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Ethekwini Municipality Diversity Training Project 2004/2005 Consultant's Close-out Report

By Mthimkhulu International

Ethekwini Municipality Diversity Training Consultants Image

Project Close Out Report

14 June 2005

Ethekwini Municipality Diversity Training Project 2004/2005
Consultant's Close-out Report

NB. Fully formated report available in .pdf format on Project Close out Report

Contract Award

The Ethekwini Municipality Diversity Tender was awarded to Mthimkulu Training cc, T/A Mthimkhulu International Corporate Consultants, of 415 Bartle Road, Durban, South Africa.

The contract was signed on 28/5/2004.


Overview of Tender Requirements

Improve delegates' understanding of relevant diversity and equity related issues.

The Consultant responded by - Enhancing the Specialist Diversity programme with the relevant issues and facilitate through exhilarating learning and transformational teambuilding processes.

Improve and enhance relationships between members of a team/ group by developing delegates' skills for effective communication.

The Consultant responded by - facilitating diverse team exercises, developing intra-personal life skills and inter-personal communication skills.

Build on positive diversity enhancing practices which contribute to interpersonal co-operation and supportive working relationships.

The Consultant responded by -

(1) developing inter-personal, intra-personal communication skills and helping delegates to strongly develop experience and understanding of the value of diverse teams.

(2) Putting in place, with the facilitator group, a peer-selected and managed values-based code of conduct with clearing, commitment and regular meetings to guide interpersonal relationships. The Leader group were twice not available in sufficient numbers and these sessions were cancelled.

Identify organisationally entrenched practices that might be perceived to support negative practice and behaviours.

The Consultant responded by - facilitating leaders group surveys and submitting that information to the Deputy Head of Skills Development, for assessment and the Diversity Specialist - Jeff Thomas of Asizwane for inclusion in the Advanced Diversity Management programme.

Explore the process of change and development in individuals and its effect on relationships.

The Consultant responded by:-

(1) Involving the delegates in the process of change through the participative methodologies and allowing them to experience the benefits of working togther in diverse teams.

(2) Delegates experienced actual change through the process of the programme and external change issues.

(3) Story telling and intellectual input was shared through feedback sessions - oral and written.

Train the trainer programme -

The Consultant responded by assessing potential facilitators.

Through a process of training, trial and testing, and further assessment - 16 potential facilitators have been accepted at 1 of 2 levels as facilitators of the Celebrating Humanity programme.

Trials have been run with new delegates and the delegate feedback has been excellent.


The Consultant’s Team

Principal Consultant

Mthimkhulu Training (MI) was contracted as the Principal Consultant.

Its responsibilities included:-

Project Administration.
Budgeting.
Planning.
Financial Control.
Programme & Material Development.
Project Liaison.
Venue Assessment and Preparation.
Reporting
Attendance at meetings
Communication
Service Provider Liaison and Contracting

MI sub-contracted 4 Service Providers to provide specific services.

Cartooning services.
Facilitator Assessment.
Advanced Diversity Management Programmes.
Cultural/ Diversity Immersion tours.

Service Providers

Artwork and Graphics


The team of Thoba Bhengu (TB) and Leon Govender (LG) - supplied the cartoons and drawings for the training materials and manuals.

Thoba is currently studying cartooning at Artworks under the tutelage of syndicated cartoonist Themba Siwela creator of the Mamba series of cartoons, and Andy Mason - a director of Artworks. This programme is being funded by MI. His work, along with the other students, will be published in a book next year.

Leon is an accomplished artist and completed the above programme last year. He has subsequently opened his own Graphic Arts business, as a result of his involvement in the project

Both young artists are informally learning business skills, ethics and communications skills with Brian Moore (BM) of MI. BM is an accredited Business Skills for SA facilitator.

Other Service Providers.

Asizwane (AS) - Jeff Thomas (JT) and PKH Tourism - Phinda Khumalo (PK).

JT is a social anthropologist and was responsible for developing the Advanced Diversity portion of the programme - for managers and facilitators.

PK was responsible for the immersion programmes with the managers and facilitators and the poster campaign. For timing reasons, the poster campaign was not relevant. A PMC decision was taken to divert the budget to other areas of the programme.

