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How to Assign Tasks Using a Simple Tool – CPQQRT - WiMSA

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July 2013, Volume 4, Issue 2
WiMSA: ADDRESSING THE PROFESSIONAL NEEDS OF WOMEN
WORKING IN THE MINING INDUSTRY
How to Assign Tasks Using a
happened that have created the need for
contact for assistance, and how much of
Simple Tool – CPQQRT
this task? What is the problem or issue
other people's time they may use.
we are trying to solve?
Time - how long is allowed to complete
A really simple set of prompts will help
Purpose - what is the aim or objective
the task, and what milestones are there
you to more effectively assign tasks to
of this task?
along
your team members - CPQQRT.
it.
Assigning tasks and projects to your team
members is a critical component of your
The reason for doing
the
way
which
they
must
Where Context looks at the current
meet. Also here you should discuss how
situation, Purpose looks ahead to what
you expect them to communicate their
this task will achieve or produce.
progress with you along the way, either
through formal reports, or regular verbal
work as a leader, and one of the biggest
Quality - what are the required for the
drivers for how successful your team's
outcomes
overall performance will be.
When your
standard of work is required? What are
direct report is clear about what they are
the key criteria to say that the task has
being asked to do and why, they are
been successful? Here is basically where
much more likely to deliver what you
you describe what standard and form you
want, when you want it, and with
require for the outcomes of the task.
minimal requirements for your time
Quantity - for some tasks this can be a
along the way.
tricky
is
Kaya Consulting is a global consulting firm
So how do we make sure that our task
easy. Describe how many, how much
specialising in people smart business
assignment is thorough, so that our team
or
solutions
member has the same clear picture of the
outcomes. So where Quality is about the
organisational effectiveness.
task requirements as we do?
standard to which the task is completed,
In an exciting move, Kaya Consulting has
tool exists to help us, a group of six
Quantity
provided WiMSA with a portal on their
letters - CPQQRT.
measures of what is produced.
online mentoring site.
CPQQRT is six prompts for the things
Resources - what resources does the
We
that you should address when briefing a
person have the authority to use to
motivational mentoring articles from Kaya
team member on a new task:
complete this task.
like the one alongside.
A great
Context - outline why the task exists or
is
required.
background?
What
is
the
What previous work,
situation or circumstances have already
from
area,
any
but
other
is
the
for
task?
others
measure
about
What
the
of
it
the
physical
Think in terms of
budget (money), equipment, tools,
consumables, work space, vehicles,
meeting rooms, computers, and of course
(most importantly) people - who can they
updates.
(Continued on page 2)
will
developed
regularly
to
be
improve
featuring
Please contact Noleen or Cornel for
further information on mentoring or how
the portal works.
afternoon.
(Continued from page 1)
The storeman has cleaning
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gear and a great labelling machine you
Example
can use. Let me know if there is any
For those who haven’t, please like our
more shelving or storage that you think
Facebook
we should get, but at this stage we need
w w w . f a c e b o o k . c o m /
to tidy up into what we've got."
WomenInMiningSouthAfrica
Time - "It's up to you guys to make time
And Follow WiMSA on Twitter: https://
Intro - "I've got an important job for you
through
twitter.com/WomenInMiningSA
that I'd like to run you through, let's go
prioritize this work over breakdowns, but
and have a look at the workshop."
it is important so I'd like to check in on
Now an example of how easy but effective
these prompts can be, for a job that I'm
allocating –
Clean Up the Workshop.
Context - "The workshop is a mess, and
we
should
all
have
pride
in
our
this
week,
obviously
don't
Friday afternoon to see how you went."
Close - "Any questions?
think are the hazards for this job? How
that are creating a hazard to people
could someone get hurt doing it?"
the bench tops it is making it difficult to
find things and be efficient." (Notice how
Purpose - "The workshop should be tidy,
clean and orderly. The area should be
safe and we should be able to find things
We should be
proud to show off the area to the GM
when he comes though." (Purpose is
about what we want to achieve - the
future state)
and bench tops clear, and all parts and
tools put away in shelves, draws or
I'd also like to see all these
storage places labelled so that we know
where things are and can put them away
properly. Anything that is rubbish should
be taken away. Please make sure you do
a hazard analysis before you start to
make sure no one gets hurt during this
job." (Details of the standard we require)
Quantity - "For now I'd just like you guys
to focus on the fitter's part of the
workshop, from that wall, around all these
bench
tops,
and
out
to
Your comments and suggestions will be
Please also send Petro stories of womenin-mining in your companies and spheres
that you move in . Her email address is
Verbal or Written Template?
