Future of HR Conference: Unlocking the new code of work
This October, the Future of HR Conference 2025 will unlock what it really means to embrace the new code of work.
From owning your space to daring to become a success: 7 books with practical tips from inspirational women
By Keshia Africa Over the last ten years, the career landscape for women in entrepreneurship has changed tremendously. Women have single-handedly redefined what modern entrepreneurship looks like, in the world of business. Today we take a look at inspirational South African women in business and the books that they’ve written. If you’re a woman in business, looking for inspiration and advice on how to overcome the odds that have been stacked against you, this list is for you: 1. Meeting Your Power: Returning Home To Yourself by DJ Zinhle and Nokubonga Mbanga Entrepreneur and Dj, DJ Zinhle and business coach Nokubonga Mbanga, co-wrote this book. Both women tapped into their lived experiences as women in business and within their personal lives and shared their lessons with us. Meeting your power was written to ignite the desire you have within yourself, to do great things and also be great while doing so. If you want to be an empowered woman, this is the book for you. 2. Own Your Space by Lori Milner and Nadia Bilchik These two authors have successfully navigated the corporate world and also assisted other women in doing so. If you ever wondered if there was a toolkit for women in the world of work, this book is it. The book is filled with guidance, practical advice, disciplines and techniques specifically designed to help you tap into your true potential. The authors have focused this book on women who want to take their career to the next level. Does this sound like you? 3. Nothing is Impossible by Anthea Ambursley Anthea Ambursley is an award-winning entrepreneur. She experienced many highs and lows as she embarked on the journey of creating successful business ventures. Because of this, she realised how much she had to share with the world. Packed with valuable and practical insights, Nothing is Impossible is the book for any entrepreneur; which will help you set and achieve the goals you want to, in your own business. 4. Keep Going by Keneilwe Magula Keneilwe Magula, aside from being an author, is a certified life coach, entrepreneur and NLP practitioner. Adversities and challenges are all a part of the journey in our careers. Kenielwe lives and believes that life is a journey, and it is how we respond to it, that will impact how it plays out. She encourages readers to navigate the journey and be reminded that your current location is not your final destination, and you should, Keep Going. 5. The Business Tango by Anna Shilina Placing the microscope on entrepreneurship and intrapreneurship, author Anna Shilina compares business to the tango – a dance that requires strategic planning, continuous effort and hard work. This book was written from her experience combined with that of other business professionals from various fields within entrepreneurship. If you love to read about someone’s personal experience that provides thought-provoking questions to your own life, this is the book for you! 6. Dare to become a Success by Mulenga Kasoma We all have hopes and dreams in this world, and things we’d like to achieve. However, for many of us, that’s all they are. Mulenga Kasoma’s book speaks about the courage it takes to put action behind those goals and how everything you desire is on the other side of discipline. This book is full of practical guides designed to help you move your life from where you are to where you want to be. Start succeeding in your life, stop making excuses and Dare to become a Success! 7. Power in the Paddock by Yolanda Sing Author and entrepreneur, Yolanda Sing’s life, and corporate career came to a standstill when she fell ill with a malignant brain tumour. It was in her time of recovery that she realised how much she had to share with the world; specifically, those caught in careers that are very demanding and no longer inspirational. Yolanda’s book shares how she became an entrepreneur on a mission through building her own company, after surviving a life-threatening condition. Her book is filled with hope, healing and transformation and written to show you that even in moments of despair, hope can arise within you.
