What do you get in The Career Workshop?

  • You will know what your next action steps are to find a job, identify your direction of study or grow your career
  • You will have your copy of “The 5 Year Career and Study Plan” and you will know how to use and implement this plan
  • You will have your RuthlessResume.com starter resume

Available in South Africa only: Click here to visit The Career Workshop page

Join The Career Workshop

Please rate your communication and responses in current and past on the scale below.

One gets lots of input from family, friends and colleagues when you ask.

Accept their perceptions and learn what you can and should do differently to grow productive communications.

Power vs Force score of consciousness map Power vs Force Score
RAMMPP
Reports, Approvals, Meetings, Measures, Policies, Practices

What is it ?

RAMMPP is an easy-to-use chart that helps teams to recognize the ‘low hanging fruit’ in the clutter and inefficiency that sneaks into our daily activities.

RAMMPP allows the team to seize easy-to-do opportunities to help increase efficiency.

RAMMPP focuses attention on:

  • Reports
  • Approvals
  • Meetings
  • Measures
  • Policies
  • Practices

When is it used?

RAMMPP is used:

  • To produce more time for people, teams and departments in organizations
  • When burdensome bureaucracy and administration occurs
  • To increase effectiveness and GET THINGS DONE

Advantages

RAMMPP is:

  • Easy-to-use yet very effective
  • Creates necessary time for other matters
  • Creates times for involved problem solving
  • Team gets a feeling of a ‘quick win’

Pitfalls

  • If ‘in department’ approach is adopted, ensure internal customers are in the loop
  • Staying in a ‘functional silo’. This technique helps reduce waste across business processes

Process

  • Before a meeting/occurrence ask people to think about what they are accountable/responsible for in relation to RAMMPP headings
  • Bring the team together and explain RAMMPP chart
  • Record the activities of the team, individual, department, company or external (Maximum of 5 for each individual to avoid overload)
  • Populate the matrix
  • Work down the matrix, on row at a time, and explore with the team what changes could be made to the way of doing things at the moment (Use the rating scale below)
  • Capture agreements and commitments as you work through the matrix
  • On completion, summarize the actions and set up a review date

RAMMPP MATRIX CHART

Areas Of Responsibility Could it be:
Self Team Department Company External
  • Eliminated
  • Partially eliminated
  • Delegated
  • Done less often
  • Done simpler
  • Done with fewer people
  • Done with technology
  • Other?
Reports
Approval
Meetings
Measures
Policies
Practices

RAMMPP WORKSHOPS

When you get Gerrit Cloete to facilitate this process, you get the added value and benefit of someone who has:

  • Experienced the core of project management, product development as well as production and strategic planning over a 13 year period in a corporate environment
  • Assisted people on a personal and managerial level in creating meaningful goals and developing positive mental attitudes towards themselves and all areas of their lives.
  • He did this as a trained facilitator of Success Motivation International
  • Facilitated public and in-house corporate workshops while being part of the South African company representing the Franklin Covey Company. These workshops include The 7 Habits of Highly Effective People; The 4 Roles of Leadership, First Things First. For this he went to the USA to become a certified facilitator, trained by senior members of Franklin Covey.
  • Experience in assisting people in discovering their unique patterns

Are you completely bored in your job? Is your job just one huge frustration for you right now? Do you feel you absolutely MUST change jobs or careers as soon as possible? Let master career coach, Unre Visagie show you to use your current job to find a job that will challenge you and make you feel good about going to work again.

Slide 1 (I am bored with or in my job and must change)

Welcome, I hope you enjoy this talk. Dean was bored with his work and he really needed a change. How Dean went about it and what the result of the story was should interest you if you currently have the feeling of being bored in your job. Dean realized that when we all work and invest together we would benefit together. Sometimes there’s a bit of a delay between the work and the benefit, that’s normal. Dean had these perceptions that he was bored with his job, which was the truth; it was his true perception, and his absolute truth. However, he realized that if he looked, approached it differently, and do a few actions, he could move to a tremendous space, where he could have a total change in his job.

What can be done, and what he did, to get rid of this boredom in his job to where he now has a tremendous job in the same company, sometimes you have to change companies, in less than three months. He does expect to get a tremendous increase early next year, because the value of his job changed when he started working together and looking at the future in the way we will propose just now. He was waiting for someone to notice that he was bored and he needed a change, but no one noticed, they were very happy that he was doing a good job. They assumed his boredom was related to other problems.

Click to continue…

Are you one of those lucky people that have too many job opportunities? For your career to thrive you need to make the right job choice. Let master career coach, Unre Visagie, show you how to make the right job choice.

Slide 1 (The solution to grab new exciting challenges of your choice)

We are looking at people that say, they have too many choices, and how do they choose? When we all work and invest together for the benefit of everybody, we will get more benefits. The key thing is to do first for others. When making these choices in your own best interest there is a solution where you can look at the exciting challenges and the great returns you can have from making your choices. You have to know what you currently do for whom. Why did you get into the position where you have all these choices?

You prepare and communicate to influencers. You engage and communicate the work that you enjoy doing and that is valued. Recently, with John, who had a fantastic position, it was very clear that if he keeps on doing the same he will have less than he can have. Referring back to Einstein’s old saying that if you keep on doing the same thing expecting different results it may be close to insanity. It is something to keep in mind.

Slide 2 (Know what you currently do for whom)

Let’s look at people who have too many choices and have the perception that it’s difficult to exercise just one choice and lose the others. When you make the right choice it becomes clear that there’s no doubt. You don’t have any feeling of loss, you move from those perceptions, because they are just perceptions, to the great spaces where you know exactly why you’ve made the choice and what you expect back. You can communicate clarity to everyone around you.

You have to know what you currently do for whom. Why is it so valuable that you have all these choices? Let’s look at simple ways to understand and discuss what you say no to and what you say yes to. That is where a man with a plan has all the benefits. ‘No’ is probably one of the more profitable words in the English language, as mentioned by Jack Welsh. When I sat with John and said, “Ok, let’s look at what you say no to” it was great stress because he didn’t want to say no to anything. What do you say yes to? What are the consequences when you say yes to certain things? Yes often means a three year commitment and where are you going to be in three years? You can never quite control it but at least you can make the best choice with your current insight.

Slide 3 (Prepare to communicate to the influencers)

Let’s look at those choices. When moving from the perceived boxes to the great spaces you have to prepare to communicate to the influencers.  How do you prepare? You discuss it with people around you. You can start right now. It’s amazing what the people around you know. When John discussed it with people around him, including some of his clients in big mining companies and clients in big IT companies they collaborated with, he was amazed to find that his choices were even more than he was aware. However, they also helped him to understand the future of the industry, the future of the consequences of his choices with much greater clarity, factual and grounded in reality. When John practiced, he could approach the company he wanted, that didn’t even have a job at that time. He should have the job shortly, in January or February.

Slide 4 (Engage and communicate)

Lastly, John engaged with his clear, prepared stories. A man with a plan is welcome everywhere, a man without a plan people usually  leave alone to figure himself out, they’re just kind to you, it’s not as rude as some people think. He approached companies with his clear, practised plan and showed respect and acknowledgement to the people he recognized as leaders in the broad industry, whom he could see was on the fast track. Why are they on the fast track? Learn from them. They guided him and introduced him to the right people that can give him the job. It’s a very straightforward process but people need that clarity.

Slide 5 (Start with the purpose, the why)

You need clarity of purpose, with objectives and tasks, dynamically calibrated with your own long-term career vision and mission. This helps you to align with the company’s long-term vision and you’re seen as a strategic contributor, which further puts you up the ladder. We find this is a very important process, like in John’s case, he really couldn’t answer this three months ago, now he can tell you in one minute.

