General Management (NQF Level 5). · Programme, aligned to unit standards from the National Certificate in General Management (NQF Level 5). And, every module is personalised to YOUR

32 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED.

YourBrand™ is our exclusive, brand-specific leadership development programme powered by Insights Discovery.

It’s available as standard workshops, or as a SETA Accredited Skills Programme, aligned to unit standards from the National Certificate in

General Management (NQF Level 5).

And, every module is personalised to YOUR brand, industry, business structure AND individual teams...

with no additional development costs.

54 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED.4 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED.

Brand-specificLeadership...Your brand differentiates you from the competition. But what about your people? After all they create the experience of your brand.

Whether it’s the goods or services they produce, or their interaction with customers face-to-face, on the phone, via email, on social media, even around the dinner table with friends... your people are your brand.

And your leaders? Have you translated your customers’ expectations – your brand promise – into the leadership competencies you wish to build? Are you building a pipeline of future leaders by focusing on leadership as an organisational capability, rather than just the development of individual leaders?

That’s why we created YourBrand™, as leadership development has to be driven by your brand and business strategies. One size cannot fit all.Generic training delivers generic results.1-4

A brand-specific approach to leadership development: ● Creates a distinct leadership culture that’s aligned to your brand and

business strategy 5

● Defines and builds the leadership competencies that deliver desired results 5

● Drives employee engagement through brand connection, building ambassadors for the brand 6-8

CORPORATEBRAND

LEADERSHIPBRAND

CUSTOMERBRAND

EMPLOYEEBRAND

YourBrand™ also updates the traditional approach of Values Based Leadership and values alignment - as your brand is more than just values - into a brand-specific framework that’s uniquely personalised to your brand, with no development costs.

And, rather than alignment - which always sounds painful! - we enable the connection of your employees’ personal leadership brands and the corporate brand, to drive employee-brand engagement.1,2


BuildLeaders At All Levels...Focusing on leadership as an organisational capability, rather than just the development of individual leaders, builds your leadership pipeline – your next generation of leaders. Your leadership bench.

Investing in leadership also drives financial return. Organisations that invest in transformational leadership development across their business are 2.4 x more likely to be successful in achieving their objectives.9

They’re also creating a pipeline of future leaders, delivering on employee engagement, retaining and attracting talent, driving team effectiveness, building cross-team cooperation and integration, driving increased productivity... and profitability.

33 AVERAGE AGE INDIVIDUALS FIRSTMANAGE OTHERS

42AVERAGE AGE INDIVIDUALSENTER LEADERSHIP DEVELOPMENT TRAINING 10

An organisation-wide leadership development programme has a number of key, strategic benefits:

● Keeps the pipeline filled by involving everyone in the development process

● Develops leadership capabilities at all levels of the business

● Enables future leaders to be identified earlier in their careers

● Increases employee engagement, as learning and development is a key driver of engagement

● Builds a culture of growth ● Retains talent through engagement and

developmental opportunities ● Drives operational efficiency, effectiveness,

and profitability

However, most individuals only start their leadership development training 9 years after embarking on their first management role.10

That’s at least 10 years too late!

The reality is that many managers practice and develop their own leadership skills without any training. That’s like learning to play golf without an instructor; the fundamentals are not learnt correctly, bad habits are developed and repeated...so bad practice becomes the natural way.

YourBrand™ has been designed to support individuals though the different transitions of leadership, with a modular framework that enables the right skills to be learnt at the right time.

Drotter’s Leadership Pipeline 11


DevelopInsightfulSkills...

At the heart of YourBrand™ is Insights Discovery, the powerful preference-based learning system that’s based on over 100 years of psychological research.

We’ve combined the power of the Insights system with the best of the latest thinking in the skills critical to leadership and business performance.

Plus, every module is personalised to the context of your business AND delivered with the simplicity, effectiveness and practical delivery that Insights Discovery is famous for.

10 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED. 1110 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED.