[email protected]
Depending on the size and importance of
assignment either verbally or in written
form. Either way, the CPQQRT model still
applies. Personally though, when the task
is more than just an on the spot job, I use
a blank form which prompts me for each
of the six parts. This helps me to get the
this
walkway." (Putting bounds on the scope
of the job)
Resources - "It's you two plus I've asked
Brendan to come and give you a hand this
Next Function
Our next function will be on 7
August
2013 and will
job clear in my head, and then I can
breakfast
usually give that sheet to the person in
sustainability.
charge of the task so that they don't need
Quality - "I'd like to see the floor areas
lockers.
(LinkedIn Page to be updated soon)
the task, you may deliver your task
context is about the current situation)
when we need them.
http://
highly appreciated.
What do you
workplace. There are items lying around
walking though, and with parts all over
page:
to rewrite everything.
We have saved this article and the blank
form on MiKaya. Alternatively, contact
Yolanda
de
Beer
at
[email protected] to get a
copy of the form.
Source: http://www.miningman.com/
Blog/February-2010/CPQQRT---How-toAssign-Tasks-Using-a-Simple-Tool
and
a
be
talk
a
on
Look out for other events on our
website
www.wimsa.org.za,
our
Facebook page and mails in your
inbox.
9 Ways You’re Being Too Nice at
Work
The Nice Behavior: Follow Instructions to
executive assistant pulled her aside and
the Letter
told her to cut it out: Her insistence on
talking herself down was making her
What to Do Instead: Bend the Rules to
Amy Keyishian
seem insecure and ungracious.
Suit Your Aims
Posted on Mar 21, 2013
After Sandberg gave a speech on gender
issues in the workplace, a young woman
Sandberg tells several tales of women
entering a meeting and, instead of sitting
at the main, central table, fading back to
sit in the outer ring of chairs so as not to
appear presumptuous or to inconvenience
any other attendees.
"Because of their seating choices, they
seemed
more
like
spectators
than
Salary Offer
approached her to tell her what she'd
What to Do instead: Explain Why You
learned from Sandberg's speech. "I should
Deserve More
have kept my hand up," she said.
The Nice Behavior: Sit Out of the Way
What to Do Instead: Take Your Place at
the Table
The Nice Behavior: Accept Your First
Sandberg points out that there is not only
What did she mean? After wrapping up
a gender gap in wages—there's also a
the talk, Sandberg said to the audience:
significant gap in how men and women
"Only two more questions." At that point,
are perceived when they try to rectify it.
all of the women put their hands down,
For instance, research shows that women
while all the men started waving theirs
who
more aggressively. Sandberg wound up
previous achievements in a job interview
taking two more questions. "Even though
are less likely to be hired. (And how are
I had been giving a speech on gender
you
issues," Sandberg says, "I had been blind
describing your worth?)
to one myself."
explain
supposed
their
to
qualifications
negotiate
and
without
She acknowledges the existing gender
The Nice Behavior: Sacrifice Your Time
bias in a realistic way and presents
for Your Client
solutions: A woman needs to justify her
requests and she can't seem self-serving.
participants," Sandberg writes. After the
What to Do instead: "Bill Like a Boy"
meeting, she pulled the women aside and
When a male friend of Sandberg's realized
empathy by saying upfront that she's
told them they should have taken their
that his wife and her female colleagues
negotiating harder because she knows
rightful seats at the table.
tended to underestimate their billable
that women statistically don't; she can use
The Nice Behavior: Be Realistic About
Your Shortcomings
What to Do Instead: Fake It 'Til You
Make It
hours to keep from over-charging, he told
"we" rather than "I" when describing her
her to "bill like a boy." As he put it, men
accomplishments at her last company to
"considered any time they spent thinking
share the credit; she can cite a higher
about
authority, such as a salary database or a
"Be more confident" isn't realistic advice—
confidence isn't something everyone can
an
issue—even
time
in
To do this, she can ensure her manager's
the
shower—as billable hours."
previous manager, rather than just asking
for a random additional number.
summon with a snap of their fingers. But
The Nice Behavior: Wave Off Praise
faking it? That's something we can all
What to Do instead: Accept Compliments
The Nice Behavior: Ignore Coworker
Gracefully
Transgressions and Missteps
manage.
