- Jordaan hails progress at Bay stadium
- Walk Against Crime
- Fundraising for a Non-Profit Organisations
- Succession Planning Imperative Action Plan
- SMARTSTONE – THE WAY “PAVED” BY ONE “SMART” WOMAN!
- Emotional Intelligence: "What it is and How it can work for you"
- Managing workplace conflict
- Motivation in times of change
- Changes Lies Within – Regional Business Achievers Give Sound Advise
- Reducing the global foot print is all of our responsibility
- Mentors in the Making – Business Women’s Association Virtual Board
- BWA Regional Business Women of the Year Award is Catalyst for future success
- Throwing caution to the wind – young BWA member grabs gap in the market.
- How to Spot and Capitalise on Business Opportunities
- 10 Cost Effective Ways to Build your Brand
- The importance of gaining Customer Feedback
- The importance of Business Values
- Leadership is becoming a vital facet of management
Jordaan hails progress at Bay stadium
Chumani Bambani SOCCER REPORTER
SOUTH Africa‘s World Cup soccer boss, Danny Jordaan, visited the Nelson Mandela Bay stadium yesterday and expressed delight at the progress with construction.
The Port Elizabeth stadium is set to be the first to be opened for the 2010 event.
Jordaan, the World Cup local organising committee (LOC) chief executive, viewed the 21 roof girders already up out of 36, the grass pitch and stadium seats installed thus far.
“I am very delighted with the progress made. It is exciting to see the stadium taking shape. It will be a magnificent stadium – one of the best in the world. I am really looking forward to the opening. It will be the first stadium for the World Cup tournament to be opened,” he said.
The stadium is earmarked for completion in May, with the final touches with the floodlights, external roads, area lighting and fencing to be completed in that month. Jordaan commended the metro and the provincial government on a “sterling job” in ensuring “everything went smoothly despite challenges that were faced”.
“The city and the province need to be congratulated on a job well done. The Eastern Cape is the heart of sport in the country, and we need to regain that berth with such a top-class facility available.
“Umlilo (Bay United) must collect points and stay in top-flight football, and the province‘s rugby and soccer teams must be on par with the stadium. The argument of not having facilities is now dead,” he said.
“We are convinced Nelson Mandela Bay will be a magnificent World Cup host city.
“It will host eight matches – including a quarter-final and the third and fourth place play-off – so the city will play a very important role during the World Cup.”
The draw for the World Cup to determine the groups of the teams participating in the tournament will be held on December 4.
Jordaan urged home supporters to purchase tickets for the Confederations Cup and the World Cup as early as possible.
Ticket sales for the tournaments will be sold at a fixed rate of R7 to the US dollar, costing $20 (R140) for the World Cup and $10 (R70) for the Confederations Cup.
“We want to give fans price stability. We encourage them to purchase as early as possible because there are also people from overseas who want the tickets,” he said.
“One can miss a game between Kaizer Chiefs and Orlando Pirates and get to watch the following one, but if you miss the World Cup you will not get to watch it in South Africa again in your lifetime. This is a once-off opportunity.”
Tickets can be bought online or at First National Bank branches.
Jordaan said the BRT (Bus Rapid Transit) system should not be a major concern after clashes with taxi associations, as talks with the various stakeholders were well under way.
“There have been talks with all the people involved and they are still continuing. The system is a good one and will benefit the metro beyond 2010.
“The matters that have been raised are being discussed and if there are still issues of concern, they need to be addressed and the discussions intensified. The construction work is under way and I hope everything will go smoothly, but the differences should be rectified,” he said.
Go to www.theherald.co.za to watch Jordaan take a tour of the stadium and talk about the progress being made.
Walk Against Crime
Recently members of the PE local BWA branch took part in the UNITED AGAINST CRIME initiative hosted by our local PE Regional Chamber of Commerce & Industry (PERCCI) in partnership with Business Against Crime and the Metro. The march was the launch of a long-term initiative in which PERCCI is working together with various stakeholders, particularly BAC, to facilitate a coordinated response to crime.
Rather than being a march against any organisation, the event was intended to unite the various roleplayers in a public show of solidarity and commitment. There was no handing-over of petitions – rather, representatives of the various roleplayers signed a pledge in which they commit themselves:
• to report crime;
• to be involved in combating crime in their areas through, for example, community policing forums and neighbourhood watch;
• to support the building of a values-driven society; and
• to support the creation of an effective, integrated justice system.
Together with Business Against Crime (BAC) and the Nelson Mandela Bay municipality, PERCCI aims to draw roleplayers together and help to make Nelson Mandela Bay a safe place to live, work, invest and play. These role players have met with the provincial Safety & Liaison department and senior SAPS officials to discuss their priorities and where business can play a role in preventing crime and creating a safer society.
The BWA supports this initiative and was proud to have a number of our committed members participate in the walk, ARMED with their placards!