Slide 6 (The right change thinking discussion)

This is the second tool amongst the list of templates we use that you can re-use with your friends, because they are free on the web. There are rules in every company, every industry, every client environment; every team has its subculture of rules. Understand those rules, influence them perhaps slowly, but don’t waste your time fighting and being angry. John was very unhappy with his current company because he could see he contributed more, but their compensation structure didn’t allow for him to earn more, so their rules made John earn less.

It turns out that he can influence the rules, we prepared him to influence the rules in the meantime, to say that I am experiencing stress, but show that I care, show that I respect, how do we go forward? He then proceeded anyway, without the rules being changed, he didn’t waste time, he played where he can make decisions. He played where he has influence and it’s known, he started contributing more and communicating better. He’s moving his line to where more becomes known to him, so his space for production grows and he’s now very much a strategic player. That is the other alternative, where his current company may treat him in a way where it will not be practical for him to leave. At least he has all these choices.

Slide 7 (The approach to engage people should be)

Let’s look at a simple way that you can use right now. John identified the people that he admired and why he admired them, he went to them with clear respect, recognition and acceptance. All of us love respect, recognition and acceptance. One of my favourite professors always said: “Applause, applause, anything for applause!” Everybody is a sucker for that. Use it, but be genuine, if you go with false thank yous you will have problems. When you have a plan, you’ve done your homework, you’ve talked to people around you, you’ve prepared, then you approach the people with open and closed questions. All of this detail is available free on the website; use it. The reason we made it free is that you need these tools to talk to people around you, it’s critical that you can freely engage the people around you. They can also watch the videos and do it free. We come into the game when we can accelerate you and add extra value. Let’s look at the website quickly. There are specific, measurable, accountable resources, time and rewards.

Slide 8 (careerdevelopmentplan.net)

When you look at the website, you will see the tools and the resources. We have organized each block of tools on the website to focus on a specific area of a stress or growth opportunity. When you look at your career choices, we go to Career Planning and Performance. To demonstrate the free tools that is available which John also used in his coaching. We’ve bundled them into big, logical groups where you can look at various career level changes, resumes and the smart goal setting, which I want to point out specifically. You must have specific, measurable, accountable resources time and monitor, planning, performance etc. Every aspect is organized into groups like this. When we look at approaching people with open and closed questions, it is part of that group of tools.

Slide 9 (I have too many choices, how do I choose?)

Having too many choices, how do I choose? Let us summarize the whole process. People normally have perceptions of difficulty of choice and the solution is: get more information, talk to more people, get clarity and get rid of any fears and uncertainties. Fear just stands for False Evidence Appearing Real. Fail just stands for First Attempt in Learning. Everything that we have learnt we learnt through trial and sometimes losing some skin in trying to ride a bicycle. It never stops, but as we go higher, we get more concerned about what people will think. We get more worried about coming across as someone who doesn’t know what he’s doing. The process is simple and clear and it avoids most of those risks.

The process is: know what you do, prepare to communicate what you do, engage influencers and communicate to them. I find very few people can tell you their store of assets and their expertise. In John’s case, his top skill is probably that he has a very good interface, people enjoy being around him, that is a core skill for him. He was very uncomfortable to put that in his CV, so we got nice examples, now it’s in his CV. The other thing that he had difficulty with was his golden thread.

The golden thread leading to your key to success is simply where John made decisions in the same direction from a very young age. A service to people, a great curiosity to understand things, that’s what’s been driving him since school days. He never realized that he could put in his CV that he’s been consistent in how he made decisions. He had quite a few job changes, that is why we had to show consistency with the golden thread, this is built into the stories on the site. He had an awesome asset list that only became clear when he talked to clients, colleagues and friends. This caused him some discomfort, but he now has a very powerful story to tell around his CV.

He realized his external resources, the number of people who were prepared to help him and introduce him, introduce him to people who can introduce him, all of that and learning some skills that he now requires knowing where he wants to go. It’s all available, he just had to have a plan and engage. He’s building his own staircase and climbing it, which could be scary, but we explained that fear and risk could be managed.

Start with exploring, preparing, engaging and in the process you will grow like John did. Your job, company and industry must align while growing your asset list. Secondly, you must align your job, work and career. You are continuously in charge of your future; you keep on doing preparation, exploration and engagement. You will always be secure and safe, and a desired employee. You will get huge increases, like John, in a time when nobody around you will get increases. John ended up with insight, knowledge and confidence because he had a plan and a clear story. John moved from the perceived boxes and too many choices and uncertainty to absolute certainty about where he’s going next, how he’s going to use and grow his asset list.

Slide 10 (Business toolset, personal toolset)

Having too many choices and choosing comes to down the business toolset and the personal toolset that I’ve shown you on the website. Please watch out for the next Career Maker System email. I hope you’ve enjoyed it and I hope you will realize the privilege of having too many choices deserve that you go and explore, prepare and engage these choices to get absolute clarity about the one that will work best for you. Thank you for listening.

Do you like your job, but it has become a bit boring? Feel like you need more challenges? Let master career coach, Unre Visagie show how to use your current job and get access to greater opportunities.

Slide 1 (My job is great – I am ready for more challenges)

We are talking today about ‘I’m ready for more challenges’,  that very privileged position where I have choices; I can choose which challenges I say yes to, and which challenges I say no to. It is interesting that people always have perceived limitations, and if that is removed through information and a certain process, they get to a space of unlimited opportunity. This is all about choosing the challenges, that wonderful thing ‘choice’ that is the spice and the wealth of life. So few people ever feel they have choices in life.

If we break free from those perceptions, you can see these perceptions as cages or prisons, situations where they don’t have the key to move forward and nobody else is going to come and open the door. It’s always you that has the key, you only need to know that you have it and how to use it. If you move to opportunity experiences people see that with this system they get 15 – 30 percent increases within six to eighteen months by communicating differently to different people. Saying yes to the right things, and no to the things they should. There is a quote: “No is the most profitable word in the English language.” I find there is a lot of truth in that. This is the secure, safe and certain way to get to the ideal challenges for you. Get hold of them, make them yours, it will grow your career like a rocket, and never again will you feel in a perceived box.

Slide 2 (What can be done to get rid of the trapped feelings?)

Now we have established that you are ready for more challenges. Remember that when we work together, we invest and benefit together. If you take to other people what they want you will definitely get more of what you want. It always works; it’s also called delayed gratification. When you work hard in a direction; the better you plan it, the better your insight and clarity, the better chance you have of collecting in the end. How do you move forward? Waiting for others is never an option; they are busy with their own stuff as each of you know.

How do I communicate what I already do, understand and value? Which challenges I’m keen on, why am I keen on them, what am I prepared to do to get the challenges I want?  From these I will gain hugely, apart from the fun, you will also earn money. It is simply a matter of communicating correctly to be paid right for what you do; the decision makers must understand what you do. If we can manage to look around the molehills that are in front of us and appear very big, we can see the blue mountains beyond which we can go and climb. The problem is the molehill is right in front of our nose.

Slide 3 (The solution to break the traps and get rid of the frustrations)

Working together, investing and benefiting together there is a solution to break out of those perceived limitations, perceived meaning they don’t give it to me, I go and take it. You have to know what you currently do for whom and what you want to do next. You have to prepare and communicate what you do and what you want to do appropriately to influencers and decision makers, giving them what they want, it’s often as cheap as a thank you. Then engage and communicate the work and the value as you see it going forward. That will engage you in further input to make the right choices, that you choose the challenges with higher value and more certain arrival. It’s very important to know that if you keep on doing the same thing you will probably end up with less, because the effort goes in, the days goes by, and you don’t make the gain you deserve. Einstein made the statement that to expect different results doing the same thing borders on insanity.

