CareerSuccess Magazine Annual Edition 2020 by Lazuli Communications

for administrative & office professionals

Volume 34 Annual Issue 2020

Feedforward and become a stronger influencer CRITICAL SKILLS to succeed POST-CORONA Zooming through GOOD MANNERS

Bumper ISSUE with great useful tips

ONLINE meeting ETIQUETTE

PLUS 2020 PA SUMMIT PA OF THE YEAR REVIEW careersuccess magazine issue 2020

Contents 06 Key Feature 09 Focus Feature 12 Workplace Issues 14 Work & Life Workplace trends 17 Career Matters 21 24 Getting to know PA Summit Review & Lifetime Achiever 26 Award PA of the Year Award 34 Special Feature 36 Personal Matters 44 Workplace tips 46 48 Interviews FYI and the boss 55 Last Page 60

Critical Skills you‘ll need to succeed In post-corona virus

We’re not one-dimensional beings, and it shows!

Feedforward and become a stronger influencer

I said it. I did it

Online meeting etiquette - what‘s hot what‘s not

Zooming through good manners

Marisa Scott

Meet the titlebearer Julie Ivason

The legacy I would like to leave for future generations of PAs

How to break bad news in a good way

How to innovate with what you already have

Hospitality Junxtion, TECH2DESK and Larry Soffer

Short and sweet - and good to know!

Test your wits. Have some fun!

careersuccess magazine issue 2020

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careersuccess magazine issue 2020

ed’s memo

Ed’s memo

What has not yet been said about the year 2020? Probably very little…described as atypical, torrid, disruptive, crippling and catastrophic, and the year humans had to relearn to be human. What industry or profession was not touched by this? What society or family did not feel its tornado-like effects? Whose life was not turned upside down? In how many ways have you had to adapt to survive!

Do you recall how jaw-dropping the March lockdown announcement was? We had very few days warning to develop 360* vision and to hope that what we were ‘seeing’ as the way to go was going to be adequate to survive and keep the business going as best we could. Many did keep going, some even re-invented themselves, but just as many didn’t! The old saying ‘only the fittest will survive’ proved how invalid it is in the case of a sudden pandemic. No matter how fit some businesses were, they depended on daily ‘buyers’ of their goods or services to keep afloat. A lockdown and ensuing levels of confinement saw many go down and only some will recover. Those that could not change or evolve to adapt to service their customers in a completely new way, became victims and sad statistics. And in the middle of this raging storm we had little choice but to keep our chins up, rise to the occasion even as the world seemed to topple around us… At HO it became clearly evident to us that you, our readers, were not going to be intent on spending time reading magazines! It was going to be kept informed and motivated in short blurbs of news or information that was pertinent to your mental and emotional wellbeing! So, through PAFSA we tried our best to meet those needs by posting daily on PAFSA’s Facebook page. PAFSA held the Annual PA Summit and PA of the Year Award (see a review of it in this edition) and now we provide you with this special end-of-year edition of CareerSuccess. You will note that every article and feature is especially aimed at touching you, where you are today, nine months later after March! And you will also note that we have introduced something important at the end of each article which is reflection questions: It is meant to make your reading and taking in what you have read advance form passive to active. It compels you to look-inside of you and truly absorb the learnings by questioning yourself about the messages given or techniques shared by our writers and contributors. Ana-Maria

Editorial

The Company

Editor-in-chief Ana-Maria Valente anamaria@lazulicommunications.co.za

CareerSuccess is published by Lazuli Communications (Pty) Ltd Gauteng, South Africa Tel: (011) 616 7401 Fax: (011) 616 3244

Admin/Advertising Director Ornella Trinco ornella@lazulicommunications.co.za Head: Finance & HR Guida Morais admin@lazulicommunications.co.za

Opinions expressed in any article do not necessarily reflect on the publishers. All submissions to CareerSuccess are subject to editorial change to suit the style of the magazine. The right of reproduction of any article or other matter published in CareerSuccess is expressly reserved.©

CareerSuccess is the official mouthpiece for PAFSA, the Professional Association for Secretaries and Admin Assistants. Website: www.pafsa.co.za PAFSA is on Facebook careersuccess magazine issue 2020

key feature

Critical

Skills

You’ll Need to Succeed In a Post-Coronavirus Business World

LEADERSHIP

Flexibility Adaptability

Critical thinking

There are a lot of unknowns about what the world will look like post-coronavirus, but one thing is certain – life won’t return to how we once knew it. But that doesn’t have to be a bad thing, so says Stephanie Lukins.

Tech savvy

Communication emotional intelligence

Creativity and Innovation

here are a lot of unknowns about what the world will look like post-coronavirus, but one thing is certain – life won’t return to how we once knew it. But that doesn’t have to be a bad thing. As novel job opportunities begin to emerge, what can you do to make sure you’re a strong candidate if you have to navigate the competitive job market? A report by Deloitte Access Economics considers two-thirds of all jobs by 2030 will be made up of soft-skill-intensive occupations, so developing and enhancing these is key. Leadership Don’t believe that only managers should possess leadership skills – anyone can demonstrate good leadership. Having good leadership skills is about communicating your own vision for yourself while encouraging others and embracing feedback from colleagues and superiors. Being self-aware and holding yourself accountable is particularly important during these challenging times.

careersuccess magazine issue 2020

Flexibility and Adaptability Being flexible and adaptable is something we’ve all had to get used to over the last few months. But it’s also a crucial

key feature skill that every employer will be keeping an eye out for. As businesses worldwide see a stark rise in the number of employees being able to work from home, it’s likely this new way of working will last even after the pandemic passes.

Communication Emotional Intelligence Communication and social intelligence go hand-in-hand and there is still a need for genuine human connection and understanding in every job role.

While being flexible in work was once aligned with geographic mobility, it is now about having an open mindset, being able to work well under pressure, adjusting to new and unexpected deadlines, prioritizing tasks and, in some instances taking on additional responsibilities.

To have good emotional intelligence is to be aware of, and demonstrate empathy for, others’ emotions and behaviours which is crucial, especially when people are feeling uneasy. And this is also where good communication skills are critical; as many of us continue to work from home, clarity in emails and at virtual meetings is a must to cement trust and retain high productivity levels.

Critical thinking In an era where navigating fake news and contrasting data is a daily struggle, it’s critical that you’re able to think clearly and rationally as you objectively evaluate information in order to make informed decisions.

Creativity and Innovation While we’ve seen machines and digital technologies take on roles in analytics and business operations, human beings are still unique in being able to think outside the box.

Good critical thinkers ask questions that can help them dig a little deeper. Questions such as: “what’s happening?”, “why is this important?”, “who is being affected?”, “where did the information come from?”, “can I be sure about the source?”.

Creativity is not only associated with typically creative professions either – it is essential across every industry and sector. In the coming years, the workplace landscape is going to need to evolve and adapt rapidly, and so are you.

Tech savvy Even before coronavirus the growing digital skills gap was apparent across business worldwide. In fact, 82 percent of job vacancies now require digital skills of some kind.

Stephanie Lukins. As the Head of Sponsored Content for TopUniversities.com and TopMBA. com, Stephanie creates and publishes a wide range of articles for universities and business schools across the world. She attended the University of Portsmouth where she earned a BA in English Language and an MA in Communication and Applied Linguistics.

The pandemic has accelerated the desperate need for specialist digital skillsets to help businesses become more aligned with today’s myriad technologies and platforms. With the Fourth Industrial Revolution on the horizon, investment not just in technologies but in people who understand technology is essential.

https://www.topuniversities.com/ student-info/careers-advice/9skills-youll-need-succeed-postcoronavirus-business-world

Although it’s unlikely that you’ll need to know every system or platform, demonstrating a solid understanding AI and your role will help catapult your profile above the rest.

Post-article reflections Of the skills mentioned above, which are your strongest right now, and which not? Which do you think could be critical for you for the near future? How much have you already prepared for to cope with life as new realties unroll before your eyes? careersuccess magazine issue 2020

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focus feature

We’re not one-dimensional beings

And it shows We can feel many emotions at once, especially in a time of crisis and its’s ok, so says Megan Minutillo.

hroughout this pandemic, my best friends and I have been checking in on one another via this text message thread that we’ve set up. Sometimes the messages are funny – silly memes, ridiculous anecdotes about the trips to the refrigerator. New cocktail discoveries that we’ve found through virtual happy hours and wild thoughts that come into our brains as time moves forward. Sometimes, the messages are full of anxiety, sadness, and fear. It’s a visual confirmation that we’re not alone in our worry about tomorrow and our nostalgia for the things we cannot do at the moment. Recently one of these dear friends had to take unpaid leave. She told us how terrifying it felt – that she was worried about money, and that she missed her work, and that even though she was

quarantined at home, work helped her get through her day. It gave her a sense of balance throughout these crazy times – even though she was juggling being a wife and a mother alongside that, too. But then our dear friend also expressed that she felt guilty for saying so – that she should be grateful for what she does have and be more patient during this time. She expressed shame for being upset as if she had no right to be stressed about her lack of employment. It was at that moment that we, her best gals, came through – and she received several with text messages that reminded her that it was ok to be sad. It was ok to be stressed. It was ok to be worried, and anxious, and that feeling those feelings didn’t negate the gratitude that she did feel. Continued on next page careersuccess magazine issue 2020

focus feature

Continued from previous page

to worry just yet about how you’re going to put food on your table.

Too often, we forget that we can hold negative emotions and positive ones in both of our hands. We can feel anxious, and we can also feel grateful. We can feel happy, and we can also feel sad. We can be afraid for tomorrow while still appreciating what we have at this moment. These are strange and uncertain times that we’re living in – we are dealing with a global pandemic. These are strange and uncertain times, and you don’t have to pick which feeling is appropriate. You don’t have to bury the stress that is coming your way, just because you know that other people are undoubtedly in a more precarious position than you. There are plenty of feelings that can exist within you at once. You can be upset at the change in your plans – the shifting of dates, the postponement of events, the unanswered questions that lie in tomorrow. You can be upset that your wedding is postponed or canceled, or that you don’t get to have your baby shower or bridal shower or walk the stage at your graduation ceremony. You can be upset that you have to cancel the anniversary trip that you planned for your parents or the vacation that you’ve been planning for months. You can be upset about all of these things – and still, be grateful for the life that you’re living.

It’s not an either-or situation. Choosing sadness over joy is not a choice you have to make. It’s not like if you wish to acknowledge the pain that you’re in, or the anxiety that you’re feeling, or the sadness that lies in your heart means that you’re negating feelings of joy. We’re not one-dimensional creatures who are only one thing – there’s not one title that can encapsulate all that you are, and all that you will be, and all that you wish tomorrow to hold. We can breathe and blink and move simultaneously. The sound of our breath and the sound of our heartbeat is something that we can hear at the same time, too. We can feel more than one thing at once, too – and there’s nothing wrong with you if more than one emotion is rising up within you at once. It’s ok that you feel that way. Cry when you feel the tears prick your eyes. Lean into the things that make you smile. When you get the urge to tell the ones you love how much you love them – act on it. Speak. Tell them. When you feel laughter bubbling up within your throat – let it out. If someone or something makes you want to yell, or shout, or fall to your knees and shake your fists at the sky – do it. You’ll get back up, I promise. You’re allowed to feel all of your emotions – you don’t have to choose.

You can be heartbroken that you got your period again this month when you were hoping for a baby and happy for your friends who are expecting their own children.

Megan Minutillo, Writer, producer, educator. Read more at meganminutillo.com.

