Unre Visagie

Be productive by creating order (water) from static (ice) or chaos (steam)

Ice, water or steam in chaos management and transformation.
The challenge is to turn ICE or Steam into more manageable WATER!
We want to achieve productivity with returns by optimizing between too much rigid controls and totally chaotic free running

Look at and search for management of business, civic or civil applications applying chaos theory (Ice water steam) to many areas of life. There are lots of sites to choose from for each situation.

Click here for Just one example: around economics From Soros speech.

“This leads to a tripartite division similar to water, ice, and steam; open society (near-equilibrium), closed society (static disequilibrium), and chaos or revolution.

There are two very different kinds of far-from-equilibrium conditions: one is associated with the absence of change, and the other with revolutionary change. These two opposite poles act as “strange attractors”—an expression with which has become familiar since chaos theory has come into vogue.

These three conditions are perhaps better explained by using an analogy. The analogy is with water, which also can be found in nature in three conditions: as a liquid, a solid or a gas. The three historical conditions I am trying to describe are as far apart as water, ice and steam. In the case of H2O, we can define exactly the three conditions; it has to do with temperature. Can we establish a similar demarcation line among the three conditions of historical change?”

The management of continuous balance between static (ICE), responsive (WATER) and chaos (STEAM) remains the challenge.

Unre Visagie – let us have more fun and production in life!

Next S and ruthelessresume.com provide professional assistance

Master strategic thinking to keep growing Strategic thinking six 6 processes

to keep careers, businesses and projects humming along for great results!

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.

To see the map of consciousness, click here for a Google search to see the different types of maps available.

You can also buy the professional version here.

Exposure to Opportunity

The secure, safe career system for you!

Career Maker 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 balanced practical competencies with supporting theory with NQF, OfO and home support.

Graphics to explain the underlying thinking of what we mean:

(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!

key results area

Take ownership of your own and/or your teams KRA’s or KPI’s (KRI) to grow your returns on effort. Choose the right effort, get agreement and learn to say NO!

This will help you understand key result areas. You will also be able to explain to your team in simple to understand terms what Key Result Areas are and how to apply them effectively. KRA’s are also known as performance management or communication and informing to maximise your INCOME!.

Clearly defined key result areas helps you take ownership of results in:

  • your business involvement
  • teams you are part of
  • projects you need to deliver to
  • your personal career growth

Key results areas are also known as “Key Performance Indicators” or KPI’s. In the following text we explain what exactly key result areas are and how you apply kra’s in performance management. We aim to give you simple and practical answers in the form of a “Question and Answer” style of writing with some more in depth explanations and notes as we progress through the conversation.

key result area Ask

I often hear people in the company talking about Key Results Areas. What are Key Results Areas and what can I gain from it?

key responsibility areas Answer
  1. Performance management (Managers and HR professionals) use key results areas to measure employee performance
  2. To business managers kra’s mean business results dash board or key performance indicators.
  3. People in careers manage their careers by understanding and reporting on key results areas.

All key performance areas focus on how business generates value to clients, the processes and your roles or functions.

The answer is KRA is an acronym for Key Results Area in business or projects. Having clearly defined Key Results Areas enables you to take ownership of your business, team, career or job and to accept responsibility for those areas where achieving business and career results are your responsibility.

Key Results Areas enable you to

  • Have clearly defined and achievable goals or dashboards. (See: Smart Goal Setting)
  • Measure and communicate your progress during the year in terms of identified targets.
  • Manage your skills development. Identify areas for development (skills gaps which exist).
  • Contribute to the company’s wealth creation.
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  • Obtain timelycommunications and  feedback that will allow you to stay aligned and change direction when needed.
  • Promote an environment of alignment and self-management.

Key Results Areas enable you to maximize the Contribution Zones (overlap) between yourself, the company and the customer, as well as the customer’s clients. Furthermore, it matches your individual aspirations with the company and customer requirements.

The diagram below indicates the all-important area of overlap in which you can make Key Results Areas work for you.

You need Key Results Areas to determine your EVA (Economic Value Add).

what is key result area VENN Diagram of KRA’s


key result area definition Ask

I’m a bit confused.