Slide 4 (How does the system work for all of us?)

A brief review of business; you are a cogwheel, either driving or taking energy. The new challenges must enable you to drive harder, to fit better, to choose different places to fit in the engine, giving the executives what they need, aligned with strategy, giving the shareholders more return, which gives you more capital and more opportunity. Working with a team from week to week at agreed tasks, making sure you say yes to the right things and no to the things that won’t work for you. Delivering great value to a client when he comes shopping, remembering that the client brings the value that keeps the whole engine going, including getting you growing in your job and choosing the right challenges.

Those challenges that you choose must be aligned with the company strategy, the internal system, the client and there must be a clear line of sight to the shareholders, so they get more and you get more toys to play with. That will definitely make a big difference in moving you from the perceived boxes to the great spaces of choice and almost limitless growth.

Slide 5 (Know what you currently do for whom)

Let’s look at moving from the box to the great spaces. There are three steps. One is: know what you currently do for whom. On the website careerdevelopmentplan.net, you will see there’s a whole range of tools available to help you along and give you an idea of the value of what you do. In my coaching and the many companies I’ve built I’ve never found anybody that could articulate the value of what they do. Yesterday I was with executives from a company that has a three billion dollar turnover and the executives couldn’t articulate the value of what they do in that simple model.   Understand it and discuss it, know what you do more of, know what you are going to do less of, and communicate clearly how that is in the interest of all the stakeholders.

Slide 6 (Prepare to communicate to influencers)

This you can do in groups around you and selected people, change them often, don’t get stuck with the same people. That gets back to more of the same equals less, you have to keep on moving. It’s a lot of fun, you make a lot of new friends. This preparation you can do in your groups, all the information is on the web for you, we can also make a contribution where necessary to accelerate you. You discuss, you prepare, you identify and you practice. Practice by yourself, even in a mirror, it is much cheaper that practising where it counts.

When people start playing golf they don’t go directly to an eighteen-hole golf course, since that would become a very long day and a very long walk. You want to practice first on the driving range, maybe get yourself a teaching pro. We recommend that you use the people around you, that you use identified people, those are your teaching pros; they can observe and give you feedback. They will make very sure that you stay on track.

Slide 7 (Engage & communicate your work list to the decision makers)

Let’s look at the third step. You have now identified the people who can influence and assist you to gain access to the challenges that you want. The challenges you’ve chosen, why you’ve chosen them, the benefits of those challenges are clear and you’ve practised them. People love a man with a plan. I’ve never seen companies turn away a man with a plan. At North-West University in South Africa where we do a lot of pro bono work with Prof Japie Kroon we found that when students approach companies that they’ve chosen with a plan they always get the job they want. It’s extremely exciting to participate and see the excitement in their faces.

We recently had a very senior person earning $200 000 having the same experience, when he did the steps and he went back to his own environment he had a bit of a problem. He got six job offers and he’s having a very hard time deciding which one to say no to. What a nice problem to have! He sometimes gets frustrated with the choices, but I insist that’s it’s a super problem to have. You ask and you share, you use sharing and questioning skills, you respect, acknowledge, and say thank you. With a clear plan, nobody will refuse you if you have this approach. The supporting information is on the website for free.

Slide 8 (Fear and Fail and Risk)

To summarize the process; people often have fear, fear of failure and perceived risks. Fear stands for False Evidence Appearing Real and fail stands for First Attempt in Learning. All our lives we have learnt that way, why stop now? It seems to me the higher up we go, the more scared we become. We learn a lot quicker when we are young; we learn impossible things and sometimes break an arm. Know what you want to do, prepare, engage and know your store of goodies. You have a long list of assets.

We find that people find it very hard to articulate their own assets. Relationships are one of the most valuable ones, just talk to the people around you, they will tell you things that you won’t believe. There are also a lot of free tools on the website to help you articulate the value you have already accumulated and earned. The resources outside are almost limitless, if you use this process to engage those resources they will never say no to you. You will be amazed at what is available if you engage in an organized and planned way.

It’s like making your own staircase and climbing it. I know that’s a bit scary when you are in a safe place and you want to move. To make and climb the staircase at the same time may appear scary but if it’s a clear system it’s secure and safe. You explore, you prepare, you engage. In the process of going external and bringing it internal you already accelerate and grow your store, as people doing the process have found. The executives agreed that if they do this process they will grow their own careers and their company.

In the process you align your job with your chosen company, which you can change, and your chosen industry, you can change even that. The more you change, it just takes a bit longer, but you use your current store, current position to make sure you make that transition safe and secure. Then you align the work you do with the job and the career you want long term. I find very few people have a long term career aim or beacon; they just do the job and hope to get paid more. Now you know you’re going to get paid more. You end up being in charge of your future and your career aims, they are aligned, you have a plan. This gives you clear insight, knowledge and an absolute confidence which people just love. You will see that it attracts people. You will move towards the great spaces from the perceived limitations, boxes, where it’s like a glass plate, you can see it but you can’t touch it. The glass plate simply disappears. The examples around us are very heartening and it is part of my passion to see people take wing and fly. It’s such a joy to see their eyes light up, that’s what makes my life today.

Slide 9 (Start with the purpose, the Why)

We build in that you have a clear career purpose, job purpose that is aligned with the company’s vision and mission. Your objectives and short term goals, the tasks that you do daily, should dynamically be kept in line with changes in the vision and mission. It is very important to us that people realize that any career is almost the same as a business plan or project plan. It has similar elements. It is worthwhile to use the tools.

Slide 10 (The right job thinking discussion)

Let’s look at the rules. Many people spend their time resisting, fighting and querying the rules. Accept the rules, you can always influence them later. Know the rules. Align your decisions to thrive in the rules, whether the rules are good or bad don’t really matter that much. Also move along by asking other people, by engaging other people, you will open up the space of the possible. This is where you’ll probably find your new challenges. You will move the line along to increase your productivity space and move.

Slide 11 (The approach to engage people should be)

How do you approach these people? The key thing is to ask questions and you have to understand how to ask open questions, exploratory questions, and closed questions. All this information is available free on the website. If you practise this information with your friends while aiming in your own direction, discovering and exploring, by the time you come to the influencers you are ready and confident. Remember a man with confidence is always welcome.

Careerdevelopmentplan.net

Let’s take a brief look at the website. Specific, measurable, accountable goals are critical. If you look at planning your performance you can see there’s a whole lot of business and career tools available here. We’ve bundled them in groups to address specific situations, not like a library, although they are also available as a library. You can look at a whole lot of issues under Performance Management on the site. There is also Career Success and Career Mentorship. Let’s look at Career Planning and Performance as an example, we have bundled a whole group of tools that are applicable to that specific career performance. This will support you in choosing your next challenges, communicate your value, and become a strong driving cogwheel in the business model.

Slide 12 (Business toolset, Personal toolset)

For those who are ready for more challenges, that very privileged position, moving from the perception of limitations to the great space there’s the business toolset that I’ve just touched on, there is also the personal toolset that is aligned. I want to invite you to look out for the next Career Maker System email and we hope you will enjoy it. Congratulations if you are in this position where you have a great job and all you now have to do is to know which challenges to say yes to and which to say no to.

Feel like you are not getting paid enough for the work  you do? Let master career coach Unre Visagie show you what to do to change that as soon as possible!

Slide 1 (Getting paid right for what you do)

I’m not getting paid enough for what I do. This is something we hear often in our coaching and big businesses. At all levels of employment people sometimes feel that they are not paid enough. There’s a simple solution to get paid right where you are for what you do. Let’s look at the getting paid right process correctly.