You can be upset about losing regular income , and you can still be grateful that you have a roof over your head, and that your family is healthy, and that you’re not going

Post-article reflections It has been a year where our emotions have been a roller-coaster. Can you identify all the emotions you have felt over the past months? Have they all been negative or a mix? How do you feel today having experienced all those feelings? careersuccess magazine issue 2020

of our relationships” according to the Grant study at Harvard, the longest longitudinal study of all time.

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The single most important factor in happiness and success is the strength

There is no such thing as success without successful relationships.

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workplace issues

Feedforward and become a stronger influencer

We all want to improve our effectiveness in influencing others for our mutual good and we can achieve this when we understand the importance of establishing winning relationships, so says Justin Cohen.

rue influence is the ability to build long-term, mutually beneficial personal or business relationships. True influence is not manipulation. Manipulating people is getting them to do things that are not in their best interests. To get more, give more and giving is not always physical; in fact the giving that feels best is usually psychological. This is when we give people love, respect and attention. We build our self-esteem from the inside – but we are social creatures and a large part of our self-worth comes from the love and attention that we give others. And one of the most important keys to success in relationships , at the office and at home, is the ability to give and receive feedback – what I like to think of as feedforward, because it enables us to move forward and be better.

careersuccess magazine issue 2020

While there are laws that govern effective relationships, not everyone wants to be treated in exactly the same way. It’s important to be able to take and apply feedback so we can adjust our behaviour to suit the person and situation. Your previous boss may have liked regular updates on any project; your current one may not want to be involved that closely.

Getting feedback

If a close group of friends, family and colleagues got together, what would they say about you? You’re probably not going to agree with everyone says but if more than one person were to say the same thing, that could be a clue. No matter how self-aware you are, there will almost certainly be things

workplace issues other people can see about you that you can’t. If you are to be effective, you need to know what those things are. If you don’t ask, most people won’t tell you what they really think. But people won’t always give you feedback nicely. If you’re on the receiving end of tactless feedback, whether you agree with it or not, thank the person for their insight. Start seeing your response to feedback as part of your performance. When someone gives you critical feedback, they’ve already evaluated you; now they’ll evaluate you on how constructively you take the feedback.

Giving feedforward

Have you ever received critical feedback that took the wind out of you? Poorly delivered feedback can lead to a shot of stress hormones that raise the heart rate, breathing rate and blood pressure. This activates the fight-or-flight response in us. Bear this in mind when someone has really disappointed or annoyed you: If you throw a tantrum, you will activate their lower brain and further diminish their ability to help you.

specific about what you’ve noticed and be sure to avoid character assassination. They are not the problem; the behavior is the problem. 5. End with a positive expectation. We usually take feedback badly because we’re unsure we can fix it. Let them know you believe in them, and you know they can get it right. Ask if there’s anything you can do to help.

Express positive expectations

When you tell someone they can do something, you’re not saying it will be easy and there won’t be setbacks. You’re not saying they won’t have to earn more or work harder. Rather you are letting them know that as tough as it is, they are up to the challenge. When we believe in someone, our behaviour towards them changes. We make more eye contact, smile, encourage and go out of our way to help. All of this boosts performance. Expressing positive expectations is not just a way to inspire people to realize their potential – it will help you get people to do what you want done.

If you want people to process your feedback, it’s important to deliver it in a constructive way. Here are a the five steps to help you do that:

This is an extract form Justin Cohen’s book; Winning Relationships: 21 Laws of influence in Love and Business. Justin Cohen is a bestselling author and international speaker. He hosted a CNBC Africa TV show in which he interviewed some of the world’s top experts on success. As a leading authority on human potential, with a postgraduate degree in psychology, Justin Cohen speaks and trains in the fields of motivation, sales, customer service and leadership. He is a Certified Speaker Professional and a Southern African Speaker Hall of Fame inductee. Justin is currently the host and transformational coach of Mnet’s The Single Wives, and a doctoral candidate at Middlesex University in London

1. Calm Down. Only give feedback after you have had time to reflect on the issue. When you’re angry, you are in a lower (instinct) brain state. Calm down by taking three slow, deep breaths to shift activity to the higher rational brain which will improve your ability to communicate. 2. Start with something positive. That helps the person feel good and thus more receptive to what can be improved. They will know that you are not trying to hurt them. It’s important that you are sincere… it can’t just feel like a way to soften what’s to come i.e a bouquet before the bomb! The fact is, we don’t give people enough positive feedback! 3. Let them know that you care about them and want to share something that might be holding back their effectiveness or success.

More information on: justin@justinpresents.com

4. Describe what you think needs improving. Be

Post-article reflections Have you ever practiced the principles above? When has giving feedback gone horribly wrong for you? Concentrate on the importance of the first thing you say and the last thing you say when giving. careersuccess magazine issue 2020

work and life

Excuses or lies are what some people live by when they fail to do what they were supposed to do or promised to do. We don’t like it; we lose trust in them. But what if we do this ourselves? Gavin Sharples expresses strong views on this subject.

I SAID IT. I DId IT

ere’s the thing…. Doesn’t it just make you want to go absolutely stark raving mad when someone doesn’t do what they said they would do?

ball for one real purpose – that is, to try to get people to keep their word. To keep their promises and to do what they say they are going to do.

The painter says he will be at my house on Monday at 8 o’clock to start the job and at 11:30 he walks in as if nothing is wrong.

If we want to make life better for everyone then keep your word – to yourself and to others.

The supplier who was supposed to start installing your new software commits to arrive on Thursday morning, only to call you that morning to say “I’ve locked my keys in my car, and the installation we were at yesterday didn’t get finished so we will only be able to see you tomorrow.”

People at work

How does this make one feel? What could the consequences be when someone commits to something and lets everybody down? Do they care? What if this failure to do the job on the day booked affects the productivity of a whole team? Or the budget of a project? Will you be using their services again? Will you black-list them? Will this stop them from becoming unreliable? Someone once said that excuses are like $$holes, everybody has one. I think that maybe I have been put on this little blue

careersuccess magazine issue 2020

If you wish to be a stellar PA and have happy and effective executives keep to your deadlines; deliver on what you said you would; don’t let people down – inside your company and beyond! The most important characteristic of a PA is trustworthiness. That is why not everybody can be a PA. It is a very special and privileged position to have in a company. Likewise, your efficiency often depends on others – members of your team and of suppliers. Just imagine for a minute if all people around you actually just did what they said they were going to do? Can you see the productivity and effectiveness increase exponentially!

work and life Now imagine, if workplaces all over followed this philosophy - We would not have to run to lawyers or to courts so often; we wouldn’t need contracts or arbitration or much of conflict resolution that is needed today! Sounds like Utopia? Why? Is it so difficult to understand that all it takes is for people to do the job that they promised to do on the day that they were employed in accordance with their job description. That’s it! Really simple. We wouldn’t need the CCMA, the labour board, labour brokers or attorneys because people would just do their jobs as they promised they would without, excuses.

And when you achieve high self-esteem you will have enormous confidence – you will get respect from others… and when you are respected, it is far more likely that people will not let you down – they too will learn that you expect them to keep to their word as well. What goes round, comes round. Make I said it I did it your motto for 2021.

Gavin Sharples is an international keynote speaker famed for his high impact presentations. He speaks on various topics where he advocates positive change and positive action. His latest endeavour is the Real MANual, a book for boys and men on how to be a real man .

You and your world Imagine also if you kept your word with yourself and stuck to the eating and exercise plan you promised yourself... or if you continued the savings plan or finished the degree you started. Imagine a world where your word is your bond - and it is more important to keep your word than almost anything else. And in the event of you not being able to live up to your word or your promise, you openly acknowledged and accepted your responsibilities and made good for any loss occurred to the other party.

Gavin can be contacted info@gavinsharples.co.za

on:

What if one could move from imagining to making it a reality! That better world can happen right here and right now in your world if you become that person that always keeps their promises and does what you said you were going to do. Nothing is more powerful for you as a professional and as a human being than being able to say that you trust yourself! Because it all starts with trust. When you trust yourself, you will feel respect for yourself. When you feel respect for yourself, you will like yourself more. When you like yourself more, you will have self-worth and self-esteem.

Post-article reflections How do you rate the trust you have in your word? How do you rate your follow-through? How could you improve if you needed to?

careersuccess magazine issue 2020

LET’S GET DOWN TO BUSINESS GAVIN SHARPLES is one of the busiest motivational keynote speakers in South Africa, but he doesn’t mind one bit. He’s devoted his life to helping people make the most of theirs. A motivational speaker, author and humourist, Gavin knows how to help people face the difficult issues in life head-on.

YOUR ORGANISATION WANTS SOMETHING DIFFERENT Gavin is different! By creating ground-breaking and innovative business philosophies and ideas, he taps into the heart of the matter and tells it like it is. There’s no-one quiTe like Gavin sharples.

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careersuccess magazine issue 2020

workplace trends

Online Meeting Etiquette What’s What’s

HOT NOT

irtual meetings have become an essential part of how businesses maintain contact with staff and clients to ensure productivity and continuity. As many people internationally are engaging in a restricted form of work, few organisations and individuals can still communicate using traditional methods. Taking this practice of online connections forward, it is a costeffective way to align multiple offices, keep remote employees engaged and stay in touch with clients and stakeholders. I have also used this way of communicating to connect with family and friends – often resulting in more frequent chats than our previous face-to-face get-togethers.

Online meeting etiquette has become a hot topic – Marjon Meyer advises on how to avoid embarrassing mistakes.

While virtual meetings have likely been a part of your daily work routine for some time now, it’s still easy to fall victim to some major meeting faux pas. Virtual meeting etiquette is a whole new ball game. Continued on next page careersuccess magazine issue 2020

workplace trends

Continued from previous page

I have consulted with several business associates and friends to suggest some guidelines that may be useful to you and your team to hold productive online meetings. There is consensus that the following is not so hot: • • • •

Background noise Unmuted microphones when not speaking Too long meetings No agenda

• • • • • • •

Family members visible in the background, your (un) made bed, messy closets, unwashed dishes etc Being unprepared and fidgeting with notes Unsuitable background and wrong lighting Chewing or sipping a drink while unmuted Using a cell phone while in a meeting Late “arrivals” tuning in and then needing to catch up Repeatedly asking “can you hear me?” when speaking

To keep your meetings productive and professional, here are some hot virtual meeting etiquette guidelines

Send an official invite and confirm

Once you’ve chosen a time and date, you can send an official invite or link so that people have an easy way to reserve that specific time. If you’ve scheduled a meeting well ahead of time, you can also just quickly confirm with the people you’re meeting with about a day ahead of time to ensure everyone is prepared.

Dress appropriately

One of the magical things about working remotely is the freedom to wear anything to work. Don’t show up wearing sleepwear or sweatshirts when you want to be taken seriously. Take a few minutes to put on a clean shirt and brush your hair. The best part of actually getting ready while working remotely is that you’ll put yourself in the right head space to be productive. Also no eating nor chewing gum, please!

Have an appropriate username and photo

When using a program like Skype or Zoom for meetings, ensure that both your username and photo are appropriate for professional meetings. Any photo you use professionally, including LinkedIn, should be of you dressed appropriately, head and shoulder only, against a neutral background and you looking in the camera. Selfies generally don’t work so well here.

Be aware of your surroundings

People won’t take you seriously when there is a pile of dirty clothes in the corner behind you. You need careersuccess magazine issue 2020

light opposite you, not behind you. Family members should not appear in your screen. Sit within 2 metres of a neutral wall, a bookcase or a tasteful painting behind you. Children screaming, crying or laughing, hadidas cajoling, dogs barking, the lawnmower or other machinery in operation or any background music is not conducive to creating a professional image. Rather mute your microphone when this happens unexpectedly. Cameras don’t need to be switched on all the time. In bigger meetings only the meeting leader needs to be visible.