Fundraising for a Non-Profit Organisations
Article for Johnnic – Women in Business Feature
Wednesday 3rd September, 2008
By Susan Lascelles, Communications Portfolio Businesswomen’s Association
With the tuff economic challenges we are currently facing, non-profit organisations need to stay abreast of fundraising initiatives as this will eventually determine if they are to survive.
Without a doubt NPOs need to be run with the same principals as a business, equally important is to set aside a fundraising portfolio along with a marketing and public relations campaign. It is advisable to have a designated individual assigned to project manage both of these initiatives.
Below are a number of tips to ensure successful and innovative fundraising:
• Assess your target market, assess competition for donations, find out why your donors are willing to contribute and what would ensure they continue to do so.
• Define your objectives.
• Ensure that you have a strategy in place to retain on-going donors.
• Motivate and empower your board to get wholeheartedly involved in fundraising. This includes an established committee charged with developing & evaluating fundraising policies, practices and goals.
• Ask questions as to why some donors are willing to give and why others are not, creating a platform of donor intelligence. This will help you with further fundraising initiatives.
• Ensure all of your staff members, donors and the general public are aware of your mission, vision and values.
• Allow your members to be exposed to the results of what funding can do for those in need.
• Successful fundraising is a team effort both at the planning and execution stage; involve key role players from the beginning.
• Develop a fundraising checklist for all volunteers.
• If possible have a supplier sponsor marketing materials such as an interactive CD-Rom which is aimed at profiling the organisation and its beneficiaries.
• Encourage your sponsors to add your logo with a link to your website to their home page.
• Keep the press informed or any news worthy events via press releases.
Lastly encourage direct communication and relationship building with all support functions to assist with fundraising needs and efforts. And demonstrate stewardship through regular feedback and annual reports.
Succession Planning Imperative Action Plan
Article for Johnnic – Women in Business Feature
Wednesday, 27 August 2008
By Susan Lascelles, Communications Portfolio Businesswomen’s Association
Succession planning is the process of identifying and preparing suitable employees through mentoring, training and job rotation, to replace key players within an organisation as their terms expire or in the case of a bereavement.
Succession Planning involves having senior executives periodically review their top executives and those in the next lower level to determine several backups for each senior position. This is important because it often takes years of grooming to develop effective senior managers.
A careful and considered plan of action ensures the least possible disruption to the person’s responsibilities and therefore the organisation’s effectiveness.
A succession plan clearly sets out the factors to be taken into account and the process to be followed in relation to retaining or replacing the person.
Some of the negative results which can occur if there is no succession plan in place include:
• Loss of profit
• Loss of vital information which has not been passed on
• Loss of suppliers and contacts
With so much at stake, business succession planning has to be a priority and should be part of every business planning.
There are two main options available to business succession planning, which are:
• Retention Planning: Retention of the business within the family circle; and
• Buy-sell Planning: Selling of the establishment to other business owners or key employees or interested outsiders.
A strategic action plan needs to be put in place to ensure successful succession takes place which may include:
1. Communicate by ensuring all parties involved are aware of the plan and encourage it’s implementation
2. Access the needs of the company
3. Access individual candidate’s qualities and characteristics in relation to job specification.
4. Ensure mutual partnerships across the company are in place by encouraging business plans are strategically aliened.
Proper business continuation and succession planning can help prevent a business from being frozen and discontinued. It also helps avoid conflict among family members and between heirs and surviving owners.
SMARTSTONE – THE WAY “PAVED” BY ONE “SMART” WOMAN!
Port Elizabeth has true home-grown talent, as was recently showcased at the annual Regional Business Woman of the Year Awards!
The spotlight falls on one such woman! With an entrepreneurial flair, coupled with the proverbial blood, sweat and tears, SmartStone has successfully been placed on the Eastern Cape map by Mimi Rupp!
With several accolades behind her brand and many (not so hidden) talents constantly emerging success was a natural course for Mimi! Despite the negative economic climate, Mimi continues to grow and expand.
What began as a “hobby business, has now become a force to be reckoned with and continues to evolve, as was the case with the re-launch SmartPac. SmartPac is an enterprising company initiated to offer employment opportunities to ladies in the townships. It was borne out of the need to help others, to supply the market with a range of products and to satisfy Mimi's creative spirit. Within a mere 2 years SmartPac has taken its rightful place as a leading brand in the garden accessories market.
Mimi is constantly finding new ways to bring end solutions to the customer and Smartpac is yet another initiative that closes the circle when it comes to home and garden design together with meeting market demands. With many products to choose from, including a range of mosaic, pebbles, natural sandstone, pots, furniture, water features and garden accessories, it is no wonder that this business continues to grow from strength to strength.
Mimi, with her incredible sense of creativity, tells us that her products will be once-offs, ensuring that your purchase is unique and exciting.
For more information, contact Mimi Rupp on 082 460 4924.
