PRESENTED BY: SIDDEEQ RAILOUN

1. “THE VALUE OF PERSONAL TRANSFORMATION IN ESTABLISHING INSTITUTIONAL EXCELLENCE” PRESENTED BY: SIDDEEQ RAILOUN

2. “WHO AM I” A Journey of Personal Transformation

3. WHO AM I? The Personal Journey in Transformation is about unleashing your human potential. YOU

4. A JOURNEY OF PERSONAL TRANSFORMATION The first step in personal transformation… is to know that you can change your thinking.  When you change your thinking... you can change your life - one thought at a time!

5. A JOURNEY OF PERSONAL TRANSFORMATION Personal transformation is the ‘human cutting edge technology’ that provides the strategic advantage to organisations and the opportunities clients, and staff are seeking.

6. A JOURNEY OF PERSONAL TRANSFORMATION The power of believing in oneself has the makings of nothing less than a miracle and has attributed towards many of the great achievements in the world, spanning over hundreds of years.

7. A JOURNEY OF PERSONAL TRANSFORMATION The essence of personal transformation comes from acknowledging and harnessing the creativity, knowledge, expertise, experience and motivational power from within staff to maximise organisational benefits.

8. POWER WITHIN The wonderful thing about power is that it lies within the core of each one of us; it is invisible, indispensable and a force that we all have, no matter what our life context may be. It is an untapped source of personal potential and possibility, free to only those that choose to own it.

9. POWER WITHIN Greatness comes from the mind, heart and soul; it is activated by a conscious belief that we can make a difference in our lives and the lives of others.

10. PERSONAL TRANSFORMATION Personal transformation is a structured process used by management to validate and nurture the human potential of all its workers and themselves

11. PERSONAL TRANSFORMATION Empowered clients have begun to develop very high expectations regarding service, and service delivery an institution claims it delivers. If these are not self-managed by workers, the institution stands to loose its credibility, image and ability to deliver excellent service

12. PERSONAL TRANSFORMATION Personal transformation enables workers to act with principled strength in the face of personal adversity, while the institutional structures and leadership balance a delicate equilibrium between worker accountability, responsibility and empowered freedom

13. LEARNING EXPERIENCES The learning experience explores the relationship and messages you receive from:

14. THE PROCESS • Exploring how the personal, interpersonal and intrapersonal effects of power - affects ones cognition, motivation and self-perception • Exploring the effects of power within interactions between individuals. • Exploring the effects of power within family, groups and organisations. • Exploring the effects of power within societies, its institutions and culture

15. SELF EMPOWERMENT Believing in WHO you are • If you don’t stand for something — you will fallfor anything. • If you don’t choose for yourself — others will choose for you. • If you don’tdo it yourself — others will do it for you or to you. • If you don’t createchange — change will create you. • If you don’t takeresponsibility and you hold others responsible, always blaming them for your life, your behaviour and your circumstances, • You will never have the power — to shape your own destiny. • The powerwill always live within others and not with you. • It will stay outside of you and notwithin you.

16. OPPRESSION, DOMINATION & EXPLOITATION • We need to understand our part in oppression, domination, exploitation and the power that these expressions hold and the consequences it has on our lives. In order for us to transcend and harness our power and embrace the future, we must focus on what we do in the present.

17. OPPRESSION, DOMINATION & EXPLOITATION “Among those who dislike oppression are many who like to oppress.” Napoleon Bonaparte “The most potent weapon in the hands of the oppressor is the mind of the oppressed...” - Steve Biko

18. OPPRESSION, DOMINATION & EXPLOITATION Each day we reduce energies with those inward resounding questions, here or there; this or that; right or wrong, this separates us into parts and pieces and influences us to reduce people to them or us

19. MODEL OF OPPRESSION • THE MODEL EXPLORES: • How power influences one’s thoughts, perceptions and self-worth? • How power sways one’s emotions and actions? • How power changes the dynamics of interactions between individuals and between groups? • How one uses power and how one influences the misuse or abuse of power? • How, when and where does one lose or gain power? • How to understand the mechanisms of power? • What forms of power shaped “ME” in to ‘WHO” I am today?