Every advance, every conceptual achievement of mankind has been connected with an advance in self-awareness.

Dr Carl G Jung

The Attitudes: The way we react to outer and inner experiences.

The Rational Functions: How we make decisions.

The Irrational Functions:How we take-in and process information.

Everyone is Unique...The Insights Discovery model is based on the extensive research of Swiss psychologist Dr Carl G Jung and the subsequent work of Dr Jolande Jacobi, one of his leading students.

In “Psychological Types” (1921) Jung’s typology was centred around the concept of different psychological ‘energies’ that influence how we behave, approach situations, and make sense of the world.

He identified three distinct sets of preferences that combine with different intensities to create our unique personal style - how we interact, communicate and work with others.


THINKING/FEELING

The second pair of preferences determine how we make decisions and judge situations. These preferences are called the rational functions.

Thinking is analytical and logical, with personal feelings put aside until an objective decision has been made.

Feeling is subjective, based on personal values and the consideration of others affected by the decision.

Both are rational, judging processes and we all have the capacity to use both functions. However, we all have a preference: where we go to first in making our decisions.

SENSATION/INTUITION

Jung referred to the final pair of preferences as the irrational functions. This doesn’t mean illogical, simply more instinctive. It’s how we perceive; the way we take in information.

Sensing takes in information in bits and pieces, depends on all five senses and is clear and practical. It’s like building a jigsaw puzzle out of the here and now.

Intuition is more future-oriented and conceptual, forming patterns to make new connections and possibilities. It’s that sixth-sense feeling that appears like a ‘hunch’ rising from the unconscious.

EXTRAVERSION/INTROVERSION

The first two preferences are referred to as the attitudes and describe our general orientation of interest with the external world of people and activities (Extraversion) or the internal world of thoughts and feelings (Introversion).

We all use both of these approaches to the world with varying intensities at different times, but most of us have an overall preference that we use most of the time.

POLAR OPPOSITION – THE DRIVING DYNAMIC OF PREFERENCE

These different attitudes and functions operate around the dynamic tension of polar opposites.

If Thinking is dominant, then its corresponding opposite, Feeling, is automatically the inferior function.

It’s the interactions between these attitudes and functions that produce Jung’s psychological types.

THE COLOUR ENERGIES

Insights Discovery translates this theory into a simple, accessible and practical four colour model.

Cool Blue – Introverted ThinkingFiery Red – Extraverted ThinkingEarth Green – Introverted FeelingSunshine Yellow – Extraverted Feeling

All the colour energies have equal value and everyone will use all four to varying degrees. However, the sequence and intensity of our colour use are unique and determine our personal style.

Thinking

Feeling

ExtraversionIntro

vers

ion

sociabledynamicdemonstrativeenthusiasticpersuasive

caringencouraging

sharingpatient

relaxed

cautiousprecise

deliberatequestioning

formal

competitivedemandingdeterminedstrong-willedpurposeful

EVALUATING PREFERENCE

The 25-frame online evaluator is different to other profiling tools as it measures different degrees of preference,

For each frame there are four word pairs that require a choice of ‘most like me’, ‘least like me’ and the remaining two options are then scored in between .

It’s a composite ipsative-likert evaluation (a combination of forced- and scaled-choice), allowing greater expression of individual preference.

The resulting 20+ page Insights Discovery Personal Profile is therefore as unique as you are!


As UniqueAs YouAre...The Insights Discovery Personal Profile is a powerful personal development tool which gives everyone an engaging, reinforcing, and transformational insight into themselves and others.

Celebrating the uniqueness of each person, the profile illustrates how recognising and valuing difference can empower individuals, teams, leaders, and the whole organisation.

Every profile includes the Foundation & Management Chapter, and can be customised with additional chapters - at any time during the programme - to support ongoing learning and development.

INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2017. ALL RIGHTS RESERVED.