Why risk should inform financial decision making across all three parts of your business
By Carlos Martins When operating an import or export business in South Africa, you could be forgiven for assuming that volatile currency movements are the sum of “risk” that your organisation might face in financial markets. The reality is that if you don’t have a Treasury and Risk Management matrix in place, this will have a knock-on impact to all parts of your business. If one researches the word “risk”, they will discover that it has its origins in the 1660’s and derives itself from the French word “risqué” which refers to “hazard, danger, peril, exposure to mischance or harm”. It appears in English in the early 1700’s and refers to the “hazard of the loss of a ship, goods, or other properties” – the word is perfectly aligned with the challenges of import and export operations. Every ship needs a captain and a bosun. It is the bosun’s task to guarantee the operation of the ship and crew so that the captain may guide it. The key benefit of your Treasury function is to act as the bosun who will provide you as the entrepreneur or finance arm of a business with a clear overview of all the financial risks across your business and help you make informed decisions to maximise profit and reduce risks. Irrespective of your industry and structure, all businesses have 3 core parts that are exposed to a degree of financial risk: An integrated Treasury function will not only ensure risk is managed holistically – but will assist Financial Management teams to stay focused on long term strategy. Empowering a Treasury function allows for quick decision making that is aligned with long term strategy but focused on short-term liquidity and financial risk. Too often, financial risk is viewed as a “Back-office” or finance function only – but in truth, risk should inform financial decision making across all three parts of the organisation and this is why: Front-Office This is typically your client-facing function charged with generating revenue. Are you able to correctly price your products and services – not just today but at a specific point in the future? Are you tracking a true real-time profit and loss and locking in foreign exchange, interest rate and cost of capital at specific points in time? Too often, this function in the business is focused on chasing revenue and sales targets but does so blindly – without having sight of fluctuations in input costs, commodity prices and foreign exchange movements. Without understanding these risks and inputs, sales teams cannot adequately price their products or services as well as target appropriate sales volumes, often leading to internal conflicts between sales and procurement coupled with disappointed clients when salespeople renege on deals or attempt to renegotiate prices to accommodate for fluctuations. Failure to manage risk in the Front-Office can result in reputational damage for your business. Middle-Office Depending on the industry you operate in, this is where your policies, technology and compliance risks effectively sit. A robust Middle-Office is where you conduct scenario analysis and determine the overall risks in your organisation. A perfect example of this could be your exposure to interest rate volatility which is very topical right now. As an entrepreneur, you have just navigated through the COVID-19 pandemic, started to rebuild your balance sheet, and perhaps taken on some debt to fund growth and expansion. Did you do any scenario analysis which mapped out a 300-basis point increase in the local interest rate environment? Do you have structured policies in place to guide you around responding to the changing interest rate environment? That’s the job of your Treasury function. Back-Office This is effectively the engine room of your business and will be the team responsible for managing payments, settlements, SWIFT transfers – in many ways, they are your final check-and-balance. A business is only as strong as its financial function and if this is purely viewed as administrative work, your risk profile will invariably be higher. Supporting this function with strong policies and skills by incorporating a Treasury function will turn it into a key player in your strategy execution. Risk is not something which should simply be viewed as a financial function or a compliance department. To effectively manage risk, you need all hands on deck in your Front – Middle and Back-Offices. Working with the right Treasury and Advisory partners will help you make better decisions which should ultimately drive profitability with less exposure to variables which are out of your control. Carlos is a co-founder and director of Change Financial Solutions, a licensed FSP, where he is responsible for Advisory Services, Compliance and Financial Management.