Make time for casual conversation – “watercooler” chats

A few minutes of friendly interaction before diving into a meeting can build the necessary rapport for a successful sit-down – and keep the team engaged when the conversation jumps to business talk. Check in with the team or get one team member per meeting to give some feedback about what’s happening in their lives. Having coffee simultaneously could be fun but be careful of sipping sounds – mute please!

Use the chat box to send messages and ideas around

The chat box is an easy and effective way to get a message around quickly, use it to share new ideas and suggestions. The chairperson can incorporate these ideas into the meeting or share important info. Constant typing on the keyboard could be very distracting though – so use sparingly. Also use the chat box to indicate you want a turn to speak.

workplace trends

Record meetings in stead of frantically taking minutes/notes

Let GoToMeeting take notes for you! This application automatically transcribes meetings so you can focus on what’s being said – not what to write. After your meeting, you can easily search for keywords in the text of your meeting transcription and share the content with a link.

Mute your microphone when you’re not talking

There’s nothing more frustrating than hearing that alien echo noise from conflicting microphones. Save everyone from the ear-splitting madness by joining the meeting while on mute!

Signal when you want to contribute and speak up

When you enter a meeting, introduce yourself and say hi – but be careful not to interrupt someone midsentence. Use a hand signal to indicate you would like to speak. The chairperson should then indicate that you may proceed to speak. Project your voice and articulate words carefully. Don’t repeatedly ask “can you hear me?”. The team will let you know soon enough when you’re not audible.

Stay seated and stay present

It may be tempting to check your inbox or engage in a side conversation during a dull moment in a meeting, but rather resist this temptation! When using your webcam, use attentive body language: sit up straight, don’t make big extraneous movements, and don’t let your eyes wander too much. This is not a good time to catch up on social media.

Ensure everyone has a job

Watch the clock

Online meeting follow-up

Have you ever been to a meeting and had no idea why, exactly, you were invited? Not having a clear purpose for each attendee is the quickest way to kill team engagement. Ensure that everyone on the team has a job; for example, have one team member write down any questions that come up during a brainstorm, have another take notes on key discussion points, and have another manage the slide progression during the presentation. Giving everyone a job allows them to take an active role in the meeting and makes them feel like part of the action, instead of forcing people to be passive listeners - which, we can all attest, is boring and tedious.

Keep the meeting short and sweet. 45 minutes maximum, if possible, starting after watercooler talk and introductions. Stick to agreed time frames. Give participants the opportunity to leave when the scheduled time is up.

In order for a meeting to be effective, every person needs to walk out with a clear objective. The key things everyone needs to know are: • • • •

Deliverables and next steps Who’s responsible for following up on each item or task When those deliverables are due When the next meeting or check-in will be.

Online meetings need structure and a chairman

Rather than allowing everyone to speak freely, the team leader should call on someone when he/she wants to contribute. People should indicate with their hand when they want to speak or request a speaking opportunity using the chat box. Manage conversations and stick to the agenda. Set a clear meeting agenda and send them to the team in advance. This ensures that everyone is on the same page before the virtual meeting takes place and reduces unnecessary interruptions and questions.

Marjon Meyer is an Industrial Sociologist and a Human Resource Development Consultant. She facilitates courses such as Management & Leadership, Human Resources Management, Confidence & Assertiveness, Project management, Business writing, Customer Service, Time management, Skills for PAs, Emotional Intelligence, Diversity management, Creative Problem Solving etc. Contact: marjon@marjonmeyer.co.za http://www.marjonmeyer.co.za/

Post-article reflections How many of the above do you need to put in practice? Which of the above caught you by surprise?

Dr. Quinten Fourie +27 (0) 016 982 6911

careersuccess magazine issue 2020

career matters

Zooming through

Good Manners

Is the relationship between good manners and professionalism symbiotic? Definitely says Bonnie LowKramen

n my book, “Be the Ultimate Assistant,” I devote a chapter to goods manner where I make the case that “Good Manners Matter.” In a workplace that has transformed in just a few months, do good manners, common courtesy, and civility still matter? The answer is yes. More than ever. Manners just look a little different these days. Here’s what I mean. A follower from across the world pointed out to me recently that she experiences me as exhibiting consistently good manners. She shared that these behaviours stand out because there are such bad manners in the world today. I appreciate this feedback. My mother, Ruth Low, would be very pleased too. When I was growing up, my mother insisted on good manners as a way of showing respect for others. Over the years, I know for sure that the pay-off for these behaviours is real. It still is. Good manners are not old-fashioned or old-school. At all. They are absolutely necessary for human beings to function

at their highest potential. What follows is what I know from dealings with hundreds of assistants and leaders from my work in 14 countries and 38 states. Despite the myriad of things that have changed with the pandemic and thousands of us working from home via webcam, with stress and anxiety off the charts, one thing is the same. Good manners are still about people treated with respect and consideration as individual human beings. If I were to write a new chapter on manners in 2020, it would focus on the need for keeping it personal and never losing sight of the human on the other side of the room or the webcam. 44 Remember the Humans The workplace is populated by humans. Humans who get tired, anxious, and act out in all kinds of way when they are under extreme stress. The humans of our current workplace are increasingly worried about money, have kids they are home-schooling, aging parents to care for, and demanding pets. On top of that, wonky and unreliable Continued on next page careersuccess magazine issue 2020

WEâ&#x20AC;&#x2122;VE REIMAGINED OUR SPACE SO YOU CAN REIMAGINE EVERYTHING Welcome to Focus Rooms, where we believe that logic may get you from A to B, but imagination will take you to infinity and beyond. Weâ&#x20AC;&#x2122;ve designed our 3 150m2 event and conference wonderland as a canvas for creativity and inspiration.

With IMAGINATION at our core, you'll have all the space and freedom to play, challenge the status quo, dream up new ways; and brainstorm new possibilities at you next conference, event, talk, motor show, workshop, symposium, or gala event. Whatever you're planning, count on an experience that is a whole lot more than you can imagine.

Modderfontein, Johannesburg To book your next beyond-your-imagination event: 0861 115 314 | experience@focusrooms.co.za | www.focusrooms.co.za

careersuccess magazine issue 2020

career matters

Continued from previous page Internet connections caused by too many people in the house being online, not to mention freaked out executives who don’t understand all the ways to navigate Zoom and/or Teams because you were always there to run the tech. And, all of these factors impact how we relate to each other. Given the physical distance between us, unless we ask directly, we won’t know what is actually going on in the lives of others. Good manners have become even more about patience, empathy, and understanding – in big doses. Plus, it is vitally important to keep your sense of humour and perspective during this trying time. We will all remember how people behaved in 2020, won’t we? 44 Out of sight, out of mind, out of manners Good manners need to be intentional, especially so right now. For many, we were used to seeing one another in person every day. That is no longer our reality and won’t be so for quite some time. That means we must work hard at staying connected and exhibiting courtesy and good manners. In addition, most of us are wearing face coverings/masks to stop the spread of the virus. (I’m a fan.) What is also true is that covering our faces hinders communication and can be dehumanizing. It is easier to be rude to someone we cannot see. We need to work extra hard to keep the connections personal when people look so different. Professionalism = Respect + Empathy + Commitment to Excellence FACT: There is no moving forward in a positive way in our workplace and our world without a commitment to professionalism and mutual respect. When humans feel genuinely respected, everything is possible. • • • • •

Productivity increases Retention increases Morale, loyalty, and teamwork improve Going above and beyond attitudes increase Profits improve

and essentially, subjected to bad manners. Top 3 Ways to Chase Humans Away 1. Bully them 2. Sexually harass them 3. Ignore/ostracize them Top 6 Ways to Show Respect (aka Good Manners) 1. Say good morning, please, thank you, First Name – to everyone. (Pronounce the names right, too.) 2. Enforce fair rules. 3. Be transparent and accountable. 4. On video calls…make eye contact which means looking into the camera rather than the monitor. 5. Mute yourself while not speaking. 6. Be prompt and apologize if you are late. Don’t make it a habit. And Finally… Good manners matter more than ever in our virtual world. Humans are social creatures and the sudden isolation has been traumatizing for many. We cannot understate the enormity of what happens to humans under prolonged stress and anxiety. We have not even begun to see the mental health crisis triggered by the tumultuous months of 2020. A kind word of caring, a hand-written card that is actually mailed, a smile, and an extra five minutes spent on hearing about the latest hilarious/crazy-making/infuriating thing your co-worker’s cat/child/executive did can mean the world to them. These actions of good manners matter. It’s about the people. Always the people. My mother said so, and she was right. Thank you, Mom.

Bonnie Low-Kramen is an international speaker and trainer of Assistants & Executives to Build Ultimate Workplaces. She is the author of Be the Ultimate Assistant, the best-selling resource for assistants around the world! www.bonnielowkramen.com

In contrast - When humans feel disrespected, that is a sure-fire formula for failure and for chasing good people away. How can you tell if people feel disrespected in a company? Take a look at the employee retention rate. That metric tells an important story because staff do not stay in jobs where they are disrespected

Post-article reflections How do you handle being on the receiving end of bad manners? How far do you go to show topnotch professionalism in every encounter (in person or digitally) you make? careersuccess magazine issue 2020

getting to know

Meet Marisa Scott the woman behind the â&#x20AC;&#x2DC;businessâ&#x20AC;&#x2122; woman

CareerSuccess interviews the CEO of Focus Rooms

careersuccess magazine issue 2020

getting to know

First of all congratulations on

lockdown 26 March... however I

servant... it’s about providing the

your brand new site and look

also tend to look at the positives

humblest service with the highest

for Focus Rooms. After 10 years

and it allowed me to do a lot of

pride,

in Sandton you took the bold steps

introspection of how I can improve

when I worked for Air Portugal and

to create a new vision for Focus

build

then Cathay Pacific Airways. I then

Rooms and relocate to Longlake,

critical relationships and partnerships

started venturing and opened small

Moderfontein. As the CEO and

with industry leaders.

businesses and the entrepreneur bug

head of this project what were the major highs and learnings as well as the challenges.

business

operationally,

As a mother, I did have some very scary moments of fear of the future and financial stability for the family but

absolute

I was so fortunate to have a husband

adventure that started 2 years ago

that also made me see the same

when we decided to relocate from

situation in such a positive way, turn

Sunninghill. We believe we had

it on its head and become something

outgrown those premises that served

I could then deal with. My 20 year-old

us well for 10 years.

daughter also became my anchor at

MS:

has

been

We were very fortunate to be introduced to our developers who have taken us under their wing and built me my dream venue. The only thing missing is accommodation but not for long... was 1 year of highs and excitement for the build, however the challenger presented itself with the maintaining and running of the existing business through difficult economic times already in 2019.

home and we accomplished personal goals together – it’s been fun.

As of now, you are going on all cylinders fortunately and

what do you believe Focus Rooms has to offer that makes it special?

back

bit...

Did you have a strong career mentor or are you a highly

driven individual? MS: I have had 2 career mentors, but I would also like to believe that I am a highly driven person (combination is important.) One of them was my father who taught me everything in the airline industry and how to serve, maintaining the highest standards at all times and always remain humble. Later on in my career I had a business mentor, who taught me so much of how to be an entrepreneur and

believe, are second to none. We now

but with great insight into emotional

have a brand new modern building

intelligence. A mentorship that lasted

that can accommodate up to 1200

5 years... great learning for me.

guests per day, post-Covid of course.

we brought into our new building

created such an awesome energy

and

How do you balance your highly demanding work life

with home life?

shortcomings

feel as soon as you walk in through

from our previous location, and we

the main doors. I do believe we have

Something that has worked for me

accomplished this with the support of

a winning formula.

and is quite simple: It’s all about

our developers.

the

learnt

how to run a business operationally

The layout, look and feel décor has

all

MS: Our brand and service levels, I

The learning here was to ensure that fixed

something

As you say, in retrospect, the timing proved to create

How

did

your

positions sculpt you into an

entrepreneur? You have been in

priorities and the timing of these.

