Are you tired of power outages? No hot water - cannot cook?

Save electricity - save water etc. Try to get off the grid as far as possible!!!! We can assist you! We specialize in supply and installation of gas geysers!!!! We also install and repair all gas appliances. We are registered and can issue a Certificate of Compliance for insurance purposes.

Please call Wayne - ‪072 409‬ 0047 for a free quote!!

Take note, Gas To Go is situated on cnr Hilton Ave & Cedara Rd - diagonally opposite Crossways.

An ongoing talent shortage is forcing South African organisations to relook at the ways they recruit, train, and retain staff. Research shows that people under 35 are expected to make up 75% of the workforce by 2030 so the need to successfully handle a much younger workforce has become ever more important especially as older, more experienced employees exited the workforce during the pandemic.

We know that having fresh young talent is crucial to the success of a business, setting it apart from competitors but what is not so obvious is that more than a quarter are likely to quit in the first three years of joining an organisation.

Prudence Mabitsela, co-founder and managing director of Dynamic DNA, a 51% black female-owned, B-BBEE level two accredited QSE training and skills development provider explains that this is not just because young graduates lack the skills needed to adequately perform during the early years of transitioning to employment.

“Those businesses who want to survive need to know how to reduce attrition amongst this newly trained workforce and it begins by looking within. Many organisations today are severely limited when it comes to capacity, experience, and resources which means they are unable to successfully mentor and coach new talent - especially through the learnership process. Also, they don’t properly measure their output and performance and this greatly hampers young employees’ transition from learning to earning,” says Prudence.

Another major problem is the lack of enthusiasm and commitment from relevant internal departments to absorb and allow fresh new talents to learn and grow. “This is especially a problem in decentralised businesses where other teams and departments often fail to see the long-term benefits a younger workforce will have on their resources and outcomes,” adds Prudence.

According to Prudence, there are four simple ways businesses can ensure a smooth transition for young workers in their workplace:

1. Identify your talent gaps and recruitment strategy

You want to align these to potential learning qualifications and socio and enterprise development initiatives currently available on the market. This will only give learners the opportunity to secure a qualification that guarantees them a job, but also means the business can develop a strong and skilled pool of talent for the future and benefit from relevant tax rebates and skills spend for their BBBEE compliancy imperatives.
“At Dynamic DNA, our learning programmes bolster the practical components of our qualifications, and we also ensure that international certifications and standards are integrated to empower and develop our learners in their fields of study. These will be an advantage to them in the world of work,” adds Prudence.

2. Prepare graduates with work readiness assessments and training
“Companies need to take a more proactive approach to their entire recruitment process,” says Prudence. It begins from the onset with making a clear set of requirements and a thorough vetting process that only selects those candidates that will fit in with the culture and ethos of the business.
Once onboarded, these new talents need to be given clearly defined KPI’s and development opportunities which will help foster a sense of belonging and pride and boost confidence and morale.
“Graduates need to feel more than just a number or name on a tick box exercise, but a valued resource.”

3. Commit to internal mentorship
Companies need to look at the individual components and departmental gaps holistically to see how they can beneficially feed into each other when it comes to allocating experienced and committed mentors to new recruits.
“Young workers can become despondent if they do not have regular reviews on their input and performance. This engagement makes all the difference to their outcomes. Feeling acknowledged feeds into their passion to become more and paves their way into the business,” adds Prudence.
Organisations like Dynamic DNA can assist with workplace mentorship workshops that guide and coach young minds for the world of work, ensuring they too have a solid platform and support structure to facilitate this transition effectively.

4. Learn to manage well
Managing staff is an integral part of ensuring the successful completion of their learning journey, ensuring each candidate is well equipped with the knowledge of their role and responsibilities. “Good management will help dictate how serious an employee is taking their new journey and identify possible further mentorship opportunities, assistance and guidance that may be required,” concludes Prudence. On their side, Dynamic DNA even records and continuously manages their alumni database, ensuring a comprehensive network of candidates that will assist them in securing employment at no cost.