What happened to Andre in one of the companies, he was really working hard and he felt cheated when he didn’t receive an increase. He made it known that he was looking, got a very good job offer and in the process he got a 40% increase in his existing company. Very uncomfortable situation, nice choice though. How could Andre have avoided this?

He could’ve turned this into a super opportunity and a fun experience. Today this process is packaged in the Career Maker System to always get paid for what you really do and getting paid right. We call it the secure, safe and certain way to get paid right, with the right solution and the right approach.

Slide 2 (Why should I be paid more now or soon?)

The question is always “What should you be paid for more?” I’ve had many people in my companies come to me and say “I need more money”, “I need to be paid more”. The question is always what do you do, and what is it worth to whom? You can earn and be paid according to your production, provided you can communicate your production. You will rarely get paid more if you wait, so waiting is not an option. You’ve got to do something about it.

How do you do it? Firstly, look at how you currently communicate the work you do. How you say yes to work and how you say no to work. Yes, you do have a choice if you know how to say yes and no. Each one of us does. Let’s look at the decision makers. If I ask you “Do they understand what it is you do and the value of what you do?” In Andre’s case, he worked so hard that they never noticed him. He felt it was very visible, but other people have their work and don’t notice. All that’s needed is they must become aware of what you do and how valuable it is.

Slide 3 (The solution to be paid right for what you do)

If that is true, what is then the solution to always be paid right for what you do? And even be paid forward a little bit because you stretch towards higher targets. There are three steps we will look at. You have to know what you currently do. Choose the people to communicate to, who are the real influence decision makers? If I look at Andre’s situation, he didn’t even consider his decision makers and the people that must make this decision, how much of the production is his. They just didn’t notice.

Slide 4 (How does the system work for all of us?)

To recap how Andre was working in the company, he was working very hard, but he didn’t make sure that his gears fit, that while driving the system he fits the system’s needs. A little bit of awareness, a little bit of appropriate communication and I can assure you his increase would have been even bigger than 40%. The executive management must know what he’s doing, why he’s doing it and agree on the value. Yes, you can manage your own success factors, your own tasks that are always aligned with the expectations of the shareholders.

You would ask what the shareholders have to do with my job. Understanding the purpose and the returns the shareholders expect and communicating that with management and your team, you become a more strategic contributor in your company, you become visible; you discuss higher end things with your managers. It makes all the difference. Fitting into your team and keeping the customer in mind. The customer is the one that comes shopping, that must pay us. When the customer pays us and my value to the team and the team’s value to the client is clear, how can you not be paid right when you inform the people upwards? We find that when you inform up, you use the management to do your work for you. That’s a different discussion.

Slide 5 (Know what you currently do for whom)

When you move from the box across to the great spaces, this is where you get paid enough, you get paid right, then things are right, therefore the great space. Know what you currently do for whom, why you do it, what is the value, when is it complete, those are simply things to clarify. I found in coaching and in all my companies that people can’t really answer this question. So step one is to figure out the answer to that question. In the process you will engage other people.

You will know the value, you will know what to do more of, and you will know what to do less of. When you engage other people it becomes very clear. We found that almost nobody can do it by themselves. We recently did this process with a few professors and they couldn’t answer it either. Their life changed when they communicated and they started saying no to some things and yes to others that were beneficial. When Andre saw this model and realized that he actually has a choice thing started changing.

Slide 6 (Prepare to communicate to influencers)

Let’s look at moving from the perceived boxes, because they are perceived, they are not real, moving from there to the great space, what is the process? The second one then, prepare to communicate to influencers. You want to identify them and understand who the decision makers are. What are their priorities, when do they deliver, and play the game. Inform them, choose the right tasks, and prepare with people around you, friends, family, you can even get professional people to help you prepare, but you want to be prepared.

You want to practice the communication. Discuss with selected people, prepare and seek more information, identify and go forward into practice, repeat this process a few times, the more you repeat it the clearer it will become. Now you are prepared and you know who the influencers are.

Slide 7 (Engage & Communicate)

You are now ready to engage. You engage these people with their priorities first, you engage them saying thank you to them. When you engage people with a little bit of respect and acknowledgement they never say no, they always enjoy it, a little bit of recognition, a little bit of saying thank you, say “Wow, it’s great what you do!” You can always find something, I know in some cases it’s very hard to find something to say thank you for, because there are many things that bug you. Andre never did that; therefore people never knew what he was doing, He never informed them, that is where the problem came from.

Slide 8 (Fear and Fail and Risk)

Let’s look at the process in summary. The perceived boxes are about fear and failure. It’s also about risks, how do I know they will treat me right? Will I do damage to my career if I risk this? Each of us are concerned about that. Remember that fear stands for False Evidence Appearing Real. Fail stands for First Attempt in Learning. Sometimes you do make mistakes, but you go back through the process, figure out what is right, and do it again. You cannot but succeed if you focus and the fear goes away. The process is: know what you do, prepare and engage.

Another thing we find in our companies, and with coaching etc. people rarely know exactly what their transferrable skills are. What is my experiences worth in the company? What are their natural aptitudes? Which relationships do they maintain bring to bear and how valuable are those relationships? In the process of knowing, preparing and engaging that becomes a lot clearer, because other people can see what is very difficult for us to know by ourselves.

In the process of exploring, preparing and engaging, you realize that all the resources are available, provided you engage them, engaging them with respect, showing people respect, having respect for what they do well. You can engage any knowledge or resource that you may need on the road forward. It’s like climbing your own staircase. I know making and climbing a staircase at the same time is the origin of a lot of fears and perceived risks. If you have a clear process, a clear system, this becomes a lot of fun, very exhilarating.

So you start by exploring, you prepare, you engage, and in the process your store is growing. In the process it also guides you to align your job with your company and your industry. Your skills, your expertise applied in the switch pot, makes you grow personally, you add more value and you are aligned in your job, industry and company. The same alignment applies to your work, job and career, where it is aligned with industry and company. The end result of the process is you get in charge of where you go, what you say yes to, what you say no to, how fast you grow, how big your increases are, where you work, with whom you work.

This gives you a whole lot of insight, knowledge and confidence. A man with a plan is never refused when you look for resources. People don’t know how to engage a man without a plan, so you just won’t get the resources from outside to bring it inside. You end up in a great space, having moved from the perceived boxes to no more fears, just great energy forward.

Slide 9 (Start with the purpose)

Inside the Career Maker System we have a whole lot of models we like to use to keep it simple, so people can visualize it and make it theirs very quickly. One of them is the clear career purpose, the clear job purpose with your short term objectives and tasks you are executing you keep them aligned with your vision and mission. If Andre did that and this was clear to his manager’s communicator he would never have had that stressful period of not getting paid right or not getting paid enough.

Slide 10 (Influence direct synergy)

Let’s look at one more example. A lot of people fight the rules instead of understanding them. The rules tend to be known and you don’t have an influence on their reality, slowly maybe, but not quickly. Spend no time fighting the rules; spend a lot of time understanding the game, playing the game where you can make decisions, where you can make a contribution, where you have influence, where it’s also known. You make your space bigger in this process of engaging people and preparing, you grow your options, you get to know more. The more you know, the more options you have, the more you can do and the quicker you grow. It’s such an obvious process. Interesting enough so few people do it.

Slide 11 (The approach to engage people)

We attempted to put a system together that came out of our multi-million dollar companies, we’ve built big incubators, we’ve done lots of coaching and a whole lot of pro bono work at universities, schools and communities. The approach to engage people is I respect and I say thank you. This gets the attention of the other person. What does the other person want? What the other person wants and needs must be first. If you give others more of what they want, I guarantee you get more of what you want. It works every time to say thank you.