What

are

your

mechanisms?

‘escape’ Reading?

unforeseen

the airline industry and clothing

challenges as the lockdown hit as

industry which are associated with

you were about to launch. As both

glamour; what learnings did you

a business woman and a mother

bring form there to the eventing

how did you face this major

industry?

is running with my daughter in the

MS: Coming from the airline industry,

of every run as well as gyming in our

I view both jobs being in the service

driveway during lockdown – these 2

MS: Timing couldn’t have been worst,

industry linked to tourism. Once a

activities feed my body and mental

industry launch on the 5th March,

servant in the industry, always a

state during very difficult times.

whole

set

disruption and what did you do to cope?

Music? The bush? The sea? MS: The sea always rejuvenates me, such a calling but my daily fix neighbourhood with a treat at the end

careersuccess magazine issue 2020

pa summit review

...And so it came to pass

that 2020 demanded that we sail through unchartered waters

The unforgettable

SECRETARIES DAY

2020 STYLE

careersuccess magazine issue 2020

The saga begins Sift and shift Every organization, big and small, had to look into its very own heart and soul and choose how to navigate the way forward. Besides immediate reactions, short-term and midterm decisions had to be taken to decide what is essential, important and what could be shelved to make space for new and more appropriate things.

Chapter 1 of the saga Take care of the human touch PAFSA decided to focus on the human element with immediate effect and its activities moved from its publications to address emotions of its members which were a priority. Skills improvement was not the focus or career advancement, instead the focus was to address emotional states and provide a voice for its people to share the challenges, the good and the bad experiences and equally give voice to their peers overseas to â&#x20AC;&#x2DC;speak-outâ&#x20AC;&#x2122;.

pa summit review

Chapter 2 of the saga The show must go on In the same vein, PAFSA had to make other decisions, some of which being around the PA of the Year Award and the annual PA Summit (both taking pace in September, on Secretaries day) as to whether to hold these events and if so how. Just as many hands make light work so do many brains give light to work!

Chapter 3 of the saga Bring in the brains Plans started on organising a Secretaries Day as close to the in-person experience as possible and so the decision was to make it a hybrid event, which meant some parts of the programme would be pre-recorded and some would be live. Once this was agreed upon, we had to ensure the best brains would be procured. The responsibility on everyone’s shoulders was to create an event that, for the first time, would be seen live by you and your peers worldwide. We started with a Tech expert from AMVIRAL, Dimitri Vouzounerakis to fine-tune the concept and map out the details with us. Knowing how this would roll-out we had to find the right venue and Audio Visual experts, which our Social Club head, Yolande Otto, scouted for us: Focus Rooms and AV Active, headed by Marisa Scott and Gavin Barron respectively.

As the 2020 programme was going to be: • Global • Addressing an audience that was mentally and emotionally captured by the Pandemic, and • Could be watching from home or an office, and either alone or with colleagues in a meeting room We had to find those keynote presenters that would be sensitive to these issues; and mete out messages combining the right degree of training and motivation specifically aimed to give you courage and hope. We had to find those keynote presenters that would be sensitive to these issues; and mete out messages combining the right degree of training and motivation specifically aimed to give you courage and hope. We identified three big names: Justin Cohen, Gavin Sharples and Larry Soffer. We knew that the mix of talents the three would offer you, would be unmatchable! And make the event unique. The big challenge was to ensure that the three would be available to be live or pre-recorded on our set dates. As fate will have it, the three were and accepted the challenge to give you of their best! The PA Summit was designed and ready to-go!

careersuccess magazine issue 2020

pa summit review

Chapter 3 of the saga

(cont.)

We identified three big names: Justin Cohen, Gavin Sharples and Larry Soffer.

Chapter 4 of the saga Create a virtual A-team Once all agreed and were formally onboard, a team was formally created a Whatsapp group was formed titled the 2020 SEC DAY AWESOME TEAM.

Chapter 5 of the saga The 11th hour What was missing from the grand plan was the PA of the Year Award (PAOTY). The good old question: To be or not to be? At the 11th hour, after numerous conversations with Rene Potgieter, it was decided that based on the Secretaries Day annual Summit programme, it was absolutely feasible to hold the PA of the Year Award and the process could kick off immediately.

careersuccess magazine issue 2020

pa summit review

Chapter 6 of the saga The big six A panel of judges constituted by previous titleholders of the PA of the Year Award . • • • • • • •

Ansunette Fick, PAOTY 2008 Lynn Kruger, PAOTY 2009 Lizzie Mudzingwa PAOTY 2014 Chelene Venter 2015 Carine Daniels, PAOTY 2016 Heidi Stiger, PAOTY 2017 Sharon Kunnemann 2018

to work through the nominations and identify the top six.

…and the top six turned out to be: Julie Ivason; Janine Bester; Joani November; Jonell Fourie; Simone Langman and Charlene Cannell.

Chapter 7 of the saga The saints come marching in What would an Award be without prizes? And so the prizegivers came in one after the other: Bantex, Bonnie Low-Kramen, Cresta Hotels, Dream Hotels & Resorts, Harties Boat Company, Indaba Hotels, QF, Kwalata, Mjunxtion, Meadow Feeds, HospitalityJunxtion, Motus & Resorts, Severa Rech-Cassarino, SARB Audit Division, Spier Hotel, Tech2Desk, Telkom.

careersuccess magazine issue 2020

pa summit review

Chapter 8 of the saga Sound Lights Action The programme and invitations for the day are sent out worldwide. The SEC DAY AWESOME TEAM put in the final magic touches …and on the 2nd of September as the clock strikes 10h00 the lights go on, the buttons are switched, and Ana-Maria Valente welcomes the world of PAs to the event themed: Yours Virtually.

Chapter 9 of the saga Memories are made of this To see it again you can go to https://www.youtube.com/watch?v=i_MAX_bEsrQ&t=5260s …And so we now head for 2021, and wish we had a crystal ball! But we don’t, we can pray for a kinder year, and that we sail through it being much better prepared, emotionally fitter, and mentally open to the challenges but also the possibilities that lie in wait for us. Follow PAFSA’s facebook page and keep yourself in the know!

careersuccess magazine issue 2020

special award

Lifetime Achievement

Award

presented on South Africa’s Secretaries day Wednesday 1 September 2020 to Charmain Fourie, Colleen Mansoor and Tanya de Ponte in recognition of a lifetime of selfless service to the secretarial profession in South Africa

Citations

Charmain Fourie

harmain Fourie was not only one of the first members of the Secretaries Club (from the early 80s) which was to be later renamed as Professional Secretaries Association (PSA) but the very first subscriber to Career Secretary magazine (later renamed as CareerSuccess) in 1988. As a member of The PSA she fulfilled the roles of PRO/Secretary/Vice Chair and Chair on the Johannesburg committee. Those were very exciting times, holding monthly committee meetings as well as regular functions/golf days/seminars/ charity events/gala dinners etc. The PSA was a non-profit organization so committee members had to use every resource and own skills to generate funds. Charmain also had the opportunity to be involved in the Secretary of the Year competitions organized by The PSA, and was invited to submit articles for the CareerSuccess magazine as well the annual A-Z for PAs and Office Managers. With a fellow member of the now non-existent PSA in 2007 she careersuccess magazine issue 2020

started the “FriendsCup”, which was a Social Club for PAFSA. She received the PAFSA’s Crystal Award in 2009 for having attended 4 consecutive PAFSA Annual Summits and has attended every one since then. She has been actively involved in the secretarial profession for over 30 years and currently sits on PAFSA’s Event Hostessing Committee. A highlight of her career was to have entered two previous managers at SASOL for the Boss of the Year award and both reached the finals with the cherry on top being that one is now the CEO of the SASOL and the other CEO of ESKOM. Charmain started her career in 1979 immediately after finishing Matric 1979 and her first job was at The Children’s Home and she remains a volunteer for the Twilight Outreach programme in Hillbrow where she has also been a board member. She has worked for leading companies but has found Sasol to be her company of choice where she has been for 24 years.

special award

Colleen Mansoor

olleen Mansoor was among the first members of the PSA (Professional Secretaries Association) back in the early 1980’s. During her membership with PSA she was elected Vice Chair and then Chair of the Johannesburg Chapter (PSA was made up of Chapters in the day, namely: Johannesburg, North Rand, East Rand and Pretoria). These roles required planning of events, speakers, golf days and charity drives in order to raise funds to keep the Chapters afloat and pay our own way. After PSA ceased to be she became associated with CareerSuccess magazine which played the role of an association for many years till its publishers, Ana-Maria Valente and Ornella Trinco decided to create a professional association to take over that work from CareerSuccess magazine. She became a member immediately and has been part of every event and exciting development. PAFSA has taken the profession to another level and with large network base, contacts, advanced technology

and members continue to generate success after success, as well as continue the work of The PSA. In 2007, with a fellow member Charmain Fourie, she launched a social club for PAFSA named “FriendsCup” the name having been inspired by the fact that the Rugby World Cup was the event of the year in South Africa. The motivation for the social club was also to ensure the old members of PAFSA had a ‘home” within which to network. Colleen has also submitted articles for the A-Z magazine, The Blueprint for the Profession as well as CareerSuccess Magazine, having been invited to be on the cover in 2001. Colleen also received a Crystal award in 2009 for the attendance of 4 consecutive Annual Summits and has attended every year since. Colleen served on the Social Club Committee and now the PAFSA events s Day Hostessing Committee. Colleen started he career in 1976 at PPS and among some of the companies she has worked at are PSG, JHI and now Spire.

Tanya de Ponte

anya de Ponte is an experienced Personal Assistant with a demonstrated history of working for several top corporates. She has a strong administrative professional with a National Diploma in Office Administration from Wits Technikon and project management skills for office professionals from Siyanqoba Seminars. Some of the companies she has worked for are South African Breweries, Eskom, Adcock Ingram, Tiger Brands and Aveng Group. She has held various positions in the secretarial field as well as the post of Public Relations Officer. In 2061 Tanya was a Finalist in the PA of the Year Award, and this year, 2020, celebrates 30 years in the profession. In the early nineties, whilst working as Divisional Finance Secretary at South African Breweries, she was invited by Gail

Rautenbach to become the Secretary of the North Rand Chapter Committee of The Professional Secretaries’ Association of South Africa (PSA). Tanya went on to become Public Relations Officer for the PSA and served on various sub-committees for several years and was involved in many activities - the aim was to help the profession and to empower and strengthen the members and promote the Association to the business sector. She met many inspirational patrons, sponsors, bosses, office workers, secretaries, PAs, and dynamic motivational speakers along the way and was committed to the objectives to encourage secretaries to realise their true potential. After PAFSA was formed, she felt doubly blessed to have the PAFSA family and their orbit. Tanya has served on PAFSA committees and is totally devoted to help where she can. careersuccess magazine issue 2020

pa of the year award

PA OF THE YEAR ® 2020

ulie Ivason, PA to Tim White, CEO and Matthew Renshaw, COO of leading Pan-African construction solutions company Profica was awarded the prestigious title of South Africa’s PA of the Year 2020 on Secretaries Day, Wednesday 2nd September. She received the accolade at a hybrid event organized by the Professional Association for Secretaries (PAFSA) at The Focus Rooms new venue in Modderfontein. On receiving the title, Ivason said: “I am humbled and grateful to receive this incredible award, clearly one of the most significant events of my professional career. I would like to say a special thank you to my PAFSA family, the judges and sponsors for your hard work in making this yet another successful event. “Thank you to my CEO Tim White and my company Profica family for their support, not forgetting my husband and family who have supported me throughout this journey. To my PAOTY

careersuccess magazine issue 2020

JULIE IVASON Tribe 2020, your support has been amazing during these past few intense weeks, thank you.” Ivason shared her message for others in her role: “The nature of our role not only shapes one in character and professionalism, but will certainly leave a legacy for those we inspire as leaders of influence and authority. As an Executive Assistant, I wear many hats and have to really understand the business to provide the best support to my Executives. We are expected to think ahead, communicate up, look down, stay balanced and make things happen. We are the backbones, the innovators, the task-doers, the culture-keepers, the encyclopedias, the workaholics, and about a thousand more roles. Do it all with a wink and a smile! The passion with which you do this will liberate others to do the same.” She concluded with a quote from Marianne Williamson, “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure.”