Emotional Intelligence: "What it is and How it can work for you"
Article for Johnnic – Women in Business Feature
Wednesday, 16 July 2008
By Susan Lascelles, Communications Portfolio
I once attended a conference hosted by Clem Sunter where he outlined 9 different approaches to measuring types of intelligence, challenging the orthodox of traditional methods and highlighting communication as one of them.
Communication of all types and forms is at the forefront of business on a daily basis and how well or not we conduct all mediums of verbal and non-verbal communication are important for the future of our business and the development and sustainability of our brand.
Emotional Intelligence can be defined as a set of competencies demonstrating the ability one has to recognize behaviors, moods, and impulses, and to manage them according to the situation. Additional qualities include selection of work that is emotionally rewarding to avoid procrastination, self-doubt, and low achievement (i.e., good self-motivation and goal management) and a balance between work, home, and recreational life.
Emotional Intelligence needs to be considered as a skill for the foundation of constructive communication, here is a list of four major skill sets and how each can improve productivity:
1. Self awareness
In self awareness, it's your ability to accurately perceive your own emotions in the moment and to understand your tendencies across different situations. A high degree of self-awareness requires you to be willing to tolerate the discomfort of focusing directly on feelings that may be negative. To improve your self-awareness, spend time thinking through them to figure out where your emotions are coming from and why you feel them.
2. Self-management
Are you able to have self-control? What about other factors including having initiative, adaptability, a high achievement drive, conscientiousness to complete what you are supposed to do, trustworthiness? Once you can manage yourself with discipline and focus, then you are in a much better position to achieve what you want in life.
3. Social awareness
This is about being empathic when dealing with others. It is the ability to feel others' difficulties, to be able to put yourself into the other's shoe so that the other person understands that you're feeling what he or she is going through. Most people want appreciation and understanding, and when you can begin to show that you care by empathizing with others, you will gain their respect.
4. Relationship management
People with a high emotional intelligence tend to be able to build strong bonds with others through effective networking. They have the capabilities to develop others, to have influence, to be change agents, be great communicators, manage conflict and exhibit great leadership in their daily actions.
When you couple your technical skills together with a high degree of the above then you will surely succeed in today's workplace, with emotional intelligence being the major differentiator.
Managing workplace conflict
Article for Johnnic – Women in Business Feature
Wednesday, 9 Juy 2008
By Susan Lascelles, Communications Portfolio
Workplace conflict can certainly hinder productivity for employees, it can cause perception costs, and unmanaged conflict within a team can result in good people growing weary of the negative environment and leaving for other jobs.
There are different kinds of work place conflicts such as disagreements over responsibilities, disagreements over policy and conflicts caused by different types of personalities and style.
The skills involved in managing conflict are learned behaviors. Some tips on mediating and resolving conflict resolution are:
Do not avoid the conflict, hoping it will go away. Organisation leaders are responsible for creating a work environment that enables people to thrive. If turf wars, disagreements and differences of opinion escalate into interpersonal conflict, you must intervene immediately. Not intervening is not an option if you value your organisation and your positive culture. In conflict-ridden situations, your mediation skill and interventions are critical.
Do not meet separately with people in conflict. If you allow each individual to tell their story to you, you risk polarizing their positions. Meet with the antagonists together, let each briefly summarize their point of view, without comment or interruption by the other party. This should be a short discussion so that all parties are clear about the disagreement and conflicting views.
Ask each participant to describe specific actions they’d like to see the other party take that would resolve the differences. If the situation needs further exploration, ask each participant to additionally identify what the other employee can do more of, less of, stop and start.
Ensure all participants discuss and commit to making the changes necessary to resolve the conflict. It is okay to have reasonable disagreements over issues and plans; it is never okay to have personality conflicts that affect the workplace.
Let the antagonists know that you will not choose sides, that it is impossible for a person external to the conflict to know the truth of the matter. You expect the individuals to resolve the conflicts proactively as adults.
Finally, assure both parties that you have every faith in their ability to resolve their differences and get on with their successful contributions within your shared organization. Set a time to review progress.
Mediating a conflict is challenging, but as a manager or supervisor, the role of mediator comes with your territory. Your willingness to appropriately intervene sets the stage for your own success. You craft a work environment that enables the success of the people who work there.
Motivation in times of change
Article for Johnnic – Women in Business Feature
Wednesday, 2 July 2008
By Susan Lascelles, Communications Portfolio
With the uncertainty of the current economic environment, escalating living costs and the delayering and flattening of hierarchies by many organisations, employees are increasingly feeling insecure and de-motivated.
A fundamental part of motivation is to give people what they want from their work, such as efficient managers, opportunities to be heard, greater recognition and opportunities for development, motivation has a direct result on increased productivity, quality, and service.
