Kagiso Media is pleased to announce the appointment of Calvin Sefala as Urban Brew Studios Chief Executive Officer with immediate effect.

Sefala, who has been the acting Urban Brew Studios (UBS) CEO for the past year, has proven his ability to lead Urban Brew Studios during very trying times. Calvin has a financial and administrative background was previously employed as an auditor for KPMG South Africa and Canada, Chief Financial Officer for Endemol Shine, Group Financial Manager Kagiso Media and  Head of Finance at UBS.  

"We are excited to have Calvin Sefala as the UBS CEO. He complements our strong performance-oriented culture, and we believe his impressive ability for execution and achieving results makes him the right choice to lead Urban Brew Studios as we prepare the business for the next phase of profitable growth," said Tshepo Setshedi, Urban Brew Studios Chairman.   

About Urban Brew StudiosUrban Brew Studios is a leading facilities provider and a landmark of creativity for entertaining content. Our mission is to create technologically innovative content and provide facilities solutions that enable the production, distribution, and creation of inspiring content. 

Contact: Lulama Mqina
Urban Brew Studios
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(+27) 0834595094 

MultiNET’s new approach to sharing wealth means home loan consultants could earn R20 million on average more than their counterparts in the market. Over the years, those companies that have played a disruptive role in their respective market spaces have been the ones to catapult us forward. Apple and the smartphone, Nikon and the world’s first digital camera, even a certain insurance company and its telephonic underwriting process, are just three examples of how industries have evolved.

And the home loans industry is no different, as MultiNET, SA’s only independent home loan origination company, is disrupting its industry by giving their consultants the opportunity to earn 293% more than the current market norms. This equates to an average earnings of R58 000 more per month, and over a 30-year career of a home loans consultant, would be worth over R20 million.

“The idea comes from looking at the same industry we service, real estate,” explains MultiNET CEO Shaun Rademeyer, “We realised that in the real estate industry, the agent is the key to success, and earnings moved over the years from 50% of the commission to upwards of 90%. “We have looked to evolving the origination industry to make use of the same key element, the consultant; the person doing the loan application.

This person is normally well experienced in the financing of home loans with several years of detailed knowledge and expertise ̶ many actually come from a banking background where they helped build the mortgage industry as we see it today.” These experts are mostly found through referrals, either by estate agent or via friends and family ̶ they are normally the go-to-person when customers ask, “What is the best way to get a home loan?”

However, this same person who is so integral to the success of the business is also settling for the smallest slice of the pie. “We have asked why, and the answers that come back are brand loyalty, a guarantee of a salary even though most are commission-only earners or the culture the company creates. However, in the end these talented individuals are small businesses in their own right that should start looking after their own interest and the interest of their families vs the financial gains of a few within the business.”

In 2018, MultiNET decided to change the lay of the land for the consultant and launched a unique offering to the home loans market that is built off the company value of sharing the wealth with the individuals who are its backbone.

“At MultiNET, we keep the cost of running the company low whilst still providing systems, support and building a brand to support the home loans consultants and aggregation businesses,” explains Rademeyer, “The efficiencies within our organisation have provided us with the ability to match the real estate industry strategy and disrupt the market the same way as high commission split brands like Property.CoZa, Keller Williams and Re/Max did for the property industry.”

Alister Smit, a consultant who recently joined MultiNET, says when he first heard about the offer he was extremely sceptical. However, after joining the group he realised that for years he was working towards making other people wealthy, much to his detriment, and taking away personal time and resources for the future.

“The world is getting smaller, and more and more people are looking for personalised service, the type of service that comes from employees who are invested in the companies they work for. We believe that our consultants and business partners are the backbone of our industry, able to give that personalised service, and their reward is the earning opportunity we provide,” says Rademeyer.

“And this is just the start; we are committed to finding new solutions within our industry for all stakeholders, supporting the development of previously disadvantaged segments in the market and spreading the financial benefit with the broader players in the industry.” About MultiNet MultiNET is the only independent bond origination company in South Africa.

They are committed to evolving the origination industry through cutting-edge innovation in systems, processes and the development of people, specifically supporting the development of previously disadvantaged segments in the market. For more information, please visit multinet.co.za

Leadership going up a gear  by Mosima Selekisho* director at Signium Africa (www.signium.co.za)

Corporate leadership in South Africa is being redefined. A ‘safe pair of hands’ is still required, but increasingly the focus is shifting to greater dynamism. At CEO level, more and more organisations are looking for go-getters who deliver results at pace. The change has been evident for some time but has reached critical mass in recent months as economic prospects have improved and private sector companies have sensed that opportunities for meaningful growth are at hand. Until recently, the incumbent CEO was often seen as the school principal who made sure everyone did their homework and stayed on top of their assignments.