pa of the year award On hearing the news, Profica CEO Tim White said, “We’re proud of every achievement of our company, and also the individual achievements of the dynamic people who form part of the Profica team. This is an awesome accolade for Julie, who works so hard to keep us organised and really goes that extra mile! Her warmth and openness just shines through as she supports Matthew and myself and serves our diverse teams and clients across Africa and internationally. Julie is switched on and lives the Profica values of integrity, teamwork, knowledge-sharing, excellence and of course - foresight! All PAs need to know how to see around corners, and Julie certainly does.” Organizers of the Award say that this recognition is critical both for the incumbents of any profession, as well as for the profession itself. Any profession, and the secretarial one is no different, enjoys and benefits of being recognized for the role it plays in the market space, but the professionals themselves benefit far more from the recognition and praise because they will ensure the survival of that profession and its evolution. In South Africa, the PA of the Year Award clearly sets standards; raises standards and elevates the excellence bar of the secretarial and Admin profession. This year it was particularly

significant because PAs had to adjust virtually overnight to offering unfailing support to executives and teams away from the office and work with new apps and software that made it all possible for all to stay on the same page – physically apart but technologically linked 24x7. The event was a historic one as it was partly online and partly present at Focus Rooms and was broadcast on various social media platforms simultaneously having reached well over 2000 views from PAs nationally and worldwide. PAFSA thanks all the sponsors for their support, one of which was from the USA, international trainer Bonnie Low-Kramen who offered a scholarship to the new title-bearer worth R24 000.00 to attend an online professional development course. Julie Ivason and the finalists also received vouchers to attend a Masterclass from JBS and were also showered with gifts from various organizations who despite these tough economic times came forward to recognize these top PA’s achievements. The hybrid event is a sign of the future and was made possible with the combined expertise of Focus Rooms, AV Active and AMVIRAL.

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special feature

Leaving a

Previous generations of Secretaries and PAs have left us history and tradition, work values, support skills as their legacy. From all that which makes up our heritage, today as modern PAs we choose what we value and what we leave behind. As the world of work spins into a new era, we create a new heritage which becomes our legacy for the new generation of PAs. careersuccess magazine issue 2020

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAs…

ike most EAs/PAs, you are probably asking what the future holds for you in your profession. Some of the questions that may go through your mind are:

What could be done better? Will I ever please my boss? What am I doing wrong? Does my boss appreciate all I do? I will let you in on a secret. We have all at some point been there and asked the same questions. The question we should be asking is: What legacy will I be leaving for others? Our selfless efforts during our tenure as EAs/PAs will not only shape you in character and professionalism but will certainly leave a legacy for those we inspire.

Julie Ivason

Executive PA to CEO and Directors PROFICA

PA of the Year 2020

We are not just glorified secretaries but instead support managers. We are leaders of influence and authority. As an EA, my broadened role and the wearing of many hats necessitated me to understand the business to provide support to my Executives. Over years of experience, I have grown to understand that not everyone can be pleased, to an extent some bosses. This does not mean that you should not give off your best performance. As EAs we carry a heavy load. We should have a high leadership capacity and “make things happen”. We are expected to think ahead, communicate up, look down, and stay balanced. I am expected to be the backbone, the innovator, the task-doer, the culture-keeper, the encyclopedia, the workaholic, and about a thousand more. This you do with a wink and a smile. The passion with which you do this will liberate others to do the same. And within that lies the power of choice.

“

Let your unique

AWESOMENESS and POSITIVE ENERGY INSPIRE authenticity and confidence in others. Wherever you go, no matter what the weather,

ALWAYS BRING YOUR OWN SUNSHINE.

You can choose to play the victim and let the heavy load wear you down until your relationships and health are at risk. Or you can choose to change the script. If you want to leave a lasting impact on others, you must lead with confidence. Your immeasurable trustworthiness, loyalty, honesty, grit, resilience, and integrity are what etches on the hearts of those you impact. I am a person who can be assertive and forthright at times but also have a side that is diplomatic. This led me in so many ways to understand people and show empathy. On reflection I have realized that most of my success stories are a direct link to my character and not just my reputation. People generally see you for who you are. Our conduct or behaviour is what will be remembered or admired. To conclude, I leave you with this quote, “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure”- Marianne Williamson. I strongly believe that whatever you put out into the universe is what you get back. We are all created with magnificence and power. Embrace your journey and shine. careersuccess magazine issue 2020

“

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAs…

he legacy I would like to leave for future generations of PAs and EAs is the one I am living every day and have done for the past 22 years. This has developed from a life which I have dedicated to adding purpose and leaving an impact with those I have interacted with over the many years. PA stands for professional approach (PA), performance achievement (PA), personal attitude (PA). Every day as a PA has been amazing. To be a PA you work hard and have fun - work hard and play hard. The two go hand in hand. I do not see being a PA as a job, but rather something that allows me to grow, to interact, to build relationships, to network, to learn, to provide a service, and most of all, to enjoy what I do. Looking at it in that way makes every day being a PA memorable.

Charlene Cannell

PA to Senior Partner - Advisory & Consulting Leader - Africa & Southern Africa PriceWaterhouse Coopers

PA of the Year Finalist 2020

“

and your heart for

LOVE

Let the work you do be of top quality, that is stands out, and leaves a lasting impression.

It is important as a PA to give time and attention equally. Mean what you say, and live by what you say and mean.

Use your voice for KINDNESS, your ears for COMPASSION, your hands for CHARITY, your mind for

TRUTH

Share your blessings of being a PA with other PAs. When you excel, empower others to excel as well. When you add value to another PA’s life, you leave a footprint that will remain and be a reminder of what you stand for. Build life-long relationships as I have done with PAs I have met over the years.

As part of the legacy I would like to leave for future generations of PAs, being a PA requires me to have integrity, humanity, honesty, empathy, and purpose. Being a PA is all about people. People first, and then results. Invest in people and you will get the results you require.

“

Empower others, and listen often rather than being heard. Having a variety of skill sets is far reaching and much more complex and intricate than most would think. There is an unfair stigma and stereotype of PAs just setting up meetings and making coffee. Nothing could be further than the truth. This is a highly pressured job, in an intense environment, which is fully rewarding and challenging. The behaviour that I have portrayed over the many years is the behavior that I would like leave an impact on future generations. A behavior that demonstrates care, sincerity, truth, and enjoyment in living the life of a PA daily. A legacy of excellence, seize the moment, do your best!

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAs…

hen you think of the word ‘Legacy’, what comes to mind? To me it presents the question: ‘How do you remember me?’, ‘What did I do to make your life better?’. That got me thinking, so like every loving wife does… I asked my husband, he replied ‘an island’…. ‘Huh?’ I thought, feeling tickled at the same time miserable for the anti he just caused. After all, I love learning about pretty much anything. I want to be remembered for the passion I had for being an Executive Assistant, for infecting as many others as I can with that passion and drive. Someone once told me that 2 things were critical in life: 1 ‘never stop studying’, 2 ‘do what you love with absolute passion every day.

Janine Bester EA to CEO BBE Group

I know, even with all my experience and life skills attained over many years, I know there is still so much more for me to learn, my mentor is my CEO, I am blessed that he is someone I can learn from every day and look up to as a great leader. Whatever you do in life do it with incredible passion, when you fall get up, learn how to walk again. The challenge is not to take any constructive criticism/advice personally, ask for wisdom and forgiveness, you don’t grow unless you are challenged.

PA of the Year Finalist 2020

You discover what you want by knowing what you do not want, hence the hurt you feel creates a balance within us. Inevitably what you focus your attention and passion on will grow and expand into so much more! Don’t sow weeds in your mind when you wish for lilies to grow.

“

I believe in empowering people by imparting the skills and knowledge that I have been taught and experienced over my working life, this is my way of ‘paying it forward’.

If you

change the way you look at things, the things you

“

look at change ~ Dr Wayne Dyer

Be that person who employees feel safe to confide in and give time to, should they need to get something off their minds and hearts in confidence .This allows these people the ability to focus again and become the most productive version of themselves for the rest of the day ,allowing them to produce more effectively and efficiently, in a good frame of mind. On many occasions that is all they have needed at that moment, a sounding board, non-interference in a moment of reflection or brainstorming or unloading a problem. When you think of me, may the ‘Legacy’ I leave behind for our future generations of PAs and EAs be that you pursue what you love in your work, look for those little nuggets of gold in every day, water those moments so that they grow into more.

careersuccess magazine issue 2020

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAs…

he year 2020 has turned out to be a challenging year across the globe with the rapid spread of the COVID-19 epidemic, reaching every continent. The COVID-19 pandemic is having far-reaching consequences beyond the spread of the disease itself and efforts to contain it, including political, cultural, and social implications. One could say that this is the kind of risk that many organisations should be prepared for, but the reality is most are not. Not at all! Many people have lost their jobs and many of those sadly are fellow PAs/EAs. The loss of jobs is not only due to the impacts of the pandemic on the economy but also due to the realisation that in order to survive during these times, it’s about time to change from operating only with human resources being physically present on site to virtual services, that gained track in pursuit of the increasing efforts to save companies from being swallowed by the COVID-19 pandemic.

Joani November EA/Admin officer to Admin Manager Muteo Consulting

PA of the Year Finalist 2020

“

Courage

is what it takes to STAND UP and SPEAK; courage is also what it takes to SIT DOWN and LISTEN

careersuccess magazine issue 2020

“

~ Winston Churchill

It is during these trying times that support systems for PAs/EAs should be in place. PAFSA itself is a wonderful body bringing PAs/EAs together, in recognition of their tireless efforts to make this profession a career of choice. PAs/EAs are always referred to as the person who provides support, however, the times that we are living in today undoubtedly indicate that support is needed everywhere by everyone. PAs/EAs that are directly affected by the COVID-19 pandemic, whether it’s by unemployment, reduction of income or increasing pressure and responsibilities, need a platform that provides assistance in the form of guidance to find resources that could relieve them, not only monetary, but also in the form of access to new skills and opportunities such as personal development opportunities in the virtual world that is sure here to stay. One possibility to explore, is for PAFSA to be a platform that collects and hosts such useful information in addition to the incredible work its doing. As part of the PAOTY tribe, this is the project I am prepared to motivate for and if acceptable to the organisation to lead, its set up and even host regular virtual forums where providers of these opportunities could answer questions from interested EAs/PAs. It would be an opportunity to thoroughly consult with all relevant stakeholders in order to obtain their buy-in. Such an idea would require intensive planning before it could actually be implemented and eventually bear fruits to those PAs/ EAs who would be in the unfortunate position of being impacted by the pandemic. This task would unquestionably require more scrutinising, planning, time and effort to eventually have the desired outcome. At the end, the ultimate aim is to have something tangible in place, a go-to opportunity for PAs/EAs to share their concerns and a platform where advice and guidance are provided in order to assist and direct them to opportunities. This is the legacy I would like to leave for future generations of PAs/EAs.

