Our work at Aephoria is all about maturing humans and organisational systems. Often in our facilitation this requires us to talk about issues of diversity and inclusion and race in particular. I’ve been reflecting on [...]
As programme coordinator and co-facilitator for the Women’s Leadership Development Programme at the University of Johannesburg, I had my first opportunity to join the women participants for a lunchtime session. Lunchtime sessions are formalised gatherings [...]
At Aephoria Partners we use the work of Steve Biko in our leadership development processes and are often asked by participants: what relevance does Biko have for white people – did he not say that white people have no role to play in the struggle – was he not racist? Well, here is one very simple answer to this question based on my interpretation of his work.
Some of us had absent fathers or absent mothers. The migrant labour system, long hours at work, Apartheid Separate Development, the shifting of traditional cultural norms, addictions and violence have meant that many of us grew up with an absent father/authority figure or one that was unpredictably present in our lives.
Most programmes we design and deliver include at least two one-on-one coaching sessions and between 10 and 15 days of group process. During this time, we get a good feel for where people come from and what they are busy with. One of the most noticeable factors we have witnessed recently was what we came to understand as the long-term impacts of childhood poverty on management style and work behaviour, and we noticed these behaviours right across all race groups.
Rank is a critical factor if we are to effectively fulfil our roles as leaders, managers and facilitators. The trouble is that the higher up the ladder we go, the less conscious we are of our rank. But what is rank and how do we work with it?