How to hire the right staff members for your SME
By Vanessa Rogers In the delicate scaling phase of a small to medium-sized business, the entrepreneur at the helm needs to surrender to the reality that it is no longer possible to continue doing everything alone. But is it possible to hire a team that will keep you rising up the ranks? It is, and here’s how to go about it. Employing a significant portion of the South African workforce and contributing substantially towards the country’s gross domestic product (GDP), small and medium-sized enterprises (SMEs) are pulling out many of the stops that our economy currently needs. According to Business Partners, a leading business loan provider for global SMEs, local small businesses “employ an estimated 50 to 60 percent of the workforce”. Considering the country’s alarming unemployment rate of 31.9 percent in the fourth quarter of 2024, it is evident that “small businesses play a crucial role in job creation. By providing millions of South Africans with the means to support their families, small businesses therefore also help to alleviate poverty.” Furthermore, SMMEs “contribute between 34 and 40 percent of South Africa’s GDP” according to the financial analysts at Krutham, a capital market practice based in Johannesburg. In their thought leadership article titled ‘Enabling and unlocking the job creation potential of SMEs and the township economy’ Krutham revealed that while formal jobs declined by 128 000 in the last quarter of 2023, informal jobs increased by 124 000 during the same period. Unfortunately, 50% of SMEs fail within the first 24 months, and 70% to 80% fail within the first five years of operation, making it essential in the scaling phase to attract and take on the best possible talent. This can achieved by: Charles Edelstein, director at job portal Executive Placements, advises that while an SME owner busies themselves with matters of sales and revenue growth, increasing profit margins, and attending to cash flow forecasting, any new team members will need to be able to hit the ground running by taking an entrepreneurial approach to their job description. “While it is important to provide a clearly defined job spec during the hiring process, you will also want to look out for an individual who tends to do more and thinks more broadly than the average employee out there. “Offer coaching and training in general business areas, from marketing and sales to basic accounting and team building, because this shows that you are making an investment in your new staff member. In return, you’ll want to be able to benefit from their strong analytical skills. For example, do they come to you with clever insights that you may not have considered yourself? This is a win-win for your company’s future potential and ultimate success.” The ideal candidate for an SME is a team player, he says. “He or she is able to network at industry functions and will help you to gain a sustainable advantage over the competition – because, at a certain point, you really cannot be everywhere and do everything any longer.” Yes, there is an ideal list of personality characteristics for an SME employee, advises Edelstein. Ask yourself during the initial interview, and in the day or so afterwards: Authors of a recent paper in the International Journal of Human Resource Management titled ‘Advancing understanding of HRM in SMEs: critical questions and future prospects’ say it best: “Employees working in SMEs [should] expect to work across multiple roles and tasks, and have an ability to directly shape the key value-added activities of the business, in addition to finding engagement through regular interactions with management. These factors … can lead to intrinsic motivation, discretionary effort, and [the] greater engagement of employees working in an SME context, even in the absence of sophisticated HR practices”.
South Africa’s best managed companies revealed in landmark 15th edition
The 15th edition of Top500: South Africa’s Best Managed Companies is due to be released in the final quarter of 2025. This prestigious annual B2B publication features companies that are top of their game, and sector, presenting an opportunity for businesses to tell their success stories, and increase their exposure among peers, competitors and potential business partners. How do you define a top company? For our purposes, using criteria developed by UCT’s Development Policy Research Unit, we look at whether a business is large, growing, productive, empowered, engaged and quality driven. Through our dedicated research team, for a decade and a half, we have documented the excellence evident in South African businesses across a hundred sectors with the top five weighted and ranked – hence the magazine’s title. This year, in its quest to uncover South Africa’s Top 500 Best Managed Companies, Topco Media’s research department has uncovered some interesting facts about the South African economy: Real estate holdings and development The real estate holdings and development sector in South Africa showed resilience during the last financial year, with varied performance across segments. Companies focusing on high-demand areas like logistics, mixed-use