There are two styles of questions we use extensively in this process, open exploratory and closed questions. On the website there are models for questioning, communication and interaction. To assist people with quick models that they can grasp and remember, they must share with people around them, which enable them to get a lot more information a lot faster. At the time, Andre didn’t have this tool, he used this but he never thought of using these tools for his own career growth. He used it in his family, in sales, but never in his own career, now of course, he does.

What should you do more of? What should you do less of? Which projects can you expand? In the model it all comes down to career project management. To that end there are a whole lot of models on the website. I want to demonstrate the website to you quickly (careerdevelopmentplan.net). There is a whole list of items related to career planning and performance management. We have grouped the tools around specific focus areas to make it easy for you to use the group of tools to address this one issue. There is a whole range of specific topics.

We would like your feedback at the bottom of the pages to improve these clusters. These clusters have been developed in a very large incubator that went from zero to $120000000 at the time in less than six years. We’re fairly proud of it, and we didn’t do all these things so well so the incubator didn’t keep growing at that speed. That story is on my personal site. You can see that the clusters of tools should make it easier to address each issue, as you may need it.

Slide 12 (Business toolset)

In conclusion, looking at ‘I am not paid enough for what I do’. This happens often, many people don’t even know that they are not paid enough for what they do. If they do this process, nine times out of ten they are paid more. Remember, you can come on the site and get our direct coaching, but more often than not, working with family, friends and work colleagues you can do it all absolutely free. We believe if we help a little it does accelerate. There’s a business and a personal toolset. Please watch out for the next email. Hopefully we can walk this journey with you, as we have done with many, to keep on increasing your salary in a practical, logical way every year.

how to find the job you love

Stuggling to find the job you love?

Want to move to a job you actually enjoy?

Let master career coach, Unre Visagie, show you in the free coaching video how to go about finding the job of your dreams. He explains the process using simple steps and methods anybody can use right now to find that dream job! Just hit the play button.

Remember to leave your comment and questions below in the comments section, we would love to answer them.

How to find the job that you love, and that you love to do every day, or how to move to the job you like, which is more often the case and the better option. The issue is to have fun and to earn significantly more money. What typically happens to people is that there are perceptions, the perceptions are almost like cages or boxes or prisons. The key to get from here to the big smiley face on the other side is with you. You have the key. The key to getting the right job that will lead to success lies with you only. You have to open the door and move.

That move could be very scary because we have these perceptions. For example fear, fear represents False Evidence Appearing Real. You can’t fail, because as you move, as you look, as you change, fail represents the First Attempt in Learning. You have to push the boundaries so you can move. Each of us must move by pushing our boundaries and overcoming the fear of failure. If we get rid of these perceptions in some way, we can get from here to the successful man. The first thing, if you want to find the ideal job, is to answer the question: what is the ideal job?

We have to answer the question who are you? If I ask you who you are, can you answer me in a few minutes? I have found that very few people can. We have built multimillion dollar companies where I was responsible for culture and hire, and it’s very unsettling to see how many people do not really know where they want to go, they just want a job, they have to earn money. One can understand that, and that’s where the prison comes from. Let’s look at telling your stories clearly. What are your assets in work? What are your assets in life? How much would you really like to earn? What are you prepared to do to get to have fun in work, life and earnings? If we look at your assets, what are they now? On the website, careerdevelopmentplan.net you can find a whole range of things you can do to help you unpack your assets right now. These are related to your experience, relationships, aptitude and they tell powerful stories about who you are. We are still a people that communicate best and hear best with powerful stories.

The key thing here is, to find the job that you really like, what must you add? What must you do more of and what must you do less of? What are you going to say no to and what are you going to say yes to? If you don’t know, nobody will know. Fortunately it’s practical to know. To recap, very few people realize what their life income will be. If you look at your life income over a lifetime, it is really worth managing. It is worth managing as if it is a project, as if it is a business plan. It could be millions, and any project where you even spend $100 000, will be managed with a project plan and a full business plan. Returns on investment, what the outcomes must be, and what does success look like? Why not do the same for your career?  Life income is on the website, and it’s interesting to look at the number of dollars, to get awareness, and think about how to manage it.

Secondly, we like to look at all the areas of life. We’re just concentrating on work and career today. On the website, careerdevelopmentplan.net, there is a quick check for areas of your life, are they balanced? What are you prepared to risk? What are you prepared to invest to get to the smiley man? If you look at work, it always starts with the work you do, the job you want, because the work defines the job you do and you will have a number of jobs. The job you do defines your career. You have to choose which industry and which company will be the best for you. If you follow this approach you have a choice. Everybody has a choice, but while we perceive boxes and we are scared, we have fear, we are worried about failure, we cannot move and we just work for money, which I find to be a very sad situation. I am privileged that I have been able to do what I choose to do for over 20 years now. I do work 80 hours a week, but it’s because I choose to do it.

We have done this work pro bono at schools, at universities and in our own companies and at probably one of the most successful incubators ever built. That is where we packaged it, in incubators.

Let’s look at your purpose. Your purpose must relate to who you are. You must unpack who you are to get your purpose clear. This must be so clear that a so-called elevator speech must be practical for you. You must be able to tell somebody your purpose in a few sentences, your purpose in your career, your work, and your future. Your purpose is formed by the current goals you have and the goals are informed by your tasks. The objective here is to get the work that you choose, to which you say yes and to what you will say no. If you are clear about whom you are and where you are going, yes and no become very easy. If you don’t know, it’s impossible. Aligning your tasks with your vision and mission, the goals with your vision and mission, your vision and mission will be dynamic, it will keep on changing. It’s very natural for people to change as we get new information. You must realize that this vision and mission will keep changing. Then you want to aim for who you want to become, your new aim clearly communicated with powerful stories.

Let’s look at how to do it. It’s a simple three step process. It’s like building your own staircase while you climb it, which is why you’ve got to have a system and clarity. All of these tools are given for free on careerdevelopmentplan.net and we offer professional services on top of that, but it’s all free if you do it as we recommend here.

External to you are all the resources you may ever need. You must know what you need, and how to ask for it. The process is right there on the web. The first step is know your assets, what is internal to you, the value that you can bring to a company, workplace, clients, people around you, social, financial, etc. You can simply come out and explore and get new information. It is all here, and the process to ask is simply to go and say thank you to people. Ask them clearly, could they tell you about the things you want to know? Use the normal open and closed questions; this is also available on the website. You explore, you get the information, you internalize the information and you start moving.

Step two you prepare. With preparing you go outside, you talk to groups that you select, family members, people that you have identified in the industries and companies you are interested in. Join associations, join magazines, there are so many ways that you can get information, so many ways that you can prepare. Once you are prepared it’s easy to engage. A man with a plan is never refused. While a man who asks for help, nobody knows how to help him because what exactly do you need? What do you want? Why do you want it? How can I do it? It must be clear, specific, measurable, accountable, rewards, resources, and timing, with a deadline that can be monitored.  It is just like a project plan.

Once you have engaged, you are really moving. Now you can move to the work you want, becoming the person you want to become, full of life, and your work and career will become very clear. From this you will develop goals, from goals tasks. You will check dynamically that this is in line with your vision and mission, which we like to call your beacon. The beacon you aim for. When you’ve planted your beacon you can tell anybody who you are, you can tell them what you want and why, and you can tell them how you are going to about it. So many people in our coaching program, in our companies and in our pro bono work were amazed at the number of choices they had. They only became aware of it during the process, because they were stuck in a cage, box, prison and they didn’t use their key to move. Once you move the choices become visible, if you don’t move it’s hard to find the choices. People can’t bring it to you, you must do your exploration, do your preparation, do your engagement. To do this there are many tools that you may need: communication skills, vocational skills, how to acquire these skills are all on the website or please ask us.

