1. Building and sustaining a character-based
culture of Emotional & Spiritual intelligence
in the Workplace

2. Agenda
 Aspects of character-based Leadership
 Recognise the foundational principles and
practices of Servant Leadership
 Living by design
 Your leadership journey:
struggles, survival, failure towards success
and significance and surrender
 Leadership tests towards maturity
 Finishing well

4. Amelie

5. Juliette

6. Re-engineering Your Business
for the Future
START WITH The 18 inch Journey to the Heart of Real
Transformation now
Mario Denton (MBA, MeCon, PhD)
Ritz-Carlton Marina Del Rey Los Angeles
September 16-19, 2012

7. n Amerikaanse toeris doen “whitewater rafting” op die
Oranjerivier met Gatiep as sy toergids .
 Die Amerikaner vra vir Gatiep:“Do you know
psychology, methodology, biology or geology?
Gatiep antwoord: “Nei my Bru, never heard those big words.”
Amerikaner:“You sure don’t know a lot my friend?”
Skielik kry die boot 'n lekkasie en begin sink.
Gatiep:”Do you know swimonology and escapology away from
crocodology?”
Amerikaner: “What the hell do you mean?
”Gatiep: “Well, today you going to see joumasegatology just before you
vesuiptology.”

8. WHAT
causes nations and
organisations to
FAIL?
The Challenges We Face

9. Mario’s research interest
1. Managerial cataracts
2. Executive blind spots/Managerial infertility
3. Professional workplace bullying
4. Toxic and dark side of leadership
5. Organisational Tribal warfare and terrorism
6. Managerial degeneration and derailment
7. Detoxifying the workplace- Swine viruses
8. Organisational Heart attacks

11. FOUR SCENARIOS
Deleverage & Division Bailout Until Collapse
Growth Fueled Return to Normalcy Unification & New World Order

12. SAVINGS

13. Is South Africa about to experience its
own Arab Spring? Myth or Reality
 1. The holding of an Economic Codesa
 2. A complete change in mindset towards
small business and entrepreneurs
 3. A radical shift in black economic
empowerment
 4. The government should concentrate all its
energy on improving service delivery
 5. Character First Movement like never before

14. Why Character?
“I’m convinced that
90% of failures in life
are character
failures, not ability
failures.”
—Stephen Covey,
The Eighth Habit

15. Evaluate: Root Issues
{

16. Your Heartbeat

17. Deputy President Kgalema Motlanthe
 “We are struggling ourselves, as a new democracy in
South Africa, to restore values … Values are never a
given.
 They have got to be developed, worked upon, and
consolidated on an ongoing basis. Because if at any
given time we as a society or as sections of society
become complacent about them, we run the risk of
losing them….
 We are therefore duty bound to try at all times to
bring to the fore the values that bring us together as
fellow South Africans, as human beings, united in our
diversity.”

18. The C3 Concept
TM
Character Competence
= C1 = C2
TM
Consistency = C3

19. Carelessness Faintheartedness Disrespect Wastefulness
Distraction Slothfulness Loneliness Unreliability
Self-centeredness Shortsightedness Arrogance Anxiety
Selfishness Simple- Idleness Self- indulgence
Fearfulness mindedness Self-pity Callousness
Rashness Discouragement Corruption Hypocrisy
Indifference Apathy Unfaithfulness Incompleteness
Covetousness Presumption Anger Extravagance
Under- Resistance Willfulness Prejudice
achievement Rejection Confusion Deception
Procrastination Stinginess Restlessness Impurity
Rudeness Harshness Contentiousness Foolishness
Inconsistency Unthankfulness Tardiness

20. Common Team Hackers: Why?
1. Sloppy work. ______
2. Gossip. _____
3. Bullying or harassment. ______
4. Lack of friendliness. ______
5. Disorganized. ______
6. Late for work. ______
7. Drug & Alcohol abuse. ______
8. Resistant to change or innovation. ______

21. Common Team Hackers: Why?
9. Poor customer service. ______
10. Apathy. _____
11. Wasting resources. ______
12. Exaggerating reports. ______
13. Shifting blame or responsibility. ______
14. Unclear expectations. ______
15. Poor communication skills. ______
16. Hasty decisions. ______

