Phumza Dyani
Globaltrade Columnist at Freelance
Phumza is a SADC Business Development Lead for the Project Management Institute. In her previous role she was Chief Marketing and Sales Officer in a State Owned Broadband Infrastructure...
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- Africa's Digital Infrastructure Development: Strategies for advancing connectivity and growth
- Women Empowerment in Technology: Promoting female leadership in tech industries
- Emerging Technologies in Telecoms: Insights into AI
- IoT:
- and Blockchain applications:
- Project Management Best Practices: Effective strategies for successful project delivery
- Global Trade and Economics: Understanding international markets and trade dynamics.
Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- Impatience
- Something i can be aware of and can work on
- Demanding high standards for work
- Excellence in work
- It is a learning curve and i am learning
- I am viewed as a slave driver That I am demanding That I am inconsiderate
- Strengths: I have an incredibly brilliant an inquisitive mind that is always ready to be stretched I have impeccable skills in persuasion and influence I am an amazing networker and that makes me incredibly resourceful I have amazing energy which makes me persistent and tenacious to reach results Weaknesses I expect everyone to be on the same page, same energy, same zest to learn and understanding I am impatient I want to see results soon Opportunities To take on long-term decisions that can expand my patience To delegate more and allow people to figure things out in their own way To mentor and coach based on my experience Threats Burnout from hard work Leadership resilience is also about waiting things out and waiting on long-term gains
- Developing trust in yourself will help in developing trust in others. Learn to challenge yourself to explain the goal of what needs to be achieved. Allow the employee to implement and open the door for them to ask when they hit a challenge. Allow them the space to learn on their own. Review the steps taken and help where help is needed.
- Open their eyes to negotiation. Negotiate your expectations and hear the other person out on how they feel about your expectations. Ask them what would be reasonable in their eyes. Find a midway.
- Take an interest in learning more about the employees and colleagues. Learn about where they come from, their values, what is important to them. Once you can understand a person, it removes the walls from understanding what influences their decisions.
- Take on more risks/challenges. DO more of the things that scare you.
- Try walking on others' shoes. Hear them out and see how their challenges may be a hindrance to their reaching their goals.
- Help them see life through other people's lenses.
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- I would ask them about what they like about themselves. What is the feedback they receive from colleagues and others.
- Marathon runners start with a goal in mind, to complete a race with pre-defined kilometres. Many unforeseen circumstances can take place during the course of the race. These are taken as part of the race for that day. It does not move the goal post, it is challenges to be overcome. The elements are part of the challenge. A running tummy on the day is also part of the challenge. It is never in the runner's mind to quit but to carry on despite all the challenges. So is life. We do not move the goalpost, we deal with the challenges. If we need to train some more to improve our pace and our time, that is what we work on. we never give up.
- Marathon runners look at how far they've come, not at how much further they have to go.
- Marathon runners check their ego at the door.
- Marathon runners keep moving forward even if things don't always go according to plan.
- Marathon runners don't allow overwhelming feeling to paralyze them.
- These can be powerful lessons that give us confidence that every challenge can be overcome. It does not matter how daunting it may seem to be at the beginning. You can overcome it and achieve your goal.
- I would sit down with them to understand the cause for the problem. I would seek to understand if there is something i can assist with. I would seek to understand if the employee is at a stable state of mind or whether anything in his personal life is the cause for the distraction. I would assist whether i can. To unblock internal processes if necessary, to provide more support. if additional training is required, support the employee with the interventions required.
- I would sit down and understand where i went wrong. I would own up to the mistake and explain how i would have arrived at my decision. I would admit the wrong as well as what i have learned in the process.
- I would stop and take it one step at a time. Breathing is what is important at this point and moving away from the state of chaos and urgency to think things through. I would seek to understand the global cause that links all of these if any. If not, address one issue at a time.
- We have innate power and can rise form any situation. we are not our jobs or titles. we are something much more powerful/.
- The second one. It recognises past performance where there was success. It states the challenge of the recent year. It states the challenge and the leader seeks to find solutions with the team members.
- Communication is important as it creates transparency and eliminates possibilities of passage gossip. It provides people with some form of comfort, that they are being considered and are taken through the process of disruption. They are not left to their own means.
- I agree. Leadership is about going the mile with your people, provide support and go through the dungeons with them.
- I wish i had a leader that was courageous and would take leadership as serving,
- Elements that contribute to disruptive work environments: - Lack of direction - Lack of leadership courage - Lack of decision making Measures we can take: - To stand together in support of the leader for the decisions taken - Offer support for options that can be explored
- I would like to find out about the values my mentee subscribes to. I would like to find out the type of leader they wished would lead them I would show the responsibility of leadership for ensuring that employees are in the state of mind to be effective in their roles I would find out how they would apply their values in a leadership context and lead from these.