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAs… MAKING AN IMPACT STARTS AT ‘HOME’

ith the news we follow every day, whether it is on the TV, newspaper or our Facebook timelines, we cannot avoid feeling the need to help the many people that have been impacted by COVID-19 deaths, and to feel unable to make a dramatic difference. Furthermore, it has led me to wonder what legacy do I want to leave behind that is remembered not only by my family, friends and colleagues, but also by my industry and the many people who are stepping into our profession. Will they be able to look to me for inspiration, support, and guidance? I want my legacy to be based on my actions, behaviour, commitment, my innovation, creation, and the effort I put in. USE YOU POWER FOR GOOD and leave a clear dynamic footprint.

Jonell Fourie

Executive PA to the CEO AND CFO Interaction Market Services Holdings (Pty) Ltd

PA of the Year Finalist 2020

“

Success isn’t just what you

accomplish

in your life! It’s about what you others to do

“

inspire

I know that the work that we do makes a significant difference in the lives of the people that we provide support to. I have never once looked at my job description because in my job as Executive PA to the CEO and CFO of the business, the effectiveness of my outcomes has a direct impact on the success of the business. This makes me confident of my legacy that I will leave on their lives as well as that of their families. I want my impact to be broader than just surpassing the expectations of my leaders. I have always believed firmly in the old adage that charity starts at home and it’s been one of my proudest achievements to have taken Nobuhle Tshuma under my wing. She started at my company in 2013. She immediately impressed me with her ability and ambition, so I arranged for her to be Microsoft trained and she is now an Administrative Clerk in our HR department. Simphiwe Radebe, joined our organisation in 2018 in the office support department. She reports to me and keeps our boardroom well stocked and tidy. She is privy to many conversations that could provide for salacious gossip in the office corridors, but she remains discreet and committed to delivering an outstanding service. I realised, early on, that I could make a difference to her career. I arranged with IT to provide her with a laptop and training. I also arranged for her to attend a wrapping and packaging workshop so that she could assist our Communications Team with the packaging of hampers and giveaways. I am extremely grateful for the opportunity to have made a difference in Simphiwe’s life and look forward to her growing into an assistant PA role in our organisation. This has led me to identify my legacy. I would like to call on all PA / EAs who are in a similar position to me to find someone to mentor to excellence and to guide towards joining our profession. I would like to encourage all other PA / EAs to #BeamentorPA and similarly make a difference at ‘home’. A special thank you to The Professional Association for PAs and Admin Assistants (PAFSA) and sponsors for the opportunity to participate in PA of the Year Award 2020. A warm heartfelt thank you goes out to Ana-Maria Valente, for her patience and support! careersuccess magazine issue 2020

The Home of South Africa's Most Professional Speakers Virtual, or Face-to-Face

F e e l t h e d i f f e r en c e

WeSpeak

www.hesketh-media.com

careersuccess magazine issue 2020

special feature

The Legacy I Would Like to Leave for Future Generations of PAs and EAsâ&#x20AC;Ś

eing an assistant is not what I had planned. It was through a series of events which brought me into the role I fulfil. I had no idea of what the standard requirements were, and the characteristics needed to enable me to perform this role. It is only over time that I have learnt what qualities and mindsets have been of utmost importance. I am grateful I did not know the generic predefined rules of what an assistant should be or do as I believe they may have hindered me in my journey. If there is any wisdom I could pass on to future assistants of any kind, I would share what has been most impactful for me: adaptability, forward thinking, a hunger for knowledge and living a balanced life. There is no set formula in place in this new era we live in. Being successful in the way we deal with various people, the pace at which we work, and the ability to switch over between completely different tasks is only possible if we are adaptable. I work mostly with serial entrepreneurs who deal in various industries, and things are constantly changing. Being adaptable has enabled me to keep up with and initiate change.

Simone Langman Executive Assistant to Founder Property Brands

Forward thinking and anticipating situations or requirements to push forward in the right direction is vital for the new era of work we are involved in. Having a proactive mindset will assist in your role of mitigating any risks.

PA of the Year Finalist 2020

Difficult roads often lead to

beautiful destinations

â&#x20AC;&#x153;

For me to best support, I need to be knowledgeable in what it is we are involved in and what the goal is. The more you know about the project or industry you are embarking on, the more you can anticipate what may be needed and therefore execute your deliverables effectively. Even if you are adaptable, can think ahead and are knowledgeable in your environment, you cannot sustain this level of effectiveness if you do not have a balanced life overall. It is important to be good at your job, but it is equally (and in some cases more) important to be a caring, loving, and positive wife, mother, friend and to be look after yourself with grace and tenderness. If you attend to your life in a holistic approach, it will benefit each individual part of your life. Although the future of the work environment remains uncertain, I stand by my view that these core competencies will remain essential for any assistant to build a successful career for herself.

Post-article reflections

If you were asked what Legacy you would Like to leave for future generations of PAs and EAs what would you answer? Have you ever thought of the impact you could have on new people coming into the profession? careersuccess magazine issue 2020

personal matters

How to Break Bad News in a Good Way

Delivering difficult news isn't easy to do, nor is it easy to receive difficult news. As the person delivering the news, I know that my job is easier if I think about how the information will be received. Rhonda Scharf shares her views

magine that you have to tell your mother that a horrific accident has happened, or that you have to tell an employee that her job has been made redundant. Or anything else you can think of that would provoke strong emotions very quickly. What would you say to the receiver of the bad news to help them in that very stressful moment? One thing you shouldn’t say is, “stay calm.” If you’ve ever been told to calm down when you are emotional, you know that phrase can be like adding fuel to a fire. It never works, and it typically makes things worse.

The three reactions There are times when we all need to have a discussion that is bound to invoke emotional reactions, and how you handle the reactions of others will help your conversation go more smoothly. Emotional conversations typically invoke one of three reactions. The most common is zoning out (confusion or overwhelm). We don’t know what to say, so we just … go blank. Typically, we wake up in the middle of the night realizing, “Oh, I should have said …” but in the moment, we completely lose our language skills.

careersuccess magazine issue 2020

personal matters The other two most common reactions are tears (sadness) and shouting or aggressive behaviour (anger). Dealing with any of these isn’t easy. However, knowing that the person on the other side of a difficult conversation is likely to have one of these three reactions makes it relatively easy for you to plan what you are going to say and do to keep the situation calm. A friend of mine was recently diagnosed with COVID-19. She decided to call all the people she had been in contact with during the past week and let them know they should be tested. She didn’t have to do it – the Department of Health would have done it for her and she could have remained anonymous. However, Sue took a braver and arguably more thoughtful approach and called each person, told them that she had been infected, and asked them to get tested too. As predicted, Sue experienced all three typical reactions to her news.

Loss for words: As you can imagine, some were at a loss for words. They didn’t know what to say to her. Knowing that this was an expected reaction, Sue projected optimism, noted that she was asymptomatic, and generally reassured each person that since they had practiced social distancing when together, the likelihood of them being infected wasn’t high. She didn’t tell them to calm down. She didn’t take it personally when they had nothing to say in response, because she realized they were probably much more concerned for themselves than they were for her. It wasn’t personal; it was a predictable reaction to an emotional conversation. By knowing this was an expected reaction, she was ready to fill in the awkward silence.

She didn’t end the conversation, she didn’t dismiss her partner’s concerns, and she didn’t rush the conversation. She was patient.

Anger: Sue also had some angry reactions from friends. They became aggressive and accused her of putting them all in danger because she had been irresponsible. Sue told me that she hadn’t been irresponsible at all and had no idea where she had contracted the virus. Sue was not prepared for this reaction from her friends. When anger is the reaction, we need to be patient, the same way we are when we are presented with sadness as the response. We need to be very calm, avoid getting baited, and beware of responding with anger ourselves. I can imagine that if I was Sue, it would have been very easy to lash back at my friend, insisting that I hadn’t been irresponsible. It could easily have been a friendshipending conversation. Being prepared in case anger is the reaction is one of the best things you can do to preserve a relationship when you are breaking bad news. Knowing that emotions will be high is an important consideration when planning one of these types of difficult discussions. Help your conversation partner deal with the situation by being prepared yourself. Knowing what to expect will ensure you. Reprinted from “Keeping ON TRACK with Rhonda”. www.on-the-righttrack.com

Rhonda Scharf is a well-recognized Professional Speaker, Trainer, Consultant and Author based both in Ottawa Canada and Fort Myers Florida. Since 1993 she has worked with tens of thousands of people in n dozens of countries.

Tears: Tears are also a typical response, and in Sue’s case the tears came from her life partner. When someone shows their emotional overwhelm through tears, you need to be patient and let them experience their sadness. Telling them to calm down, or not to cry, or cracking a joke isn’t respectful of their feelings. Sue handed her partner a tissue, and waited until the emotions subsided a bit.

She has earned the highest speaking designation in the world, the "Certified Speaking Professional” (CSP) and was recently inducted into the Speaking Hall of Fame (HoF).

Post-article reflections Handling difficult conversations requires skill and empathy. Have you had to break bad news to someone; how did you handle it? Have you experienced one of the above three reactions? careersuccess magazine issue 2020

workplace tips

How to

innovate

with what

you already have

In fast-changing times we must become more than creative to keep business going. We need to understand that we need to strike the fine balance between keeping ourselves happy in our role whilst also reacting intelligently to changes in the environment around us. So says Juanita Vorster careersuccess magazine issue 2020

workplace tips

eing forced to change the way we’ve always done things at work is never easy, but it’s always worth it. And in the times we live in, imperative!

When we look at our workplaces differently, we have to start at the basics: Our skills, expertise, equipment and inventory. All these you might have used in one way up to now, but that doesn’t mean you can’t use them in other ways or for different things from now on! Consider this: Some luxury perfume companies have recently turned their production lines to making hand sanitizer; car manufacturers started to make ventilators and clothing companies started producing face masks. They had the equipment, they just had to figure out what the new customer needs are and how they could use repurpose what they already had to serve that need. For your innovation journey Imagining how to use things in a different way takes creativity, and it’s hard to be creative when you’re under pressure, so it’s important that you don’t go through this innovation journey alone. That’s when you call on people outside of your regular circles. Have a chat or a Zoom session and ask people for ideas. Explain to them in very simplistic terms what your skills or equipment can do. The lack of details and their lack of experience doing what you do, can make for very interesting ideas! Think about how children draw things or how they play imagination games … they don’t let reality get in their way.

to filter it through the lens of possibility and current reality. Do or learn to do it quickly: When you look at each idea think about whether you can already do it or learn to do quickly. If you have can ask the boss feedback on your new ideas … he/she might have suggestions that you didn’t even know about that could make it happen better or faster. Act on it: If you do stumble upon something that sounds as if it is a much better way of working, and you have the equipment and skills to bring the idea to life, the next thing you need to do is Act on it. The new rules of the game for professionals, like you, is get new approaches out, then improve and then make them awesome for everyone. You might need to change tack a few times to find something that really works for you. Give every somewhat feasible idea a really good go, and make tweaks as you go along. During the process you might just discover something unexpected and wonderful. Most important of all when you are forced to look at your work differently is to remember that accepting change isn’t giving up what you worked so hard for; it’s signing up for taking the value of the lessons learned into the future. Success doesn’t start with a belief that you can accomplish anything. Success starts with permission. Give yourself permission to let go, to start something new, to change, and to achieve to your fullest potential.

At this stage of your thinking differently about things, that’s exactly what you’re after … just ideas, whether they make sense or not.