Sandberg calls it "fake it 'til you feel it,"
but the sentiment is the same: Women,
Sandberg tells of a mortifying moment
What to Do instead: Present Problems
when she was placed on a well-known
Respectfully
publication's "most powerful people" list
We often worry about piping up when we
along with formidable women such as
think someone is wrong. We could offend
Secretary of State Hillary Clinton—and
someone, we could fly off the handle and
ahead of First Lady Michelle Obama.
become angry or we could just be plain
their particular skills make them ill-suited
Feeling that she wasn't more powerful
wrong and look dumb.
for a project). Assume you will figure out
than the First Lady, Sandberg spent days
Sandberg counsels anyone to train in
the bits you don't know, she says, and
removing
friends'
effective communication (she had her
fake the confidence you need to take
Facebook walls, telling anyone who would
team at Google go through a program
initiative.
listen how silly the list was and waving off
more than men, let a lack of selfconfidence discourage them from trying
for their goals (for instance, they're much
more likely to say that their experience
doesn't qualify them for a new position, or
the
list
from
her
congratulations from coworkers. Then her
(Continued on page 4)
with
Fred
Kofman,
a
communication
people
aren't
talking
solely
about
expert), and to approach any conversation
business. Being genuine and connecting
knowing that there are two truths: yours
with your coworkers on a personal level
and your coworker's—the real truth is
(even
usually somewhere in the middle.
weekend?") makes for a more productive
By explaining your concerns using "I"
if
it's
just
"How
was
your
workplace.
Sandberg
feel frustrated that you haven't answered
occasionally isn't the disaster it's made
my last four emails, which leads me to
out to be—people do get upset at work,
believe that my suggestions are not
and expressing your emotions can help
important to you. Is that so?"), you can
you connect with your co-workers. By
get your message across clearly and
extension, you're more motivated to work
effectively.
well with people you care about, and you
says
that
even
crying
care about those you're connected to. As
Sandberg says "An all-business approach
Posted in: Etiquette, Gender Differences
has expressed concern at the slow pace of
industry.
At business lunches, and golf games, and
company parties, you can be sure that
the fact that most of the positions
occupied
by
women
were
not
key
operating positions in mining companies.
to
see women occupying
The minister also criticised those women
who sell their broad-based black economic
“They
discredit
and
slow
down
the
She asserted that women in mining
continued to be marginalised.
The attitude shown towards women in
mining had to change.
“In short, the presence of women in the
The mining minister, Susan Shabangu,
that you take direction, are willing to
What to Do instead: Be Genuine
However, what remained a concern was
black and gender empowerment”.
women
at All Times
increase.
progress of the essential objective of
Asking for feedback sends a vital message
The Nice Behavior: Wear a Pleasant Smile
this
in order to acquire wealth.
2011-08-22
truth, is not absolute," says Sandberg.
about
empowerment stakes as soon as they can
behaviors for the future, but helps you
hear, and "remember that feedback, like
pleased
senior level including at board level”.
helps you develop better strategies and
product. Ask for things that are hard to
was
lounge where I can warm myself in the
Almost 2 years ago Mineral
Resources Minister Called for
More Women Empowerment in
Mining
work, and don't see yourself as a finished
According to the minister, government
mining industry, including those at the
We get feedback on our work all the time,
well.
operators to plant managers”.
more than a book. It's like a comforting
What to Do instead: Ask for Feedback
build open, respectful relationships as
roles ranging from miners and tractor
meaningful and even strategic jobs in the
Taken from: www.learnvest.com
sometimes, you have to ask. It not only
margins are low and where it takes longer
That's what makes "Lean In" feel like
nice ... and start being better.
to act and perform going forward. But
artisanal mining, small scale mining where
“We wish
trying to get by. I can't wait to stop being
happened?" It helps us understand how
in the number of women involved in
is not always good business."
presence of other women who are just
in the form of a "Great job!" or "What
“This has resulted in a noticeable increase
to break even, as well as in operational
statements and avoiding accusations ("I
The Nice Behavior: Wait for Feedback
be women by 2009.
empowerment
in
the
mining
mining
sector
should
be
fully
and
enthusiastically recognised, and given the
right status- and their interests should be
protected and promoted equally with
those of their male counterparts”.
