Join us for a business breakfast and presentation on what private companies in the hands of private business owners like yourself have done to secure an annual average of 28.9% revenue growth and 32.4% profit growth. This is a great opportunity for CEO’s that manage companies with a staff compliment of 15 – 150 employees, to meet, greet, engage and emerge with insights, strategies, tactics and approaches to tackling the biggest impediments to business growth and value. In our current context, building a battleplan to win is the only thing you have 100% control over. To get it done, invest 2.5 hours with us and walk out with: A single strategy that will deliver growth despite the business environment Your CEO battleplan to scale, grow & dominate your industry Your business’s value – the number now, the number you want and a plan on how to achieve it Insights, perspectives and inspiration from, as well as relationships with, established, growth-minded business owners We look forward to seeing you at this high energy, high impact CEO breakfast: Date : Wednesday, 19 April 2023 Time : 07h00 - 10h00am (light breakfast) Venue : Hilton Hotel (Umhlanga Arch), Umhlanga RSVP : Register here

Designed to meet the emerging needs of the grader industry, Bell Equipment has expanded its mining and construction OEM product range to include motor graders. With several units running in diversified applications, production has been set to begin as early as Q3 2024. The Bell Motor Grader follows the introduction of the Bell Tracked Carrier in 2020 and is a significant step forward in the company’s strategy to grow its own range of manufactured product for the global construction and mining industries. With almost 70 years of experience in listening to customers, designing, and manufacturing specialised machinery, Bell is equipped with the skill set and resources ideally suited to building motor graders. Product range Bell Equipment Product Manager, Warren Swart, said: “Grading applications require a robust and powerful grader to achieve the performance and reliability expectations of the industry. Where many new-to-market smaller graders have been found insufficient and prone to failure, we are confident that our new Bell Motor Graders will compare favourably with the proven industry leaders in this highly specialised market and give our customers exactly what they need.” According to Warren, Bell will initially offer three base machines. The G140 is well suited to all maintenance and light to medium construction tasks while the G160, with its increased power and performance, is designed to handle heavy construction applications. Completing the range is the G200, which is designed for bulk earthworks and the mining industry. Each base machine has the option of a four- or six-wheel drive configuration. Warren explains: “From the conception of the Bell Grader we factored in the requirements of a six-wheel drive configuration. This early integration, as opposed to trying to add into the platform later, has resulted in a better performing machine that is more controllable, robust, and easier to maintain. The significant improvement in performance achieved by adding front-wheel drive is only useful if it is reliable for the life of the grader, so we have spent a lot of time making sure this is the case.” The Bell Grader has been designed as a truly international product with the capability to meet varying emission regulations in international markets as well as different types of operator controls. The South African launch of this product is only the start of an exciting journey. Bell will be launching graders into its various international markets in a staged approach. Warren continues: “Over many years we have spent time growing our international dealer network with our market-leading Articulated Dump Truck range and these dealers are just as excited to see an additional product from an OEM with a proven track record in delivering innovation, performance, low running costs, and maximum reliability. Bell Equipment’s ability to focus on the operator experience and install built-in asset protection are well demonstrated and particularly key to the owners of motor graders.” Design The Bell Motor Grader is engineered to operate in the most challenging and harsh environmental conditions. Over two decades of experience in the supply, maintenance, and repair of motor graders, along with insights from many local and international expert advisors, has allowed the company to have a clear view of what is important to make this product work. While retaining a familiar control and layout, Bell has incorporated a range of advanced components and features that will help operators improve productivity, maintain costs, and deliver work efficiently. As Bell has achieved success in the past through its ability to intelligently automate specific functions within the ADT industry, automation has also been one of the significant drivers in the motor grader design process. This automation allows the operator to be more focused on the job at hand and the final product of his grade while still improving fuel efficiency and component life expectancy. Recognising the diverse range of applications and often remote