BWA member and local recruitment consultant Tanya Bekker from Headhunters Recruitment comments, “With daily exposure to candidates of all levels, we are at the forefront of hearing and understanding the influencing factors for motivation in the current job market. Our findings are that the highest motivating factors for employees are, recognition, a defined internal career map/path of some kind for potential career growth, and ironically, successfully overcoming challenges they have been faced with. Ironically, we say, because it is through overcoming these challenges that they may receive reward and recognition and therefore be offered opportunity for growth.”
There are a number of different mediums and strategies which can be utilised to motivate employees:
Listen to your employees:
Create opportunities to gain employee insight into what your staff are seeking from work, utilise performance appraisals, attitude surveys or informal conversations to ascertain what they really want most from their jobs.
Create platforms for innovation and recognition:
Develop opportunities for staff to become involved in designing new products, services or systems. Initiate rewards and individual praise and awareness of these innovations.
Create opportunities for staff to be actively involved in Corporate Social Responsibility initiatives.
Rather than sponsoring NPO’s solely with monetary contributions, have staff become actively involved with helping charities via personal visit and group involvement activities.
Create career development growth strategies for each employee:
Create a corporate culture in which individual employees choose to be motivated about work goals and activities. Have each employee design achievable developmental goals which will enhance performance and self worth.
Sponsor Sports Teams:
Get staff involved in extra-mural sports activities which are sponsored by the company, this proves to be an excellent platform for team work and motivation.
Management Approach:
Consider policies that might include flexible working hours, rewards, promotion, training and development, and participation.
Further advise from Headhunters Recruitment is, “As our economy faces many challenges, some companies are faced with the reality of retrenchments and downsizing. This is currently the main cause of de-motivation within staff morale. Affirm the current status of your company’s security and stability. Assure your staff of their value and remind them of your commitment towards them, and vice versa. Acknowledgment might just give them the faith and strength to out ride the current demoralized market climate.”
Changes Lies Within – Regional Business Achievers Give Sound Advise
Article for Johnnic – Women in Business Feature
Wednesday, 25 June 2008
By Susan Lascelles, Communications Portfolio Businesswomen’s Association
Dr Thandi Ndlovu, Chairperson for the South African Wine Industry was recently hosted as guest speaker for the Business Women’s Associations prestigious Regional Business Achievers Awards held on the 18th of June 2008. Dr Ndlovu boldly challenged guests with advice from Mohandas Ghandhi, “Become the change you wish to see in the world.”
Our individual winners share some of their insight to helping change the world:
Judy Woodgate – MD - Tsitsikamma Crystal Spring Water - Winner Entrepreneur Category
“I believe conditions in our country are ripe with opportunities for women to achieve, so grab hold of them and “give it all you’ve got”– it will eventually be worth it - in business a decade is an instant success! Remember it is not all about an income but more over it’s about dreams coming true for yourself and for others by creating opportunities.”
Sonja Tifloen – Director, Joubert,Galpin and Searle – Winner Professional Category
“Coming from a previously disadvantaged background my goal was to utilize the opportunities which my parents did not have. My initial goal was to obtain my degree so that I could do my family proud. During my final year of studies I fell pregnant and that was one of the first "challenges" I had to overcome! This is when life taught me its most important lesson which is that life is what you make of it! What started out as a "challenge" turned out to be the best thing that could happen to me, the birth of my son! My philosophy is "Life is a collection of moments – You are the author of your own life story".
Rosa Maartens, National Marketing Manager, Spec Savers S.A – Winner Corporate Category
“Customer Service, honesty, transparency, integrity and striving for excellence are all values that I live by each day and I know that this is a major contributor to all I’ve achieved thus far.
I am humbled by the fact that we are recognized as business women although we are purely enjoying our professions and being passionate about our companies we work for and the people we interact with.”
Betsy Ings - Siyaloba Training Academy, Winner Social Entrepreneur Category
“Through this experience I have realized the value of taking stock. Being a woman in business is very challenging and scary; being a social entrepreneur even more so. Being true to your vision, believing you can make a difference is what keeps you going. BWA members have offered me a non threatening support base.”
Ruth Jonas –Owner, Blue Sands Transport – Winner Start-Up category
“My business started from humble beginnings as a laundry with only one standing contract but through my sheer determination and passion it is now a thriving business. I recommend you set yourself attainable objectives, my next one is to become the leading black women owned business.”
Reducing the global foot print is all of our responsibility
Article for Johnnic – Women in Business Feature
Wednesday, 18 June 2008
By Susan Lascelles, Communications Portfolio
Global footprint refers to the long term imprint that industry and society will leave upon the globe. Humanity is living beyond the planet’s ecological means. Although the global economy and population continue to grow, our planet remains the same size. Despite repeated calls for “sustainable de¬velopment,” humanity has now entered into a state termed global over¬shoot which means that demand for resources exceeds the Earth’s regenera¬tive capacity resulting in over harvesting and accumulation of wastes which inevitably leads to degradation of the natural assets that society depends on.
In a world with rapidly growing resource demand, largely driven by high-income countries as well as emerging economies like China and India, African development and bio-capacity constraints can no longer be seen in isolation. Managing biological assets becomes hence not only more critical, but also more challenging.