What’s the difference between my position in the company, my roles and my tasks?

key responsibility areas Answer

Your function is your job title i.e. Sales Manager.

Your roles are your different areas of responsibility.

(KRA’s – Key Results Areas), for instance:

  • Managing your team and their performance;
  • Applying selling skills to meet targets;
  • Providing technical skills training for other team members etc.

Your tasks are the activities that you have to perform in order to carry out your roles, for instance:

  • Product presentations and demonstrations;
  • Sales calls;
  • Proposals, quotations etc.

Your function is defined by the key roles you play in terms of agreed success factors.

Your roles tend to remain constant while your tasks may change in line with changing circumstances and targets.

key result area sample Ask

Ok, how do I go about defining my Key Results Areas?

key performance areas example Explain

Defining your Key Results Areas:

Ask yourself: My job exists to do what for whom?

For Value Added?

Writing your Key Results Areas

Write down your Key Results Areas using the SMARTM process:

Value Add?
S – Specific
What must be done?
M – Measurable
When is it done?
A – Achievable
Why can I do it?
R – Results
What’s in it for me?
T – Timing
When must it be done?
M – Monitor
key results Advise

Having your goals clearly defined makes it easier to change something along the way if this should become necessary.

key results area Ask

How do I go about managing my performance?

key result areas examples Answer

Managing your performance will be no headache if you make the steps below a personal ritual that you follow conscientiously at regular intervals.

Managing your performance

  1. Review regularly – Keep a copy in your diary.
  2. Has your job focus changed?
  3. Has the company changed focus?
  4. Drop unfocused Key Results Areas and add new ones.
  5. Regularly check progress.
    • Are you on target to reach your goals?
    • Who can help?
    • What can be done to assist you?
  6. Obtain your manager’s feedback.
  7. Manage your relationship with your mentors.
key performance area Ask

What would really help me is a tool that I can carry with me that will constantly remind me of what my roles are for the year, as well as the tasks they encompass. Oh yes, also the gaps that I have to work on to increase my competencies.

what are key result areas Explain

To ensure that your Performance Management stays on track,  keep a copy of the SMARTM process in your diary and refer to it regularly.

key performance areas in performance management Advise

When reviewing your KRA’s consider applying the White Hat and Black Hat thinking processes and don’t forget to inform others of changes.

My roles for the year

Once you understand personal goals determine your roles for this year:

Please insert this into your diary

ROLE 1: ……………………………………..

ROLE 2: ……………………………………..

ROLE 3: ……………………………………..

ROLE 4: ……………………………………..

key result areas of ntpc Ask

That’s exactly what I need to manage my contribution.

key performance area Answer

Here are some additional tips:

  • Review your KRA’s at staff meetings.
  • Review your KRA’s with your mentors.
  • Having your goals clearly defined makes reaching them easier.
  • It also enables you to identify areas of change.
  • Take responsibility for receiving and giving input; this reduces management involvement.
  • Faster growth with less management involvement results in increased effectiveness.
key result areas sample Ask

My team leader said that Key Results Areas are central to an integrated growth plan and compensation.

What did he mean by that?

key result Answer

Let me explain.

Some of the concepts I will mention are explained elsewhere in this book. At this stage only understand the big picture.

Your integrated growth plan, and corresponding compensation is closely connected to managing your Contribution Zone. This zone is essentially the area of overlap between yourself, the company and the customer.

There are three focus areas that are especially relevant to monitor:

  1. Career focus: What represents your interests? Where are you going in terms of your chosen career path?
  2. Results focus: What represents the interests of the company? What results are expected from you? Are they agreed and communicated?
  3. Customer focus: How effective are you? How satisfied are your customers?

The diagram below illustrates some of the mechanisms that will contribute to an integrated growth path.

The process of arriving at your Key Results Areas contribute to clarifying and communicating the agreed results expected from you. Thereafter your Key Results Areas help you stay on track in terms of the results expected from you: your roles, functions and tasks.Tools mentioned here to measure your effectiveness, like the Balanced Scorecard and the Order Cycle, are explained elsewhere in this book.

kra Key Result Areas

Learn the skills to effectively manage a business or team meeting for greater results!