FOUNDATION CHAPTER

Introduces you to your personal style... ● Strengths and Weaknesses ● Value to the Team ● Effective Communication ● Barriers to Effective Communication ● Possible Blind Spots ● Opposite Type ● Suggestions for Development ● Colour Dynamics and Insights Wheel

EFFECTIVE SELLING CHAPTER

Selling = Influencing.... ● Selling Style ● Before the Sale Begins ● Identifying Needs ● Proposing ● Handling Buying Resistance ● Gaining Commitment ● Follow-up & Follow Through ● Sales Preference Indicators

PERSONAL ACHIEVEMENT CHAPTER

An exploration of growth... ● Living on Purpose ● Life and Time Management ● Personal Creativity ● Learning Styles

MANAGEMENT CHAPTER

Your management style... ● Managing ● Motivating ● Management Style ● Creating the Ideal Environment


And, by plotting a Team Wheel, everyone has a visual and highly practical view of the team:

● Balance of colour energy preferences ● Possible strengths, weaknesses and blind spots ● Facilitates connecting more effectively both

within the team and with other teams ● Raises team self-awareness and effectiveness

Every profile includes the Colour Dynamics graphs, that show the unique order and intensity of both conscious and less conscious colour energy preference, based on the answers to the online preference evaluator.

Every profile also includes the individual’s position on the Insights Discovery Wheel, a visual representation of the Insights Discovery System.

It’s a faithful reproduction of Jung’s work, with 8-Types and 72 possible different combinations of colour energy preferences.

What’s YourPosition...

The Insights Wheel also takes centre stage in all our workshops, with a unique format that breaks down the barriers typically experienced with standard training.

They’re interactive and participative, practical in application, and empower everyone across all levels of the business to experience positive, lasting change.

And, as everyone learns differently, all our workshops and course materials have been specially created to accommodate all learning styles and optimise peer interaction and learning.

Plus, every workshop is personalised to your brand, strategy AND individual teams, to give the context essential for the optimum learning experience.12-14

18 © ST-AND, 2018. INSIGHTS DISCOVERY © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED. 19

As well different learning styles, YourBrand™ also accommodates the differences in HOW we prefer to have information presented to us:15,16

● Some of us retain information better when its presented verbally (written or spoken words) - others when it is presented visually (pictures, diagrams or charts)

● Some of us prefer to acquire new information step-by-step in pieces and parts (analytic) - others prefer to consider the big-picture, maintaining a global view over larger chunks of information (holistic)

It’s the integration of the workshop experience AND the workshop course materials that’s essential to the learning experience! Together they need to complete the learning loop for different learning styles.

So, unlike other leadership development programmes, it’s not just our presentation slides that are customised.

All our professionally designed course notes are personalised too. At no extra cost.

Because we don’t all see things the same way, we don’t learn in the same way.


StraightOr WithCredits?...YourBrand™ has been designed to be delivered straight – as standard workshops – or with credits towards a formal qualification.

Each module has been aligned to unit standards that form part of the National Certificate in General Management (NQF Level 5): the qualification that covers the skills and behaviours required for effective personal, team, leadership, and organisational growth.

And, as we’re a SETA accredited training provider, you’re not only able to claim 100% of your spend with us towards the Skills Development portion of your B-BBEE scorecard, you can also apply for discretionary and PIVOTAL grants for any credit-bearing programme we develop for you!

SKILLS DEVELOPMENT & B-BBEE SCORECARD

The revised B-BBEE codes set in 2015 placed more emphasis on skills development, making it a priority element on the B-BBEE Scorecard.

The generic scorecard allocates 20 points - and 5 bonus points - to skills development, requiring a spend of 6% of leviable payroll to achieve maximum score.*,17

Companies need to provide targeted training, with a maximum of 15% of total expenditure on internal and/or non-accredited courses.17

There’s also a cap of 15% on training expenses, such as accommodation, catering, and travel.17

The focus of skills development needs to be on accredited skills programmes: training that delivers credits towards a SAQA recognised qualification.17

And, if companies don’t achieve a threshold of 40% - 8 points - they will be penalised by a drop of one level on their scorecard.17

But, rather than considering skills development as merely compliance, the opportunity is to ensure that training always delivers to the bottom line. 85%

Accredited Training

15%Internal/

Non-accreditedTraining

6%Payroll

*3% for SMEs (annual turnover R10m - R50m). SMEs also only need to comply with at least two of the five priority elements.