uses of motor graders, Bell has standardised on high-quality, low-maintenance components, such as a fully sealed circle bearing. This provides extended service intervals and consistent grading performance without the need to make regular adjustments. To simplify operations further, advanced diagnostics are incorporated into the machine to reduce the complexity of daily checks and servicing efforts. The Bell Graders are fitted with Cummins engines and ZF transmissions. The G140 uses the Ergopower transmission while the larger G160 and G200 use the cPower transmission. “The Ergopower transmission is well respected in the grading application for entry level units and we are particularly excited about the opportunity that the cPower transmission provides for higher duty applications. There will be significant advancements that we can offer users of the two larger graders by having a transmission that can be so easily tailored to a customer’s needs,” explains Warren. Utilising industry-leading components for all systems has been instrumental in achieving an efficient and robust grader. “Getting established components to work well together is what our system engineers do well, and in a highly operator-sensitive product like a motor grader, we knew that we had to get the overall feel 100% right. We are confident we have achieved this and those testing the product confirmed this for us,” he says. The Bell design team also focused on providing long-term durability across all structures. According to the results of strain gauge testing, the main frame will provide a life expectance exceeding market norms by 40%. The tandem axle, with enhanced bearing and interaxle cooling, provides reliable performance in long-haul applications. Infield testing Bell Equipment’s test and prototype graders have already been operating with great success in a wide variety of applications from landscaping through heavy ripping and final levels to overall road construction. “It has been really pleasing to see the improvements in efficiency and performance identified during the design stage being confirmed on real-world job sites. “We’ve been encouraged by the positive feedback we’ve received from expert advisers and operators who have experienced our prototype machines. We’re excited to introduce the Bell Motor Grader and illustrate some of the advances we’ve made to a complicated piece of equipment,” said Warren. Bell has always sought to lead equipment development in the construction and material handling industries. The Bell Grader continues this pursuit with advancements seen in key performance requirements of the industry. Watch this space for more detail on how Bell is set to shake up the traditional grader market, and if you wish to experience the product first-hand, please contact your local Bell representative. Contact: Stephen Jones, Director – Group Engineering, Marketing, and Product Portfolio Bell Equipment Co. SA. Direct: +27 (0) 35 907 9431 Fax: +27 (0) 35 797 4323 E-mail: stephen.jones@bellequipment.com www.bellequipment.com

Antibiotics not working for you? Antimicrobial resistance happens when germs like bacteria or fungi no longer respond to the drugs designed to kill them. That means these germs are not killed and continue to grow. It does not mean our body is resistant to antibiotics or antifungals. Antimicrobial resistance is a naturally occurring process. We have heard so much about Quantum.Silver or nanosilver or as in my case, I have come to know it as my miracle water. How does it work? What are the origins? Google says you can turn silver, is that true? Does Quantum.Silver work for acne? cancer? diabetes? and and and …. Yes, too many questions, so we have put together a panel in the form of a masterclass discussion on the 5th April @ 18h30 sharp. Thomas: Dr Quantum.Silver himself Dr Thomas Volker, a veterinarian and a businessman, is responsible for evolving Quantum.Silver here in South Africa. Monika, the post-graduate with a diploma in clinical nutrition. Monika Volker’s passion is to help people holistically to achieve good quality of life by adopting a healthy lifestyle in terms of nutrition and exercise, but also adopting healthy thought processes. Robert, the Medical Doctor. Dr Robert Rouessart works in a general medical practice and is passionate about holistic healthcare. So come with your ailments, aches and pains and all your questions and put these to the panel. Just to spice things up a bit, we will be giving away 5 Quantum.Silver Family Aid Packs during the masterclass. These Quantum.Silver Family Aid Packs are valued at R1 180,00 each. They are what every family should have as part of your first aid kit. We will be holding the discussion in the evening because it addresses the whole family and that way, we all can get involved. Remember you have to be online to win. See you on Wednesday 5 April @ 18h30/6.30pm sharp. If I don’t see you through the week, I'll see you on the masterclass. Grant Adlam KZN Business Sense PS: I did an interview with Thomas. You might want to have a look at it before the masterclass. It provides in-depth knowledge of where this is all coming from so you will be more prepared to take advantage of this incredible opportunity.