As per the initial proposal to The Municipality, both were formally contracted, as Service Providers.

Please see Project CD for contracts.


Project Progress

The project is now completed, with the exception of this report.

Project Management Committee

MI was officially informed on 21/7/2004 that the PMC will comprise Mandla Mthethwa (MM) and Raymond Zungu (RZ) who will work closely with MI in terms of decisions to be made. On the Consultant’s side Brian and/ or Arthie Moore were the representatives.

A further internal committee with representation by councillor, unions, Gugu Mji and Nerusha Naidoo will be set up and which will be advised by MM and RZ on quarterly developments.

The Ethekwini Municipality representatives on the PMC reduced to Raymond Zungu, assisted by Zonke Mhlongo both of the Ombudsperson’s office.


Venues

Numerous venues were assessed by the consultant.

Venues were a challenge throughout the project, with the Consultant eventually hiring a school hall in December in order to train potential facilitators.

The Electricity Training Centre later dedicated 1 room, BG10 at 17 Supply road, to the programme. Unless the programme rolls out soon this may be lost.

Far more dedicated venues are need to rollout the programme in a reasonable time.

It is suggested that these venues are found in the areas that delegates work in, so as to reduce the challenges and cost of transport.


Publicity

It was not possible to get support from the Communications Department, through the PMC.

Facilitators (Train the Trainer programme)

The project was initially delayed by the lack of aspirant facilitators.


Potential Facilitators

106 people applied to be assessed and trained as facilitators.
85 were assessed and accepted. 1 person was not accepted.
58 completed the 2 day Foundation in December 2004.
36 attended the Advanced Diversity Programme.
28 completed their 1st written task, on time and were accepted for the next stage.


Accredited Facilitators

16 Facilitators have satisfactorily completed the entire programme and have:

Attended most learning sessions.
Completed 3 exercises including an examination.
Facilitated trial programmes.
Facilitated live programmes.


Meals for delegates

MI was informed at the contracting stage that meals are not supplied for any learners, bar Councillors.

Meals were therefore not included in the project budget.

This was raised as a challenge to the effectiveness of the project and the roll-out of the programme.

MI decided to provide, at its own cost, culturally-aligned refreshments and meals at all of the official’s training sessions which it facilitates.


Schools Diversity training programme

MI offered the necessary competition materials for a schools diversity programme - to be run through Metro Beat and Metro Yethu, and other media.

The matter was raised with the incumbent Ombudsperson, Nerusha Naidoo, who promised to arrange a meeting with the Minister of Education. By the conclusion of the programme and numerous requests this had not happened.

This outreach programme would have been a positive outcome of the EM Diversity Programme. MI is still willing to supply the materials for the programme.


The Programme

The programme details are included in the Project proposal of September 2003 and Addendum A - of the MoA between MI and Ethekwini Municipality (EM). Please refer to Project CD and the above graphic.

The Diversity Programme

The PMC decided to retain the Celebrating Humanity© name for the Diversity Programme for the Pilot and the future rollout.

Accredited facilitators are only be accredited to run the programme within the Ethekwini Municipality Diversity training programme and for Council Employees.

The Primer©

The initial programme for Councillors and Management included the Primer©, which were delivered to each of the selected delegates.

The 2 day Foundation©

The programme aims to:

Develop relationships, unity and respect.

Help delegates to know each other as human beings.

Build understanding, through training & experience, of diverse eating habits.

Create an environment/ culture of multi-diverse communication & questioning.

Develop a greater understanding of culture, tradition, religion, individual behaviours and communication styles.

Develop inter/ intra-personal & inter-diversity communication & respect.

Create an environment of “adventure” to encourage delegates to try different cultural pursuits.

Delegates will develop an understanding;

Of their Dependency, Independency and Inter-dependency:-

That the more Diverse the Team the more we win.

That we need each other to survive and succeed.

Of the vital need for Teamwork to succeed.

That teams win through Respect, Tolerance & Understanding.

They will grow understanding & skills in the areas of;

Intra/ interpersonal learning, behaviour and Communication.

Handling Reactions to emotions.

Listening/ Problem-sharing and Solution-finding.

Taking Responsibility for Attitudes,

Communication & Behaviours.