As an accredited skills programme, YourBrand™ complies with all the skills development requirements of the B-BBEE scorecard.

YourBrand™ also:

● Proactively develops the skills required to deliver increased business performance and profit

● Provides a ladder of development that creates career paths, and facilitates career management and succession planning

● Drives employee engagement and retention ● Enables cost-effective implementation to

increase return on investment


Leadership and learning are indispensable to each other.

John F. Kennedy

49.5%Discretionary Funds

10.5%Admin

20%National Skills Fund

20%Mandatory Grant

SKILLS DEVELOPMENT LEVY

Companies with an annual salary bill of R500,000 or more pay 1% of their salary bill as a Skills Development Levy, paid monthly to SARS together with PAYE and UIF contributions.18

The Skills Development Levy is then is distributed to the various SETAs (Sector Education and Training Authorities) to promote learning, development, and growth of employee skills in their area of accountability.

10.5% of the levies paid are used to cover SETA administration costs, and 20% is allocated to the National Skills Development Fund (for National, rather than sector-specific skills development initiatives).19

The remaining 69.5% is available to fund employee skills development:

● 20% as Mandatory Grants: Linked to the delivery of your Workplace Skills Plan (WSP) and Annual Training Report (ATR)

● 49.5% as Discretionary Funding: For PIVOTAL training programmes – Professional, Vocational, Technical and Academic – that result in qualifications or part qualifications (unit standards from the same qualification) on the National Qualifications Framework (NQF) 19

YOUR COMPLETE SOLUTION

Whilst the details differ by SETA, discretionary funding is for programmes that address scarce and critical skills. This includes management and leadership development.

So, we developed YourBrand™ to be aligned to NQF unit standards - from the National Certificate in General Management - to be delivered as a PIVOTAL skills development programme.

With its modular framework, flexibility of implementation and simple, transparent costing structure, YourBrand™ is a complete solution to your Skills Development Plan.


DeliverROI...

It’s a simple equation, but unfortunately less than 10% of organisations actually measure the effectiveness of their training.20,21

And those that do, rarely go beyond the smiley sheets that give immediate feedback at the end at the end of a workshop, rather than fully evaluating the effectiveness of the training back in the workplace.

We believe it’s essential to evaluate the value of training on business performance.

LESS INVESTMENT

Traditionally, creating a highly personalised leadership development programme would be expensive, either in terms of the internal resources required to build the programme, or the fees of an external consultancy.

However, though our unique YourBrand™ framework, we can deliver a highly personalised, contextual programme with no development costs.

Plus, as a SETA accredited training provider, you have the opportunity to claim additional rebates for any credit-bearing courses we run for you, to further reduce your cost of implementation.

We’ve built YourBrand™ with ROI in mind, to drive financial return AND minimise investment.

MORE RETURN

YourBrand™ is designed to drive performance:

● Unique brand-specific framework to align your people development with your brand and business strategy

● Over 20 modules to develop the skills critical to personal, team and leadership performance

● Powered by Insights Discovery to build the self, team, and organisational awareness that’s proven to deliver performance

3x MORE MILLENIALS CHOSE TRAINING AND DEVELOPMENT vs CASH BONUSES AS THEIR FIRST CHOICE OF EMPLOYMENT BENEFIT 22

2 1 3


Our review process is based on the four levels of the Kirkpatrick model:23

1: Reaction - Measures the satisfaction, engagement , and relevance immediately post-training (the smiley sheets).

2: Learning - Measures changes in knowledge, skills, attitude, confidence, and commitment.

