Page 14 - KZN Business Sense - Hantie Plomp

ENERGY AND CULTURE

Nikita Pillay, HR & our energy more than in-person gallery view can be overwhelming These workplaces prioritise employees to acquire new skills and
Compliance Best- meetings, and it isn’t hard to and distracting. outcomes and performance. Goals knowledge.
Practice Specialist, understand why. After all that, virtual meetings are set, and employees are expected ■ High-Pressure Culture:
DRG Siyaya to achieve them, often with a focus In contrast, high-pressure cultures
Virtual meetings require a much don’t sound too great as they on metrics and accountability.
higher level of concentration. You did when we were in the recent are demanding and stressful. They
person’s have to focus and concentrate Covid-19 pandemic and forced to ■ Customer-Centric Culture: may have tight deadlines and
energy on the speaker; extract relevant engage online. Customer satisfaction is intense performance expectations.
A a information and you feel you have the primary focus in these
s
i
combination to make the extra effort to give Workplace Culture and Energy organisations. Employees are It’s important to note that
of their social gestures so everyone knows encouraged to understand and meet a workplace culture can be a
mindset, you are paying attention. There There are several different types customer needs and expectations. combination of these types or
their is also a lot of set up involved. of workplace cultures, and each ■ Inclusive and Diverse Culture: evolve over time. Organisations
dominant We worry whether the internet of these has an impact on how we Diversity and inclusion are key often strive to define and shape
thoughts, will work, what we look like, our absorb or deplete our energy. values in such workplaces. They their culture to align with their
and their backgrounds and making sure It is for you to analyse your strive to create an environment values and goals.
perception that loved ones won’t walk in mid- organisation to see if you fit where people of all backgrounds
of the world. Sometimes that call if conducted from home or into one or a combination of feel welcome and valued. Practice Good Faith, and this
energy is easily felt, and other our private space. these cultures. This will help isn’t about religion; it’s about
times it manifests subtly provide answers on how energy ■ Adaptive Culture: knowing that the energy you give
and subconsciously. Positive Virtual meetings go against is being utilised. Adaptive cultures are flexible and off is what you’ll attract. Take
energised people, often make every primal instinct our brains responsive to change. They embrace the time you need to calm down
you feel safe, happy, and relaxed have learnt over the years. The Some common types include: change as a constant and encourage and constructively address it or
around them. sustained eye-contact for extended ■ Innovative Culture: employees to adapt and innovate let step aside and refocus your
attention. Take care of yourself,
periods can register as intimidating, In organisations with an accordingly.
You might also absorb the engulfing the body with stress ■ Traditional Culture: focus on gratitude, being kind
emotions and moods of those hormones. The problem isn’t helped innovative culture, creativity and Traditional cultures often have to others, working hard, and
around you. Being in a crowd by the fact that we can’t gauge our experimentation are encouraged. long-established norms and surrounding yourself with
could leave you feeling exhausted colleague’s body language over There’s a focus on finding new practices. They may be resistant to positive influences.
and emotionally drained. It is video. This makes it difficult to fully solutions and pushing boundaries. change and tend to value stability
probably difficult to watch violent understand whether people are ■ Collaborative Culture: and continuity. Keep your frequency high, and
movies, or even the news. This culture emphasies teamwork, you’ll project the positive energy
following the meeting and judge open communication, and ■ Ethical Culture: you desire.
If you absorb the energy around social cues. It is no wonder that we cooperation among employees. These organisations prioritise
you and feel what others are feeling, get off a video call and feel fatigued. Collaboration is valued, and ethical behaviour and integrity in We would love to take you
then you might be an empath. Virtual meeting etiquette is a hierarchies may be less pronounced. all aspects of their operations. They through our DRG Sustainability
Model which also touches on
Human energy can be depleted must to avoid people speaking over ■ Hierarchical Culture: have strong codes of conduct and Energy and Culture within the
in a business from various each other. Mute when not talking In a hierarchical culture, there is a ethics. workplace. 
perspectives. One of which we to avoid any annoying or awkward strong emphasis on structure and ■ Learning Culture:
touch on are virtual meetings. background noises and keep your authority. Decision-making tends Learning is highly valued in these
background as plain as possible. to be top-down, and roles and workplaces. They encourage Contact Person: Nikita Pillay
Virtual meetings, interactions Encourage attendees to switch to continuous development and T: +27 (0)31 767 0625
or online social events drain responsibilities are clearly defined. E nikita@drg.co.za
Speaker view. The standard video ■ Results-Oriented Culture: provide opportunities for W: www.drg.co.za

2024 COLLECTION OF BUSINESS LEADERS’ STORIES

ZN Top Business is proud Some of the leaders who are knowledge to those following in
to be publishing a leaders’ participating include: their paths.
Kportfolio in 2024.
■ Ashley Bell, Bell Equipment An edited version of these
Much material has been ■ Michael Keats, Goscor interviews can be found online.
researched and written about ■ Pat Moodley, Industrial https://www.youtube.com/c/
the topic of being a good leader. Development Corporation KZNTopBusiness
As has been said by Tony
Robbins, “The importance of ■ Aurelia Alberts, Innovate The content of the interview will
leadership lies in the ability to Durban be used to create a written profile
get things done. Leadership ■ Jay Patel, Royal Tyres which will be featured in an old-
allows you to communicate ■ Rob Kelso, SA Homeloans fashioned hard-covered coffee
a clear vision and then unite ■ Isaac Mbatha, Sky Tents table book. This book will be an
your team around that vision. ■ Lubin Ozoux, Sumitomo absolute classic with historical
Companies with great leaders are Rubber South Africa value; a must have publication.
creative, innovative and agile. ■ Jonathan Naidoo, The written profiles will also
They also have positive company SmartXchange be uploaded to our website
cultures with a sense of purpose ■ Pat Symcox, RE/MAX Coast www.kzntopbusiness.com and Isaac Mbatha Jennifer Reddy
and passion.” shared on social media.
and Country
More now than ever our ■ Jennifer Reddy, Morar
province of KwaZulu-Natal needs Incorporated If you have any queries or would like to
inspirational people around us to ■ Shamla Pather, Shamla nominate someone to participate, please
face the many challenges we have. Pather Attorneys contact:
Angela Alderton,
And we really need people to be C: +27 (0)66 206 5654,
focused on the right things for the ■ Frikkie Brooks, Brooks E: angela@kznleaders.co.za or
right reasons. Facilitation Services Grant Adlam,
C: +27 (0)83 262 9529,
Through the KZN Top Business The Top Business team is E: grantadlam01@gmail.com
Leaders’ Portfolio we are proud to interviewing each leader online W: www.kzntopbusiness.com
recognise some of the outstanding and delving a little into their lives,
individuals in the province who purpose and achievements. The
do have the ability to inspire and participants are also being asked
who are making things happen to share some of the insights
for the good of their business that they have gained on their
entities and further afield. journeys, which is invaluable Pat Symcox Lubin Ozoux

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