There is an urgent call for all businesses and individuals to actively manage their impact on global footprint.
Here are some easy tips how to reduce the global footprint of your business:
Manage waste: Manage waste via recycling methods and implement natural wastage systems. Included in this could be only using environmentally friendly cleaning products.
Local is Lekker: Make use of local resources which do not demand long distance air freight logistics, such as locally grown produce, energy and even entertainment.
Set specific, observable goals: Ensure that your business implements internal and external accountability, guiding business policies that prepare for a sustainable world.
Turn off your office equipment: Do not put your computer on stand-by or leave it on over night. As computers advance with technology so do they require more energy and added running costs
Switch to halogen light bulbs: This is probably one of the easiest ways to reduce a) your energy bill b) your light bulbs bill and c) your eco print and personal chunk of greenhouse gases.
Mentors in the Making – Business Women’s Association Virtual Board
Article for Johnnic – Women in Business Feature
Wednesday, 11 June 2008
By Susan Lascelles, Communications Portfolio
It is a fine thing to have ability, but the ability to discover ability in others is the true test – Elbert Hubbard. Even though technology and communication has advanced by phenomenal proportions in the last decade we are still challenged by the art of skills transfer and mentorship.
I have personally had the challenge of finding a suitable mentor who is able to impart vital knowledge and expert advice on on-going business decisions and personal career growth in my personal quest for success. It is not so much the lack of willingness to guide by the mentor but the lack of time that hinders ones availability to provide such a vital advisory resource.
Acknowledging the need for mentorship facilitation has ensured that the Port Elizabeth branch of the Business Women’s Association has become the national blue print for a brilliant mentoring program termed “Virtual Board” this program offers free advice from business experts for entrepreneurs via a matchmaker system. Participants “board members” are able to assist mentees with decision making, dealing with challenges and encouragement. This program overcomes time constraints as it is mainly facilitated via electronic media and requires limited personal meetings, each board runs for a period of 5 months with two intakes per year.
The BWA is currently running a recruitment drive for both mentors and mentees, the matchmaker session will be held on the 26th of June 2008 with “Kick-Off” starting on the 14th of July 2008, we are looking for established business people at any level who want to make a difference. Roles vary according to that of the mentee’s needs but would include advise on clarifying developmental objectives, providing support and encouragement, facilitating problem solving, acting as a sounding board, transfer of relevant experience or skills and constructive feedback.
The project offers women who want to develop themselves the opportunity to be matched up with a panel of expert advisors. Current mentor participant Julie Spendley of YoungBiz comments, “ I have really found that my team of advisors have inspired me, they have given me the confidence to reach my full potential – They also give me a great sounding board for any business ideas and dilemmas with a different perspective to that of my family and colleagues.”
For more information visit the website:www.bwsa.co.za alternatively contact, Heather Ashington on 041 5047151 or email: ashingtonh@avusa.co.za.
BWA Regional Business Women of the Year Award is Catalyst for future success
Copy: Susan Lascelles
Article Submission BWA National Magazine
Date: 31 May 2008
With 2008’s Business Women of the Year Awards well on it’s way, it seems a great time to reflect on how the Awards program proves to be a catalyst for future exposure and success for it’s winners. We take a look at the winner of the Eastern Cape’s RBAA 2007 start-up category, Wendy Beaufort of Kids Connection who went on to become the winner of the National Start-Up Award. Wendy has since been nominated for the Shoprite Checkers / SABC 2 Woman of the Year Award, which has a proud history of identifying and paying tribute to South Africa’s top women achievers as well as the country’s many unsung heroines.
Kids Connection has grown exponentially since it’s exposure from the Award in 2007, its Winter 2008 issue will encompass an 80 page directory with a national reach of over 96,00 homes and it’s website now receives more than 85,000 hits a month.
Wendy’s advice to women in business is, “Always be brave and hold on to your dream as you are stronger than you think. It is only by consistent, dedicated daily effort that you will reach your goals. Patience is vital to your success. Houses are built brick by brick and the process will take time to accomplish.”
She further recommends joining an organisation like the BWA to provide support and encouragement, and which is able to act as a platform to assist in the growth of your business on many levels. She adds, “You do not need to be alone when you have access to so many wonderful women who completely understand your position as a businesswoman, as a wife and a mother, and the daily challenges we face as all three.”
Wendy commends her success to advice taken from Basetsana Kumalo at the 2007 National Awards Ceremony which she believes has literally changed the course of her life: “Entrepreneurs are positive Decision Makers.”
Port Elizabeth’s, Eastern Cape Motors has officially sponsored Kids Connection with a New Mazda5 for a contract period of one year. The sponsorship of this safe, reliable, quality and trusted family vehicle will see the beginning of a mutually beneficial pairing and an association with each other which represents the synergy of two local companies really making a difference in the lives of young families nationally.