Juanita Vorster, Independent Business Advisor

Brainstorm: Just write down all ideas from yourself or others. It is not time yet to decide yes or no or to get into a discussion on why something might not work. Filter: Only once all the ideas are on the table then it is time

Post-article reflections Have you had to relook at how you do your work independently from any request or instruction coming from HO? Is there AI available already that can cut through some of your tasks and free you up for more important tasks? careersuccess magazine issue 2020

Interview

Meet the team

How and when did the idea of Jerry Fourie joining as well come about?

YO: During Covid we spent many hours on Zoom talking about the future and Jerry just fits into our picture. He is young and dynamic, and we needed a breath of fresh air to keep the old ladies going. Ha Ha

What does HospitalityJunxion as an alliance offer that goes beyond what Mjunxion already offered the PA as a potential customer of your services? YO: Mjunxtion used to offer a selected market exposure to our clients. Jeana and Jerry operate in different avenues and attend to different clients completely. We needed to form this alliance in order to offer our venues the best of all. We are the only ones out there who can offer such a comprehensive service.

Jeana, we have known you for so long and always admired your commitment to marketing venues: What significance does this alliance mean to your distinguished career? JT: Yes CS, we truly have been friends for so many years! I can still remember the big secretaries conventions we used to do in the “good old days”, lots of hard work and lots of hard play. But to answer your question let me refer to one of my favourite quotes, which is : “A single twig breaks, but the bundle of twigs is strong” – Tecumseh This quote couldn’t be more relevant and true for the times we find ourselves in right now. This alliance makes us stronger and a force to be reckoned with in the hospitality and events industries. Unity is strength.

And Jerry, we have not known you for as long as Yolande and Jeana, but you are sunshine on two legs! I guess the three of you now constitute the perfect triad. What do you envision for the future of Hospitality Junxtion?

CareerSuccess interviews the sexy new trio on the block! Yolande Otto Jeana Turner Jerry Fourie

Yolande, it was only a matter of time wasn’t it! You always worked so closely with Jeana Turner that an alliance with her was predestined. Did the pandemic act as catalyst? YO: Yes Ana, we always spoke about it but never got around to do it. We were always running around and Covid made us sit still and gave us time to plan this out - finally! careersuccess magazine issue 2020

JF: Thank you so much CS. I guess it is the love for the Hospitality Industry that brings the sunshine out of me. Each one of us that formed this alliance brings something unique and valuable to the Hospitality Junxtion Family. As the Marketing Director, I can already feel a breeze of change in the air regarding the Tourism Industry. Guests are very eager to get back on the road, take their business out of the office and looking forward to a relaxing holiday after the National Lockdown. With the help of Hospitality Junxtion, venues can feel at ease that their amazing venue will be represented and will reach the right clientele at the right time. We are currently mainly focused on Gauteng, although we do cater for all venues nationwide. However, we would like to extend our services to the different provinces in South Africa and get our collection of suppliers the attention they deserve. We have been building fruitful relationships with clients, in the past 22 years, that trust our collection nationwide and internationally. We hope to one day be an international representation company to ensure clients globally that the tourism industry are ready and that all guests can explore the world with no hesitation.

careersuccess magazine issue 2020

interview

Every idea that generates an agile service to clients comes as a result of something…what was the catalyst for Tech2Desk?

CareerSuccess interviews

DV: Quite simply it was when we realised we could support a larger number of clients remotely rather than on site, and this met the trend of the growing remote working factor - even before the pandemic. A significant number of people were already working in a hybrid fashion - working from home and going to the office for meetings or needing face-to-face interaction on some projects or tasks. The pandemic made this rife, and I am glad that we had already started this vision to offer IT support remotely and people being able to use our services as and when they need it.

Dimitri Vouzounerakis, head of tech2Desk, and one of the PA of the Year 2020 sponsors.

What do you offer exactly?

DV: Our remote support services allow our technicians to provide you with fast technical service remotely, at a fixed cost rate! This is absolutely brilliant because each job is priced beforehand on our website (tech2desk.com) and we do not charge hourly rates! It is in effect a pay-as-you-go service that frees our customers to literally pay per IT request. You pay for what you need when you need it.

Working remotely on my computer to fix it, means what? And what kind of problems and hitches do you

fix?

DV: The range of tech2desk covers: Install, configure, maintain, diagnose, troubleshoot and repair hardware and software on desktops, laptops and peripherals such as, printers, scanners, external drives and other related hardware. Perform computer wired and wireless network troubleshooting, Anti-virus administration, i.e. installing, troubleshooting, reporting and cleaning of infected devices. Email and MS Office account administration. How it works is simple and agile: You go our website to book a technician and get a job ticket. Or contact us on WhatsApp 066 472 5185 for free advice on an IT issue. We respond via WhattsApp and together we work on installing a Secure App in order to log into your computer. The beauty is you can watch over the internet on how we go about installing or repairing!

How do you charge?

DV: We have various cost effective plans you can choose from and these re available on our website: www.tech2desk.com

Is your target market the PA etc now working from home? The entrepreneur? Owners of services such as lawyers, accountants, architects, medical suites? DV: Very much so – we have a wide range of clients in various fields of work, and we are able to help them without anyone having to travel and carry things around! That is the real advantage – it

is all done for you wherever you are in the country or across borders.

Does this mean you become a sort of an IT department on call? I guess when there are emergencies this is a really great help. DV: Yes – but much more. If you have an IT dept we can still be of service. If there is a stress situation or emergency and the IT people are not able to step in, we can. careersuccess magazine issue 2020

interview

CareerSuccess magazine interviews Larry Soffer

Born on 25 October 1982 in Cape Town, South Africa, Larry Soffer always dreamed of becoming an international star in the fascinating realm of magic and mentalism. Inspired by David Copperfield, at 13 years of age he enrolled at the College of Magic in Cape Town. Four years later, he graduated with a Silver Medallion, the highest accolade bestowed by the College. His childhood dream was becoming a reality. In a bizarre twist of fate, Larry discovered that a numerological ordering of the letters of his name mean ‘The Magician’ – motivating him even further to succeed. Whilst his destiny may have been preordained, Larry took nothing for granted as he continued to hone his craft at the College of Magic. He began performing at corporate and private events, while garnering several National and Provincial Championships. Such were his talents that world famous Las Vegas Magicians, Siegfried and Roy awarded him the SARMOTI (Siegfried and Roy Masters of the Impossible) Grant – a bursary for his final year of study at the College of Magic. After graduation, Larry took interest in Mentalism and began showcasing his skills on television and radio – making spoons and forks bend across these platforms effecting people in their homes, including fixing broken watches, making light bulbs burst, making TV’s switch on. In 2006, Larry was invited to the world-renowned Magic Castle in Hollywood, the members of which are only the most prestigious magicians in the world. He went on to become the youngest South African to ever perform there and the only to ever be awarded membership at that time. careersuccess careersuccess magazine magazine issue issue 2020 2020

What did your family say when you announced that this was going to be your life passion and career?

LS: Both my parents supported my dream but my mom was concerned and wanted me to do well in life and suggested that I should also have something to fall back on. I wasn’t interested in any other profession and didn’t believe in having something to fall back on because I felt that tit is almost like preparing to fail. Because I had so much passion and belief in myself I was able to stay persistent in chasing my dream and making it a reality.

What was your first real gig, and how did the experience impact on you?

LS: I am not sure what counts as my first real gig, but the first time I performed for money was when I was 13. A girl in my class at school asked me to perform at her younger brother’s birthday party. From there I kept performing at kids parties and I also performed for tips at family restaurants on weekends and holidays. When I was 16 I had the opportunity to go to one of the biggest magic conventions in the world which was in Portugal that year. It was a dream of mine to go but I had to come up with the money myself. I was able to make and save the money

interview

You have to believe it to see it in 3 months (about R20 000) and what helped a lot, was my first real corporate gig at 16 for a company named Prestige Cleaning Services. This experience made me realise at a young age that I was in control of my future.

I know that even though your line of work can be somewhat categorised as show business i.e. entertainment, you see your shows as either being entertainment per se, but also as offering to corporates the motivational add-on message that encourages people to explore their potential … LS: Yes, I do also offer corporate or motivational speaking options. I feel because I have the platform, it is important to motivate people to believe that anything is possible. I do also use the entertainment aspect in my talks to drive home key messages and make it exciting and memorable.

You are a man of goals and dreams…and you quickly adapted to the digital space. Where do you see your role being in the new reality and how can you be more significant for people?

LS: I have to say that when the word of a lockdown was looming I did not for one second adapt the mindset of “waiting it out” or “seeing what will happen”. I looked at what was happening in other countries and I knew if this was to go on for longer than expected, I would have to adapt and come up with something new. I believe I was possibly one of the first entertainers to come up with a virtual show and when I started promoting it (in the first week of lockdown already), not everyone warmed up to the idea at first. It was too different and no one had ever done something like this before, and many people believed lockdown would be short lived. Luckily I was persistent, and the people who were willing to be open to new possibilities started booking me. Lockdown was extended, and then suddenly so many companies started jumping on board with online events and it started snowballing! I have definitely seen an industry coming together and adapting and learning all these new skills and everyone helping and teaching one another. I have never seen an industry adapt to something so quickly like the event industry. It shows you the resilience of artists and creatives and I am proud to be a part of them.

careersuccess magazine issue 2020

MOTIVATIONAL SPEAKING

YOU NEED TO BELIEVE

WITH A TOUCH

IT TO SEE IT

OF MAGIC

SPECIALISED OR BESPOKE SHOWS

CLOSE-UP ROAMING PERFORMANCE

Enhance your events with a fully interactive virtual show! Larry Soffer produces a show that is a perfect-fit for any online occasion. This show is fun and engaging as Larry reads the viewer’s minds and predicts their thoughts and even has the “magic” happen in their own homes, offices or event venues. Over 50 top companies from the USA, UK, South Africa, Dubai, India and more have booked this performance.

Contact us to add SPECTACULAR to your next online or venue-based event. +27 73 946 5060 careersuccess magazine issue 2020

info@larrysoffer.com

https://www.larrysoffer.com/

FYI and the boss

Three ways to prevent employee burnout Different ways executives can prevent employee burnout and promote wellness within their new digital environment. Employee burnout has become common, but it’s a huge threat to your organisation. According to a 2018 Gallup poll, about two-thirds of workers experience burnout, and these employees are more likely to take sick days and look for new jobs. And even if these employees do show up, they exhibit lower confidence and engagement at work. Leaders need to take steps to prevent employee burnout and promote wellness. Here are three ways to make that happen. 1. Empower employees with control over their technology According to occupational psychologist Cary Cooper, employees who feel they have no control or autonomy in their workplace are likely to get a stress-related illness and the overload of new technology is a major factor. The average business worker uses 9.4 different applications for daily work. Every time they have to switch apps, they’re spending valuable mental energy on adjusting to a new context. Add this stress to the fact that many employees have no say in which apps and devices they use to do their work, and you have a fast track to burnout. To address this: Empower employees to choose the technology they use to get work done. For example, defining secure but flexible bring your own device (BYOD) policies for your office allows your employees to control which devices they use for work. It’s also helpful to leverage technology that integrates with the familiar consumer apps your workers know and like to use. Finally, look at workspace technology that brings all essential business apps together in one interface. This minimises context switching between applications to help employees focus. 2. Deploy technology that reduces distraction by automating routine tasks By the time you reached this section, there’s a good chance something interrupted you. Whether it was an invitation to a meeting, an expense report in need of your signature, or a Slack message in a company-wide channel, you probably didn’t get to this paragraph without something else vying for your attention. These distractions happen every day, but they come with a mental price: employees who experience frequent interruptions report a 9 percent higher exhaustion rate, and make significantly

more errors than employees who aren’t interrupted. These are classic symptoms of burnout. While it’s impossible to eliminate all interruptions from your workplace, remember not all interruptions are equally important. To address this: By deploying the right technology, you can screen out nonessential interruptions using settings that eliminate notifications from Slack, email, or calendar updates during certain work times. New developments in machine-learning and AI also make it possible to automate low-value tasks like RSVPing to calendar invites or approving expense reports. These technologies help prevent the distractions that lead to burnout and hurt your employees’ engagement. 3. Schedule weekly whitespace time for all employees Even when you’ve taken steps to give employees more control and protect them from distractions at work, an “always on” work culture can still cause widespread burnout. “Always on” workplaces expect employees to tightly schedule all their work time, want them to answer messages promptly at any time of day, and ensure their workload is

always close to max capacity. According to Quartz, 67 percent of employees believe being “always on” has a significant negative impact on their health and wellness, which explains why “always on” workplaces tend to have awful employee retention and engagement. To address this: The solution is finding the right balance between focused work time and open whitespace hours. By scheduling weekly whitespace hours in your employees’ calendars, you can designate time in the workweek for creative thinking, passion projects, and exercise. It’s also beneficial to facilitate communal spaces (like a game room or yoga studio) for your employees to spend this whitespace time together if they wish—this helps staff build stronger working relationships as they unplug together. Your employees take burnout seriously. Do you? Quartz research says 81 percent of workers believe decreasing burnout should be a top priority for employers, suggesting your employees know burnout is a significant threat that demands your attention. Are you ready to act? Source Citrix More information on: +27 78 186 6568

careersuccess magazine issue 2020

FYI and the boss

And another angle on the same critical topic…..