This is changing at many firms. They have faced an economy in limbo for long enough and don’t want their own business to be locked in neutral forever. The demand is for an energetic motivator who does not waste time on formalities and drives hard for discernible results. In the past, the C-suite was characterised by emphasis on processes and detail. Research could be painstaking. Strategic deliberations might take months. Mistakes were avoided.

Costs were tightly controlled. But fast action to exploit fleeting opportunities was rarely seen. In contrast, the new priority when top talent is being sought is for an action man (or woman) who can turn strategy into reality without delay. The newcomer is expected to be technically accomplished, and relative youth is seen as an asset.

Industry outsiders may well make the shortlist, especially if a strong technically adept team is already in place. Some boards of directors are happy to press the ‘fast forward’ button, but still require the reassurance that solid foundations will not be compromised. In this scenario, they may specify a go-getter CEO who will be expected to work with a senior team capable of providing balance and continuity. Alternatively, the board may prefer to appoint a youngish operations officer, known for dynamism and results orientation. In these circumstances, the COO’s job is often beefed up to include a strategic dimension.

The incentive for the incoming COO is that the scene is clearly being set for the newcomer to take the top job once initial dynamism is tempered by greater acquaintance with company culture. In all scenarios, the new CEO or member of the leadership team is expected to be on top of digital developments and new media platforms. The days are gone when CEOs regarded digital devices and communication as something their PAs sorted out.

Feedback following the placement of this new generation of CEOs is largely positive. Many organisations are ripe for reinvigoration and a rapid mood change can be achieved. However, one shortcoming has been noted. The go-getter looks for results rather than consensus. Therefore, listening skills may require work. The public sector has yet to embrace the need for more aggression and dynamism at the top.

A deliberate ‘team player’ is the standard requirement. However, SOEs know times are changing and sometimes a preference is expressed for ‘a new face without baggage’. The good news is that a fresh breed of leaders is emerging and is fully capable of optimising the potential for a new beginning within major organisations … private or public. 

*Mosima Selekisho is a Director of Signium Africa (previously Talent Africa), a leading South African-based executive search and talent management company servicing sub-Saharan Africa. www.signium.co.za

The CEO of The Liz McGrath Collection, Jacqui Elliot is a hospitality veteran with a formidable career history spanning over 30-years. Having earned her stripes across inter-continental and local hotel brands, Jacqui joined The Collection by Liz McGrath as Chief Executive Officer in May 2014 and carries responsibility for the group’s three hotels and overall company performance. Not only does Jacqui bring vast experience to The Liz McGrath Collection, she’s synonymous with excellent leadership qualities, outstanding communication skills, a dynamic personality and (a prerequisite for anyone in the hospitality industry), an unfailing sense of humour.

The Liz McGrath Collection was founded by its namesake Mrs Liz McGrath, one of the few women in the world to own three hotels. Since Jacqui’s appointment, she’s been steadfast in keeping the legacy of the successful and powerful businesswomen alive. Commenting on her mentor Jacqui says, “I had the privilege of working for and learning from Mrs M for only eight months before she passed, but in that short time I was truly inspired by what she had achieved as a woman in the hospitality industry. It’s important to me that we maintain her standards of excellence across all our hotels’ operations.”

Jacqui’s repertoire is firmly entrenched in launching and managing demanding hotel portfolios with her signature, considered touch. On the approach that a boutique hotel demands, Jacqui comments, “Small hotels give you the opportunity to go the extra mile and make magic for your guests. Fewer rooms mean that they vary and have unique character, and that you can offer more personal service and a more customised experience, which sets the experience apart from one you’d have at a large corporate venue."

Over the course of her career, Jacqui has seen much development across the continent. “Africa as a commercial and tourism hub continues to be very exciting. The number of hotel groups represented is constantly growing and with this comes expertise and the opportunity to develop and train local talent,” she says. This bodes well too for more equitable gender representation, as more women are being appointed to senior positions. “During my time in central Africa, this was still mostly unheard of. I recall featuring on the front page of a local newspaper - my appointment clearly being newsworthy.

”Jacqui has often been the only woman in a boardroom environment, and maintains that it comes down to exuding confidence. “It can be tricky to be a woman in that context, and I don’t believe it will ever change completely. I think it’s up to each individual to prove their own worth, and one way to ensure your standing is to know your subject very, very well.” 

It’s not just determination and ambition that denotes success in her eyes, though. Jacqui believes that humility is one of the most powerful attributes you can possess. When it comes to dealing with colleagues, clients and customers, she feels emotional intelligence is absolutely crucial. “If you can master this and manage your team with well-developed EQ skills you will find that you enjoy your role so much more,” she adds. 