Supplied.

Your OLARM App which allows you remote access and control over tour home alarm system, can now be linked to your house sitter for time-based access. This ensure that you can monitor the status of your alarm even while you’re away.

Contact Knight Security Solutions to check if your alarm system is compatible with the OLARM App and for any upgrades on your current system.

You can also contact our KSS Management Team for any other information on:
Gary (Owner): This email address is being protected from spambots. You need JavaScript enabled to view it. or 082 8947 628
Renee (Business Manager): This email address is being protected from spambots. You need JavaScript enabled to view it. or 063 2921 240
Sashen (Manager Technical): This email address is being protected from spambots. You need JavaScript enabled to view it. or 082 6736 773
Pat (Manager Operations): This email address is being protected from spambots. You need JavaScript enabled to view it. or 082 6132 995
Local 24/7 Control Room: 033 330 5911

Four days ago a Greater Kudu Calf arrived at FreeMe Wildlife after being stabilized at Hayfields Veterinary Hospital. The calf had a heavy parasite load and was almost blind. The first challenge we faced was to get this calf to drink from a bottle, as these updated images show they have had some success getting this baby antelope onto a bottle holder.

'Once a calf/lamb has become attached to it's bottle (AND NOT THE PERSON!!), it is time to introduce them to a bottle holder. Remember, the key with professional wildlife rehabilitation is NOT to pet, tame and play with any wildlife being returned to the wild.

We want the calf/lamb, a Greater Kudu calf in this case, to be independent of people with as little habituation to humans as possible.

Loads of patience and slow steps does the trick...we do not use one person to feed, we have up to four different people feeding.

The bottle is placed into the holder.

We love what we do, and how we do it.

But we can't do it alone. Let's pull together to help our wildlife. Visit our website for ideas on how you can help - https://freemewildlife.org/support-us ' 

More about FreeMe Wildlife

It’s the season of family gatherings - something that most people look forward to. But when you have hearing loss, those family gatherings might feel a little less welcoming.

Hearing loss can interfere with your ability to communicate, and with others’ ability to communicate with you. The end result can lead to a feeling of alienation, something that’s especially distressing when it occurs around the holidays.

If you battle with hearing loss, hearing aids can make almost every interaction a little easier. If you’re concerned with your hearing, call Butlin Hearing for a comprehensive hearing test, a hearing screening, or new hearing devices.

Contact Claire in Howick on 033 330 3966, or Mark in Pietermaritzburg on 033 342 2330 and let Butlin Hearing welcome you to the world of sound!

More about Butlin Hearing

Makena Ndambo - Head Girl
Kai Broom - Head Boy
Hailey Jelliman - Deputy Head Girl
Adil Singh - Deputy Head Boy and head of Jonsson House
Tejah Balie - Head of Dayscholars
Megan Fernihough - Head of Lind House
Jarred van Alphen - Head of Harland House

Thank you to the 2022 Heads of School for coming back home to pass the title on, Choolwe Mulaisho, Head Girl 2022 and Anele Maedza, Head Boy 2022 (See top image).

Supplied.

Two slightly quieter weeks at UWBC, but as usual there’s still a fair amount going on…

We had our usual bustle of maintenance activity going on. The relocation of the bar is going well and is certainly starting look like the home of some real Sharks Supporters. Thanks must go to Alan Mather aka Bundy for all his hard work in the upgrades to the bar!

The cabling for the floodlights has started and it shouldn’t be too much longer before we can start playing some night bowls. Definitely looking forward to that!

Friday, 25th November was our monthly SG Knott Construction sponsored competition; with 72 bowlers on our greens what a day it was! There was some really amazing bowls played and lots of laughter and cheer to go with it. Congratulations must go to the following teams:-

Main Event 1st Place Mano Govender, Vis Padayachee & Ray Ramdeen
Main Event 2nd Place Clark Logan, Mark Taylor & Emily Nortje
Main Event 3rd Place Chantal d’Hotman, Melanie Ross & Arlene Malloy

Plate Event 1st Place Colin Norris, Lisa Nagel & Pat Norris
Plate Event 2nd Place Ed Sharpe, Maria Wallace & Shayne Knott

Well done to all players, and thanks to Shayne Knott of SG Knott Construction for your fantastic sponsorship.