It is all about the meeting’s purpose and outcomes

With out the clarity you should simply say no! Learn how to say by signing up for the Career Maker system on this site.

Manage business meetings with purpose and outcomes.

Business meetings need clarity, outcomes and purpose - else say NO!

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How to manage a business or team meeting

  1. Plan the meeting
  2. Talk about and listen
  3. Proud of session
  4. Vision and mission
  5. Action road forward and direction
  6. Further engagement
  7. Techniques to increase value flow
how to manage a meeting

How to manage a meeting

Plan the meeting

  • Keep the time and logistics in mind. Structure the meeting and keep the process of organizing in line to achieve the desired outcome / outcomes.
  • Choose a congenial place and time for all individuals involved in the meeting.
  • Who can contribute to the meeting with the best benefit and fit for the specific scenario and goal of the meeting? If you wish to take another person with to the meeting, decide on someone that will fit and cause stacking. Stacking means there is more than one direct benefit to more than one individual or entity involved.
  • Clarify the objective: what do all those involved hope to get out the meeting? Ensure that the expectations of all those involved are shared and calibrated with one another.

How to talk about & listen during the meeting

  • Listen in a structured manner
  • Share in a structured manner

Use the Carnegie method of opening or re-starting a conversation when you get stuck during the meeting:

  • In your mind walk down the street in which the person you are conversing with lives, see the brass plate next to the front door: ask questions about where the individual lives or where they lived.
  • Now walk into the house in your mind’s eye: talk about and ask about what you see on the walls, like photographs, pictures, paintings, ornaments and so on.
  • On top of the house, there is an airplane: where has this person traveled or where do they wish to travel.
  • On top of the airplane is a hobbyhorse: what type of hobbies do they practice and what other interests do they have.
  • On top of the plane, on top of the hobbyhorse sits grandma knitting: where does his/her family come from and what are they engaged in.
  • Identify the feelings, positive or negative, driving the other individuals in the meeting.
  • Positive and negative feelings
    • We are driven by what we desire.
    • This desire is driven as much by positive feelings as it is driven by what we do not want.
    • Humans appear to be more capable of stating what they do not want than what they do want. We seem to struggle with stating our observations about these negative feelings, the things we do not want.
  • The Issue is
    • Continually ask yourself: “It will be right when?”. Use The Issue Is model to assist in creating clarity.
    • Part of sharing in a structured manner is to be able to lead the other individuals on discovering when something will be right.
    • Statements like “The real issue is…” and “When will this be right…?” is typical of this type of conversation.
  • Rapport and Reflection
    • Build rapport by using encouraging body language and activator statements.
    • Reflect and mirror the other person’s statements to ensure you understand what is being said or asked. For example if someone makes a statement like: “You must remember to complete the letter.” You would then mirror that statement ensuring you understood the other person: “You would like me to complete the letter to John as we discussed previously, would you like me to mail it as well or do you want to read it first?.” This ensures there are no misunderstandings and possible challenging situations.
    • Allow the other person to complete what they want to say. Build rapport by using statements like, “Tell me more”, “Wow really!?”, “Is it really like that?”, “They do that?” etc.
  • Open or re-start a conversation using the Carnegie model above (see the book by Dale Carnegie: Winning friends and Influencing people for more resources).
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  • There is basic “stuff” any person on earth feel comfortable talking about. This includes subjects like family, hobbies, travel, interest, art, music and many more such subjects. When a conversation comes to a place where the other person or people are low on energy, in other words they are struggling to communicate with you, use the Carnegie method to re-start the conversation. This process can also be used to start a conversation.

What are the other person/people proud of?

Make the other person feel important

  • What are the other person/people proud of in home, career, business and relations?
  • What does he/she believe in?
  • Religious statements are taboo. When treading in the realm of personal belief, leave the other person to talk, you just listen without reacting. Be aware of making controversial statements or attacking the others’ statements. Use these methods to get the most out of a meeting; do not allow emotional reactions to sabotage the purpose of the meeting.
  • Where does the other spend most of their time?
  • What is on their minds? Things, places and people they have on their minds the most. Such information can be helpful in framing a meeting. Be really interested without probing.