JSE-listed Bell Equipment (Bell), a leading global manufacturer, distributor, and exporter of a wide range of heavy equipment for the construction, mining, quarrying, sugar, and forestry industries, today released final results for the year ended 31 December 2022. Leon Goosen, CEO of Bell, said that increased demand for commodities, country-specific post-COVID-19 stimulus packages, and increased infrastructure spending in several markets had driven demand for ADTs in particular. “The conflict between Russia and Ukraine since February 2022 caused ongoing supply chain constraints following the lingering effects of COVID-19, resulting in us having to cut back on production. While we mitigated these challenges well by closely managing high-risk suppliers and putting supply continuity interventions in place, it did prevent us from fully capitalising on the market conditions,” he said. Goosen added that an improvement in the supply chain in the last quarter of the year meant that Bell was able to catch up on production and that product was both invoiced and delivered to customers by the end of 2022. “This ensured that we closed the year much more strongly than we did the first half of the year,” he said. In addition to supply chain constraints, 2022 was marred by soaring fuel prices, unprecedented levels of inflation and interest rates, record load shedding, and floods in KwaZulu-Natal in April that caused logistics challenges. Reduced vessel frequency increased the need to use significantly more expensive air freight. Eskom’s long-term implementation of extended load shedding during 2022 also had far-reaching effects on Bell, local suppliers, and customers. “Besides the disruptive impact on business, the mitigation action of running generators significantly increased the cost of doing business in South Africa. Power interruptions and changeovers also increase the risk of equipment being damaged, especially electrical switching and electronic equipment.” Goosen said that to further mitigate load shedding, the group is increasing production at its factory in Germany, investigating the feasibility of sourcing fabrications from outside of South Africa, as well as installing a grid-tied solar system for the Richards Bay factory. Financial review The group improved significantly on the 2021 results, with profit after tax increasing by 63% to R478,9 million (2021: R294,3 million). Strong market conditions resulted in all regions surpassing the previous year’s volumes. Group sales were up by 28% on 2021 largely due to an improvement in the supply chain in the last quarter that meant that production could be caught up and products invoiced and delivered to customers by year end. Higher production volumes resulted in an increase in labour and overheads recovered, positively impacting the bottom line. Notwithstanding freight and load shedding expenses already mentioned, other notable expenses include increased electricity charges due to higher production and electricity tariff increases. Group inventory increased by R1,1 billion (31%) from December 2021 to R4,8 billion at the end of 2022 reflecting the high level of actual and planned production. Recognising the improvement in the financial results, the board has declared a gross final dividend of 90 cents per ordinary share. Operational update and product development South Africa experienced a positive year, with favourable commodity prices fuelling demand in the mining industry. “The JCB product line is proving to be extremely complementary to the South African offering. The market has reacted positively to the group taking over the distribution and support for this great product range,” said Goosen, adding that in Bell’s major international markets – the US and UK – demand was strong despite high levels of inflation, increased interest rates and soaring energy costs. Australia and New Zealand also maintained a high demand for ADTs. “Our OEM business was restructured into three distinct divisions: Mining and Construction, Forestry and Agriculture, and Underground Mining to provide a more dedicated focus on product lines, distribution, and support going forward. Pleasingly, we have also started distributing JCB Agriculture alongside the Bell Forestry and Agriculture range and over a dozen independent dealers have been appointed as part of our strategy to grow our exposure in these industries through increased products and improved service,” he said. He added that underground mining has been identified as another opportunity for growth. “The two underground articulated dump truck models and a rock scaler have been well accepted in existing African markets for their built-in levels of safety, use of the latest technology and economical productivity. This range will be expanded to include a 6-ton low profile Load Haul Dump (LHD) loader.” Goosen was proud to elaborate on innovation at Bell, saying that four years after commencing extensive testing, the group’s autonomous technology is now at the adoption stage with customers in the UK, South America, and Australia set to introduce autonomous Bell ADTs on their worksites during 2023. “We currently have two approved service providers, xtonomy, based in Europe, and Pronto AI in the US, both of which can work with Bell customers from anywhere in the world. A third supplier has recently been engaged and the group will begin testing this system during 2023.” In addition, Goosen announced that the group has decided to enter the global