She made this known during an address
The
to
government remained committed to black
the
annual
women
in
mining
minister
confirmed
that
the
conference in Johannesburg.
and gender empowerment.
The minister pointed out that a “marginal
What do you think? Have we
improvement in the position of women”
had been achieved since the introduction
made progress in the last two
of the mining charter in 2002.
years?
The charter had stipulated that 10% of
mining companies’ total workforce should
Events
development is hindered by leadership.
which industry can choose.
Deloitte Women in Leadership &
Women in Mining South Africa
Expat opportunities: What has typically
been seen to be a challenge to women in
terms of travelling abroad and taking job
Companies need to actively seek out
empowering and developing women into
higher positions in order to gain better
gender equality.
Breakfast
positions in remote or obscure areas due
Legislation: The participation of women in
What is keeping women in the mining
industry awake at night?
to family responsibilities, is actually now
being seen as a great opportunity for
the mining sector has been discouraged
women to take on higher leadership roles
through various legislation that in the past
outside
even
Guests at our recent Deloitte Women in
Leadership and WiMSA (Women in Mining
South Africa) breakfast event had the
unique opportunity to participate in the
Deloitte Insomnia Index.
The question posed to guests was “How
can women act as positive change agents
in the current mining environment?” 14
themes were developed off the back of
this question which were rated based on
whether the respondent found the theme
to pose the greatest opportunity or the
greatest challenge to women acting as
positive change agents in the mining
environment. The top 3 opportunities
identified at the breakfast are: bursaries;
expat opportunities and leadership skills.
The top 3 challenges identified at the
breakfast are: male dominated culture;
legislation and retaining female talent.
Bursaries: Bursaries specifically targeted
towards women in the mining sector
provide an opportunity for women to
the
sector
and
develop
key
specialised skills that will enable them to
not only to enter the industry but be
equipped
to
compete
in
this
male
dominated environment. Bursaries also
help to attract young female talent to an
industry
often
not
considered
leaving
school
and
entering
education.
Women
view
this
when
tertiary
as
their
home
countries.
an
opportunity both for themselves and also
for employing future female talent in their
businesses as bursaries help build a
pipeline of skilled female talent from
inhibited
women
from
working
seeking
underground. Although developments in
diverse leadership, and especially with
legislation as well as technology have
more opportunities in the developing
allowed for an increased number of
markets across Africa, women are in a
women miners, we are still not at the
great position to take on these leadership
level which we should be. Companies
roles.
have viewed reaching the South African
Companies
are
increasingly
Leadership skills: Companies that have
diverse leadership in terms of culture,
race, education and gender have been
known to outperform those that do not.
Women provide that diversity through
Mining Charter of 2002’s 10% quota for
women as a goal that once achieved
needs no more attention in terms of
continual empowerment and employment
of women within mining.
style.
Retaining female talent: A great challenge
Women are able to bring to the table
towards women being able to act as
many elements other than typical pure
positive change agents within the mining
business
knowledge
industry is trying to retain that skilled and
expected. Women are known to be more
experienced female talent in order to
diplomatic,
develop them into higher leadership roles.
their
differentiated
and
leadership
industry
emotionally
intelligent,
balanced and understand staff needs,
If
nurturing,
recognised
socially
conscious
and
women
are
not
within
empowered
their
roles
and
and
industries they will move on to roles (in
perseverant.
Opportunities
enter
of
other industries) where they are valued
Challenges
mining
and their careers grown. Another issue
industry in the past, as well as nowadays
raised was companies providing that
is dominated by men, especially in the
experience and opportunity to young
more senior executive roles. Although this
female graduates just entering the mining
is true, we encourage a focus on those
industry and looking to start their careers.
women that are holding these executive
Key Contacts
Male
dominated
culture:
The
positions and are paving the way for
women moving up the ranks, this is still
Abrie Olivier
however not on the scale or at the rate at
Deloitte Southern African Mining Leader
which development of women in the
Mobile:+27 82 874 6040
workplace should be happening. Women
view this male dominated culture as a
challenge to encouraging and enforcing
change, as well as perceive a “glass
ceiling” to be reached where career
Email: [email protected]
Mobile:+27 82 898 3209
Email: [email protected]
Events continued
McKinsey’s and Company’ gave a
presentation on “Women Matter”, the
company’s initiative to develop women’s
leadership in Sub-Saharan Africa.