3: Behaviour - Measures changes in behaviour and application of learning in the workplace.

4: Results - Measures the impact to the business.

During the understand planning stage we’ll agree WHAT and HOW we’ll evaluate, together with the brand-specific leadership competencies that you wish to build.

If we’re working with you on a SETA accredited programme, evaluation of learning is through the post-training summative assessment – the perfect way to evaluate learning and application at work.

If we’re running a standard training programme – without credits leading to a qualification – we’ll include learning assessments as part of the workshop plan.

Our objective is always not to add more paperwork into the process! Wherever possible we’ll use processes and metrics that you already have in place.

For example, we can use your employment engagement survey, the annual performance review, current 360 feedback loops etc.

You’ll be surprised at how easy it is to evaluate a programme once the process and measurements are agreed upfront.

UNDERSTAND

DEVELOPREVIEW

4. RESULTS

3. BEHAVIOUR

2. LEARNING

1. REACTION

EXPERIENCE

45% OF SOUTH AFRICAN EMPLOYEES ARE ACTIVELY DISENGAGED AT WORK 24

A 5% INCREASE IN EMPLOYEE ENGAGEMENT RESULTS IN A 3% GROWTH IN REVENUE 25

5% = 3%

LEADERSHIP ACCOUNTS FOR AT LEAST 70% OF THE DIFFERENCE IN EMPLOYEE ENGAGEMENT BETWEEN TEAMS 26

0% OF SENIOR MANAGERS IN SOUTH AFRICA THINK THAT MANAGEMENT COMMUNICATION NEEDS TO IMPROVE 27

76% OF EMPLOYEES IN SOUTH AFRICA ARE LOOKING FOR IMPROVED COMMUNICATION FROM THEIR MANAGEMENT 27


Building YourLeadership BrandWith over 20 modules, YourBrand™ has been designed to be the complete solution to individual, team, leadership, and organisational development.

● Everyone receives a binder to house their course notes and Insights Discovery Personal Profile - keeps everything neatly together and provides easy reference after the workshops

● Course work and reflection exercises are included to accommodate all learning styles

● Modular framework enables complete flexibility of implementation - modules can be combined according to seniority of employee, team, business unit and/or strategic need

● Modules can be delivered as standalone training updates as part of an employee’s Personal Development Plan - a complete solution to employee development

● Modules are aligned to NQF unit standards and can be run to deliver credits towards the National Certificate in General Management

● Uniquely personalised to your brand, industry, business structure AND individual teams, with no additional development costs.

And, we’ll work with your brand essence to name the programme. It’s your brand after all!

UNDERSTAND WHAT THEIR COMPANY STANDS FOR AND WHAT MAKES IT DIFFERENT TO THE COMPETITION 24

ONLY 2 OUT OF 5 EMPLOYEES FULLY


TheModules...

Every module is designed to enable us to deliver to the four levels of customisation required for effective leadership development:28

● Organisational Strategy ● Brand & Culture ● Individual Roles ● Personal Goals

And, by using the same framework, language and personal style-based approach across all 20+ modules, we’re building on the learning at each stage of the programme.

Full details of all the modules - as standard workshops or as a SETA accredited skills programme - are available in our YourBrand™ modules and pricing guide brochure.

DOWNLOAD MODULES 2017

DISCOVERING PERSONAL EFFECTIVENESSAn introduction to Insights, leadership and self-awareness...

DEVELOPING YOUR LEADERSHIP BRANDWhat makes YOU different...

BUILDING EMOTIONAL & SOCIAL INTELLIGENCEMore important than IQ...

TAKING THE LEAD ON STRESSManaging the reality of modern life...

GIVING & RECEIVING EFFECTIVE FEEDBACKFeedback that counts...

MANAGING CONFLICTFor self and others...

COMMUNICATING WITH IMPACTLanding the message...

MAKING MEETING MATTERGroup productivity...

INFLUENCING SKILLSSelling your ideas...