Throwing caution to the wind – young BWA member grabs gap in the market.
Copy: Susan Lascelles
Local Newsletter Article Submission – Success Story
Date: 31 May 2008
Local BWA member Megan Moller, 23, has thrown caution to the wind by stepping out and opening her own small business with a unique and exciting concept, “Confetti Events”.
The main functionality of the business is to inject a bit of fun and excitement to the traditional Kitchen Tea and Hen’s Night, launched in May 2007 via a user friendly on-line shopping website filled with accessories, Confetti Events continues to go from strength to strength. Now with a walk in show room based in Walmer customers can choose from any of her products ranging from personalised t-shirts and caps for the bride-to-be or other fun accessories such as flashing blobbers, badges, funky decorations, banners and balloons all with quirky sayings and designs.
Confetti Events has extended its product offer to include arranging wedding, stork parties and special celebrations.
Megan believes the idea was born out of planning her own wedding 15 months ago, “I realized how difficult it was to source accessories in South Africa when my mom and bridesmaids had difficulty finding any thing unique and exciting for my last night out with the girls. The UK is filled with this kind of thing which is readily available, hence I decided to bring everything from the UK and even as far a field as Australia right here to our door step.”
“It hasn’t all been plain sailing though, I’ve had a few ups and downs especially when my loan application from the bank was declined. But that didn’t stop me, I believe all obstacles can be overcome if you have the passion and determination,” she continues.
Today her endeavors are bearing fruits with Confetti Events becoming highly profiled through what Megan believes is: Having a professional approach, setting achievable goals, keeping an open mind and most of all ensuring you keep your clients happy and satisfied!
Visit Confetti Events at www.confettievents.co.za or contact Megan on Tel: 041 581 0891 or email: info@confettievents.co.za
How to Spot and Capitalise on Business Opportunities
Part One
Article for Johnnic – Women in Business Feature
By Kevin De Beer, Regional Manager - Nedbank Small Business Services
You want to grow your small business. You know the opportunities are there, but you’re not sure how to spot and capitalise on them. Take a cue from Bill Gibson, presenter at a series of Nedbank seminars for small businesses in the major centres.
Gibson, chairperson of Knowledge Brokers International, says a starting point is to take advantage of situations or circumstances arising from social events, economic changes, new laws, environmental events, or similar happenings.
He urges business people to recognise situations by observing and analysing mass media news, keeping informed about local events and looking for unexpected changes in society, economics, legislation, politics, environment, or business that leave many people in an unfamiliar situation
.
Another way to capitalise, says Gibson, is to combine two different products or services to create a new offering.
“It is illustrated by linkage of book stores and coffee shops and convenience stores at petrol stations combined with a Woolworths Food shop,” for example.
“Start with a business idea, or product that interests you, and ask what could be integrated with it to create something unique, where the whole is greater than the sum of the separate parts.”
“Taking stock of your human, physical, and other operating assets to identify those which are under-used may produce some winners. You may have some educational material which could do wonders if translated into other languages.”
Gibson says taking an idea or method from one industry and transferring its use to another industry is another avenue to pursue.
“It is paying off for shopping centres. You have daycare for pets. Now you have husband care in retail facilities with a relaxation area to while away the hours spent by wives on their retail therapy.”
Other steps to pursue, says Gibson, are capitalising on a growth trend and amplifying the popularity and image of a special person, group, enterprise, or event to create market demand for related products and services.
“This could be a TV presenter or talk show host promoting a book or CDs on self-development. It could be the use of rugby team mascot or players for personal appearances to support a launch or event.”
Gibson also urges business to take advantage of a market switch – to provide products or services for a group of consumers who have moved from one type of product to another on a long-term basis.
Analyse major changes in consumer buying habits by reading marketing research reports and investigating current fads that could turn into long-term changes and popular new products, he says.
Look out for part two in next week’s edition of The Herald.
Article for Johnnic – Women in Business Feature
Wednesday, 21 May 2008
By Kevin De Beer, Regional Manager - Nedbank Small Business Services
Following on part one of “How to spot and capitalise on business opportunities”, we continue with Bill Gibson’s multi-point plan. Gibson is chairperson of Knowledge Brokers International and speaker at Nedbank’s free business management seminars.
In addition to the opportunities discussed in part one, Gibson says another opportunity lies in identifying unique client groups and tailoring products for them, he says. These needs could relate to characteristics of the people; life styles; own assets or similar factors.
This may also involve creating new products or services especially for unique needs of some client groups.
“Plussing an existing product or service also can pay dividends. This is all about doing it better, more effectively by improving an existing product or service.”
Gibson says businesses can cater to markets which have been left behind by companies which have decided not to service markets based on older technologies, or do not wish to handle small orders, or those who are expanding into different markets so quickly that they are unable to service all of them properly.
Gibson says to also perhaps look at what he calls second-try situations - finding a good product that has failed for a variety of reasons in the past, and devising a new strategy for making it succeed.