Saturday the 3rd of December was our club Christmas party and what a party it was. So fun to see Christmas outfits on the greens for some Christmas Countdown Bowls followed by a game of Santa Socks. There was much merriment and laughter, and a great time was had by all!

FORTHCOMING EVENTS
Tuesday, 13 December : J Leslie Smith Drawn 2-4-2. Start time 08h15
Wednesday, 14 December : Halfway Toyota Drawn Trips. Start time 13h15
Saturday, 17 December : Greendale Spar 3 Bowl Trips. Start time 13h15

Regular days and start times are Tuesdays at 08h15, Wednesdays and Saturdays at 13h15.
Visitors are always welcome.

Coaching by registered coaches is available. Phone 071 164 3162.

More about Umgeni Waterfall Bowling Club

Amy Hughes who is in grade 8 at Treverton College in the Midlands, received her Cap as a team member of the U19 Girls KZN Inland Cricket Team, yesterday. Treverton is very proud of Amy who has had a great season!

A Wood Owl's story... One of the most difficult parts of what we do is dealing with cases of poor husbandry, cruelty, and neglect.

On admission, the Wood Owl was very pale (Top image), had an overgrown beak and talons, damaged feathers, and sores (bumblefoot) under both feet, all from incorrect diet and husbandry. The difference in color between admission and a few weeks later shows the amazing change a correct diet makes and the feet show huge improvement after treatment and correct housing. A much brighter, healthier wood owl is seen in the photo below, taken prior to release.

In our province of Kwazulu-Natal, there are only three permitted wildlife rehabilitation centers - ourselves (FreeMe Wildlife) CROW (based in Durban) and Raptor Rescue (specializing in birds of prey).

But there are numerous back-yard operations where people without experience or access to proper medical facilities try and undertake wildlife rehabilitation.

Sadly, it is only the animals themselves that end up suffering because of this ignorance. And often, by the time they get to us, there is nothing left to do but end the suffering of the animal in question (and this makes us 'The Bad Guys').

Thankfully this story has a happier ending.

A special thank you to the Wild Tomorrow Fund and Karl Kramer for assisting us with this release.

We love what we do, and how we do it.

But we can't do it alone. Let's pull together to help our wildlife. Visit our website to see what you can do to support our work: www.freemewildlife.org/support-us

Stories of Paddington Bear have delighted children all over the world for nearly sixty years, find a copy of this classic at Nuts About Books and Toys in Mare Street, Howick.

Let’s be honest – we’re all tired... The truth is that fatigue is a very common feeling for most of us at this time of year, as we deal with a year’s worth of pressure in addition to the demands of always being available and having to respond instantly. This has blurred the lines between our work and home life, causing a tiresome imbalance.

In the workplace, our fatigue levels have been compounded by several changes that have been made since the pandemic, often implemented in haste and, thus, incorrectly. Change is only successful if the right change system is used and implemented with the right partners.

As a coach, trainer and co-founder of We Do Change, Rochelle Roos is determined to help individuals and organisations embrace change positively and seamlessly to overcome change fatigue in the workplace.

Here are Rochelle Roos’ top ten concepts to apply…

1. Firstly, don’t be afraid of change
Big, or small, change is all around us – it is a part of who we are and is necessary because there is always room for improvement. Some people love change and embrace the uncertainty while others fear it, simply because they don’t know how to deal with the dramatic, sudden alterations that threaten the status quo.
In our change management programmes, we clearly explain the changes that are being introduced to quell worry and concern. Communication is key to ensuring that everyone understands that things are under control, the change process is rational, and the emotional responses people feel towards this change are not ignored.