Careerdevelopmentplan.net has an aim, which is my passion that many more people will experience the joy that I’ve lived with for over 20 years. I’ve shares this with many people in my companies, in my coaching and in my pro bono work at universities, communities and schools. A lot of it is on the website and we will keep on telling the stories. I hope you will join us to move from who am I? To this is what I want to become, this is me, this is what I’m adding, this is my purpose that is dynamically aligned and I’m continuously moving resources from external to internal.

People who’ve done this with us typically grew their salaries with a minimum of 30% in 18 months. Some of our top people, earning towards 200 000 plus dollars, still keep on increasing their salaries by more than 30%. They are secure and safe in their jobs because people love a man with a plan. Even during this recession our top people still got towards 30% increases when most people in the company didn’t. The key model is you have to understand the value you add, how you add it, why you add it and to show your passion and enthusiasm. This can only be sustained if you are clear about who you are and where you are going.

I hope we have given you an introduction, how to find or move to the job you love, going to work for fun every day and earning lots more money. That is the invitation, I hope you join us on this journey and please use the website freely and ask questions freely. We would appreciate it. Thank you very much.

Work Frustration

We are often frustrated by stupid politics in the workplace. Do you feel like people are backstabbing you and making up all kinds of stories to hurt your reputation? Are the people you work with frustrating the hell out of you? Let master career coach, Unre Visagie guide you through dealing with this unpleasant situation in this coaching video…

Slide 1 (People around here frustrate me)

Careerdevelopmentplan.net offers the foolproof Career Maker System. Today we specifically talk about how people in my workplace and other places could frustrate me from time to time.  In our businesses over the years, coaching, pro bono work at schools and universities, we have found that sometimes people do grind against each other and frustrate each other. How do you use this frustration to your benefit and influence your career decisions positively?

We believe turning frustration into career growth can be an exciting experience. People making career changes using the Career Maker System often got 30% and more increases within 18 months. They took the energy that’s gone into nurturing the frustration and they turned it around to work for them with less effort and a lot more fun. It creates a secure, safe and certain way to change towards your ideal career, and ensure that you earn what you want and what you deserve in the company, the job, the industry of your choice in midlife or after. We hope you enjoy the process and the details we offer you on the website.

Slide 2 (We all work, invest and benefit together)

People often have the awareness that people have is of they, others, that frustrate me. It creates a feeling that the others must change before I can be ok. In this model we turn it around; we let you use the opportunities where you work with others, even in frustration. So you can communicate what you do what you understand, your value, and you then move towards more valuable work for the company and for you. You will see how you grow, by getting rid of the frustrations and turning it into your benefit.

The solution for turning frustration into benefit: know what you currently do for whom, what you are committed to do, what’s part of your job to do and what you can expand to do, there’s a whole lot of opportunities. Prepare this communication with people around you, people you can trust and with whom you are comfortable. With your prepared communication engage anybody where you can deliver value, and especially those that in the past used to frustrate you in your interactions.

Slide 3 (Why would your employer want you to earn more)

Why would your employer be very keen for you to do this and pay you more? Yes, they do want to pay you more, but only if you do much more. That’s the way we’ve all earned more in our lives. In any business there’s shareholders that wants more returns, and if they get more, we get more capital to play with, it’s very simple. It’s easier for the board and the executive management to manage if we make an input strategically, if we add value, they can do more, and we all grow faster.

You personally grow faster, if you have an interest in the business and the industry, an interest in your teams, an interest to contribute, you will really make a big difference and be a cogwheel in the big engine of business that drives the whole thing. When one is frustrated, you so often slow down the whole machine, and then they are obviously going to pay you less. If you speed up the whole machine they are going to pay you more. How do you do that? Understand your role, understand where you fit, find the best fit for you and always keep the client in mind. At the end of the day, the people we deliver the service to finally must come shopping. They pay for what they buy from us. If we can produce better at a lower cost, it works for management, it works for the shareholders, and it obviously then works for us. It’s very important to understand your role as a cogwheel in the big business so we can all grow. There’s much more on this on the website.

We find that many people just look for a job and in a job you get easily frustrated, whereas if you go to work for the company, you go to produce, you go to add value to clients, stakeholders, everywhere around you, everybody loves you and the frustration often just vanish and you will get that fantastic increase, as I hope you will get. The challenge then is to move from the perceived boxes where they frustrate me, where the company decides etc. It’s like a glass plate, you can see on the other side but you can’t touch it. We want to break that glass plate, to think outside the box and move to the great space, where your earnings grow and you get the job you really want and build the career you really want.

Slide 4 (Know what you currently do for whom)

When we all work, invest and benefit together we don’t need permission to do that. We can simply go and do it following these techniques: know what you currently do for whom. On the website I give you a note to show you the value of what you do, the understanding, the insight, you discuss it with people close to you and you ask what more can I do, what else can I do? What must I delegate, what must I do less of? Jack Welsh from GE said NO is the most profitable word in business. NO is also the most profitable word in your career and your job, provided you know what you do, people around you know what you do, you can easily say no and choose what else to do to grow yourself.

Slide 5 (Prepare to communicate to influencers)

From thinking outside the box to the great space, the second step is to prepare to communicate with the people you want to work with, that you need to work with. People must know what you do so they can pay you properly, they can’t pay you properly if they don’t know, so you must prepare so you can communicate. You can’t go and ask them, you have to go to them with solutions, you must have already tested it and be prepared, have your story prepared. You will see elsewhere on the website there’s much more on stories. Your story must be clear.

Here are some selected notes to get you going. Discuss with selected friends, family and colleagues. Prepare and get more information, do some research; ask people who do a similar job in another company, etc. Join associations; join magazines en ezines etc. In this way you become part of the company and part of the industry. Practice those communications so you are prepared for the third step.

Slide 6 (Engage and communicate your work list)

Now you engage the people that can make a difference around you, people that you can delegate to, people that you can get work from and people that need to know to pay you properly. In this process frustrations just go away because you are a task-driven person, you are clear, and when somebody frustrates you, you can simply ask them: “What are we achieving here?” “Let’s rather go for the results so we can earn more money.” You ask and you share, you need good questioning skills that you can find on the website. Respect and acknowledgement will get you a long way. If you go to people around you, below, next to you or above you, you find something you can say to: “Wow, this is great!” They immediately feel bigger. They will immediately want to be with you and frustrations just disappear.

Slide 7 (FEAR & FAIL & RISK)

Let’s look at moving from where people frustrate you to turning that energy into great production, instead of turning it into a negative situation. We all fear, and fear just stands for False Evidence Appearing Real. Fail stands for First Attempt in Learning. If you look back at your life, you learnt to walk and talk, you learnt to tie your shoes, you learnt to ride a bicycle; anything included some failure and some skin. But we got back on the bicycle, it wasn’t a big deal, but when it gets to people, we are scared what they will think. This process will let you practice so you recognize the false evidence and it goes away, the fear of failure goes away, and you start moving forward. The process, to remind you: know what you do, prepare and engage.

You have a fantastic store of assets, everybody has. People have experiences, expertise, interests, aptitudes and relationships that they never articulate, they never unpack it. Talk to people around you, they can see what you can’t see yourself. During my life when I was building businesses, recruiting people, coaching people and doing pro bono work in schools, I haven’t even found a professor that can do his own list. Talk to others around you, if you experience difficulties, come to the website and ask us questions, we can help you. You will see that the resources, whatever resources you may need, are already out there. Your challenge is to bring those resources inside as you climb up the staircase and make your own staircase. Climbing and making a staircase at the same time could be challenging, that is why we have created this safe process from our experience over the years with our friends and professors.

