Browsing all articles in Transformation – Diversity – BBB-EE

Transformation towards sustainability – Goodnews Cadogen

Those with old as well as new money as well as new money are all disadvantaged if they say the same, do not try to understand the new system or do not try to co-develop it to everyone’s advantage. 

This was the message to delegates at the HORTGRO Science Technical Symposium ( Aug 2017) from leadership and change consultant, Goodnews Cadogan of the Village Leadership Consulting in Pretoria.

” it is not easy to imagine transformation from a place of privilege, whether you are white or black, but we should do everything possible to move society in the right direction,” he said. “Those who have the means will have to make the first move”. His talk focused on the need for transformation and sound leadership,l and reflecting on the past.

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Goodnews can be contacted: | | +27834152244
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Leadership Greatness begins with Leadership Coaching by Goodnews Cadogan

Pan African Coaching symposium : CAD05100

The time has come for African leaders and coaches to come together and accept that coaching belongs in the continent as one of the levers that can enhance leadership capability in all forms of organization existence. For our continent to prosper, it should have prosperous regions. For the African regions to prosper, they have to have successful member countries, and these countries should not only have great leaders, they should have great coaches.

Leadership greatness begins with leadership coaching, in one form or another. In the African tradition, the healing profession and traditional authority are one such good examples of how coaching has made it possible to pass on, from one generation to another, the art and practice of same. Coaching is one of the cornerstones of indigenous knowledge systems. Modern schools of thought on coaching, borrow a lot from how our ancestors have always passed on practice of any of their crafts through coaching and mentoring.
I invite you, together with my partners, to share, craft and envision the role of coaching in the socio-economic development of the African continent.
If you are a coaching executive in a corporation, public or private, or in government and even in the non-governmental sector, you ought to be here. If you are a highly respected professional in any discipline, or just a C-Suite or other executive, you may want to join us, and you will come out richer as we shape the malleable role of coaching in leadership development for Africa’s growth.

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The Amended codes of Good Practice on BBBEE 2013 by Goodnews Cadogan

Press Release
The Minister of Trade and Industry, Dr Rob Davies, hereby announces the release of the
revised BBBEE Codes of Good Practice.The Minister says the refined Codes symbolise a new beginning in the re-orientation of thetransformation policy to focus more on productive B-BBEE and growing effective black owned enterprises :

The Minister says the refined Codes symbolise a new beginning in the re-orientation of the
transformation policy to focus more on productive B-BBEE and growing effective black owned
enterprises. read more

BBBEE – What if everyone cared ? By Funeka Plaatjie-Njobeni October 2013

“I often wonder what a truly transformed organisation feels like; not what it looks like but what it feels like….”
Employment Equity – What if everyone cared?

Although some organisations have made strides with the effective implementation of Employment Equity, statistics reveal that there are still some untapped opportunities that could be leveraged to honour its original intent.
I have worked as a transformation and change consultant for 7 years. Through personal exposure and experience, I have come to know for sure that, while all transformation is change, not all change is transformation. The majority of South African organisations have implemented many changes; they have done a whole lot to ensure that there is equitable representation at all levels. And yet, as is evident from the recently published 13th CEE report, these changes have yielded little transformation.
I would like to put forth a distinction between ‘doing’ and ‘being’, in relation to Employment Equity (EE).
Over the past 17 years since the promulgation of the EE Act, South African organisations have done much ‘doing’. The ‘doing’ of EE is a numbers game; it is a compliance issue; it is short-term thinking that gets organisations out of the woods until the next reporting cycle, yielding little authentic and sustainable results. At most, this ‘doing’ breeds what has been coined as the ‘revolving door’ syndrome, which is triggered by the high premiums paid to Black professionals and the ‘one and only’ syndrome. And at worst, it leaves non-designated groups alienated, bitter, disillusioned and discouraged. This state of affairs hardly creates motivation for high performance.
The ‘being’ of EE, on the other hand, is an invitation to look beyond compliance; to have a long-term perspective; it is about care, compassion and passion both for the organisation and for the country; it is the alignment of intention and effect for the common good; it is a recognition that we are all in this ship called South Africa; that if it sinks, we all, except for a possible few who might live to tell the tale, will drown and die.
The ‘being’ of EE is about compassionately capturing the hearts of people to collectively tackle this often emotionally heated subject courageously and in an integrated way, recognising that effective implementation of EE is an “attitude of the heart” rather than a ‘ticking-the-box’ process.
So, what if all of us individually and collectively cared? We would look at EE more broadly; as a way of ‘being’, with both designated and non-designated groups, championing the cause, advocating that the B-BBEE and by extension the EE mandate be viewed holistically, through the lens of abundance creation and economic transformation, rather than solely through the compliance lens. If organisations could be this, it would surely feel good.
Funeka Plaatjie-Njobeni is Director at The Village Leadership Consulting. She uses dialogue and conversation principles to inspire authentic transformation.
She facilitates 4-hour dialogue sessions for change leaders, where she explores the spirit, and explains the original intent of BBBEE and EE… how it is meant to work? The dialogue sessions are structured around the Six Conversations, found in Peter Block’s book: Community, a structure of Belonging.
She also guides EE forum members through a 2 day workshop, equipping them with sound knowledge and role clarification, leaving them with an Integrated Framework Toolkit, to manage Employment Equity effectively within their organisation.

To book the 4-hour Dialogue Session OR to register for the 2 Day EE Forum workshop

Call Funeka Plaatjie Njobeni at 0746165178 or send her an email:
“If you want to change the world – or the culture – all you have to do is change the conversation…Asking the question of what is true wealth invites people to have a conversation they may never have had before? That itself is a measure of wealth! The value of our coming together can be measured by whether or not we are able to have a conversation we have not had before. A conversation is an action.” Peter Block

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Malicious compliance to BBBEE- Governance Week 2013 – Presentation by Goodnews Cadogan

Malicious Compliance to BBB-EE: The greatest impediment to the creation of high performance organisations and an inclusive economy

BBB-EE is part of a wider compendium of legislation design to influence economic transformation in South Africa. Most leaders (Boards, Executive Committees) have not yet adopted this noble initiative as their own. Malicious Compliance, or just meeting the minimum requirements, without shifting the leadership culture, is the most common approach. I believe SA Corporate leaders can, and should do more, even to the point of building capacity in government, for the sake of efficacious monitoring & evaluation, and even influencing the national agenda, as to WHY. My belief is that one of the noble goals is to create an inclusive economy, at a macro & micro level through values-based leadership. A common values development process is a National Project that should be considered by the Presidency, NEDLAC, and the organised labour movement, organised business leadership & employers, as well as the relevant Ministries like Labour, Trade & Industry & Mining.

View the full presentation:Malicious compliance – Goodnews Cadogan 12-06-2013

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