2. Visualise change
Work with a small representative group to discover and visualise the result from idea to impact. People want to see the change to know what impact it will have on them. Only then will the process create greater empathy, be more transparent, and foster trust amongst employees.

3. Model change in-house
Before embarking on any changes, it is crucial to get the right people on your side that have the right influence to affect this change and reinforce it through their behaviour. Creating a shared purpose as to why you are embarking on this change journey is very important as the motivation for change is often more important than the change itself. If you have created a shared understanding as to why change is needed, you have created the opportunity for change to happen organically.

4. Be prepared for peaks and troughs
Like with anything new, big risky changes can generate excitement at the start, but the unfamiliar territory can cause disarray and things can quickly come crashing down. Family therapist, Virginia Satir, calls this the Change Curve, where usual behaviours don’t work so performance drops and people often revert to their previous habits. This can be minimised by adopting evolutionary, incremental change that reduces the dip into chaos.

5. Have strong leadership
Effective change needs resilient leaders that possess maturity, patience, and the ability to pull people together and see the change process through. According to Dr. John Kotter, Harvard Business School professor and entrepreneur, having a guiding coalition - a group of individuals within an organisation who are the social leaders of the change initiatives – is essential. These early adopters bring expertise, energy, and perspective across a variety of areas and are willing to try something new, even if it's not perfect, to create the movement of change.

6. Don’t change everything at once
There is a strong narrative across multiple organisations that changes are introduced several times a year before they reap any reward or benefit from the previous change.
If your organisation starts with a new change initiative and before seeing it through, jumps onto another and another, it creates turmoil and uncertainty that will soon become part of the organisation's DNA. Symptoms like having too much work, not completing tasks and multi-tasking causes bottlenecks and dependencies. It also slows down any chance of progress and employees begin to exhibit signs of change fatigue on both personal and professional levels.

7. Change up your belief structure
Many organisations seem to be stuck in a cycle of change without ever achieving real results which reflects negatively on the belief systems of employees. Unsuccessful or rather unsupported change means employees either believe that leaders are giving it lip service and not fully supporting the change initiative, or that there isn't real influence over managing the change from both sides. To change behaviour we need to look at changing the environment first.
Creating conditions in which the behaviour that you consider desirable will be easier and more natural than it is now! This means that for us to change the “culture” we need to create new belief systems for the people in the organisation; and you create new belief systems through new experiences.

8. Welcome resistance
Resistance to change is not a bad thing. It should instead be seen as a feedback vehicle for leaders, helping them to gather information from the people that are going through the change. I strongly believe people matter, relationships matter. People don’t resist change; they resist being changed and having the change being forced upon them. Let’s start involving people in the change effort.

9. Establish the right feedback loops
Don’t rely on PowerPoint presentations, email or even inspiring words painted on walls to communicate change. Instead find ways to have face-to-face conversations with the people on the ground and create a platform where they feel safe to express their concerns. This will help develop unity, alignment, and a shared purpose.

10. Measure it
Be deliberate about what improvement you are trying to seek and how to measure it. Only then will you avoid unreflective knee-jerk responses. If the goal is to continually develop a fit-for-purpose capability through your change initiatives, you need to capture the correct data to learn if the process is working.

Embracing change positively and seamlessly to overcome change fatigue in the workplace begins with understanding these concepts and finding the right partner to help you implement it properly for lasting success.

Supplied.

Pietermaritzburg Ophthalmologist, Dr Nicholas Davey, is at the leading edge of vision correction.

Dr Davey, owner of Midlands Eye and Laser Surgery will perform the first eye laser surgery in Pietermaritzburg using industry leading laser technology (Schwind Amaris Refractive Laser) that offers the safest and most high precision treatment available worldwide.

After qualifying as an ophthalmologist (Eye Surgeon/Specialist) , Dr Davey worked as a consultant eye surgeon for a year in Durban. It was then that Dr Davey was awarded two subspeciality fellowships in cornea and refractive laser eye surgery. The first fellowship, under the mentorship of European leader in modern laser eye Surgery, Professor Aslanides at Emmetropia Mediterranean Eye institute in Crete, Greece. The second Fellowship was under the mentorship of Professor Simon Holland at The University of British Columbia in Vancouver, Canada.