Praise & honouring.

The 1 day Values Circle©

This workplace diversity conflict and relationship management programme is focussed on developing:-

Respect

Professionalism

Communication

Further understanding of diversity

Guidelines for working within a diverse team

This proven Values-based programme is team-created, team-designed and peer-managed. It is managed into the future in monthly 1 hour meetings.

The Foundation© (or the Eye-Opener©) programme lay the groundwork for the Values Circle© Programme.

Delegates will then become accountable and responsibile for their actions through an ongoing Values structures to maintain Praise/ Honouring, Understanding, Guidance, Support and Discipline at the level of human interaction.

The Values Circle© programme will include, a clearing and commitment to the future.

Formal structures, agendas, and a constitution formalise the team developed Values and Respect structure. This will lay the ground-rules for all future interactions.

The Gathering©

Is a follow up programme to further build relationships, trust and teamwork.

At this point the Values Circle© results and outcomes are assessed and the agreements are adjusted to the changing needs of the team.

Methodology

The programme is intended to be fun, non-threatening, inclusive, educational and effective.

Preparation is simple, yet critical to the successful outcome of the programme.

Exhilarating Learning© activates all of the human learning senses through group & team-focussed processes and exercises.

Learning is ensured through Inclusivity and the use of Intellectual, Visual, Audio & Kinesthetic sensors.

Communication is assured through the pre-processes

Inclusivity and Teamwork is ensured through Team reliance on each individuals’ Unique Talents, Skills and Knowledge.

Knowledge and Understanding is developed though the Inclusivity processes.

Teamwork is developed through Group

Achievement and the need for Total Participation of all delegates.

Mutual Respect is ensured through the Competition System.

Communication, Awareness and Skills are developed practically.

Open Minds and Total Participation are ensured through the unique environment and processes.

Long-term Understanding is developed through introspection and the questioning environment.

Tools include Story-telling, Music, Video and Incentives.


Advanced Diversity Management Programme for Leadership

The Advanced Diversity programme and materials was prepared specifically for the project by JT of Asizwane. The initial intention was to have a 2 day programme.

This was shortened for reasons of Management availability and to allow budget for an additional Foundation© programme for managers and leaders.

The aim of the 2 day programme was to ensure that the delegates understood:

Difference within the context of uniqueness and commonalities

The development of prejudice and discrimination

The different types of discrimination: particularly sexism, racism and xenophobia

The concept of culture

Cultural diversity as both a local and a global issue

The positive value of diversity, particularly cultural diversity, within the modern organisation

The interplay of culture and history in South Africa

AA, EE and managing diversity

The processes of unlearning bias

The processes of humanising workplace relationships

They will also have learnt how to:

Build on commonalities of human nature and identity
How to turn conflicting values into complementary values


The Cultural Immersion Tour

This experiential programme was developed by JT in association with PK of PKH Tours. This was initially the sole role of PKH Tours in the project.

A guided day tour to expose trainers to the diverse cultural, religious and sociol-economic reality that comprises the Ethekwini Municipality and to provide them with a powerful up-close experience that will initiate them into their role as trainers of a diversity programme


Pilot programmes.

Managers - Group 1 - 2/3 August 2004 - Glenashley (99 Umgeni Road is a better venue)
Managers - Group 2 - 19/20 August 2004 - Glenashley (99 Umgeni Road is a better venue)

Councillors - Group 1 - 5/6 August 2004 - 99 Umgeni Road/ or another suitable venue.

The initial pilot programmes were intended to be effective for delegates, whilst creating a pool of feedback which will allow adjustments to be made for the final programme.


Survey

The tender requirement was: - “To identify organisationally entrenched practices that might be perceived to support negative practice and behaviours.”

Surveys were run on the first two programmes for managers, on a PMC approved form. Copies of the completed forms were handed to the Skills Development Department’s representative - Alexis Azzarito, for further assessment.


Project Target and Actual Attendance figures

2 day Celebrating Humanity Foundation© Diversity Programme
Training dates and Attendance on Ethekwini Municipality Training Programme

Date/ Delegates. Actual out of Budget. Programme. Comments

2-3/8/04 Managers 13 out of 25 Foundation The course was aimed at the highest level of management. This was only partially achieved.