residential developments, and green buildings achieved notable success through strategic planning and innovation. Despite challenges from rising interest rates, higher construction costs, and pressures on commercial office space, well-capitalised and agile firms delivered solid returns and sustainable growth. Leading B-BBEE-compliant companies such as Redefine Properties, Growthpoint Properties Limited, SA Corporate Real Estate Ltd, Attacq Limited, and Vukile Property Fund also actively promote gender empowerment and contribute meaningfully to their CSI initiatives. Water South Africa’s water sector showed progress this year with improved governance, faster licensing, and major infrastructure investments like the Lesotho Highlands Phase 2. Monitoring systems (Blue/Green Drop) resumed, and over R23bn was secured for key projects. Several water utilities, including Rand Water, Magalies Water, and Vaal Central Water, reported increased revenues and stronger financial performance. All five major South African water utilities Rand Water, uMngeni-uThukela Water, Johannesburg Water SOC Limited, Vaal Central Water, and Magalies Water actively support community development and environmental sustainability. They run programs for water conservation education, infrastructure improvements in underserved areas, and skills development. While some face challenges like infrastructure maintenance, overall, these utilities show strong commitment to ESG goals and improving water access. Investment services Over the last financial year, JSE Limited, Sasfin Holdings, Vunani Limited, PSG Financial Services, and Purple Group Ltd delivered solid revenue growth and strong financial results. They also advanced gender empowerment by increasing female representation in leadership and launching impactful diversity initiatives. For example, Sasfin expanded its asset base, Vunani improved profitability despite market challenges, PSG strengthened its investment portfolio, Purple Group enhanced its digital wealth management offerings, and JSE Limited made strides in promoting inclusive governance. This combination of financial success and commitment to inclusion highlights their leadership in South Africa’s financial services sector. Mining in general: Overview The South African mining sector is currently experiencing mixed performance. While some commodities and companies show resilience, many face significant challenges. Several major mining companies posted sharp revenue declines or losses in 2024: While the South African mining sector faces headwinds, certain commodities and companies are navigating these challenges effectively. Investors may find opportunities in resilient sectors like manganese, coal, and copper, especially those companies investing in renewable energy and technological advancements. However, it’s crucial to remain cautious of the broader systemic issues that could impact long-term stability. For more important business-related content, inside the magazine you will find a B2B selection of insightful articles segmented into Leadership, Tech, Tips and Advice and sector overviews. Should you have any queries about this media release, Topco Media, or participating in the Top 500 publication please contact our national project manager, Emlyn Dunn at: emlyn.dunn@topco.co.za.
Two decades for an overnight success: 8 lessons for entrepreneurs
By Tara Turkington Being a woman entrepreneur takes courage, resilience and single-minded focus in a world that rarely makes it easy. I started Flow Communications 20 years ago when I had no job (necessity is the mother of invention!) and no funding. Today, it is a multi-award-winning agency working with global clients. Our “overnight success” took about two decades to build. As women, we sometimes operate in spaces not necessarily designed for us, often juggling society’s expectations and the ambition to build something meaningful. But here’s the truth: women-led businesses are transforming industries, often by challenging the status quo and creating innovative solutions where none existed. Globally, we see trailblazers like Sara Blakely, who revolutionised the shapewear industry with Spanx, and Melanie Perkins, whose Canva democratised design for millions worldwide. Closer to home in South Africa, women entrepreneurs are making equally profound impacts. Sibongile Sambo, rejected as a flight attendant, built her own aviation company, SRS Aviation, building her own runway, figuratively speaking, in a male-dominated field. Carmen Stevens broke barriers as South Africa’s first black woman winemaker, with her premium wines now enjoyed globally. Then there’s Sarah Collins and her ingenious Wonderbag, which provides sustainable cooking solutions and addresses energy poverty for countless families. And Kate Groch’s Good Work Foundation is fundamentally changing access to tech education in impoverished rural areas. These women aren’t just building businesses; they’re reshaping industries and societies. Women are reshaping what leadership looks like, and we’re doing it on our own terms. Sometimes we might do so in a two-steps-forward, one-step-back kind of way, but overall, the progress is real. Multiple global studies have proven beyond dispute that companies with greater gender diversity demonstrate higher profitability, retention and innovation – making a clear business case for leadership diversity. If you’re on this journey – or thinking of stepping into it – here are a few lessons I’ve learnt: 1. Collaboration is key The best business move I ever made was getting my sister, Tiffany Turkington-Palmer, to join me to run Flow. We also brought on board two other shareholders (both men!), Bheki Shongwe and Richard Frank, early on in the agency’s journey. Each of us has different skills and qualities. We often argue about things and then meet in the middle, and so devise our business strategy collaboratively. Because of this, our business is stronger. 