Job appreciation is essential in such a demanding role. “The industry does require long hours and one often has to forego special events in your personal life in order to manage the business well. But I’ve always been driven to land that next big position and most importantly, I’ve had heaps of fun on this journey,” concludes Jacqui. 

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Contact: Louise De Kock via This email address is being protected from spambots. You need JavaScript enabled to view it. or +27 (0) 21 685 0169

In a highly transformative and evolving industry, the South African advertising landscape is not as representative as one would expect from such a progressive and diverse nation. Digital marketing in South Africa is still demonstrates an imbalanced gender dynamic.

In an industry where 45% of the workplace is female, a mere 3% of directorship is held by women. Today, only 2.4% of women are CEOs and Only 9.2% of women hold chairperson positions. Women in leadership positions remain a minority within an industry that does not lack female representation: 50% of graduates studying marketing degrees are women.

“Despite there being no shortage of women in the industry, there doesn’t seem to be nearly enough in leadership roles,” says Facebook Africa's regional director, Nunu Ntshingila. “We need to see women that are authentic, we need to see women that are empowered, and we need to see women that are progressive because our girls need to see not only that what is possible, they’ve got to see what they need to become.”

It seems that the advertising industry has no trouble attracting women to the field, it is retaining them that is the problem. Women in creative roles appear to leave the industry in the middle of their careers, a move which is primarily attributed to having children. While many women return to agency, taking a break often hinders the opportunity to progress in their careers. Further to this, women are challenged with work-life balance in ways that their male counterparts are not. One can argue that taking on the dual roles of motherhood and career woman shifts the focus from a dedicated climb up the career ladder.

While the representation of women in advertising agencies in general is a bone of contention, the diversity of women in this field is much to be desired. There is a pervasive lack of black women in creative leadership positions or founding their own agencies in comparison to the increasing amount of white women and black women in the same position. The focus needs to shift: diversity is not solely about the number of women in leadership roles, but rather consider that a wide array of cultures, races and ethnicities are represented within agencies. Ultimately, diversity results in creativity, innovation and progressive concepts; agencies will reap the rewards of an exceptional offering from an entirely inclusive workforce. Diversity does not lower the bar. Diversity raises it.

It is essential to have strong female leaders in advertising agencies to inspire and motivate other women. We must celebrate women of colour who hold positions of prominence in the industry. It is important to understand what the female workforce would need to help them stay in the industry - this could mean child care assistance, destigmatising flexi-time and correcting salary inequalities. At the end of the day, it is about creating an environment that empowers women and allows them the courage and self-confidence to flourish within their roles, as creatives and leaders.

About Keshia Patchiappen, Condriac CEO

Keshia Patchiappen is paving the way for women of colour with her dynamic, strategic approach to the realm of digital marketing and communications. Keshia has experienced a stellar career trajectory, rising from an intern to CEO through 11 years of experience across all advertising platforms. She has worked for global communication agencies and a vast number of clients ranging from automotive, construction, consumer and corporate brands.

Keshia is passionate about revolutionising the way in which brands are marketed in the digital space, and is extremely focused on the inclusion of data in cohesive Public Relations and Communications strategies. Her tenacity, creativity and thorough knowledge of the industry allows Condriac to continue to break new ground and provide clients with an invaluable competitive edge.

Johannesburg, 14 August 2017 In an industry where a mere 3% of directorship is held by women, Keshia Patchiappen is paving the way for women of colour with her dynamic, strategic approach to the realm of digital marketing and communications. Keshia has experienced a stellar career trajectory, rising from an intern to CEO through 11 years of experience across all advertising platforms.

Keshia initially took on a law degree, but by her second year of studies she had fallen in love with her second major - Communications. She completed her studies at the University of Kwa-Zulu Natal in 2007, obtaining a Bachelor of Arts degree in Media and Communications, English, Drama and Performance. Thereafter, her humble beginnings in the communications industry took place at Olivia Jones Communications in Durban, where she worked as an intern. Keshia then moved up to Johannesburg and began her tenure at The Creative Council as a Campaign Manager in 2008.

By the next year, Keshia had moved to Ogilvy as an Account Executive. During her five years here, she climbed through the ranks to Senior Account Manager and worked on brands such as Ford, SAP and Motorola.

Keshia joined Riverbed as an Account Director in 2014, and it was here that her flair for strategy, entrepreneurship and new business development flourished. She attributes her growth and passion for integrated communications solutions to her mentor, Monalisa Zwambila, Riverbed’s owner and director and all-round marketing and communications maverick. While at Riverbed, she worked on major accounts such as PPC and Nestle.