19-20/8/04 Managers 16 out of 25 Foundation
Total 29 out of 50 (Extra course had to be run for managers on 25-26/10 thereby impacting other areas of the programme & budget.)

25-26/10/04 Managers 30 out of 32 Foundation
Total (with additional course.) 59 82 Foundation - Managers

24-25/8/04 Councillors 13 out of 33 Foundation

26-27/8/04 Councillors 0 out of 33 Foundation
Both sessions cancelled on the day.

31/8-1/9/04 Councillors 0 out of 34 Foundation

18-19/9/04 Councillors 7 out of 33 Foundation A session was run over a weekend to allow councillors to attend. Attendance was poor. Courses occasionally clashed with Vantage training for councillors.

21-22/9/04 Councillors 10 out of 34 Foundation

18-19/10/04 Councillors 16 out of 33 Foundation
Total 46 out of 200 Foundation- Councillors

24-25/8/04 - 2 councillors left early and 2 did not complete training.

18-19/9/04 - only 5 councillors attended on the 19/9/04.

38313 Managers 9 out of 25 Immersion The course was aimed at the highest level of management. This was only partially achieved.

38320 Managers 10 out of 25 Immersion
Total 19 50 Immersion - managers

6-7/12/04 Potential Facilitators 30 out of 25 Foundation +-160 applied. 85 made appointments to be assessed. 58 turned up for training.

8-9/12/04 Potential Facilitators 28 out of 25 Foundation

Total 58 50 Foundation- facilitators

Managers 13 out of 25 Managing Diversity 50 people were catered for. The course was aimed at the highest level of management. This was only partially achieved.

38370 Managers 7 out of 25 Managing Diversity
Total 20 out of 50 Managing Diversity - Managers
2 of the senior managers arrived late and left early on the 19/1/2005.

Management Values Circle Sessions

2 Values Circle sessions for managers were cancelled because of low commitment to attend.
38371 Potential Facilitators 17 out of 30 Understanding Diversity Numbers reduced as delegates withdrew or did not complete exercises or attend training.

38372 Potential Facilitators 19 out of 28 Understanding Diversity
Total 36 out of 58 Understanding Diversity

29 potential facilitators were accepted for the next stage of training. Original budget 25.

19/5/05 Facilitators 15 out of 25 Immersion The course was aimed at Facilitators.

Total 15 out of 25 Immersion - Facilitators


Potential Facilitators

106 people applied to be assessed and trained as facilitators.

85 were assessed and accepted. 1 person was not accepted.

58 completed the 2 day Foundation in December 2004.

36 attended the Advanced Diversity Programme.

28 completed their 1st written task, on time and were accepted for the next stage.


Accredited Facilitators

16 Facilitators have satisfactorily completed the entire programme and have:

Attended most learning sessions.

Completed 3 exercises including an examination.

Facilitated trial programmes.

Facilitated live programmes.


The facilitators, who have all qualified as Celebrating Humanity Eye-Opener© facilitators, are:

Lead/ Support

Ailsa Lennox.
Bathandwa Matshikwe.
Chan Preeth.
Fazal Bhayat.
Felicity Botha.
Molly Govender.
Nevin Royath.
Siyasanga Giyose.
Sonja Wright.
Wayne Adams.

Support/ Lead

Bunny Mathenjwa.
Mlungisi Shangase.
Phumzile Dlamini.
Priscilla Munsamy.
Ruban Naidoo.
Thabani Mhlongo.

Lead/ Support (LTS) indicates that this facilitator will be able to lead programmes from the outset. More time will also need to be spent in a supporting role as well.

Support/ Lead (STL) indicates that this facilitator is able to lead certain portions of the programme. His/ her ability will develop as the programme goes on. They have also proven themselves to good support facilitators.


Facilitators' Experiential Assessment

Groups of 4 facilitators have run live sessions with groups of Ethekwini employees.

Feedback has been good.

The only challenge occurred when we decided to follow through on the Ethekwini Municipality ruling of no lunch, on one of the courses. There were a lot of complaints and 1 delegate actually walked out after being told that food was not going to be served.


