach. Get real. Adapt your leadership style to focus on the employee. While the achievement of business imperatives is crucial, these cannot be achieved without your most valuable resource – your people. Be kind and clean up your culture. Create an environment that the employee cannot resist and can only flourish.   Cut out the importance of titles and recognise and value the contribution of each employee. Get to know your people, understand them as human beings. Always consider the feedback and contribution of the employee; while it may not be relevant in the short term, over time, through encouragement, the employee will gain confidence and find their way to being your greatest asset.   Setting a clear purpose and vision is vital, as employees are more likely to be engaged if they recognise how they contribute successfully. Align work to skills and ambitions and set attainable targets. In this way, your people will be more creative and innovative.   Grow and support struggling staff by creating a learning environment.   Positive feedback can boost engagement. Offering positive encouragement serendipitously regarding an employee’s performance can boost intrinsic motivation. This feedback occurs spontaneously, feels authentic, and helps people feel more confident about their performance. Such feedback helps people feel more competent – a key need for personal growth.   In conclusion, employee engagement is crucial for the success and sustainability of any organisation. By understanding the factors that drive motivation and addressing the signs of disengagement early, companies can create a positive work environment that fosters loyalty, productivity, and innovation. Prioritising the well-being of employees, aligning their roles with their skills and ambitions, and providing meaningful feedback can significantly enhance engagement, leading to a more committed and effective workforce.   For more information, please contact Colette Tanner, T: +27 (0)31 767 0625 T: +27 (0)31 767 0625 E: colette@drg.co.za   W: www.drg.co.za

Led by Jannie Rossouw,  an experienced Executive Business Advisor and Accountability Partner, Bright Future Consulting specializes in delivering actionable insights and comprehensive assessments tailored to the unique needs of each client. Bright Future Consulting  partners with a network of specialized professionals to offer comprehensive advisory services, including: Business Financier/Banking Facility Specialists Business Valuer Business Broker (Buying and Selling of Businesses) Family Business Advisor HR Advisory Services Accounting Practice At Bright Future Consulting, we believe in a holistic approach to business and life planning. Our services are designed to address immediate challenges while laying the groundwork for long-term success. With a focus on sustainability, risk management, and personal empowerment, we are dedicated to helping our clients build a brighter future. Download pdf for more info on the full range of Bright Future Consulting core services: Futureproof your business today, partner with Bright Future Consulting to safeguard your business from the unexpected.   Contact Jannie Rossouw – Founder of Bright Future Consulting now: 082 560 4149 jannie@brightfuture.co.za

Benita Ardenbaum, an attorney specializing in family law, shares her journey from a rebellious teenager to the founder of a successful law firm in KZN. Born to a young mother who gave her up for adoption, Benita's personal story fuels her passion for family law, aiming to give a voice to those in need. Her firm, Benita Ardenbaum Attorneys, focuses on family law matters like divorce, domestic violence, and child abduction. Benita's vision for the next five years involves expanding her business while staying true to her motto of striving for a higher purpose and following the path of truth. Through mentoring her team and helping clients navigate emotional challenges, Benita remains dedicated to making a positive impact on families and communities.   KZN Top Business Leaders powered by