2. Build your network before you need it Relationships are currency. Connect with other women entrepreneurs, mentors and allies who lift as they climb. Join industry groups, attend events and don’t be afraid to ask for advice. Along the way, I applied to and joined the Women Presidents Organization, EY’s Winning Women programme and the Stanford Seed programme, among others. Each has enriched me personally and helped piggyback Flow forward. 3. Hire people cleverer than yourself One of the smartest things you can do as a leader is hire people who are cleverer than you. Building a strong business means surrounding yourself with brilliant minds who challenge your thinking, bring fresh perspectives and push the work further than you can alone. 4. Lead with purpose, not perfection You don’t need all the answers; you need clarity about why you’re doing what you do. Let your “why” guide your decisions, especially when it’s tough. Purpose and strong values fuel perseverance. 5. Get comfortable with discomfort Whether it’s pitching for new business, hiring your first employee or standing up to a difficult client, growth happens outside your comfort zone. You’ll second-guess yourself – and so you should. There is great power in doubt (though don’t let it paralyse you). Try to make important decisions with a balance of your gut, heart and head. 6. Read to lead better Reading has been one of the most valuable habits in my entrepreneurial journey. I read loads of business books because I don’t have a business degree, and it’s been a secret weapon for me. Books by thinkers like Jim Collins, Dan Heath, Daniel Pink and Malcolm Gladwell have shaped how I lead, make decisions and understand people. They offer both insights and perspective. In a fast-moving world, reading slows you down just enough to think more deeply – and lead more wisely. 7. Know your worth – and charge it Too many women underprice their value. Be confident in your expertise. If you’re delivering impact, don’t apologise for your fees. And as soon as you possibly can, pay yourself what you’re worth. 8. Back yourself with action Confidence isn’t a personality trait – it’s a practice. You build it by taking small, consistent steps: showing up to the meeting, sending the proposal, asking for the deal, naming the price you want. Each action reinforces your belief that you can. Success doesn’t arrive all at once – it’s built, one brave move at a time. Tara Turkington is the CEO of Flow Communications, one of South Africa’s leading marketing and communications agencies.
The theory of constraints and growing your small business
By Magdaleen Scott Starting a small business is a significant milestone; however, the transition to scaling it presents a unique set of challenges that many entrepreneurs often underestimate. While South African visionaries aspire to transform their start-ups into flourishing enterprises, the reality is that scaling demands meticulous strategic planning, effective marketing, and an acute awareness of the ever-evolving business landscape. To put this into perspective, consider that approximately 66% of small businesses in South Africa fail within the first five years, with nearly 50% not surviving beyond their inaugural year. This stark reality not only highlights the need for innovative solutions but also underlines the necessity of a cohesive growth strategy aligned with the Theory of Constraints, as articulated by Eliyahu Goldratt in his seminal work, The Goal. This theory posits that every organisation has at least one constraint that limits its performance. Identifying and addressing these limitations is crucial for long-term success. In the start-up phase, an entrepreneur’s vision must align seamlessly with exceptional execution, as identifying market gaps, developing compelling offerings, and establishing a strong brand are foundational steps in this journey. However, many ventures stumble at this stage largely due to a lack of scalability in their business models and little understanding of an evolving economy and market entry dynamics. Without these insights, business owners often struggle to grasp the needs and behaviours of their target audience, hindering their ability to create sustainable models. Additionally, a distinctive brand identity is crucial for differentiation in a competitive market, while delivering exceptional customer experiences is vital for building trust and credibility, both of which are essential for fostering repeat business and