Structure the vision & mission during a meeting

Structure and frame the exploration of the meeting

  • Keep the identified goal in mind
  • What are the other people about?
  • Where are they going in life?
  • What do they wish to achieve?
  • What are their dreams and aspirations?
  • When engaging in a vision / mission type conversations remember and share stories where applicable. It could make for very interesting conversation. Be careful to never attack another person’s beliefs. Some examples include:
  • Gandhi was about dignity and he ended with freedom.
    • Gandhi wanted dignity for his people. He achieved freedom; do the people now have dignity?
  • Madiba was also about dignity and we now have democracy.
    • Madiba also wanted the people to have dignity in being productive. The people now have the vote. Does having the vote bring about dignity?
  • Kennedy caused the USA to believe they are a super race, which caused Vietnam.
    • Kennedy made America invincible by putting the first man on the moon. America believed they could not lose in Vietnam.
  • These are strong examples to use, but if you do not understand the purpose of a meeting, the outcome for your company, project or personally might be the same!

Action road forward and direction

Ask and answer questions like:

Where will you be?

What will you do?

For whom will you do it?

What will the result be?

  • What is the direction we want to go according to the information gathered from the meeting? What alternatives do we have? Develop alternatives using methods like “Asking questions”, “Strawmen” and Edward de Bono’s PO “.
  • Ask questions like:
    • “What else?”
    • “Together with?”
  • Strawmen:
    • One can create it and then burn it, no emotions or structure attached to it. Facilitate out of the box thinking.
    • One is able to develop new ideas without having to defend; there is nothing to defend because it is a Strawmen.
  • Edward de Bono’sPO:
    • Edward de Bono’s PO works in the same manner. One asks the question: “What is PO?” PO is nothing; it can thus be anything one wants it to be. It belongs to nobody and means nothing so PO can be anything you want it to be; again without having to defend it.
  • Orders first or missionary
    • If the project must have orders to sustain it then how does one go about getting orders?
    • If the project is missionary, it is an organization or individuals personal passion, who provides the resources?
  • Are the Seven risks of businesscovered?
    • Seven risks of business, which applies to any project as well.
    • Cover each of the risk areas with co-opted STORRGIES, in other words – obtain external resources that will cover the gaps identified in the project.

Further engagement

  • Conclude and agree who does what, where, when and why?
  • Determine if Venn diagram overlaps exist or not.
  • Venn diagrams
    • A Venn diagram gives a graphic representation of the different stakeholders involved in the possible project. There where the overlap between the areas exists is where you can test the possibility of further engagement and value-add.
  • Have clear next actions .
  • What is the time and place for what needs to happen next?
  • What other people must be involved?
  • Which resource needs to be added or identified?
  • What is the desired outcome of further engagement or of the actions decided upon in the meeting?

Techniques to increase value flow

Each technique you make yours will serve you for life.

  • Continuously add value using these techniques.
  • Grow and diversify communication skills .
  • Mature listening skills
  • Practiced questioning skills

Use and learn old techniques like “Feel Felt Found” to associate with and learn from.

free own website creationIn todays extremely competitive career world you MUST have a strong online presence. The first place companies look when doing research on people they want to hire is the Internet. And you know how that saying goes:

“If you do not exist on the Internet, you do not exist.”

To understand a bit more about why it is important to get your online presence in order, please read “Making Your Own Website” first.

If you are convinced that you must have a strong web presence, and believe me you should, then the only question remaining is where do you start? Please go and jou this community: “Making own Website”.org and just follow the step by step guidelines. It is a growing community, and new content is being added every day, but you can freely ask questions and get expert help.

To get you started have a look at “Making Your Own Website – The Overview

We strongly recommend you start your own website and not use any free website services. Learn more why we recommend you do not use free own website creation tools.

Your website should be very industry niche focused, do not try to be everything to everyone. Choose a niched in your indstry which you are passionate about and focus on that only.

To get started, join the Making Your Own Website community and freely ask questions, publish your website and boost your career.