22. Broken Culture: Why?

24. Visible Challenges Poor Attendance
Low Productivity
Low Productivity Alcoholism/Drug Abuse
Disorganization Own Agenda Poor Quality
Negligence Avoidable Accidents
Anger/Bitterness
Stealing Personal Problems
Resistance
Restlessness Covetousness
Tardiness Distraction
Rejection
Inconsistency
Inconsistency Self-indulgence
Deception
Carelessness
Unreliability
Root Causes

25. Alertness Diligence Humility Security
Attentiveness Discernment Initiative Self-Control
Availability Discretion Joyfulness Sensitivity
Benevolence Endurance Justice Sincerity
Boldness Enthusiasm Loyalty Thoroughness
Cautiousness Faith Meekness Thriftiness
Compassion Flexibility Obedience Tolerance
Contentment Forgiveness Orderliness Truthfulness
Creativity Generosity Patience Virtue
Decisiveness Gentleness Persuasiveness Wisdom
Deference Gratefulness Punctuality
Dependability Honor Resourcefulness
Determination Hospitality Responsibility

30. Before we repurpose a business we
must repurpose the leader
Source: Brett Johnson

32. The Aims
Character Initiative
To build communities of
Character committed to
do what is right and
equipped to address the
root problems

33. The Aims
Character Initiative
To develop character in
individuals, who can
use their gift and
character to improve
and transform their
world.

34. The Aims
Character Initiative
To develop the leaders of
tomorrow with a dramatic
and positive impact on
community as a whole.

35. Basis for
Character Initiative
Character First program
which helps people all over the
world see the value of good
character so they can build
better workplaces and
communities.

36. Success stories of Character
Through the initiative of Dr Mario Denton
(Phd, MBA, Mecon, CEO & Industrial Psychologist)
Character First have been successfully
brought into organisations such as George
Hospital, SABCO Coca Cola, Water and
Sanitation, Metro Police, Western Cape
Department of Education, SwartLand
Boudienste various schools and is developed
in such countries as South
Africa, Namibia, Ghana, Malawi, Nigeria and
Uganda.

37. Principles of building a
successful Character
Community
Introduction
Vision
Establishment
Promotion
Implementation
Perpetuation

38. Vital Step 1
Introduction of the Character Initiative to the
leaders of 7 spheres:
 Government
 Business
 Education
 Faith
 Family
 Media
 Sport/Recreation

39. Vital Step 2
Training and developing of
Character leaders

40. Vital Step 3
Establishment of the
committee consisting of
trained leaders for
implementation of Character-
based principles

41. Vital Step 4
Character event for the introduction of
Character Initiative to the community

42. Vital Step 5
Character celebration for the
recognition of people of
character

43. Vital Step 6
Reviewing of the results and
further challenge and
guidance of the community
committee

46. Agenda
 Aspects of character-based Leadership
 Recognise the foundational principles and
practices of Servant Leadership
 Living by design
 Your leadership journey:
struggles, survival, failure towards success
and significance and surrender
 Leadership tests towards maturity
 Finishing well

47. •Source: Jim Dismore
Man’s Economy God’s Economy: Servant
Leadership
1 Our company His company
2 Performance first Servant’s Heart
3. How much can I make How much can I give?
4 Personal success Helping others achieve
5 Pleasing man Pleasing God
6 Living in daily fear Living with hope
7 Short-term gain Lasting legacy
8. Uncertainty Trusting God
9 Profit over principle Principle over Profit
10 Whatever it takes Right purpose
11 Stress- crisis Contentment
12 Anxiety Patience

48. The Value of Trust

49. Perilous Times- 2 Tim 3:
1-5
 In the last days perilous times will
come
 For men will be lovers of
themselves, lovers of
money, boasters, proud, blasphemers
, disobedient to
parents, unthankful, unholy

50. Perilous Times- 2 Tim 3:
1-5
 Unloving, unforgiving, slanderers, wit
hout self control, brutal, dispisers of
good
 Traitors, headstrong, haughty, lovers
of pleasure rather than lovers of God
 Having a form of godliness but
denying its power

51. Six Lessons from the Greatest Leader of All
Time
1. He built an inner circle
2. He connected with people
3. He held people accountable
4. He led by example
5. He took time to replenish
6. He didn’t trade his values for valuables

52. Focus on the HE tree and be
a reformer. Make that your
ambition
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53. Double-click to
insert company
name
{ Double-click to insert date