driving future growth. Navigating the growth stage is a pivotal moment for any business that has begun to gain traction. At this juncture, the primary focus must shift towards enhancing sales, expanding market reach, and optimising operational efficiency. However, it is often during this important phase that many organisations encounter significant roadblocks. Limitations in resources, ineffective marketing strategies, and an inability to adapt to the ever-changing consumer landscape frequently hinder progress. This is where the Theory of Constraints becomes essential; identifying and addressing the specific ‘bottlenecks’ within your operations is crucial for unlocking growth potential. By recognising these constraints and developing targeted strategies to overcome them, businesses can not only navigate the prevailing challenges but also position themselves for sustained success in the marketplace. We have to remain agile and responsive, continually assessing our capabilities to drive scalability and achieve our growth objectives. The role of marketing in scaling a business cannot be overstated, particularly for small enterprises striving to make their mark. Strategic marketing can serve as a transformative force, propelling businesses toward enhanced brand awareness, lead generation, and ultimately positioning them as industry leaders. It is essential to recognise the importance of investing wisely in marketing strategies that drive growth. In South Africa, where access to connectivity continues to rise, establishing a digital presence is non-negotiable. Businesses that adeptly leverage digital platforms — such as social media, search engine marketing, and content marketing — gain a distinct competitive advantage. Furthermore, adopting a data-driven approach allows businesses to harness customer insights effectively, refining their marketing strategies and enhancing engagement. Don’t underestimate the influence of public relations and thought leadership initiatives – it’s still one of the best spheres in marketing strategies for establishing credibility through media placements which amplifies brand authority. According to Goldratt, if resources are limited, marketing investments must be strategically targeted to address the most pressing constraints within the organisation. By focusing on overcoming these challenges, businesses can ensure their marketing efforts not only resonate but also contribute to long-term growth. To achieve successful scaling, it is imperative to automate and streamline operations by investing in technology that enhances efficiency, reduces costs, and improves service delivery. This is also the time to look at expanding your customer base through the exploration of new markets, forging strategic partnerships, and adopting innovative distribution channels is essential to broadening your reach. Furthermore, investing in your team is not just an option—it is a necessity. A business is only as strong as its people, so upskilling employees and making strategic hiring decisions are crucial for laying the foundation for long-term success. We must identify and address ‘what’ inhibits growth, ensuring that every area of the business operates at its full potential as we move beyond the small business status. The South African market, while presenting unique challenges, also offers incredible opportunities for entrepreneurs who are willing to embrace change and invest strategically in their brand’s growth. We can identify and overcome the barriers that hinder progress, ensuring that we not only navigate the complexities of the market but also capitalise on the strengths of our dynamic environment. In this landscape, success belongs to those who are committed to evolving and redefining their approach at every turn. At KVD Communications, we are dedicated to assisting businesses in navigating this critical transition through strategic communication, brand positioning, and marketing excellence. By establishing a solid foundation, embracing digital marketing, and optimising operations, small businesses can not only scale but thrive in today’s economic landscape—moving beyond mere survival to achieving enduring success. Magdaleen Scott, is the Managing Director at KVD Communications
Battle for the best talent: Wellness as your winning card
By Sue Ramauthar In today’s fiercely competitive talent landscape, a fundamental truth is emerging for companies: a great company culture is no longer just a desirable add-on; it’s a critical strategic imperative. At the heart of this evolving culture lies employee wellness. Forward-thinking organisations are now integrating comprehensive wellness programmes into their core culture, recognising that prioritising their people’s wellbeing – understanding their multifaceted roles and building resilience strategies that focus on mind, body, and soul – is the secret to attracting, engaging, and retaining the very best talent. For years, wellness initiatives often felt like afterthoughts – perhaps a token fruit basket or an occasional yoga class. While any effort is better than none, the modern approach to workplace wellness is far more holistic and deeply ingrained. It encompasses physical, mental, emotional, social, and