Ikhwezi Stars - Catalysts of Change

The Facilitator group has formed a Values Circle© group to ensure long term respect, communication and understanding.

The group has chosen the name Ikhwezi Stars - Catalysts of Change.

This group meets on the 1st Friday of every month at 08.30, at BG 10 - Electricity Training Centre, 17 Supply Road.


Delegate Feedback

Feedback at all levels of the programme has been excellent. Here are some samples. Please see CD for more feedback

Managers

Primer

“The Primer has been amazing as a way to begin talking to my team on issues of diversity. Some of them even phoned me at home with the answers. Brilliant!

Foundation

Question: Would you recommend the programme?
Yes, Because it brings people together forcing us to engage across cultures and not just understanding of cultures.

Yes, Because it is good for spiritual upliftment and motivation.

Yes, Very good for team building. Appreciating, understanding and tolerating diversity.

Yes, People need to learn how to deal with each other without any cultural basis.

Yes, All council staff should go through this course, I enjoyed it. Thank you!!!

Yes, It was learning important lessons in a fun and open manner.

Yes, It was exceptionally well presented and insightful.

Yes, Recognise importance of people as humans.

Yes, Enriching.

Yes, Bringing together of people and pooling resources and ideas to bring out the best.

Yes, it is a life changing experience.

Yes, Helps people to see things differently..... Rid yourself of stereotypes.

Yes, Invaluable.

Yes, It has solutions that our country desperately need.

Yes, Time to share, learn, think and go forward.

Yes, The freedom to express ourselves in a totally different environment. No title, no reporting lines and no stress.

Yes, The course / programme was facilitated with a lot of passion.

Yes, Opportunity to become better people and for the creation of a better society.

Immersion

Yes, It is a uniting experience and an essential compound to understanding the cultures and trials of fellow South Africans.

Yes, To be thankful for how good ones situation actually is.

Yes, It’s an eye opener, learning how people survive out of nothing, but making the best of what they have.

Yes, People live in little cultural boxes. I need to see how the rest of ethekwini lives.

Yes, “Head” knowledge is different - one really has got to go out and experience the life and people themselves.

Yes, Opens the mind to other peoples lives.

Yes, Eye opener.

Yes, Learning experience.

Councillors

Foundation

I believe in me more. I absolutely loved it. There was so much growing and bonding.

The session was an introspection for me. This session was wonderful.

If it wasn’t for this course, I would never have know who I was as a person.

There is good in everyone. Now were able to acknowledge each person. You showed us the spirit of the person versus the facial stereotypes.

Right now I know what Diversity truly is. This is true diversity. We never segregated, separated into cultural or political parties.

I did not feel like a councillor. Although training was fun, it was still serious. It is very effective. It is such a privilege to be apart of the training.

Discovery of myself is what comes to mind. I have sat across from people everyday in council and never spoke to them. This is going to improve my family relationships. I have really grown.

I have discovered myself. This has helped a lot. My colleagues guided me to have a better life.

We all need to be bold and pave the way for new things to happen. We must all network as Councillors. We need refresher courses to keep in contact and gauge the amount of change that is happening. Councillors can pay for this course because it is powerful and worth every cent.

The “What I like About you....” will build many families and mend many relationships. MaMthethwa must go to councillors and make them do this training for all 200 councillors.

The world is not about myself. In the art of Diplomacy is about humbleness and humanity.

This course has offered us a simple way to open our hearts and mind to learn about others.

You have both impacted my life. How I must speak up, look after others and respect other’s opinions, listen and take advice from them. I feel so free. My heart is open.

I have attended hundreds of workshops, but you and Arthie have created a climate in this workshop that made us all comfortable and open up. You taught us that we must not be pessimistic. Culture shown in this course in dynamic. This course will make South Africa the best country because of it.

Through this South Africa will be able to move on from the past, this course will make it a reality.

I must say thank you, because you have made us all human again. I must go back to my community and implement it also with my family and colleagues.

I arrived here with one friend and I am now leaving here with 18 friends. It has taken the weight of my shoulders. I sometimes stereotype people.

Facilitators

Personal Transformation

Each facilitator has given feedback on each step of the process. Each of them has written a story on the ir personal transformation. Here is one such story:-

“I remember when I entered the Cultural Diversity training room for the first time, I saw the room was full of balloons and colourfully decorated walls, like a pre school. I asked myself, “Are we coming here to play?”