Other options, he suggests, are to:
o take advantage of a fashion opportunity, by providing a product or service that caters to an up-to-date style in dress or behavior
o develop a better way of packaging an existing product for sale.
o offer advice, services, and information to others in a subject area you know well
o franchise your business or buy a franchise.
Gibson says it also makes sense to evaluate the skills you have to drive an opportunity by asking, do we:
• Want to adapt our business lifestyle or positioning to go after that market.
• Know the buying habits and cycles of our clients in this sector.
• Understand the services, products and business practices of our competitors in this market.
• Know the current state-of-the-art processes, procedures and technology.
• Have the expertise to develop or produce an exceptional service or product to tackle this sector.
• Have the capacity to pursue the opportunity.
• Have the managerial, marketing and financial skills to make this opportunity succeed.
Having asked those questions, he says, check your pricing to see if it is correct – and provide for unforeseen circumstances which may challenge the most thorough plans.
Look out for Nedbank’s free small business management seminars in May/June 2008, where Nedbank will speakers will provide advice and share information that is crucial to the success of small business.
10 Cost Effective Ways to Build your Brand
Article for Johnnic – Women in Business Feature
Wednesday, 7 May 2008
By Susan Lascelles, Communications Portfolio Businesswomen’s Association
Building your brand requires time and dedication and should not be treated as a project that has a beginning or an end.
Brand management is essential for all organizations, if managed correctly it can be a catalyst for success for many small to medium businesses and must be managed effectively and strategically from the onset.
A "brand" can be defined as the recognition and personal connection that forms in the hearts and minds of your customers and stakeholders through their accumulated experience with your brand, at every point of contact including personal interactions, corporate culture, communications, products and services. Ideally a brand should create a positive perception leading to trust, loyalty and advocacy of your product or services.
Here are some cost effect ways to strengthen your Brand:
1. Create a professional Corporate Identity from the beginning:
Commission a freelance designer to develop a logo which is simple, bold and includes your slogan. This can be applied to business cards, letterheads, faxes and complimentary slips.
2. Place a visible listing in the yellow pages:
You’ll be surprised at how many people use this medium as a point of reference when searching for service providers.
3. Signage:
Erect quality signage outside your business premises, ensure that it is visible to passing traffic and contains contact details.
4. Word of Mouth:
This can be the cheapest, yet most effective means of building your brand. Always provide a professional service which will ensure customers always return to you and will most likely recommend your business to others.
5. Visibility:
Use your vehicle as a means to brand your business. Have a professional apply your logo and contact details in a stylish fashion to your car.
6. Public Relations and Publicity:
Send your good news community based stories to the media or invite the local press to any events you might be hosting which assist the community.
7. Corporate Social Responsibility:
Ensure your company does its bit for society, even if this means been committed to waste management by going paperless this will help to build your brand with stakeholders.
8. Networking & Branding Opportunities:
Take advantage of associations which facilitate networking and branding opportunities such as The Business Women’s Association which regularly hosts functions which offer members opportunities to create brand awareness.
9. Technology:
Ensure you have an accessible, easy to navigate website which is listed on search engines such as www.google.co.za and www.anansi.co.za
10. Relationship Management:
Finally you are your No.1 Brand custodian, ensure you are always professional and always willing to meet your customers’ needs timeously.
The importance of gaining Customer Feedback
Article for Johnnic – Women in Business Feature
Wednesday, 7 May 2008
By Susan Lascelles, Communications Portfolio
You might not agree with the statement ‘the customer is always right’ but in order for your business to be a success you need to re-evaluate your estimation of your reliability on your customers.
A company depends on its customers and whether or not they continue to come back to you requires knowing your customer, what they want, what they need and demands the on-going measurability of your services.
There are many ways to facilitate customer feedback from your target markets, the variables depend on the size of your business, the nature of your customer, the type of information you require and the degree to which you would like to utilize this information to your advantage.
It is important to define your objectives before you begin filtering customer feedback, these might include the following:
• To measure your customer service levels and identify weaknesses
• To identify problems or possible improvements with an existing product/service.
• To test changes to a current or a new product/service.
• To provide indications of future needs or trends for use in product/service development
The benefits of gaining customer feedback are that you gain valuable insight into what is wrong with your products/services, what problems your customers are having when dealing with your company, what their wider needs and wants are which when rectified will help encourage further business.
There are two types of customer research, qualitative usually based on in-depth discussions with customers or quantitative usually done using standard questionnaires that allow the results to be analysed.
Conducting Customer Feedback can be facilitated through the following channels:
Focus Groups:
These groups bring customers and staff together to discuss specific issues. These sessions can provide invaluable feedback and direction on expectations, trends, standards and complaints about service. Focus groups can range from an informal gathering to a structured session using a professional facilitator.