even financial wellbeing. Companies are now beginning to understand that when their people are truly well, they perform better, are happier, and are more likely to stay. The job market is a battleground, and skilled professionals have more choices than ever. So, what truly makes your company stand out? More often, it’s not just the salary or the standard benefits package. Top talent actively seeks workplaces that genuinely care about their employees. Consider a robust wellness programme as a powerful magnet for job seekers. Surveys consistently show that potential hires highly value health and wellness benefits. Companies renowned for prioritising employee wellbeing simply feel more wholesome. This translates into more interest in your roles, a larger pool of qualified candidates, and quicker hires. Furthermore, investing in wellness creates a more enticing employer brand. It communicates to the world that you are a supportive, caring, and progressive place to work. This positive perception not only draws in new recruits but also transforms your current employees into your most enthusiastic advocates, spreading the word about the positive experience of working for you. Beyond attracting new talent, wellness programmes are proving to be an absolute game-changer or retaining your existing team and enhancing productivity. High employee turnover is a significant challenge – it’s expensive, disruptive, and drains energy and the bottom line. When your team feels genuinely supported in their wellbeing, their job satisfaction soars, sparking significantly higher levels of engagement. This leads to a more committed and invested workforce, and happy, engaged employees are far less likely to seek opportunities elsewhere. Research indicates that employees who feel cared for are significantly more likely to remain with their current employer. It’s clear that healthy employees simply take fewer sick days. Comprehensive wellness programmes, by emphasising preventative care and stress reduction, decrease absenteeism. They also combat “presenteeism” – the state where employees are physically present but mentally disengaged due to stress, burnout, or persistent health issues. A healthier team means more focused, energised, and productive individuals. Wellness initiatives also cultivate an excellent work environment, fostering a sense of community and shared purpose. Think group fitness challenges, mental health workshops, or team activities centred around wellbeing. These can significantly strengthen bonds among colleagues and boost overall morale. When people feel valued and supported, they are happier, more motivated, and contribute positively to the entire company’s atmosphere. And this holistic commitment isn’t exclusive to the corporate world; its profound impact resonates across various vital sectors, including healthcare. In our physiotherapy practice, for instance, we’ve witnessed firsthand how investing in a patient’s holistic wellness journey revolutionises outcomes, creating deeper buy-in and accountability. Just as a corporate gym perk alone won’t suffice, a narrow focus on a patient’s immediate injury, without considering their broader lifestyle, stress levels, sleep patterns, or emotional wellbeing, can limit their recovery. By empowering patients with a comprehensive understanding of their health – offering resources on exercise, stress management, discussing sleep hygiene, or connecting them to other wellness professionals – we help them become active participants, not just passive recipients, in their healing. This shared ownership is what truly drives adherence to treatment plans and builds long-term resilience, transforming individuals who are not just recovering from an injury but are better equipped to maintain their health and prevent future issues. This approach fosters loyalty that mirrors employee retention; when patients feel truly seen and supported in their entire wellness journey, they become powerful advocates for our practice. For wellness to truly function as a culture strategy, it cannot be a mere collection of segmented programmes. It must be deeply embedded into the very fabric of the organisation, championed from the top down. In a world where securing the right talent is paramount, prioritising employee wellness is no longer merely an option; it’s a smart, strategic imperative. It is the new culture strategy that will not only attract the brightest minds but also ensure they remain healthy, happy, and fully contributing to your organisation’s long-term success. Sue Ramauthar is a corporate wellness practitioner and physiotherapist at SuedeWellness
12 tips for becoming solutions focused