Brian and Arthie started their magic and everyone became excited. I found myself jumping too!

I told myself then that no matter how hard this training I will carry on with it, because I have the passion and believe that I can contribute to change our country.

Some people remain in their emotionally, psychologically or physically traumatic experiences for the rest of their lives, because of the distressing experiences they have been exposed to. Others manage to escape but it is dependent upon the decisions you take. If you want to stay like that you will. It also depends on your friends, colleagues, families and the society you are involved with.

If you take your transformation journey, by interacting with positive people, peacemakers like Ikhwezi you will be able to help yourself as well as others. Thank you to BRIAN, ARTHIE and my colleagues in IKHWEZI (The newly trained team of facilitators for the Ethekwini Municipality.

Being in this programme, I can say that I am lucky because I’ve noticed some changes in my life. My experience is also an experience for all South Africans. This country has gone through an unjustified history, which also caused much damage within families.

“During the labour migrations, my father like many other men, went to Johannesburg to work there but never returned.” That was a terrible experience for my family, which left us with unhealed scars and many unanswered questions.

Just imagine growing up without knowing your father and not staying with your mother, in your early days. It is so painful. I developed deep hatred towards the old regime and generalized that “all whites are same.” My knowledge and my experience about myself, other people as well as my country was so little by that time, therefore I put that blame on everyone.

In 2001 and 2004 I completed a Museum and Heritage post-graduate course at UCT, attended Robben Island Spring School and was also involved in Anthropological studies. I learned a lot about the issues around culture and heritage, but never learned about healing your soul, clearing yourself from stereotypical and judgmental generalisations about other cultures.

Participating in the Cultural Diversity training (Celebrating Humanity©) taught me a lot on how to heal myself and how to help others to be free of their personal, as well as our historical experiences.

By nature I am a shy person. Now I am starting to develop my self-confidence and have much better judgement than before. My relationships have improved at home and in the workplace.

At work, I find myself dealing with problems tactfully, without arguing. Today I can recognise far better, the real humans. By observing them and listening to the words they use when they interact with other cultures. This is what we need in this country to create peace and harmony, by avoiding sarcastic words and to help those who have been marginalised.

This training is so significant, I will be happy to see it spreading all over South Africa. In the rural areas, offered to children starting in the early stages and also offered, not to only educated people, but also to people who never got a chance to go to school.

“My enemies are my friends, my friends can be enemies, other cultures can be my culture.” I have accommodated all these people and other cultures, in my heart in a similar way. All of them are so important in my life. There is a lot I can learn from them about my personality, their personalities, as well as my country.

Spread the word, “Peace!!” Keep it up IKHWEZI!!” Accredited Celebrating Humanity facilitator April 2005.


Challenges to the Successful Rollout of the Programme

Management, Councillor and Union Commitment and Participation.

A highly successful programme of this nature is led by the organisations leaders. Diversity Training programmes that are “pushed down by managers” are often divisive and troublesome.

There has been limited commitment from top leadership to attend and participate in the Diversity project. This has been noticed and commented on by delegates to the various programmes.

An extra Foundation programme was facilitated to draw in top level management. Although the attendance figures rose there was very little high-level representation.

The Consultant offered a further session at its own cost to Unions and management and received no response.

23% of the Councillors attended. A weekend sessions was run by the consultant after a request from working councillors. This too was poorly attended.

A meeting has been arranged with the City Manager, on the 16th July 2005, to ensure maximum benefit of the programme to the Municipality.

Roll-out

The time period for the project rolls out is limited by 7 main factors:

Commitment to start

Availability of dedicated venues

Availability of accredited facilitators

Availability of delegates

Availability of materials

Availability of facilitators’ training kits

Length of the programme


Commitment to Start

We believe that the commitment to start comes from the commitment of leadership, to fully participate in and support the programme.

Venues

Only 1 dedicated venue has been allocated to the programme. There is a need for a dedicated and centralised register of venues or warehouses that can be dedicated to the programme in the wider Municipality.

Access to venue is limited by the difficulty in accessing info re: whereabouts, facilities, availability and bookings.