Women in the rural and township economies are more vulnerable to poverty and unemployment, according to Julika Falconer, CEO of Durban-based Zero2Five Trust which focusses on ECD (Early Childhood Development). Working within these communities, she says poverty is a daily reality and impacts on the fact that many children do not receive the education needed to lift them out of the growing pool of unemployed young people. According to Statssa, during the first quarter of 2024, the employment rate among young people (aged 15-34 years) was 45,5%. The unemployment rate among young females was estimated at 49,4% in 2024, a notable increase of 3,3 % from 46,1% in 2004. The statisticians identified limited educational attainment, as well as social and economic disadvantages, as the primary factors driving elevated rates of unemployment.   A recently published report by the Commission of Gender Equality entitled Women in the South African Economy 2024, noted that because a higher proportion of women in South Africa reside in the rural areas, joblessness is higher – with the added salvo that childcare is not regarded as an economic activity often because the carers are unpaid and under educated.    During Women’s Month (August) and in the run up to its 10th anniversary in October, the Zero2Five Trust is addressing this double whammy – improving the standard of ECD which lays an important educational foundation and upskilling the women who are caring for little ones in these communities.   Falconer says that, in its quest to make UNICEF’s statement that the early childhood phase from birth to nine years is most important for every human being and involves giving children the best start in life through good health, proper nutrition and early learning a daily reality for KZN communities, Zero2Five had reached a number of important milestones.   In lieu of a party, Zero2Five and its supported and funders decided to celebrate its milestone anniversary in October with the launch of its Amplify Rural ECD campaign, offering 100 bursaries to rural ECD practitioners and providing educational resources to many under-resourced ECD centres.   “In May and June 2024, we managed to onboard 66 ECD practitioners from rural areas near Bergville (uThukela) and Eshowe (King Cethswayo) to do the Legacy Level 4 ECD Training programme before the final cutoff date of 30 June for the bursary campaign,” she explains.   Zero2Five has also trained 150 ECD practitioners from rural KZN for the Wordworks "Little Stars" programme and its Readers are Leaders campaign. These group workshops took place in Estcourt and Eshowe with support from Wordworks and Truworths. A further 85 ECD practitioners were enrolled on the LEGO Duplo Play Box programme which enhances playful learning through colours and numeracy and enhances fine motor skills and more.   Feedback from beneficiaries is testament to what can be achieved through taking seemingly small steps towards addressing a monumental problem, she notes.    According to Siphelele Msimango from Yamkela Crèche at Ntumen, uMlalazi: "Zero2five has changed our lives entirely. We are now entering doors that we never thought we would when it comes to nutrition, hygiene, security, academics and self-wellness. I can work with all kinds of children and parents now. They have taught me how to work with parents that are not cooperating deal with rejection positively. Learning groups assisted me in upgrading my skills by working in teams and sharing ideas with others.”    She describes the Level 4 training as a huge career shift: “I adapted to new ways of working with my little angels and finding good teachers for them. Now we meet the requirements of the Department of Basic Education. I have not only benefitted but the whole school has a well.”    Nontethelelo Zulu from Nhlosenhle Creche in Mpaphala, uMlalazi says Zero2Five is always prepared to go that extra mile to improve ECD Centres through training and donating educational resources with the aim of readying centres for formal registration   “Thank you Zero2Five for giving ECD practitioners the opportunity to take part in the NQF Level 4 course which is a Qualification for all ECD practitioners. We love and appreciate all that you do for our young children and our communities,” she says.   Noxolo Mazibuko from Lunga Creche in Bergville (Okhahlamba) observes that the school has significantly benefitted from the return of a staff member who recently completed the NQF level 4 first 2 modules.    “She explains the importance of child growth from the time they are born until they are seven as well as the importance of observing a child and keeping records. By ensuring that children are loved, cared for, safe, well fed and happy playing with other children, they develop physically, mentally, socially and emotionally,” she points out.    Thuleleni Zungu from Isibani Creche in Winterton adds: “This programme has helped me to become a better practitioner. It has really changed how I approach my work. Level 4 equips teachers with skills and knowledge. I'm now able to plan and prepare a broad phase learning environment and create stimulating activities that meet the holistic needs of all children.” Thembi Radebe from Princess Magogo Bergville Okhahlamba concludes that Zero2five has helped with breakfast, learning resources, books and training. “As our centres are in rural areas where poverty is rife, we really appreciate this. Their helpdesk delivers support and guidance, helps to find solutions for practitioners and address concerns. Learning groups encourage cooperation, conversation, compromise and problem-solving as we face different challenges on a daily basis. They help practitioners to work together to achieve their goals to improve the quality of early childhood care and education.”   To find out more about Zero2Five’s projects or find out how to get involved, visit www.zero2five.org.za or email enquiries@zero2five.org.za Distributed by Shirley Williams Communications Contact Shirley on shirley@shirleywilliams.co.za

Join Mbongeni Michael Ndlovu for the African Trade & Industrialisation Executive Short Course. This course delves into the pivotal role of African trade and industrial development for the future of South African-based manufacturers. Participants will be equipped to seize emerging regional opportunities by applying strategic approaches to African expansion. The curriculum covers continental economic and market trends, industrial and trade policies in Africa and South Africa post-1994, as well as the impact of multilateral, regional, and bilateral trade agreements on different manufacturers. Explore the latest updates on the African Continental Free Trade Area (AfCFTA) and its potential implications for local and international producers. Contact thobeka.mthembu@twimsafrica.com or book online at https://twimsafrica.com/executive-short-courses/

### Summary The family business conference is nearly full, with limited spots left and a reminder to reserve hotel rooms at special rates by Friday to enjoy the cocktail party and entertainment featuring Aaron McIlroy and Lisa Bobbert. ### Key Takeaways - Limited spots are available for the family business conference; early registration is recommended. - Guests from family businesses can be invited to the conference. - Hotel rooms at special rates must be booked by Friday evening to avoid losing them. - A cocktail party featuring entertainment related to family business dynamics is scheduled.