Our Programmes

We offer programmes designed to address, amongst other things, Workplace Transformation and Trust building.

  • We can help your organisation to build high levels of trust leading to increased productivity & profitability.

    High Trust = High Productivity = High Profitability

    In reality, current pressures induce fear in staff and leadership in most organisations.


    A fearful climate undermines communication, initiative, creativity, innovation and destroys confidence in management. “Them and us” paradigms result in disciplinary hearings, stoppages and fraud. In South Africa that breakdown of trust turns to our weakest points – racism, ethnicity and power prejudice.


    An organisation liberated from fear delivers substantially increased productivity and dramatically reduced costs and staff turnover. It leads to improved skills retention and a workplace community of loyalty, accountability, care, concern and above all pride. We can help your organisation build high levels of trust.


    The Experience – “Talk”

    Customised to your needs, the Experience is an experiential two-day facilitated programme. The programme focuses on breaking down barriers such as ethnicity, race, language, gender, culture and socio-economic status, and will foster tolerance, understanding and respect for other worldviews. This will be done through authentic conversations and experiential activities.

    This trust-building process will be further continued by developing a consensual vision and set of values that are aligned with those of the organisation, and by further exploring our African-ness, seeking to combine the best of the West with the best of Africa. The maximum group size is 24 people.

    The Immersion™ - “Walk”

    The Immersion™ will consist of the same participants who took part in the first two days, taking part in an intensive two-day field experience, which deepens the trust and understanding already formed and encourages a further shift in people’s entrenched prejudices.

    The environment (“township”) creates an opportunity to practically apply the lessons learnt in the first two days and to engage with the greater community.

    Bridging Umhlangano – “Do”

    A further one-day facilitated “Bridging Umhlangano” with the same group will serve to convert the learning and personal transformation into real action and observable behaviour change in the workplace.

    Packaging and costs

    Each intervention is tailor made and priced accordingly.

    Photo Gallery

  • We can help your organisation to achieve real action and observable behaviour change in the workplace.

    Workplace transformation is a complicated, delicate exercise that needs balanced leadership and skill.

    Race relations remain the biggest transformation challenge facing South Africa today.

    • Disagreement over composition of Cabinet and allocation of ministries.
    • Composition of national teams
    • Employment equity
    • Leadership of companies and other institutions of influence in society.

    Prejudice remains a significant barrier to progress towards a just society.

    • Ethnic
    • Gender
    • Nationality

    The workplace remains a microcosm of South African society

    • Different race and ethnic groups.
    • Different experiences of South Africa’s past
    • Different interpretations of the present
    • Diverse life influences especially during formative years

    Sporadic, heated public debate

    “Whites wait on the touchline to label the next black buffoon.”
    Steven Friedman - Business Day

    “First, many whites still believe there are jobs only they can do. Second, ingrained prejudice ensures that the margin of error for black public figures is much smaller than that for whites.”

    “Seeing that blacks outnumber whites by at least 8:1 in South Africa, why then do blacks still need the unfair advantage of affirmative action?”
    Anton ( a reader) in response.

    “The answer to white racism is not black chauvinism.”
    Dr Blade Nzimande

    “Labour laws are part of transformation. People must internalise the transformation agenda in this country and not see it as an appendage. We must all mainstream transformation. Whatever we do must never be done outside the context of transformation.”
    Jimmy Manyi

    What is (workplace) transformation?

    Fundamental change in:

    • Belief
    • Behaviour

    Reflected in:

    • More representative workplaces
    • Ability to attract and retain skilled employees from designated groups
    • Visible and equitable advancement for designated groups.

    Resulting in:

    • Better cohesion within and among work teams
    • Better motivated staff
    • A culture of high performance and achievement

    Why is transformation so challenging?

    Workplace transformation is a complicated, delicate exercise that needs balanced leadership and skill.

    • Requires a clear vision based on shared values about how to facilitate transformation in society and the workplace.
    • Policy guidelines need to be supplemented by well orchestrated programmes that recognise development of South Africa’s multiracial aspirations.
    • Perceptions and realities of race, gender and ethnic relations greatly influence workplace relations, particularly in environment of accelerated EE.
    • Perceived and real questions about Black or female competence.
    • Questions about White racism, perceived and real.
    • Male and ethnic chauvinism

    Our Transformation Model

    Please mouse over the images for a demonstration.