Building Best Businesses is a passion of mine. Whilst you can hire the most astutely academically qualified employees, will they be able to translate their learnings into actionable steps to help grow and sustain your business? Better yet, if you are a start-up with limited resources and cash flow, how best can you get the value you need, to help the trajectory of your business grow from strength to strength?

I have worked with many corporate executives, and most had the know-how of how to take their knowledge and convert it into practical and applicable steps in the business. Others relied on the adage of – it has always been done this way, thereby never truly facing their fears of stretching themselves beyond their comfort zones. Now these staff unfortunately soon get noticed and you can hear murmurs of – a new broom sweeps clean (which really means – it is time to trade some people in for others who can actually make a difference in the business).

My objective is to provide you with tools and resources to help you grow winning teams, help those who are battling to change with the times in your business (before trading them in), and to give you resources you might not yet be able to pay for in full time employees, but in terms of resources that you can use without the added costs of expensive consultants. As a previous HR Director and Executive, I have been involved in all aspects of business, and thus have a very clear overview of what is needed to keep your business healthy, and at the same time, creating a working environment where employees will want to give of their best.

Many years ago, I was running on the stress hormone. This was back in 2014 when we were experiencing strikes in our industry, and a time when I had to protect the safety of our employees and business. From the threat of petrol bombing of our plant, to the violent attacks on some of our employees, my brain refused to shut down. I was on constant high alert. I liaised with our police services, and for a month I was at work before 5am in the morning to about 7pm each evening. It took its toll on me. And for someone who was already living in the fight or flight mode for decades, I knew I needed help. I went to see my doctor and told him I was exhausted and felt that I needed electroconvulsive therapy. He said no, and we considered less drastic measures. Over time, I did get some reprise, but not enough to feel like I had mastered or rewired my brain. It was only until I learnt that it is possible to reprogram my brain, that I finally saw light at the end of the tunnel. 

No matter what depression, anxiety, stress, ill health or other ailment you have suffered in the past (or are still suffering), it is possible to change this – and it begins with changing your mind. I realized that I had been dragging my past beliefs, habits, destructive behaviors and old patterns into my future; every day. There were moments of time that I thought I had made it; I am free from the past, only to find myself slipping back into my old ways. It was not until I learnt the commitment, discipline and willingness required to do the work, that I finally got it. It is not a quick fix. It is a total commitment to change. The stress hormone was my go-to choice of drug. It was my addiction, and like any addiction, you need to work at it daily not to let it take control of your life once more.


Goleman defined Emotional Intelligence in 1998 as follows:

Emotional Intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions well in ourselves and our relationships.

  • A person with a high level of EQ has a natural gift of handling, expressing and dealing with one’s emotions.
  • It has been found that people with a high level of EQ are healthier, happier and enjoy better relationships with others, apart from being successful in their careers.

High emotional intelligence can be a great preventative measure when it comes to the prevention of the derailment (or total collapse) of one’s career.

A study conducted by the Center for Creative Leadership found that a majority of the executives who faced derailment or a total collapse of their career, displayed certain common traits.

They displayed traits of being extremely rigid in dealing with people, they had poor inter-relational skills, and they had an inability to lead teams.

More and more organizations are including emotional competencies as non-negotiable criteria within their selection of recruiting frameworks.