motorised grader market. Final testing and refinement on its first generation of motor graders are underway, with production set to begin as early as Q4 2024. This is a significant step in the group’s strategy to grow its product development IP, increase its manufactured product offering, and expand global markets. “Motor graders complement the group’s flagship ADT product as a core earthmoving product. There are several shared global markets and dealer distribution channels. Significant design complexity as well as developing to the needs of the operator are key for this product line and the group has demonstrated ability to achieve these,” he said. Three base machines will initially be offered, each with the option of a four- or six-wheel drive configuration. The G140 will cater for maintenance and light construction tasks, while the G160, with its increased power and performance, is designed to handle heavy construction applications. The G200 is positioned as an entry-level machine for the mining industry. Outlook From a production perspective, the volume outlook for 2023 is strong, work in progress has normalised and supply chain issues should not be a major constraint in the second half of 2023. Goosen indicated that the order book is being maintained at record levels and the group is already taking orders for 2024. Finished goods inventory levels are low for current demand and are expected to remain low due to the strong order book. “In South Africa, we anticipate some improvement in the construction industry as the recent SANRAL awards have created optimism and are positive for the country.” He said that Bell would continue to engage and work with the government, but that the cost and ability to do business in South Africa is a serious concern. “The cumulative effect of the challenges that local businesses must grapple with needs to be weighed up when considering strategies for long-term sustainability. These include exchange rate volatility, fuel prices, rising inflation and interest rates, escalating electricity tariffs, a severely encumbered national electricity provider, growing structural challenges around water and sanitation, and road infrastructure and port inefficiencies that frustrate logistics.” In closing, Goosen added that while Europe and the US have started 2023 very well, the group needs to exercise caution given the banking crisis in the US and macroeconomic indicators, most notably subdued economic activity and high inflation levels and interest rates, signalling possible recession. Website: www.bellequipment.com

Quantum.Silver has been described as magic by some people who have used the product and have experienced its benefits. Veterinarian and businessman Dr Thomas Volker was approached by two friends who gave him a vial of nanosilver powder with the belief that he would be able to make use of the product. Initially, Volker said that he did not know anything about the product or what its benefits were. However, as a veterinarian and a businessman, he was aware of the many problems that have developed over the years relating to some resistant infections. Together with his wife Monica, who is a qualified dietician and interested in alternative medicine, he spent thousands of hours researching the pros and cons of nanosilver. The product is manufactured in Germany making use of quantum dot technology. During this process every silver atom is attached to a molecule; the consistent size of the silver particles gives the silver complex its unique characteristics and makes it highly effective against micro-organisms. The health benefits, both for animals and humans, have been widely researched and these results formally published in many countries over the last ten years. Volker said, “I think that the longest process was actually in my head to have the courage to use this powder, transform it into a medication by mixing it and getting the correct concentration. And then the next question was, ‘Who was going to be the first guinea pig to see if the medicine could do what the literature said it could do?’. One does not always believe in good results until you have seen them for yourself. As far as I could establish nothing had been done in South Africa and I needed to make that bold move.” After a five-week trial, all the volunteers, none of which had any acute disease, reported increased energy after using the product. These results and that of the great improvement in the health of a HIV infected child, convinced Volker to pursue the commercialisation of the product and to make it available to any person who would like to buy and use it. Volker branded and started bottling the Quantum.Silver® solution in a 500ml bottle, which is taken orally. Although people were sceptical at first, everyone who used Quantum.Silver® noticed some change in the ailment that they had and had a positive testimony. From there people asked more and more questions about the application of nanosilver which caused the product range to grow to suit the application to include a nasal spray, eye and ear drops, and topical gels as well as a capsule form. Quantum.Silver® is extremely safe and all products are naturally based without any preservatives or chemical additives. The products available have all been researched and tested before being made commercially available. Nano silver complex can be effective in the treatment of: Viral infections: flu, bronchitis, cold sores, shingles etc Bacterial infections: diarrhoea, abscesses, sinusitis, burns, ear or eye infections, pimples, etc. Fungal infections: Ringworm, thrush, fungal infections Inflammation “Our product has a very potent, broad-spectrum effect. Is it magic? Well for people who have been battling with conditions, they feel that it is magic – but you can only apply it where it is supposed to work,” explained Volker. Further information for the treatment of specific conditions or ailments is available on the website: www.q-health.co.za/