Customer Satisfaction Surveys:
These should be specific, non-time consuming questionnaires. Try not to use open ended questions, rather provide a means of measuring your service such as poor, good, excellent. This medium can be facilitated using email, the web, face-to-face or telephonic interviews. Run a competition for feedback survey’s completed and returned.
Customer Comment Cards:
Develop a card which is easy to fill in, gives you the customers’ details and facilitates any type of feedback on improvements to your products/services. Display these in your welcoming area or mail shot them to customers’ business addresses.
As well as being an excellent resource for market research, customers will appreciate the fact that their opinions are seen to be valued.
The importance of Business Values
Article for Johnnic – Women in Business Feature
30 April 2008
By Susan Lascelles, Communications Portfolio Manager, Businesswomen’s Association
A value is a belief, a mission, or a philosophy that is meaningful to a company or organisation, a business value becomes a statement of the company's intention and commitment to achieve a high level of performance which will in turn fill a specific need. It is widely understood that developing, adopting, and implementing values has been identified as perhaps the single key in the success of many high growth, high profit companies.
If we examine most companies, we will find a particular value propelled it to success, for example Nike and it’s commitment to performance which is backed by notable research & development activities.
BWA member Rojie Kisten, General Manager of Corporate Affairs and Economic Transformation for Old Mutual recently shared her secrets of success with local members at an intimate dinner held at the Boardwalk Tsitsikamma Conference Centre.
Rojie clearly believes in gender equality and the transformation of skills development and financial independence for women.
Growing up in Malabar, Port Elizabeth, Rojie shared the fundamental values she learnt as a youngster, which she believes have helped serve as a catalyst in her success:
• Always have Manners
• Share Willingly
• Respect others
• Be on Time
• Just BE YOURSELF & LOVE FREELY!
George W. Bush stated in his corporate responsibility speech, 2002, “At this moment, America's highest economic need is higher ethical standards -- standards enforced by strict laws and upheld by responsible business leaders.” I believe this is true of South Africa today and that it is each of our responsibility as members of the greater business community to ensure we implement values which become the basis from which we run our businesses and corporate organisations.
Values include the following types:
Physical:
• Accuracy
• Punctuality and Timeliness
• Responsiveness
• Safety
Organisational:
• Accountability
• Communications
• Discipline
• Freedom for Initiative of Employees
• Standardization
• Systemization
Psychological:
• Continuous Improvement
• Creativity
• Customer Delight
• Decisiveness
• Development of People
• Innovation
• Integrity
• Loyalty
• Service to Society
A long list of values which are aimed at becoming the organisations beliefs can not be instilled into the organisation unless adopted and lived by senior management and vigorously campaigned via methods that encourage and reward participation.
When defining company values it is important to have a clear understanding of the companies strategic objectives and to ensure the key values are defined using these objectives as a bench-mark.
It can be considered good business practice to select a few values from each type in order to create a balanced platform of values from which to work.
Leadership is becoming a vital facet of management
Article for Johnnic – Women in Business Feature
23 April 2008
By Susan Lascelles, Communications Portfolio Manager
Any true visionary organisation will understand that a changed approach to management styles needs to be modeled by the evolution of society needs. Globalisation has taken us to a level where virtual offices and self-management are fast becoming a necessity to facilitate a well-balanced life style.
Long have I believed that the shortage of leadership skills in South Africa and our lack of accepting global trends is becoming a very real stumbling block in our strive to achieve global competitiveness.
Stephen Covey said: “Seek first to understand then to be understood,” I believe this to be the first step towards adopting a leadership approach to management.
The benefits between leaders verses managers are employees are often more loyal to a leader than a manager, a leader is followed whereas a manager rules. Managers use the organisations structures and their position of power to organise people whist leaders use empathy and emotions to gain automatic response from employees. “Managers do things right, while leaders do the right thing." This means that managers do things by the book and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company
Steps to becoming a Leader
• Planning
Planning does not only outline a methodical approach to business organisation, it also entails understanding employees’ personal and career growth plans and ensuring implementation thereof.
• Communication skills
A leader is able to articulate what needs to be completed and ensures each individual is aware of his or her role in achieving outlined objectives.
• Organisation
A fundamental part of leading a team is to understand what needs to be done, how to accomplish achievable goals, by whom and by when.
• Awareness of the wider environment in which the team operates.
To be successful a leader is able to grasp the entirety of the groups’ vision and goals. A leader is able to use emotional intelligence to access information and apply it to rational objectives.
Strong leaders should have a good understanding of the business and combine this with their empathetic side, leaders are not afraid to assist in any situation whether menial or strategic. A leader is able to learn from their subordinates and to acknowledge their achievements before their own.
A horizontal approach to management needs to be adopted, not the traditional style of leading from the top down. Never forget the importance of team motivation and methods of self-improvement, it is important not to over manage or under manage your team. Lastly always be consistent in your approach to openness and honesty, adopt the same principals with your sub-ordinates as you do with your peers and senior management.