Having trained with world leaders in eye surgeries at leading institutions, Dr Davey has also attended multiple international conferences in modern eye surgery.

Dr Davey is a specialist in Laser Eye surgery, which is a modern, cost effective, fast, low risk, vison correction procedure during which a modern laser is used to precisely reshape the cornea within a few minutes, providing clear vision, eliminating a person’s dependence on glasses or contact lenses.

This procedure often corrects common conditions which result in blurry vision such as farsightedness (hyperopia), near-sightedness (myopia), astigmatism (irregular cornea) and presbyopia. ‘The laser will provide our patients and communities with more options to correct vision’ , says Dr Davey.

Laser vision correction, over a lifetime, is nine times safer than wearing contact lenses.

From a cost perspective over 10 to 15 years of wearing spectacles and contact lenses, it is cheaper to have a once off laser procedure. Laser Eye Surgery is a proven way to drastically improve your quality of life, especially for people with an active lifestyle.

Laser Eye surgery candidates receive thorough diagnostic screening using highly specialized equipment.

Dr Davey has a private practice at Pietermaritzburg Mediclinic Hospital in Payn Street and Essen Day Hospital in Ladysmith, KZN.

Pictured here top, left to right: Jackie Swanepoel, Jackie Van De Venter, Shantal Kumar and Dr Nicholas Davey.

Are you collecting SPAR soccer stickers? If you are please consider collecting them, buying a soccer ball and then donating it to the Conservancy.

We are collecting soccer balls for our local farm schools in our area - Triandra, Hawkstone and Yarrow primary schools.

All you have to do is collect 5 stickers ( for every R100 you spend you will get one sticker) Once you have 5 stickers you can buy a proper soccer ball for only R 99.

We have a collection trolley inside Greendale Spar.

Your support would benefit so many children who love being outdoors.

Our Prep School Senior Phase prize giving rounded out the School Year this morning. Students' achievements this year in academics, sport, adventure and social skills were acknowledged and celebrated. Our Prep Students have all given a lot this year, with smiles and grit. Well done to all the Grades.

The Dux this year of the Prep, with an aggregate of over 90%, is Dani-Drew Jennings (pictured here). We are so proud of you and all your hard work.

Supplied.

Jessica Candler recently received her cap for the U19 Girls' Cricket Week from Gareth Dukes (Tuskers player) at the capping ceremony at the Oval. The U19 Cricket Week will be held in Bloemfontein this December. Age Quod Agis.

More from Howick High School

Congratulations to Treverton College Grade 11 student Kai Broom, who has been chosen to go to Antarctica with Riaan Manser this December. Matrics in Antarctica went around SA to find five Matrics to join renowned explorer Riaan Manser in the coldest, driest and harshest of continents, Antarctica. After receiving hundreds of applicants, a stringent process ended with five students being chosen for this life-changing adventure. Candidates were encouraged to display courage, perseverance, a champion attitude, and the ability to tackle obstacles with enthusiasm. Out of the five candidates chosen, Kai is the only student from Kwa-Zulu Natal. Two candidates are from Gauteng and two are from the Western Cape.

“Treverton has exposed me to multiple disciplines, instilled a love of the environment and outdoor pursuits and has taught me how to persevere" says Kai. "Without this grounding, I would never have been able to take on this incredible adventure.”

Matrics in Antarctica website says "You may be asking why a trip to Antarctica? The simple answer is that this great frozen landmass is vital to the ecosystem. Not only does it deflect some of the sun's rays from Earth, but it is also home to a number of species of sea life. Antarctica is directly affected by global warming, and in turn, the melting of these sheets of ice is causing sea levels to rise. This is a problem that many adults today will not have to contend with – which is why it is so important to educate our young people about conservation and sustainable practices".

For further information please visit www.matricsinantarctica.co.za and www.Treverton.co.za