20. LEVELS OF OPPRESSION — Adapted from Margaret D. Pusch, 1979 (On a) Personal level That personal values, beliefs, thoughts and feelings exists that individuals and “other” groups are inferior or superior. These values, beliefs, thoughts and feelings have been learnt or internalised either directly or indirectly by imitating or modelling group or individual actions and words. Although it is at this level that oppression is learnt, it can also be unlearnt. (The) Interpersonal level The ways we behave towards individuals and “other” groups given our personal attitudes, values and beliefs about individuals or “other” groups. At this level oppression is usually taught or caught, such as in school, homes or at work.

21. LEVELS OF OPPRESSION — Adapted from Margaret D. Pusch, 1979 The Institutional level Refers to the laws, policies and practices that consciously or unconsciously entrench systemic inequalities and injustices in a society. It may also legitimise institutional, per­sonal or group oppression because of misuse and abuse of power and authority by individuals and groups in an organisation. At a Cultural level Customs, traditions and rituals of individuals and groups may express a sense of superiority of their cultural heritage, cultural practices and values over that of “other” cultural heritages. It is here that what is right, proper or beautiful is determined. The Spiritual level Reflects the principles, virtues, values or beliefs and standards of ethics that society holds dear. It expresses the amount of commitment an individual or group radiates towards integrated and interconnected life-enhancing ways of being

22. ACCEPTING CHANGE Change creates conflict, as much as conflict brings about change. Staff who feel threatened, insecure, undervalued or unsure about their roles in the organisation become resistant, manipulative or passive aggressive to change. The organisation is then severely challenged in gaining and keeping its market share or valued staff.

23. LIFE-ENHANCING Embracing and celebrating life-enhancing thoughts allows us the opportunity to adopt a life-enhancing attitude that aims at improving the richness of our lives; connecting and touching that which gives life meaning and purpose through the heart, soul, body and mind of ourselves and others

24. WHAT ARE YOUR LIFE PATTERNS? CONCERN Care about Influence &Control CONCERN CONCERN Influence Affect directly Influence 3 • Future Patterns • Nothing in life is static. • If you don’t succeed, try again. • On second thoughts, I don’t mind trying it. • I can make a difference. • Being proactive. 2 • Transition Patterns • Most of the time I do pretty well but I feel I am being overstretched. • I could perform better with more resources. • If only it could be done this way as well. 1 • Negative Patterns • Just too many things need to be done. • This is not my problem, it’s theirs. • I do not have the power to change things. Circle of Influence & Concern adapted from Covey’s 7 Habits of Highly Effective People

25. GOALS • To address and confront barriers to personal transformational growth. • To develop an understanding of the ‘inner self’, ‘professional self’ and the ‘social self’. • To explore and understand the personal impact of various types of power and the consequences thereof. • To develop a thought tool box of effective individual skills • To maintain an integrated approach that is linked with other life initiatives. • To strip away and re-examine stereotypes and misinformation about the “other” and self. • To contribute towards building significant interpersonal relationships with people one regards as different. • To contribute towards the overall well-being of individuals. • To learn to reframe language in a life-enhancing form. • To provide a safe fun environment to reduce the amount of fear and anxiety that persons might feel in addressing these issues.

26. INTENDED OUTCOMES • Establish greater personal control and responsibility within individuals. • Be able to reflect on how power influences their knowledge and perspectives on transformation initiatives. • Become aware of their inner power to make informed choices. • Be able to identify personal challenges and responsibility in achieving personal transformation. • Be proactive in strengthening and developing personal leadership. • Able to recognise, understand and appreciate the strengths of history, culture, tradition and diversity. • Understand and celebrate similarities and differences within their personal, professional and societal environments. • Understand the relationship between knowledge, communication, conflict and power. • Reinforce empathetic behaviour and attitudes. • Be able to examine ‘ism’s and symptomatic manifestations of life-inhibiting ways.

27. Staff who believe in themselves, feel they own their jobs, and that they have a key contributing role to play, are far more likely to give their best to the company

28. The two day Personal Transformation workshop, aims to create a conscious practice of transformative ways of being through understanding power, its relationship to life-inhibiting conflict by acquiring the conscious skills to transcend these to life-enhancing experiences for all

29. THANK YOU SIDDEEQ RAILOUN Mobile: 072 245 5484 E-mail : siddeeq@railoun.com Web: www.railoun.com Web: www.visionactiv.com

30. Q & A