Quantum.Silver has been described as magic by some people who have used the product and have experienced its benefits. Veterinarian and businessman Dr Thomas Volker was approached by two friends who gave him a vial of nanosilver powder with the belief that he would be able to make use of the product. Initially, Volker said that he did not know anything about the product or what its benefits were. However, as a veterinarian and a businessman, he was aware of the many problems that have developed over the years relating to some resistant bacteria. Together with his wife Monika, who is a qualified physiotherapist, specialized in Women’s Health and has a post graduate qualification in Clinical Nutrition for Humans and is also interested in alternative medicine, he spent thousands of hours researching the pros and cons of nanosilver. The product is manufactured in Germany making use of quantum dot technology. During this process every silver atom is attached to an inert molecule; the consistent size of the silver particles gives the silver complex its unique characteristics and makes it highly effective against micro-organisms. The health benefits, both for animals and humans, have been widely researched and these results formally published in many countries over the last ten years. Volker said, “I think that the longest process was actually in my head to have the courage to use this powder, transform it into a medication by mixing it and getting the correct concentration. And then the next question was, ‘Who was going to be the first guinea pig to see if the medicine could do what the literature said it could do?’. One does not always believe in good results until you have seen them for yourself. As far as I could establish nothing had been done in South Africa with this modern technology and I needed to make that bold move.” After a five-week trial, all the volunteers, none of which had any acute disease, reported increased energy after using the product. These results and that of the great improvement in the health of a HIV infected child, convinced Volker to pursue the commercialisation of the product and to make it available to any person who would like to buy and use it. Volker branded and started bottling the Quantum.Silver® solution in a 500ml bottle, which is taken orally. Although people were sceptical at first, everyone who used Quantum.Silver® noticed some change in the ailment that they had and had a positive testimony. From there people asked more and more questions about the application of nanosilver which caused the product range to grow to suit the application to include a nasal spray, eye and ear drops, and topical gels as well as a capsule form. Quantum.Silver® is extremely safe and all products are naturally based without any preservatives or chemical additives. The products available have all been researched and tested before being made commercially available. Nano silver complex can be effective in the treatment of: Viral infections: flu, bronchitis, cold sores, shingles etc Bacterial infections: diarrhoea, abscesses, sinusitis, burns, ear or eye infections, pimples, urinary tract infections etc. Fungal infections: Ringworm, thrush, candida, fungal infections Inflammation “Our product has a very potent, broad-spectrum effect. Is it magic? Well for people who have been battling with conditions for a long time and traditional medicine has not helped, they feel that it is magic – but you can only apply it where it is supposed to work,” explained Volker. Further information for the treatment of specific conditions or ailments is available on the website: www.q-health.co.za

There is no doubt that managing an employee’s performance can be one of the most challenging parts of any manager’s role. Often by the time that the organisation’s formal performance management process commences, difficult and unproductive behaviours are already entrenched and the relationship between manager and employee has deteriorated. Productivity is low and patience is in short supply. Misconduct Versus Poor Performance It is important to know the difference between misconduct and poor performance. Confusing the two could mean your approach is completely wrong. The main difference is in the level of control. Poor performance is when an employee tries as hard as possible but keeps falling short because they lack skill, ability or training for example. In cases of misconduct, the employee could perform better but for whatever reason chooses not to. What are the reasons for Poor Performance? There are many reasons why an employee may perform poorly. Some of the common reasons include: an employee doesn't know what is expected because goals and/or standards or workplace policies and consequences are not clear (or have not been set) interpersonal differences there is a mismatch between an employee's capabilities and the job they are required to undertake, or the employee does not have the knowledge or skills to do the job expected of them an employee does