To start: explore and identify. Prepare, engage, and in the process you grow and clarify your store, and you are clearer on what you say yes and no to. Remember no is the most profitable word ever. In this process you are guided to align the job, company and industry that you want to work in. You want to play in the middle, growing your job and growing your company as part of a growth industry. Secondly, you want to make sure that your job aligns with the work you want to do and the work with the job and both of those helps you grow your career long term. You focus in the middle with your asset list and grow. You end up being completely in charge of your future. You don’t have to ask, because you already know what others think and value. Your career aims are aligned with your work, job, company and industry. This insight and knowledge gives you confidence and it puts you in absolute charge.

Slide 8 (Start with the purpose)

We follow a process that let you clarify your purpose in your career. From purpose you can go to objectives and tasks, and dynamically align with your mission and vision. This is a very dynamic change, industry change, company change, your needs change, especially in midlife when you get impatient quicker, you don’t suffer fools so easily anymore. In that process, the more clarity you have, the more people want to be around you. It’s a lot of fun when there is clarity in communication around you.

Slide 9 (Earn more now thinking discussion)

Another model you will learn about in the process is to clearly understand the company’s rules, every way, strategy, focus, clients, what excites them etc. The rules are known and they can’t be changed easily, obey the rules while you work to change them. This is the space you want to spend more time in, provided you don’t waste time on being frustrated about the rules, because often that causes the frustration. Understand and accept the rules, then you can play in understanding and testing for outcomes: the best outcomes for you, the best outcomes for all the stakeholders as we have mentioned in the business model and especially the best outcome for the client.

When you focus on the client nobody can differ from you, because he’s the client, he comes shopping, he’s the only one that pays. You are also going to move in an area where it’s unknown to you but you have influence, then you go and explore. That is why you get more information, talk to more people. This is what all these models help you grow in inter and intra, with clear aims for the next phase of your career after midlife.  It is so easy to not do this and get stuck in midlife with growing frustrations. Remember we want to turn frustrations into benefits.

Slide 10 (Approach people for input and advice. You gain awareness)

Approach people for input and advice and you will gain awareness. A brief review, how would you do this? Your approach should be: I admire something about you. There’s always something you can find, just look past the very frustrating interface, you will find something nice, even if you just thank him for frustrating you in the extreme. We had cases like that, where Nadine was very angry at some people, she thanked them for the opportunity to grow with them, they then turned around and gave her such valuable stuff that her salary increased over 20% in six months. They pointed out what she does that is valuable that she didn’t even know. Communicating that to the right people resulted in her getting a tremendous increase six months later. Recently, during a time when the company gave no increases, they realized they had to compete for her in the industry and she still got her increase.

Turning frustrations into benefits work, if you want to see Nadine’s story, it is on our sister website: ebio. You can just click on Nadine. You have to have serious questioning skills where you ask what else? What more? So you can explore. Your questions can be specific or your questions can be what do you think? There are closed questions and open questions. It’s all on the website and it’s all easy to use. Who else can you recommend I talk to? It’s amazing who people will introduce you to if you just ask. That is an easy way to turn your frustrations into benefits. Closed questions have to be specific. Exploratory questions consist of what else, who else, where else and so forth. There is much more about that on the website. Some of the processes on the web fit exactly what we have given you here. Look at the model SMARTM: Specific, Measurable, Accountable, Reward and Resource, Timing, Monitor, how do you do this? In any work environment all this can be obtained by giving other people benefit or opting them to help you. The processes are on the website.

Careerdevelopmentplan.net website

Let’s look at Planning and Performance. All of the resources are listed here that help you with goal setting, planning and communicating. It is grouped into an easy source for you to navigate.

Resource website

The resource website has a whole lot more resources. There are career success processes, understanding, business processes, career change, development plan; all of these are applicable to midlife career growth and change. A whole number of them, like the interpersonal skills, can turn frustrations into big benefits.

Slide 11 (Supporting the foolproof Career Maker System)

We have the business tool-set and the personal tool set that you’ve just seen on the website. Watch out for your next Career Maker System email!

Link with me on Google Plus:

Trevor Manuel, National Development, Capabilities Approach

Trevor Manuel in his speech on the National Development Plan said that they will be taking a capabilities approach to economic capacity development. X2O and with Career Maker, Ebio and Pro. Japie Kroon from North West University delivers this capabilities approach in economic capacity development.

Click here for a direct link to Trevor Manual’s speech

Slide 1 (X²O Exposure to opportunities)

Careerdevelopmentplan.net offers a solution to economic capacity delivery with exposure to opportunities. We write this as X²O, it is a geometric growth model, thus to the power 2. We learn, work, invest and benefit together. Everybody gains, the top end keeps on growing faster and the bottom ends catches up because of the transfer process, which is in line with the speech made by Minister Trevor Manual as part of the national development plan.

You can find the whole speech on the web on info.gov; this is what we work from. The plan predicts that by 2030 we will live in a community that we have remade, and we would be proud to be part of this community. This will be a community where everyone will grow economically, personally, as a family, as a community, as a tribe and as a nation. Mr. Trevor said the leitmotif has been that we want to eliminate poverty and reduce inequality. Consistent with the diagnostics they found the highest priority is education, which is exactly what we aim for.

Slide 2 (The opportunity is in bridging gaps)

We have found over the last 15 years that there’s a tremendous opportunity in bridging the gaps. As people cross the gaps, cross the bridge, everybody gains, they most of all, but all of us still gain and grow, and the country grows as well. Everybody knows that the haves have all the health, wealth, happiness, choices etc. They also have an abundance of knowledge and experience. The not-haves are in short supply, they need education.

Through education health will come, poverty will reduce and safety will increase. They have a scarcity of knowledge, experience and resources. If you look at the opposite triangles the knowledge is on top, with few people. Little knowledge exist with the many, it’s simply a transfer process for everybody to gain. When you look at the flows: knowledge down, people up, then the whole pyramid grows upwards, we all get healthier, wealthier and happier. A fantastic vision should we achieve it.

Slide 3 (Economic Capacity Delivery – Trevor Manual’s speech)

Let’s look at economic capacity delivery, Minister Manual also state that three complementary enablers are required. The first is an active citizen, the second is a capable and effective state, where the state must become more effective but the citizenry must also use the state more effectively. The third enabler is strong and mature leadership.

Our program works with local leaders, supporting the elected and appointed leaders to grow faster. If we can get an active citizenry in harmony with government, academic institutions, business etc. it will set a new paradigm in development.

Slide 4 (I want a job, I want the right job, I want to grow in my job)

People say: “I want a job, I want the right job, I want to grow in my job.” The people at the top wants to grow faster in their jobs, the people in the middle just want the right job and the people at the bottom, the broad mass of South Africa, simply want any job. If we can address those three requests, which we believe we can, we believe that getting a job and earning more can be a very exciting experience. We believe this after many years in business and many years in pro bono work with universities and communities.

People using the Career Maker System often got 30% and more salary increases within 18 months. The secure, safe and certain way towards your ideal salary in the job you’ve chosen, the company you’ve chosen, the industry you’ve chosen and it lets you grow your career in a way that is best for you, aligned with your inner, natural talents. We like to say that people that are aligned like this never work a day in their lives. I’ve been privileged to be there for over 20 years, it’s a fun place to be.

