An introduction to the Care and Growth approach to Human Excellence, and how it applies for Organisational, Leadership, Team, as well as Personal Excellence.

1. The Care and Growth Approach to Human Excellence

2. The Rules of the game…
• Please keep your mic muted and your
camera off.
• Move the small screen with the
presenter to the extreme right of the
screen
• Interact or respond to questions via
the chatbox unless requested
otherwise

3. Your Facilitator
• Etsko Schuitema is the founder of the
Schuitema Group, established in 1990.
Organisation.
• Founded on research conducted at the
Chamber of Mine’s Research Organisation ‘s
Human Resources Laboratory in the 1980’s.
• These insights gave rise to a number of
models relating to human and organisational
excellence, including the Intent model of
maturation and the Care and Growth
leadership Model.

4. Schuitema Human Excellence Group
• We have worked in 29 countries
around the world
• We have three offices, one based in
South Africa, one based in Pakistan
and one based in Sweden.
• We have worked in diverse
organisations.

5. We see transformation as changing the narrative of an organisation
From a machine that works to achieve a result
To a community of people who collaborate to serve

6. Enterprises don’t exist for themselves…
Enterprises
exist to
serve
customers
and clients

7. Enterprises don’t exist for themselves…
Enterprises exist to serve
customers and clients

8. The intent the serve produces surpluses…
Enterprises exist to serve
customers and clients

9. The intent the serve produces surpluses…
Enterprises exist to serve
customers and clients
Surplus
A surplus is the measure of the
degree to which the average member
of the group gave more than they
took…

10. The intent the serve accounts for successful teams
Teams succeed when
members of the team set
each other up to succeed
There are three reasons for this…
• There is a culture of good
citizenship in the group.
• The group has a benevolent intent.
• The group is well lead. People
don’t work for organisations
because they want to, they work
for bosses because they want to.

11. What this means for hierarchies
When bosses are asked to
define leadership they say:
Leadership is about achieving a result through people
Some Definitions
Integrity, An example to others, Motivates, Servanthood, A
chief connector, Inspirational, Set up people for success,
Selfless, Aware of own behaviour, Setting direction,
Engagement, Creating vision, The ability to influence others,
point out a direction, Role model, Emotional Intelligence,
Compassion, Inspiring others to realize their full potential,
Growing people, Inspiration generator, Guide, Coach, Giving
resources, Direct people towards a achieving a result, Set a
vision, Be a role model, trust the people, Leading by including
others, Trust, Integrity, Capability Builder, Creating
psychological safety, Courage…

12. When the boss thinks ‘Leadership is about achieving a result through people’ they make takers
Fred, in 1980 I did what you have to do now and what I did worked, do what I did
Joe, in 1980 I did what you have to do now and what I did worked, it made helpful to you
Who will work for you because they have to and because they want to?
HAVE TO
WANT TO
If you think
Leadership is about
achieving a result
through people
Is this consistent with
the Fred or the Joe
interaction?
JOB
PERSONFRED
PERSON
JOB ENDSMEANS INTENT
JOE PERSON
JOB
GIVE
TAKE=
=
=

13. When the boss thinks ‘Leadership is about achieving a result through people’ they make takers
Fred, in 1980 I did what you have to do now and what I did worked, do what I did
Joe, in 1980 I did what you have to do now and what I did worked, it made helpful to you
Who will work for you because they have to and because they want to?
HAVE TO
WANT TO
In order to define leadership
consistently with the Joe
interaction one would
need to say…
JOB
PERSONFRED
PERSON
JOB ENDSMEANS INTENT
JOE PERSON
JOB
GIVE
TAKE=
= =
Leadership is about
achieving people
through results

14. 14
Leadership is about
achieving people
through results
This is exactly what a coach does with a team
The coach does not
use the player
as his means to
achieve a result, he
uses the result as his
means to coach
the player

15. ‘Want to’ boss
Clarity of vision , right intention,
transparent, trustworthy, Trusting, Believes
in me, supports me, gives me feedback,
provides the vision and intent and listens to
my thoughts, Available, Listener, someone
who supports and cares about me,
Inspirational and role model leader,
coaching, honest, good listener,
accountability and taking responsibility,
make me grow, sincere, invested in me,
makes time for me / prioritises me,
authentic, human, Authentic, True, clear in
communication, honest, giving "freedom
under responsibility", making you grow as
person and professional.
The kind of boss people work for because they want to

16. ‘Want to’ boss
Clarity of vision , right intention,
transparent, trustworthy, Trusting, Believes
in me, supports me, gives me feedback,
provides the vision and intent and listens to
my thoughts, Available, Listener, someone
who supports and cares about me,
Inspirational and role model leader,
coaching, honest, good listener,
accountability and taking responsibility,
make me grow, sincere, invested in me,
makes time for me / prioritises me,
authentic, human, Authentic, True, clear in
communication, honest, giving "freedom
under responsibility", making you grow as
person and professional.
The kind of boss people work for because they want to
CARE

17. ‘Want to’ boss
Clarity of vision , right intention,
transparent, trustworthy, Trusting, Believes
in me, supports me, gives me feedback,
provides the vision and intent and listens to
my thoughts, Available, Listener, someone
who supports and cares about me,
Inspirational and role model leader,
coaching, honest, good listener,
accountability and taking responsibility,
make me grow, sincere, invested in me,
makes time for me / prioritises me,
authentic, human, Authentic, True, clear in
communication, honest, giving "freedom
under responsibility", making you grow as
person and professional.
The kind of boss people work for because they want to
CARE
GROWTH
and
Legitimate Power

18. The Second Axiom
Any relationship of POWER is
Legitimate if the aim of that
relationship is the
CARE and Growth
of the subordinate.