not know whether they are doing a good job because there is no counselling or feedback on their performance lack of personal motivation, low morale in the workplace and/or poor work environment personal issues such as family stress, physical and/or mental health problems or problems with drugs or alcohol cultural misunderstandings workplace bullying. Was it the employee’s fault that the performance standard was not met? Dismissal will probably be adjudged to be unfair if the reason for the poor performance was that: the employer had failed to provide the employee with materials equipment was faulty required training had not been given the employer’s product was not in demand or • some other reason beyond the employee’s control. An effective Performance Management process establishes the groundwork for excellence by: Linking individual employee objectives with the organisation's mission and strategic plans. The employee has a clear concept on how they contribute to the achievement the overall business objective, Focusing on setting clear performance objectives and expectations through the use of results, actions and behaviours, Defining clear development plans as part of the process, and Conducting regular discussions throughout the performance cycle which include such things as coaching, mentoring, feedback and assessment. Step by Step guide to Managing Poor Performance. Step 1 - Identify the problem It is important to understand the key drivers of performance or poor performance within the workforce. It is also important to correctly and specifically identify the problem. Step 2 - Assess and analyse the problem The employer should determine: how serious the problem is how long the problem has existed, and how wide the gap is between what is expected and what is being delivered. Once the problem has been identified and assessed, the employer should organise a meeting with the employee to discuss the problem. The employer should let the employee know the purpose of the meeting in advance so they can adequately prepare for the meeting. The employee should be allowed to bring a support person of their choice or a union representative to the meeting. Step 3 - Meet with the employee to discuss the problem It is important that the meeting takes place in private and in an environment that is comfortable and non-threatening, away from distractions and interruptions. The employer should begin by holding a discussion with the employee to explain the problem in specific terms. From this conversation, the employee should be able to clearly understand: what the problem is why it is a problem how it impacts on the workplace, and why there is a concern. The employer should discuss the outcomes they wish to achieve from the meeting. The meeting should be an open discussion and the employee should have an opportunity to have their point of view heard and duly considered. The employer should listen to the explanation of why the problem has occurred or to any other comments the employee makes. When having this type of meeting, it may be useful in facilitating discussion to refer to recent positive things that the employee has done to show them that you also recognise and appreciate their strengths. Key points for employers to remember when holding the meeting are to: talk about the issue and not the person explore the reasons why there is an issue clarify details stay relaxed and encouraging, and summarise to check your understanding of the situation. And, when discussing shortfalls in any area, it is important to check that the employee: is aware that it is a task that is required of them has been shown what is required, understands the gap between what is happening and what is required. Step 4 - Jointly devise a solution Where possible, it is important that a solution is jointly devised with the employee. An employee who has contributed to the solution will be more likely to accept and act on it. When working out a solution, the employer should: explore ideas by asking open questions emphasise common ground keep the discussion on track focus on positive possibilities, and offer assistance, such as further training, mentoring, flexible work practices or redefining roles and expectations. A clear plan of action should be developed with the employee to implement the solution. This can be in the form of a performance agreement or action plan. A performance agreement or action plan can: reflect an understanding of performance expectations and what is to be achieved over the specified time period (performance improvement milestones) clarify roles and responsibilities of the employee include strategies for training and career development include timeframes for improvement (these may vary depending on the issue and needs of the business; however, it is important to give an employee adequate time to improve their performance) reinforce the value and worth of the role being performed. A date should be set for another meeting with the employee to review progress and discuss the employee's performance against the agreed action plan. The employer should keep a written record of all discussions relating to poor performance in case further action is required. Generally, it may also be used as evidence if legal action is taken about the matter. Step 5 - Monitor performance The employer should monitor the employee's performance and continue to provide feedback and encouragement. A meeting to review and discuss the employee's performance should