BUILDING TEAM PERFORMANCEUnlocking team potential…

EMPLOYEE ENGAGEMENTMore than just a survey...

LEADER AS COACHSupporting growth...

PERFORMANCE MANAGEMENTMore than an annual event...

RECRUITING TALENTMaking the right choice...

PERFECTING PROCESSRoles, responsibilities and best practice...

CELEBRATE DIVERSITYBe different...

ENGAGING WITH CHANGEGet ahead of the curve...

CHANGE & COMMUNICATIONA balanced approach...

INNOVATION & CREATIVE THINKINGThink differently...

CRITICAL & SYSTEMS THINKINGThink with discipline...

DEVELOPING TALENTInspire to excel...

http://st-and.co.za/media/YourBrand-Modules-Brochure.pdf


MODULE UNIT STANDARD LEVEL CREDITS DAYS

LS-1Discovering Personal Effectiveness

252027Devise and apply strategies to establish and maintain workplace relationships

5 6 2

LS-2Developing Your Leadership Brand

120300Analyse leadership and related theories in a work context

5 8 2

LS-3Building Emotional & Social Intelligence

252031Apply the principles and concepts of emotional intelligence to the management of self and others

5 4 2LS-4

Taking The Lead On Stress

LS-5Giving & Receiving Effective Feedback

LS-6 Managing Conflict 114226Interpret and manage conflicts within the workplace

5 8 2

LS-7Communicating With Impact

12433 Use communication techniques effectively 5 8 2 (+1)LS-8Making Meetings Matter

LS-9 Influencing Skills

SETA Accredited Courses: Summary

LEAD SELF LEAD TEAMS LEAD CHANGE MODULE UNIT STANDARD LEVEL CREDITS DAYS

LT-1Building Team Performance

252037 Build teams to achieve goals and objectives 5 6 2

LT-2Employee Engagement

252042Apply the principles of ethics to improve organisational culture

5 5 2

LT-3Coaching & Mentoring

15224

Empower team members through recognising strengths, encouraging participation in decision making, and delegating tasks

5 8 2

LT-4Performance Management

252034Monitor and evaluate team members against performance standards

5 8 2

LT-5 Recruiting Talent 12140Recruit and select candidates to fill defined positions

5 9 2

LT-6 Perfecting Process 15214Recognise areas in need of change, make recommendations, and implement change in the team, department or division

5 3 2

LT-7Celebrating Diversity

252043 Manage a diverse work force to add value 5 6 2

LC-1Engaging With Change

252021Formulate recommendations for a change process

5 8 2

LC-2Change & Communication

264408Manage and improve communication processes in a function

6 3 2

LC-3Innovation & Creative Thinking

252020Create and manage an environment that promotes innovation

5 6 2

LC-4Critical & Systems Thinking

252026Apply a systems approach to decision making

5 6 2

LC-5 Developing Talent 252029Lead people development and talent management

5 8 2

http://allqs.saqa.org.za/showUnitStandard.php?id=252027












http://252021






AboutUs..MEET STEVE ANDREWS

Steve opened ST-AND to do things differently… the first consultancy in South Africa to focus on the integrated development of your brand and your people - your two most important assets.

Originally trained as a vet (yes a vet!) Steve has been bringing his practical approach to brand and people solutions for over 20 years.

He’s worked on the successful development of leading corporate and FMCG brands (including Mars, Unilever, Sara Lee, Nestlé) and, before opening ST-AND, headed up Corporate Brand and Design for Woolworths.

Steve’s a member of COMENSA (the professional body for coaching and mentoring in SA), an Insights Discovery Licensed Practitioner, registered assessor, and ‘dad’ to our YourBrand™ framework.

REFERENCES:

1. Ulrich, D., Smallwood, N. (2007). Leadership brand: Developing customer-focused leaders to drive performance and build lasting value. Boston, MA: Harvard Business School Press.