McKinsey’s Women Matter research has
been making a business case for
increasing the number of women in senior
management positions since 2007.
Despite considerable effort many
companies have made, the progress is still
slow. The presentation addressed why
this might be and shows the way forward
to help companies build on what they
have achieved so far.
Find their report on our website.
Thank you to MSA for sponsoring this
event.
the mine valued most – especially in
does not now suddenly turn her into
core positions was the opportunity to
a male”
be developed;
Women in Mining Ambassadors
п‚·
Required!
A
recent
“temperature
check”
with
п‚·
The means by which most men and
5mentoring of women from entry
women were attracted to work for
level through to Executive Coaching
the
employment
for management levels is key to a
advertisements or family members
successful women development plan”
mine
were
regards to Women in Mining at an
who
operation in the Northern Cape revealed
employment opportunities;
some interesting perceptions amongst
men and women at the operation. The
B.
core/
technical
as
well
as
them
of
potential
the
subsequent
п‚·
workshop
to
lead
by
example”
These
findings
does
not
necessarily
present the perceptions of industry but
women from pit/plant to offices and
the workshop was that the women in core
management both in core and support
develop them there”.
mining positions, whether on ground or
in
position:
need
questionnaire – this was inclusive of mine
Female
core
mining
what was apparent from the survey and
п‚·
in
Female in support position: “Women
“Move
positions.
Female
п‚·
within
which sparked attention:
support/
administrative functions completing the
advised
Comments in the surveys as well
as
survey was conducted with employees in
Female in support positions: “The
core
position:
“The
The survey was aimed at gauging the
machines we are working with are
perception of employees with regards to
not good for the female body.”
women in core mining/ technical positions
as well as identifying strategies in terms
п‚·
of attracting and retaining women to
women
in
mining
is
maternity leave”.
ensure compliance to Mining Charter
targets. Following the survey was a
to
п‚·
that they have an additional role to play –
that of Ambassadors for Women in
Mining.
Male in core position: “The major
benefit
professional level, have to understand
A lot has been written about the attitudes
of men, however if our own attitudes
towards the work we do are negative then
Male in core position: “Women are by
how do we expect the men to change
workshop with management to discuss
far better operators than men – they
theirs? As women in mining we need to
their current challenges in terms of
take care of the equipment and
understand that we need to motivate
achieving women in mining targets.
complete
each other to give our best, to act with
We cannot provide all the statistical
conscientiously”.
information from the survey however the
п‚·
Male
in
required
core
tasks
integrity and contribute to production –
position:
“The
findings of the survey and the ensuing
differential treatment of women in
workshop indicated the following:
core positions poses a challenge –
A.
Interesting statistical findings:
men can swear at each other, but
п‚·
The majority of the men (of all races
п‚·
female
physique.
operation
above
The
were
men
at
the
willing
to
acknowledge that women are still women
and that we are more emotional and that
even they, as men, struggle with certain
very supportive of women in core/
is that there are certain women who
physical tasks. This is an indicator that
technical positions;
do not want to fill these positions and
there is a change in the mindsets of men
therefore are on a continual cycle of
– we need to harness this change and be
maternity
proud of what we do as Women in Mining.
The majority of men in core positions
indicated that their own physical
to
complete
certain
tasks
and
leave.
This
costs
the
company money”.
strength sometimes hampered them
п‚·
Male in core position: “Females tend
of
to cry easier than men and once a
equipment made it easier to ensure
month some of them phone in ill for
completion of these duties;
one or two days. The fact that you
indicated
п‚·
advocating tools more suited to the
Male in core position: “The challenge
and age groups) at the mine were
п‚·
not at the women”.
we might even contribute to industry by
that
the
availability
The aspect that women working at
have put a female into the mine,
Lorna Ernst
Regional Transformation Manager
Managing Transformation Solutions (MTS)
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