Slide 5 (Insight, opportunity & knowledge spread)

Let’s look at the insight, opportunity and knowledge spread, what is the current situation? We like to look at it in six levels. People that currently sit with vast talents but they don’t have the knowledge, insights and access to resources to use those talents. Then people who are under- and unemployed in this area and then people who are safely employed but wants to grow, people that are great but wants to grow, people that are fantastic and want to grow.

If you look at the six natural levels of work competency, you can see that knowledge is up here and little knowledge is down here. That is what we believe drives the stratification, this ever increasing gap between rich and poor, which is no good for anybody and the more people that can become economically active the more big business, the government, everybody will grow.

Slide 6 (The three companion products)

Let’s briefly look at our three companion products; it is the Career Maker System, which makes an impact and a difference in increasing your productivity and your salary within a fairly short time with a high impact. This product is also offered within companies, within work teams, and we hope shortly within government institutions.

Exposure to opportunity X²O that include work and study readiness and is meant for people that take a little longer and have a few more gaps to bridge. The people are fantastic, they just earn base competencies. With their families and community they can increase the support and increase their ability in the core five proficiencies: language, numeracy and so forth, to grow to where they can enter the big system of the economy and contribute as they want to. We use the learning methodology from ebio developed with Prof. Japie Kroon and North-West University. This has been running for six to seven years now in their curriculum with great results. We have developed a sustainability model where the program becomes scalable with web support and local agents as companions. The web supplier is Tribe Centric.

Let’s briefly take a look at Career Maker. It’s on the web, web-supported and originally developed from our multi-million dollar businesses we developed as well as one of the largest incubators ever in South Africa. If you look at the process you can see the whole process of career change, just scroll through it, it’s all there on the web, and how people grow their salaries. X2O and its brochure are on the web and we’ll take a look at that just now.

X2O, also on careerdevelopmentplan.net, you will see all the areas of work proficiencies that get addressed. You can download the brochure from the website. You can also look at some companion products and services that go with it. There’s something at the bottom of the page about the core five proficiencies. You can read more about that on the web.

Lastly, if you look at ebio, it has similar processes, with individual growth in six steps and it’s also available on the web, you can read it when you have the time. Lastly, we found that with scalability it is very important that the community mobilise the people behind the leaders, for the leaders, by the leaders. Therefore, we have created the More South Africa space, where people can join up for activities like project management, forums, groups, and newsletters. There’s a store where the products and services plus the companion products and services are offered in and by the community, supported by a highly competent set of managers and management teams. Thus we believe we deliver exactly what Minister Manual recommended. We can thus play a role in the vision of the future of South Africa.

Slide 7 (Productivity in sync with formal education)

Productivity must be in sync with formal education, and to integrate the three products, if you look at the six levels, the mass at the bottom, the few people at the top, and ebio creating an army of learners, working with and through institutions, primary, secondary, tertiary education, as well as education within companies, supporting the gaps in core proficiencies, and growing from there.

Secondary, X2O offers the services where the learning curve is a bit longer because of the gaps being a little bit bigger and there being more gaps. Working with a solid measurement process that gives you solid feedback on the web, it’s like a dashboard of people’s development, community development, how many are engaged and so forth. Career Maker offer the same services at the top, where there’s a higher impact, the core proficiencies already exist, it’s a slightly higher level offer to people employed on the higher end. Just to integrate the three then, the focus is in the middle, but such that each one grow by itself bringing people up, growing people up. Each area grows by itself and thus the overlap grows. That’s a concept they often call a balance.

Slide 8 (Start with the purpose)

Look at every person, whether employed at the high end or at the very bottom end,, we deliver a model that is suitable to them to make their purpose clear. The purpose drives objectives and actions, and synchronizes with adapting your vision and mission very dynamically. We all know that a person with a clear vision, a clear purpose, is almost unstoppable. We found that to get recognition; we have to get people with clear visions and missions that are clearly aligned with their objectives and tasks.

Slide 9 (Earn more now thinking discussion)

Secondly what people have to understand very early on is that there is a game with rules, they must know the rules and play by them. So many people spend their energy fighting the rules, instead of spending their energy where they can make decisions, make a difference using and building on the rules. This creates people that are easy to govern, people that fit and drive and maintain the rules. They also understand that there’s unlimited space where they still have influence, but they can still explore and make it known, while growing their space of production. It’s very simple models and we have a whole lot of exercises underneath to make sure this is implemented.

Slide 10 (Get the job you want from any starting situation)

We are now going to look at how to break out of the box. This is like a glass plate, it is all perceived, none of it real, but where people are at the moment it is awesomely real to them, it is the absolute truth, you can’t argue that perception is reality. To change those perceptions they have to go through three simple steps, they must know what they currently do and are, and what they want to become and want to do. Then they have to prepare and communicate this clarity. In our full sets you will get all these activities in full. They grow what they currently do and what they want to do.

Slide 11 (Get the job you want from any starting situation – 2)

They then clarify this to communicate it so they can break the glass plate, go beyond it, break out of the box and get to the great spaces. Again, these are simple actions, we just give some examples.

Slide 12 (Get the job you want from any starting point – 3)

Thirdly, still, breaking out of the box, getting the glass plate to disappear and get to the great space, they need to then engage and communicate with the people where they want to go, people that have the knowledge that they want. Go be useful to them, work with them in an apprentice, intern style. They will work for knowledge at this time, not so much to get paid. At some early stages pay tends to be survival, but we also coach people in the same technique that recently moved from well over a $100 000 in earnings to 1.3, 1.4 million dollars in earnings. So the process works right at the top, works right at the bottom, at the bottom it’s just slower, community, home, and resources must be integrated. Again, just some selected steps.

Slide 13 (www.careerdevelopmentplan.net)

People get recruited, go through a process, get the hard skills of their industry, and align the whole process with the National Qualification Framework Level 1 to 5, and through phases that we take them over a period of time. The bigger the gap the longer the time but the process is the same. It’s a clear process, I just want to show you briefly what is behind it. The process is designed to break the boxes and break the glass plate and move to the great spaces. This big migration is exactly what Minister Manual talks about.

Slide 14 (Physical infrastructure with local partners)

In your infrastructure there’s outbound values and inbound values, demand leading to supply, so everybody benefits, everybody gains, everybody earns as they learn and even learn to earn.

Slide 14 (Supporting the foolproof Career Maker System)

The infrastructure partners are always local or the big telecom providers with broadband and communication. Supporting the foolproof Career Maker System we have a business toolset and a personal toolset which I will just briefly click. The business toolset is available on careerdevelopmentplan.net as I’ve shown earlier and there is a whole set for social ventures, business ventures and most of the rest personal because personal growth grows social ventures and grow business ventures. The personal and the business toolset are available there. In conclusion, let’s look at how we hope to spread.

We attempted to explain these five years ago in an actual graphic set. What we hope to do is to grow from home to home, the process is designed to be passed on for free, in the family and from home to home, and supported at the formal qualification levels. We have proven that it can go from home to home, through communities, from community to community, we hope Africa wide and we hope from Africa to the world, proudly African and only from Africa.

 

Exposure to Opportunity

The secure, safe career system for you!

Career Maker, X2O and ebio deliver work and study ready people to institutions and industry.

  • Primary education,
  • Secondary education
  • Tertiary education
  • Vocational training institutions and
  • Industry as High Performance internally driven workers.

The training supports the balaced practical competencies with supporting theory with NQF, OfO and home support.

Graphics to explain the underlying thinking of what we mean:

X2O flyer 300x212 Social Ventures: Co operative education and learning with X2O (Leer en Werkservaringe)

(Click the image for the full PDF version)

The core five proficiencies.

All the learning and preparing works in a companion program with strong web based support.

The video may help to understand more.

Please comment below or contact us via email.

Have a tremendously great life for you and yours!

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