Deal with fatigue and morale drop in remote teams By Andrew Bourne, Region Manager, Africa, Zoho Corporation While the pandemic paved way for even the most staunch opponents of remote work to change their perspective, fatigue is starting to set in for some of the teams, especially for those who have been isolated for the best part of the year now. While remote work undoubtedly has certain advantages, some teams may be experiencing a morale drop after months of being stuck at home without a chance to socialize. There are also concerns about adverse mental health impact. In order to boost your team’s morale, here are a few suggestions you can try: 1. Organise virtual team building ou can organise virtual meet-ups and brainstorming sessions. An additional option is to coordinate virtual oneon-ones between staff members, giving them topics to talk about. An in-depth dive into a subject with another person can do wonders for sparking ideas and creativity. You can also add value by bringing in subject matter experts to present specific topics. Even if it’s not directly

careersuccess magazine issue 2020

related to what you do, the sessions can help employees gain a fresh perspective, inspire different ways of thinking and rekindle interest in ongoing projects. 2. Introduce a mental health wellness programme If you haven’t already, bringing a mental health professional onboard can be extremely helpful for employees who find it especially hard to deal with social isolation and loneliness. Hire an inhouse counsellor or offer subsidised clinical screening to those who need help. You can also host seminars to increase awareness and initiate internal discussions to normalise conversations on mental health. 3. Get people moving Exercise can be a great way to reignite people’s mental freshness. After months at home, they may have slipped into moving less than they

did previously. You could organise a virtual group class that everyone can get involved in or make a personal trainer available to advise them on exercises and workouts. You can also inspire them to eat healthy meals by having a chef give healthy food and snack advice, perhaps even including a virtual cook-along class. Decisions to stay fully remote or to go back to the on-site office are not exclusive of each other anymore. Instead, you may find yourself opting for a hybrid solution where people spend some time in the office and the rest at home. Either way, online collaboration will play an increasingly important role in the workplace. Applied correctly, the lessons learned now will, therefore, serve you well in the long-term. For more information: stuart@irvinepartners.co.za

FYI and the boss

Background screening vital for contract employees The recently introduced Compensation for Occupational Injuries and Diseases Amendment Bill is expected to bring more protection for contract employees like domestic workers, gardeners, nannies, and au pairs, etc. With employers facing increased responsibilities and obligations in this regard, they can also take the necessary steps to feel safe and secure in knowing who they are employing. Self-managed checks In recent years, certain industries for contract workers have started to crack down on background checks. Agencies that manage contract domestic workers, au pairs, and tutors, for example, often at a minimum will insist that applicants provide proof of their identification, a SAPS previous conviction report, and proof of qualification(s) where applicable. Thwane says, “For those applicants seeking an advantage in a competitive job market, we suggest conducting regular self-managed checks. The purpose of a self-

New Book by Dr John Tibane: The Reset Blueprint The present world is more cyclical with shortened change cycles. Crises of all kinds – natural disasters, economic turbulences, disease outbreaks, political turmoil, terrorist attacks, and more – have become more common, resulting in radical uncertainty. With every crisis creating a new normal, success has a new definition: the ability to survive a crisis and thrive in a new normal.

managed check is to confirm your previous conviction status and to include a previous conviction enquiry result in your CV or as part of a job application.” Thwane explains that an applicant may be under the impression that they do not have a previous conviction when they were arrested on suspicion of less serious crime and paid an admission of guilt fine. An admission of guilt fine is part of the legal system and it allows a person to admit guilt without having to appear in court not knowing what it means and how it will affect them in future. “Conducting various selfchecks on a regular basis gives the applicant confidence in knowing that the information available about them is correct and up-to-date, and that they are in the clear of any wrong doing at the time of applying for work,” suggests Thwane.

As individuals and institutions we need to learn to imagine the inconceivable, think the unlikely and be ready to do the unreasonable. In The Reset Blueprint, Dr John Tibane meticulously provides you with spiritual and scientific guidance on •

How to Survive a Crisis: you will learn about agility and resilience, mastering your responses to traumatic events, getting double for your trouble, implementing lockdown principles, and bouncing forward to a new normal.

•

How to Thrive in a New Normal: you will learn about the 7 Reset

“Living in what can be considered a ‘high crime’ country has meant that over the years, we have become somewhat fixated on security; personal and that of our loved ones and homes. Knowing who people are dealing with is therefore becoming increasingly important to meeting basic safety needs and assuring peace of mind. In a highly connected world, having access to information about potential employees is becoming easier thanks to the availability of quality and biometric-based background screening services. And the changing of the contract work environment in the country will result in these services becoming more mainstream as discerning employers want to know more about who they are employing,” concludes Thwane. More info on: www.afiswitch. com.

Element – Reset your Sanity, Reset your Sight, Reset your Stage, Reset your Sails, Reset your Standards, Reset your Scales, and Reset your Sound. Inspired by King Solomon’s words in Ecclesiastes 7:14 NIV, “When times are good, be happy; but when times are bad, consider this: God has made the one as well as the other,” Dr Tibane proposes that “Life is a series of events and experiences: we survive some and thrive in some.” Do not fear, you have a toolkit, The Reset Blueprint, and God’s grace is sufficient for you. More information on: remote@tibane.co.za

careersuccess magazine issue 2020

FYI and the boss

Draft code of practice on violence and harassment in the workplace published Dhevarsha Ramjettan, a Partner, Shane Johnson, a Professional Support Lawyer and Mbali Nkosi, an Associate at Webber Wentzel unpack the details of the Code. The Minister of Employment & Labour has published for comment a Draft Code of Practice on the Prevention and Elimination of Violence and Harassment in the World of Work (Code). The Code applies to all sectors (both public and private) in the formal and informal economy. The Code applies broadly to: employers, employees and other persons engaged in work (irrespective of contractual status); and incidents that occur at the workplace and those that occur during the course of, linked with or arising out of work (for example, work-related travel, training and social events or at employer-provided accommodation). Interested parties have until 19 October 2020 to submit comments on the Code. The Code seeks to: set a framework on the interpretation and implementation of the Employment Equity Act (EEA) regarding the prevention and elimination of violence an d harassment in the workplace

provide guidelines to employers and employees and other parties on this issue

guide human resource policies and practices related to violence and harassment in the workplace

Violence and harassment as a form of unfair discrimination The Code regards violence and harassment in the workplace as a form of unfair discrimination. Violence and harassment includes physical abuse, psychological abuse, emotional abuse and sexual abuse. It also includes the use of physical force or power (threatened or actual) against oneself, another person or against a group or community that either results in (or has a high likelihood of resulting in) injury, death, physical and psychological harm, mal-development or deprivation. The Code therefore recognises three broad categories of violence: Self-directed violence (violence against oneself)

Interpersonal violence (violence against another person)

Collective violence (group or community violence)

The main forms of violence and harassment listed in the Code are: • • • •

Sexual violence and harassment; Racial, ethnic and social origin violence and harassment; Workplace bullying; and Violence and harassment on account of a protected disclosure.

The Code specifically applies to the following categories of people in the workplace:

Owners

Employers

Managers

Workers whose employment has been terminated

Workers

Clients

careersuccess magazine issue 2020

Contractors

Volunteers

Supervisors

Job seekers and job applicants

Anyone else having dealings with the organisation

FYI and the boss

Guiding principles for employers The Code provides seven guiding principles for employers to guide their internal strategies in preventing and eliminating violence and harassment at work: •

Workplaces should be free from violence and harassment;

•

Working environments should be safe and without risk to the health (including physical and psychological health) of employees;

•

Workplace cultures should be created where complainants (and other affected persons) can report violence and harassment without fear of reprisal and with the assurance that complaints will not be trivialised or ignored;

•

Individuals at the workplace must proactively refrain from committing any acts of violence and harassment;

•

Individuals at the workplace all have a role to play in creating an environment where violence and harassment is seen as unacceptable;

•

Employers, employees, employer organisations and trade unions should ensure that all persons who have dealings with the employer (e.g. clients, suppliers and job applicants) are not subjected to violence and harassment; and

•

Appropriate action should be taken where instances of violence and harassment occur at the workplace.

Practical steps for employers The Code requires employers to implement certain measures to eliminate and prevent violence and harassment in the workplace, including: •

training for employees in the form of implementing prevention and awareness programmes;

•

treatment, care and support measures to assist victims;

•

privacy and consent measures; and

•

policies and procedures to manage incidents.

•

Employers are obligated to investigate complaints related to violence and harassment in the workplace. Employers who fail to do so may be held liable for damages under section 60 of the EEA.

Foundations of the Code The Code is informed by conventions adopted by the International Labour Organisation read together with South African legislation, including: Section 9 of the Constitution

Section 5 of the EEA

Section 6(1) of the EEA

(the right to equality)

(employers must take steps to promote equal opportunity in the wokrplace by eliminating unfair discrimination in employment policies and practices)

(no person may unfairly discrminate against an employee)

Section 6(3) of the EEA

Section 60 of the EEA

(harassment of employee is a form of unfair discrimination)

(liability of employers for contravention of EEA)

More information on: 27 11 894 2767 careersuccess magazine issue 2020

last page

Test your

Wits and have Fun Just for laughs 1. A boy is walking down the road with a doctor. While the boy is the doctor’s son, the doctor is not the boy’s father. Then who is the doctor? 2. What has a mouth, but cannot eat; moves, but has no legs; and has a bank, but cannot put money in it? 3. Arnold Schwarzenegger has a long one. Michael J. Fox has a short one. Madonna does not use hers. Bill Clinton always uses his. The Pope never uses his. What is it? 4. Without it, I am dead. If I am not, then then I am behind. What am I? 5. What is black when you get it, red when you use it, and white when you are all through with it?

ANSWERS 1. The doctor is the boy’s mother. 2. River 3. Surname 4. Ahead 5. Charcoal

careersuccess magazine issue 2020

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careersuccess magazine issue 2020

CareerSuccess Magazine Annual Edition 2020

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Personal Matters

FYI and the boss

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