By Lynn Vermaak, Chief Imaginations Officer at Aha Training & Development When did you last think about ‘the way you think’? How has your thinking led you to greater success, performance or not? Are your thoughts mainly positive or negative? Do you get caught up and absorbed in the problem, and then struggle to focus on the solutions? Our world is made up of many problems. It’s inevitable. Every day as human beings we are faced with various problems. It’s human nature to focus on problems and fall into the trap of negativity. Therefore, one of the most powerful things you can do for yourself is to train your mind to be a solution-focused mind. Your mind-set impacts everything you do – your relationships, your work, how you approach projects, your success in different areas of your life. Do you have any limiting beliefs that keep you from achieving your goals? Limiting beliefs such as, “I will fail. I don’t have what it takes. I don’t have the resources. I don’t know where to start solving the problem.” So many people fall short of their true potential because their fear holds them back in some way. We are living in exponential times. The nature of work is changing. Change is a constant. Quick adaptive responses are needed. We need to anticipate the future and develop strategies that minimise the effects of being blindsided by change, especially with the onset of the Fourth and Fifth Industrial Revolution. To manage this disruption and change, we need to shape the future; and embrace a solutions focused mind-set. It is possibly one of the most effective tools we can pack into our career development toolkit. For an organisation it drives it forward in creating competitive advantage and innovative capability. Next time you have a problem in your everyday personal and work life, find solutions by trying the following: 1. Press the PAUSE button When you are so engulfed in a problem, you don’t think clearly and finding a solution is nearly impossible in that state of mind. Clear your mind from the negative noise with silence for at least 5 minutes. If possible, find a quiet place to pause and reflect for even 10 minutes more. 2. Choose your reaction The way you choose to engage with and think about problems, directly influences your ability to solve them effectively. Don’t let emotion get in the way of finding a solution. Regulate your emotions, from irritability of the problem to rather excitement; seeing the problem as a challenge to grow and improve. 3. Your attitude determines your altitude Choose and develop an attitude which is more positive and not stuck. This helps you to tackle problems better and find more creative solutions that will move your forward. 4. Change your perspective Change your perspective. Think solutions, not problems. Changing your perspective requires looking at the world with different eyes. Not to look at problems as blocks, barriers or inconveniences, but rather as an opportunity for growth or an opportunity to deliver a creative solution. See challenges as opportunities. 5. Change your language to a solutions-orientated language Replace the word “problem” with the word “opportunity”. Thus, no ‘problem-talk’, rather ‘solution-talk’. Focus on the strengths, and not the weaknesses. Focus on what is working well. 6. Leverage your creativity We must employ creative thinking to break away from the boundaries of traditional thinking and problem-focussed thinking. Albert Einstein once said, “We are boxed in by the boundary conditions of our thinking.” Can creative thinking be learnt? Yes – a resounding ‘yes’. Learning to think creatively should be a key part of your career and personal development. It is a must-have skill for the 4th Industrial Revolution. It will give you the edge in your career. It is time to reinvent yourself. It is time to practice deliberate creative thinking as part of your work and life. 7. Silence your inner critic When brainstorming ideas, to come up with solutions, often our inner critic judges and evaluates them before we have even said them out aloud. We look for all the reasons why the idea will not work or why it will fail, or why it is impossible. Silence your inner critic and realise that anything is possible. Instead of saying, “It’s not possible, it’s stupid, or it will not work, etc.”, rather say. “Anything is possible”. 8. Ask open-ended, exploratory questions that invite solutions Look at what you take for granted about your problem. Challenge your basic assumptions about the problem. Ask questions such as, “How might I …?” “In what ways might we …?” “How to …?” “What if ….?” 9. Don’t dwell on the past. Build the future Know what you want, and what your desired outcome or vision is. Become action-orientated towards creating a preferred future. 10. Utilise your resources optimally Look at the resources available to you right now, what can you use? What can you do with what you have? Most times the answer is right in front of you. 11. Flexibility Take action until you find the best solution fit for you. This will require you to be flexible when things don’t work out as planned, so that you can go back to the drawing board to panel beat ideas to make workable solutions. 12. Collaborate Involve others. Generate ideas together to find the way forward. Solution-seeking is a deliberate way of thinking. We need to think ‘solutions’ – not problems. The choice remains yours. It takes practice, but believe me, it is worth it.
Narrowing workplace gender bias needs strong leadership
“PWC’s recent insights into gender equity, released in March this year, highlight significant gender empowerment gaps globally, and in previous years have honed in on South Africa, where men remain more empowered in the workplace than women.”