Keshia was appointed as a director and CEO of Condriac Digital Communications in March of 2017. She was drawn to Condriac because of the agency’s processes and attention to detail. She says the following, “Agencies often try and fit a square shape into a round hole; but at Condriac we’re different – we’re looking at individuals who don’t have specific qualifications but a certain mindset, a love of data, creativity and passion.” Keshia believes that diversity works hand-in-hand with creativity, and under her watchful eye, the Condriac team has grown from 4 to 22 people since April 2017.

Keshia is passionate about revolutionising the way in which brands are marketed in the digital space, and is extremely focused on the inclusion of data in cohesive Public Relations and Communications strategies. Data is central to all of Condriac’s strategies across the board in order to create tailored solutions to client’s unique needs. Keshia’s tenacity, creativity and thorough knowledge of the industry allows Condriac to continue to break new ground and provide clients with an invaluable competitive edge.

About Condriac

Condriac Digital Communications is a full-service communications agency that specialises in programmatic lead generation, public relations and web development. “We’re in the business of bridging the gaps between consumers and brands”.

The Condriac Digital Communications team will help you ensure that your brand remains engaging and relevant at an ever-evolving digital landscape, shaping your online footprint to meet the needs of demanding and digital-savvy clientele. Condriac follows the data, creating calculated, data-informed content, strategically placed online through social media and search engine optimisation, supported by targeted digital media to drive new and existing audiences in order to generate predictable and repeatable results.

Project Isizwe - the innovative NGO behind Africa’s most successful, large-scale Free WiFi network - has announced Dudu Mkhwanazi as the new CEO. Mkhwanazi is deeply committed to enabling social justice and empowering South Africans through free access to the internet.

Mkhwanazi’s appointment to the executive role is set to see Project Isizwe ensure its mandate as the advocate for Free WiFi as a human right. “Project Isizwe is lobbying for ubiquitous, government subsidised internet access within a walking distance of every South African”, says Mkhwanazi.

The 26-year-old describes herself as an “activist” for Free WiFi. “I believe in being part of an organisation that not only sets out to change people's lives, but also rewrites the history as far as empowerment is concerned.”

Mkhwanazi has a demonstrated history of successfully managing complex projects at scale and holds a Masters Degree in Public Policy Analysis from Université Montpellier. Her unique leadership approach combines authentic relationship building with thorough business rigour to deliver sustainably impactful projects in pursuit of social justice for all South Africans.

“Internet access is a tool to empower those in low socioeconomic ranks. When the government heeds the call to make internet access a basic human right akin to water and electricity in South Africa, it will be more than a progressive pioneering policy, it will be a selfless act to bridge digital, economic and social divides.”

Cape Town, South Africa – 6 October 2016  

Carrick Wealth, the leading offshore investment advisory in Africa, is celebrating its second anniversary, and, in the same week, has opened an office in Gaborone that is fully compliant and regulated with the relevant authorities in Botswana.

The new Gaborone office in the Masa Centre is headed by Andrew Mhere, who is both the Managing Director of Carrick Wealth Botswana and Carrick Wealth Zimbabwe. He is supported by a team of diverse, highly qualified advisers.

With its headquarters in Cape Town and fully functioning offices in Johannesburg, Durban, Mauritius, Zimbabwe and now in Gaborone, Carrick Wealth is changing the face of the offshore financial services industry for high-net-worth clients and those starting out on their wealth journey.

[photo] Craig Featherby, Group Chief Executive Officer, says: “We’ve experienced extraordinary growth in such a short period of time and we are geared to extend the Carrick formula further into new markets in Africa.” 

In the 24 months that the Carrick Group of Companies has been in business, its growing team of specialist financial advisers is constantly kept abreast of all the changes regarding regulatory matters in the areas in which the Group operates.

A sophisticated technological platform is in place that keeps live-tracking of all activities connected with the industry, and with the business in particular, giving clients the surety that their investments are completely secure and monitored.  

As Carrick Wealth expands its footprint into Africa, it will be offering clients and advisers in each country the opportunity to experience professional, disciplined, innovative solutions and service. The Carrick team is growing, and now has 152 people working for the company – as against seven when Carrick first opened its doors exactly two years ago.

As the company celebrates its second anniversary, it can report that it has an advisory relationship with 787 clients, has over R2,2 million under management and has assisted in 443 QROPS pension transfers out of the United Kingdom into offshore structures.

Carrick Wealth offers clients in South Africa and elsewhere in Africa various financial and estate planning solutions, including the formation of offshore investment structures, portfolio management, private equity and venture capital asset allocations.        

MEDIA CONTACT:

Lynn Halliday (Group Marketing Manager)

CARRICK WEALTH
T: +27 (0)21 201 1000
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www.carrick-wealth.com