2. Ulrich, D., Smallwood, N. (2008). Aligning firm, leadership, and personal brand. Leader to Leader, 2008(47).3. Gurdjian, P., Halbeisen, T., Lane, K. (2014). McKinsey quarterly: Why leadership development programs fail. (mckinsey.com).4. Gagnon, S., Collinson, D. (2014). Rethinking global leadership development programs: The interrelated significance of power,

context and identity. Organization Studies, 35.5. Intagliata, J., Ulrich, D., Smallwood, N. (2000). Leveraging leadership competencies to produce leadership brand: Creating

distinctiveness by focusing on strategy and results. Human Resources Planning, 23(4).6. Morhart, F.M., Herzog, W., Tomczak, T. (2009). Brand-specific leadership: Turning employees into brand champions. Journal

of Marketing, 73.7. O’Boyle, E., Adkins, A. (2015). Super Bowl ads don’t make a brand. Gallup Business Journal. (gallup.com).8. Arruda, W (2013). Three steps for transforming employees into brand ambassadors. Forbes Leadership. (forbes.com).9. McKinsey & Company (2010). Transformational change survey. McKinsey Quarterly. (mckinsey.com).10. Zenger, J. (2012). We wait too long to train our leaders. Harvard Business Review: Leadership. (hbr.com).11. Charan, R., Drotter, S. J., Noel, J,L. (2001). The leadership pipeline: How to build the leadership-powered company. San

Francisco: Jossey-Bass.12. Knowles, M. S. (1984). Andragogy in action. San Francisco: Jossey-Bass.13. Knowles, M. S., Swanson, R. A., Holton, E. F. III (2005). The adult learner: The definitive classic in adult education and

human resource development (6th ed.). California: Elsevier Science and Technology Books.14. The National Institute For Staff And Organizational Development (NIOSD). (2007). 30 Things we know for sure about adult

learning. Innovation Abstracts. University of Texas at Austin. XXIX(4).15. Riding, R., Cheema, I. (1991). Cognitive styles: An overview and integration. Educational Psychology, 11(3 & 4).16. McLoughlin, C. (1999). The implications of the research literature on learning styles for the design of instructional material.

Australian Journal of Educational Technology, 15(3).17. B-BBEE Act (dti.gov.za).18. Skills Development Levy (sars.gov.za).19. Skills Development Act (labour.gov.za).20. McKinsey & Company (2010). Building organizational capabilities. McKinsey Quarterly. (mckinsey.com).21. CIPD (2015). Learning and development: Annual survey report. (cipd.co.uk).22. PwC (2011). Millennials at work: Reshaping the workplace. (pwc.com).23. Kirkpatrick, D.L., Kirkpatrick, D.J. (2009). Evaluating training programs: The four levels (3rd Edition). San Fransisco:

Berrett-Koehler.24. Gallup (2013). State of the global workplace: Employee engagement insights for business leaders worldwide. (gallup.com).25. Aon Hewitt (2015). 2015 trends in employee engagement. (aon.com).26. Gallup (2015). State of the American manager: Analytics and advice for leaders. (gallup.com).27. PDT (2015). The state of employee engagement in South Africa. (pdtsa.co.za).28. Petriglieri, G. (2016). How to really customize leadership development. Harvard Business Review: Leadership. (hbr.com)

© ST-AND, 2018. INSIGHTS, INSIGHTS DISCOVERY AND THE INSIGHTS WHEEL ARE REGISTERED TRADEMARKS AND USED WITH PERMISSION. © THE INSIGHTS GROUP LTD, 2018. ALL RIGHTS RESERVED.

ST-AND BRAND & PEOPLE DEVELOPMENT (PTY) LTDREG NO. 2014/132014/07

VAT NO. 4210265999SETA ACCREDITATION NO: 12251

CAPE TOWN 8001

stand.co.za

071 887 0007 [email protected]

Documents

General Management (NQF Level 5). · Programme, aligned to unit standards from the National Certificate in General Management (NQF Level 5). And, every module is personalised to YOUR