The Glenashley venue was originally made available for the project. At a later stage Skills Development had other uses for the venue and it was no longer available.

One other venue was used, when available, at 99 Umgeni Road.

Limited number of Accredited Facilitators

There are only 8 accredited facilitation teams. They are committed, skilled and ready to go. They all have other careers in the municipality and cannot dedicate their time fully to the programme.

They are limited by the speed with which the rollout happens and the number of available venues.

Without delegates or venues they will be utilised in a very limited manner.

Should all these issues be addressed, the team and their managers would be hard-pressed to rollout the project swiftly. The success of the project will also depend upon the speed of the roll-out.

It is recommended that:

More facilitators be trained.

Willing in-houses facilitators be dedicated to the programme for a year.

Dedicated and accredited facilitators be sourced from outside the Municipality to supplement the in-house team.

Facilitator Kits and Materials

Each facilitator needs materials and resources for the programme. Initial kits have been supplied to the teams. The municipality will either need to take responsibility for the timeous supply of the training kits/ materials, or purchase kits from the Consultant.

A meeting has been held, in his regard with the PMC and Skills Development.

Length of the programme.

The facilitated portion of the Celebrating Humanity© programme was envisaged as a 2 day Diversity Intervention - the Foundation and the 1 day - per team Values Circle© programme. This equates to approximately 3 days per delegate.

This was reduced with the agreement of the PMC to a 1 day Eye-Opener© and the 1 day Values Circle©. This equates to approximately 2 days per delegate.

The additional 1 day Celebrating Humanity Catalyst© can be facilitated at a later stage as a refresher for the learners.

The reduction in time required, per delegate, will help to reduce the overall time to rollout the programme.

Limited support

The support budget was re-allocated to cover the costs incurred through non-attendance of delegates and client delays in the project.

Facilitators credibility with Leaders and Councillors

At the higher level of the organisation Council facilitators will not have the same credibility, as they have with their peers. At this point it is suggested that accredited facilitators are sourced from outside the Municipality.

Lack of Communication and Marketing

In-house Communication and Marketing on this project have been very poor. The Communications Department needs to be brought firmly on board for the roll-out.

Poster communication programmes should include:

Rollout Information

Delegate’s comments

Values Circle agreements


Time to rollout the programme

A few possibilities are shown below:

A perfect situation... 18 months

8 x dedicated venues
8 x dedicated facilitators
4 days a week 30 weeks per year.
20 delegates per session

Eye-Opener

19200 Staff
20 Learners/ Session
960 Days

Facilitator Teams 8
120 Days/ Team
Venues 8 x 120

Actual days

Facilitator availability
Days/ week 4
30 Weeks
Weeks per year 30
1 full Year

Values Circle

19200 Staff
40 Learners/ Sessions
480 Days
Facilitators 8
60 Days/ facilitator
Venues 8
60 Actual days

Facilitator availability

Days/ week 4
15 Weeks
Weeks per year 30
0.5 Years

A more realistic situation, with limited commitment - 9 years

4 venues
8 partially available facilitator teams
2 days per week
+- 16 delegates per session

Eye-Opener

19200 Staff
16 Learners/ Session
1200 Days

Facilitator Teams 8
150 Days/ facilitator
Venues 4
300 Actual days

Facilitator availability

Days/ week 2
150 Weeks
Weeks per year 30
5 Years

Values Circle

19200 Staff
20 Learners/ Session
960 Days

Facilitators 8
120 Days/ facilitator
Venues 4
240 Actual days

Facilitator availability

Days/ week 2
120 Weeks
Weeks per year 30
4 Years


Food for delegates

Even if all of the above issues are resolved, the biggest remaining challenge to the success of the project is the lack of culturally representative and acceptable food for the delegate lunches.

Food is a critical part of building understanding, respect and relationships. It is a critical resource on these workshops.

The programme is also very active, participative and experiential. Hungry delegates can not learn. And they cannot learn from each other without the experience of eating together.

Without it much of the good that is done will be lost. This challenge was raised before the project, during contracting and at each and every PMC meeting.

Foregoing report submitted by

BV Moore
Joint Executive Officer
Mthimkhulu International


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