54. {

55. {

56. {

57. {

58. Agenda
 Aspects of character-based Leadership
 Recognise the foundational principles and
practices of Servant Leadership
 Living by design
 Your leadership journey:
struggles, survival, failure towards success
and significance and surrender
 Leadership tests towards maturity
 Finishing well

59. A NEW SOCIAL PHENOMENON
HALFTIME
“People now have two lives
LIFE 1 and LIFE 2
and they are over prepared for LIFE 1
and underprepared for LIVE 2,
and there is no university for the second
half of life”
PETER DRUCKER

63. Your leadership journey
 Struggles, survival, failure
towards success and significance
and surrender

64. Stage One: Foundation of Success
 Is there more to life than my current situation?
 What do I consider eternally significant?
 What on earth would give my life meaning?
 Am I alone in feeling this way?
 How much (stuff, money, advancement) is enough?
 In what way was my first half experience a foundation
for something more significant in my second half?

65. Stage Two: Inward
 What are my greatest strengths and core values?
 What am I really passionate about?
 What makes me come alive?
 What is my calling in life?
 What is my personal mission statement?
 What role do I play most effectively in an organization? What is
my spouse thinking about his/her second half, and what is our
vision together?
 Who can come alongside me in this journey and provide wisdom
and insights?
 Who can help me make sense out of this time of life?

66. Career Direct ®
Educational and Occupational

67. THE CAREER DIRECT ASSESSMENT +
ACTION PLAN = PROCESS

68. Stage Three: Awakening Challenge
 How can I begin to create the margin in life to explore all that I feel called
to do?
 How do I prepare my family and myself for this transition?
 What responsibilities do I have to my parents, and how will I leave a
legacy through my children and grandchildren
 In what arena should I serve: my church, my community, or in some very
needy area of the world?
 How do I begin to find service opportunities that fit me?
 What unique configuration of family, work, recreation and service best fits
what I feel called to do?
 Should I stay engaged in my business with new parameters on my time
and a renewed sense of purpose?
 How should I manage and structure my financial situation to live out my
calling for the second half of my life?

69. Stage Four: Reaching Potential
 How do I decide between the serving opportunities I have been
experimenting with? Should I create a portfolio of serving roles?
 Does this work environment give me energy? Do I need a different
office arrangement, different support structure, more or less
variety, etc?
 Based on the work I have done so far in my second half, what is
my highest and best contribution?
 Is this working with my financial situation? What adjustments do I
need to make for this to be sustainable?
 Am I growing closer to God and to those I love as I pursue a
second half of eternal significance?

70. HALF TIME

71. The Five Practices ®
Model the Way Inspire A Shared Vision
Enable Others to Act
Challenge the Process Encourage the Heart

72. Authentic Optimal Wellbeing- Finish Well
Source: Dr Bruce Wilkinson
1 Physically Exhausted/Tired Energetic/Strong
2 Emotionally Discouraged/Down Encouraged/Up
3 Mentally Bored/Discontent Challenged/Content
4 Spiritually Depleted/Empty Growing/Full
5 Geographically Distant/Alone Near/Together
6 Relationally Alienated/Cold Close/Warm
7 Internally Hopeless/Sad Hopeful/Happy
8 Personally Insecure/Unsure Secure/Confident
9 Secretly Bitter/Angry Forgiving/Accepting
10 Deeply Wounded/Hurt Appreciated/Love

73. Current People Management
Focus areas
 1. Leadership: Build a pipeline of extraordinary
leaders who inspire achievement of their winning
future.
 2. Organisation Optimisation: Maximise
organisational efficiency and productivity.
 3. Capability Excellence: Significantly improve the
capability level of all their employees. It they grow
their people, they will grow their business.

74. Current People Management
Focus areas
 4. Sustainability: Entrench sustainability in
their corporate DNA through responsible
and ethical people practices.
 5. Talent Pipeline: Enable their planned
growth by managing performance today
and identifying and preparing tomorrow’s
leaders.
 6. Culture: Create an environment in which
employees love to work and that inspires
and enables superior performance.

75. MENTORING THE NEW
GENERATION-THE
DESTINY WAY

76. COMPLETE and FINISHED
 No English dictionary has been able to explain the
difference between the two words COMPLETE and
FINISHED, in a way that's easy to understand.
Some people say there is no difference between
COMPLETE & FINISHED.
I beg to differ because there is. When you marry the
right woman, you are "COMPLETE" , and when you
marry the wrong one, you are "FINISHED"!