19. The Third Axiom
CARE and Growth
implies an incremental suspension of
control in order to empower the
subordinate

20. How do you empower someone? Don’t give him a fish…?
Hook, line, sinker, bait, boat
lake, beer, stool, umbrella,
sunglasses, license
How to bait a hook,
where to cast,
why he should fish
If you don’t catch a fish
after this, STARVE!!!
MEANS
ABILITY
ACCOUNTABILITY
Tools, Resources, Authority,
Standards, Authority,
Information, Boss’ Time
How
Why
MEANS
ABILITY
ACCOUNTABILITY
CAREFUL
EXTRAMILE
CARELESS
MALEVOLENT
STANDARD
DISMISSS
WARN
RECOGNISE
REWARD

21. The soft and the hard mistakes…
To treat Means and Ability
issues as if they are
Accountability issues
To treat accountability
issues as if they are
Means and Ability issues
Of the two
the soft mistake is worse.
The Hard Mistake
The Soft Mistake
Tools, Resources, Authority,
Standards, Authority,
Information, Boss’ Time
How
Why
MEANS
ABILITY
ACCOUNTABILITY
CAREFUL
EXTRAMILE
CARELESS
MALEVOLENT
STANDARD
DISMISSS
WARN
RECOGNISE
REWARD

22. Why do you work?
Get paid, keep a roof over my head, earn a decent living, put the kids through
school…
Fun, growth, learning, challenge, the opportunity to be creative, contribute to my
development…
Build my career, achieve something in life, to succeed, leave a legacy, for the
status, not to fail…
Make a contribution, have great colleagues, make the world a better place,
develop people…
SECURITY
FULFILLMENT
POWER
HARMONY

23. Security, fulfilment, power and harmony are manufactured in intent
SECURITY
FULFILLMENT
POWER
HARMONY
SELF
OTHER
GET GIVE
INSECURE
DISCONTENT
WEAKNESS
CONFLICT
SECURE
FULFILLED
POWER
HARMONY

24. ORGANISATIONAL EXCELLENCE
Value Added Business
Harmony with outside stakeholders
PERSONALEXCELLENCE
SECURITYandFULFILM
ENTare
theproductoftheintenttogive
TEAM
EXCELLENCE
Harm
ony is the
product of team
m
em
bers setting others up
to
succeed
LEADERSHIP EXCELLENCE
POWER is the product of the intent of the
leader too Care for and Grow the
Excellence is
the product of
the intent
to GIVE or
SERVE
1. When an organisation adds value
to its environment or market it
succeeds. Businesses are there to
make a contribution to customers
and clients.
2. The intent to serve accounts for
the individual’s success as a team
member. It accounts for the
HARMONY with others.
3. The intent to serve also accounts
for the individual’s success as a
leader. It accounts for the
legitimacy of their POWER.
4. The intent to serve accounts for
the individual’s FULFILMENT and
SECURITY
To conclude:

25. At Schuitema Human Excellence Group We serve to:
1. Help leaders define how their organisation
makes a contribution to the world.
2. Help teams to succeed by enabling members to
set each other up to succeed
3. Help leaders to solicit the discretionary
contribution of subordinates by enabling them
to Care for and Grow their people
4. Help individuals to achieve a fundamental sense
of security and fulfilment in their lives

26. At Schuitema Human Excellence Group enable comprehensive
Transformation and change management
1.We diagnose.
2.We consult.
3.We train.
4.We coach.

27. This programme
This introductory programme contains x modules:
1. x
2. y
3. z
4. lksdfls
At the end of the programme you will:
- Know this
- Be aware of that
- Have heard of these things
- …

28. xE01
Module title

29. Care & Growth Content
Intent
Thematic
Org
Excellence
Leadership
Excellence
Team Excellence
Personal
Excellence
Value Added Accounting,
Benevolent Intent, Control,
Structure, System
Care, Means, Ability, Accountability
Team Values, Trust, Competence,
Retrospectives
Transactional Correctness,
Intention, Attention,

30. Slide
1. .

31. xE02
Module title

32. Slide
1. .

33. Summary and feedback
In the chat box, please write:
- A number between 1 and 5, that best describes your
feeling right now
- 1 = Give me my time back :(
- 5 = Today has been awesome! :D
- After the number, if you like, add a comment as to
why you picked that number, for example:
- ”1: I knew all of this already”
- ”5: Great questions from the audience, and great
answers and discussions that followed”
- Feel free to also add any main take away that you
want to try or explore further!

34. Thank you!