Making Own WebsiteIf you are serious about building and expanding your career, you MUST manage your online profile. The simple question here is:

“What do people find when they type your name into Google?”

If you do that quickly…

What do you see? Only your Facebook profile, maybe you have a Linked-In profile, with no photo and three or four connections…

The days of hiring people based on their CV’s and Resumes are over.

The first place a company will look if they consider you as a potentially good applicant is the Internet. They look at who you link to on your Linked-In profile, they look at what you have published online, they look at where you spend your time online. So how do you think it will look if the only place they find you is on non-related communities, or they only find your private FB page?

You MUST participate online in the industry you want to grow your career. Blogs, forums, Linked-In groups, online communities… Even if you feel like you do not have anything to add, YOU DO, so stop thinking you do not.

Join a few forums and answer questions, using your REAL NAME. If someone asks something you do not know, go and research the question quickly and publish answers, become a resource in the community.

You must have a website / blog

In today’s career world, you need to have a website. Join this community to learn how to setup your own website quickly – “Making Own Website“.org – it is a very simple process.

Start by creating a website where you focus on industry related topics, do not mix personal with career or business related topics. Rather run two or three separate websites for each area, but start with your industry related website. If you keep the focus very niche, and you follow the guidelines on the making your own website community, you will be able to earn money from your website as well. But earning money from your website should not the driving focus, it should be a secondary focus, the driving focus should be to add great value to your industry and I guarantee you that the money will follow.

How balanced is your life wheel?

What is a balanced life wheel?

The balanced wheel is a graphic representation referring to the elements of a balanced life.  Mindtools.com has a good description of the balanced wheel.”

If your life is too busy or all your energy is focused on a single project then it is easy to find yourself “off balance.” You might not pay enough attention to other important areas of your life. That is when it is time to take a different view of your life in order to ensure that things remain in balance.

The link on the right pane called “Implement the balanced wheel?” will explain and show example dimensions where you can monitor and view your own wheel of life for free.

It is a sure thing that you learn quicker with friends or in a group. Peer group learning is a well-known process – make use of it. Click on the link called “group processes” and find out how you can work within a group and learn from each other.

Which career is right for me? This practical story or example may be useful to you.

Andrew wanted to optimize earnings, future and maintain a life balance with family and friends.

Career development plan implemented for an advanced Marketing or sales career. We called it a Relationship management career.

Choose your next career.

You use your current job to prepare for the next one.

The right career is the one that use all your personal assets.

Consider a basket of career involvements or portfolio career.

I asked Andrew what his understanding of his assets are.

Like most people he could not answer what he enjoys and why he enjoys it.

I used some questions around the following areas to trigger him and the strengths came to the fore very clearly.

What did you do with family and friends, at school, further studies and work environments?

What elements of your personality stands out as strenghts? What elements should be compensated for? Do more of what stands out and less of what you should compensate for with effort.

What are your interests? Did you ever explore wider?

What are your aptitudes? It will be easy to focus on strengths and avoid elements that are less strong.

What do you value and believe? It will be hard to work with people with the opposite values and believes.

Andrew enjoyed communicating, build strong relationships and investigate new fields, companies and products quickly, driven by his curiosity and need to know.

He can work on multiple initiatives at the same time.

He follows through very strongly, which build further on the pillars of trust.

So how does he apply these strengths in what career is right for him?

We realized he could manage a basket of relationships to facilitate large funds flows and participate in the flow of funds!

He is now investigating suitable companies, having identified example companies so that he could start comparing alternatives.

We identified how he could use his current very nice job to expand towards the new basket or portfolio career.

Next we look at packaging and communicating the message to the target beneficiary companies.

He used Johari window to organize and collect all information.

He uses Transaction analysis to ensure growth in communication skills.

He uses  the model that says GROW YOUR LIFE INCOME.

He used the Balance wheel of life to ensure focus in all areas important to him at this time.

Implement the plan!

Attend events where you meet the right people.

Engage and participate with them in more events.

The contracts or job offers will follow easily.

Viola, the job is done.

Andrew now knows more about his strengths, aligned it with WHAT JOB IS RIGHT FOR ME.


Andrew will now keep on doing it.