be held even if there is no longer an issue. This enables both parties to acknowledge that the issue has been resolved. The employer should provide both positive and negative feedback to the employee and should work with the employee to ensure that performance improvements are sustained. More serious action may need to be taken if the employee's performance does not improve including further counselling, issuing formal warnings and ultimately if the issue cannot be resolved, termination of employment. Termination of employment If an employee's performance does not improve to an acceptable standard, termination of their employment may be an option. Employers cannot dismiss their employees in circumstances that are "harsh, unjust or unreasonable". What is harsh, unjust, or unreasonable will depend on the circumstances of each case. However, it is important to be fair to employees particularly when it comes to termination of employment. They should be given reasons for dismissal and an opportunity to respond to those reasons. Employers should not dismiss poor performers without having attended to the above requirements and without having followed proper procedure. Where the employer is at all unsure as to whether it is within its rights to dismiss a poor performer, it should first get advice from a reputable labour law expert. https://drghumancapital.com

17in combo Toyota Rumion. Ask for trade in options. Tel: (031)303-2933

The Green Manufacturing Executive Short Course considers the pertinent issues surrounding the green economy debate and why they are critical to the manufacturing sector. Manufacturing is a key contributor to the world’s environmental problems. The technologies it has deployed, the materials it uses, and the complex inbound and outbound value chains it has created all have significant global environmental impacts. The course focuses on the different green discourses potentially shaping the future development trajectory of manufacturing, while also providing an analysis of the key interventions and strategies that are relevant to green manufacturing. The Course Lead is Liesel Kassier and o ver the first two days of the course, we will critically reflect on what green manufacturing is and examine the extent to which it really matters. We will also examine the role that competing economic ideologies have in respect of green manufacturing and evaluate the current status quo in relation to global resource use. The concepts of circular economy, green supply chains and measuring true value will be applied in the context of positioning green manufacturing as a business model to be followed to achieve competitive advantage. These core concepts will be reinforced by examining specific case studies. Emerging regulatory and legislative requirements are also focused on, as are new, evolving management philosophies relating to sustainable materials and energy use, product lifecycle management, and the ultimate green manufacturing objective: The establishment of carbon-neutral industrial activity. All these concepts will be synthesized into their implications for the South African manufacturing sector. The first two days of the course lead to a reflection and consolidation day, where syndicate teams prepare simulated board presentations outlining a green innovation that can be implemented in a chosen value chain and its potential impact on an associated business model. The syndicate project, which builds over the first two days represents a core component of the elective. The application of learning is focused on, using a set of concrete opportunities and challenges based on the firms represented within the course. The third day will be concluded with a consolidation session. Feedback on individual syndicate presentations will be provided and a discussion of the immediate and long-term relevance of green manufacturing will be completed. Click here to apply

Louis Govindraj is from Jazmax, a real estate agency and has been in business for 27 years, servicing the Durban area. Louis in celebrating Marlene, says he realised that he needed mentorship in life and that is when he started working with ActionCoach. Marlene has helped him manage his business on a new level, a new way of thinking, accountability, managing his time efficiently and ensuring that certain systems are in place. Louis says the forward thinking and mentorship ensures that he does not repeat past mistakes.

Debbie Vandekan is one of the directors of Three Peaks, which operate nationally and assist businesses via innovated technology to simplify cash flow management. Debbie in celebrating Marlene, says that she has worked with Marlene for close on 15 years now. Marlene has made such an impact and difference in the business world and the clients Three Peaks work with. On behalf of everyone at Three Peaks, we wish Marlene the best for the journey forward.

Pindiwe Filtane is the owner of Mbasane Women in IT, a company that facilitates ICT Technical & Digital training opportunities and has been in business for 10 years. Pindiwe says she has known Marlene for a number of years. They have had a wonderful journey together and congratulates Marlene for every milestone she has achieved. Pindiwe says Marlene is not just her coach, they also callaborate together on various projects, introducing systems, processes and knowledge that work. Pindiwe says the with the launch of the C.A.R.E. programme, she is looking forward to further callobration and growth.