Thank you @CaseyNeistat.

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spillly beme

Dear @CaseyNeistat

For 3 months I religiously watched your YouTube channel, eager to see your daily Vlog and the beautifully curated time-lapse scenes of New York. I spent my days preaching to my clients that they have to watch your show and see how smart your marketing was.

We spoke about you on Whatsapp and debated what the product your business was going to launch and I swore that I would buy whatever it was and convert everyone I knew to do the same. I was your brand ambassador and I believed in your message.

You are entertaining and your opinions are aligned to my own. The life you portrayed was one that I aspired to and even though I knew you were building up to sell something to me, I didn’t care. It was honest. It was insightful. It was entertaining.

Then you launched Beme, your piece-of-shit mobile social media application.

It’s not even average. It’s sad and useless and not even pretty to look at. It serves no purpose and is not even doing a better job of any other app. I am still horrified and shocked that this was a result of a $2 million investment

I received my Beme code with joy and excitement and in one moment you destroyed all the value you built up in me, turning me from an advocate into a hater.

Some may say that my expectations were too high and that I was doomed to be disappointed and in hindsight and this is partly true, but Beme solves no problem, is not even remotely good and is the opposite of useful. It’s taken up space on my phone that can be better used to see my background image better.

Casey, your marketing was sheer brilliance. You had a captive opt-in audience that would spend hard earned money with you and then you released a product that was bad. I’ve unfollowed you on all social platforms and am telling this story as you have proved a valuable yet simple business lesson I will share going forward:

All the marketing in the world, as smart and innovative as it may be, is utterly useless if your product is not good, useful or solving a problem.

Casey, after writing this post I realise that you have added value to my life. Thank you. You have reminded me how important a great product or service really is.

I hope you release something that is meaningful into the world one day.




The Law of Three: You should know this!

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When you start the process of interviewing for new staff members, you should always refer back to the Law of 3:


  • Interview at least three candidates for a job, comparing and contrasting their qualities and characteristics. Check their suitability against your stated requirements. You would be amazed at how often people forget to do this.

  • Interview the candidate you like three different times: the true person is revealed once you get beyond the initial interview.

  • Interview the person you like in three different places. Brian Tracy of the American Management Association says that people have a “chameleon complex.” They appear a certain way in your office in the first interview and then seem to act and react differently when you move them to different environments.

  • Have any candidate that impresses you interviewed by at least three other people on your team.

  • Check at least three references from the candidate. Ask specific questions around their strengths and weaknesses and whether the referee can tell you anything to help you make a better hiring decision. Ask them whether they would hire the person back. If the answer is not an unequivocal “yes,” be cautious.

  • Check references three deep. Ask the given reference for the names of other people the candidate has worked with and talk to those people, too. You may be surprised at what you learn.

Interviews are the start of the most important function in almost every business and should be taken seriously and never rushed.

Should you want more info on building a successful interview process, please contact me here

8 Ways to Make Your New Staff Onboarding Process better.

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Hiring is good–it means you’re growing. But when a company doubles or triples in size in a short timeframe, onboarding new hires can quickly derail the schedules of your managers and existing employees. How can you make sure you’re training hires to make the right decisions without slowing down the entire team?


1. Record your foundational materials and assign each employee a mentor.

The biggest thing is to record the foundational training that repeats for each new employee. There’s no reason to have your company’s trainer do live trainings one-on-one or even in small groups when a video can do just as well. Transcribe these video and audio recordings. Reading is still the fastest way to take in information, so organize your training library so that employees and contractors can go back through multiple times at their convenience. Repetition is the mother of all learning, but repetition has to be done right–otherwise, it’s a waste of your company’s resources.

Once the employee has gone through the foundational training material, assign them a mentor. They’ll address unique questions and give insights into the trainee’s specific role and how best to fill it.

2. Create a web-based one-stop shop for new hires.

A membership site is a great way to get new hires acclimated quickly. This should be a destination for new employees to find everything they need to know about working at your company, including standard operating procedures, what technology the company uses (e.g. performance tracking apps and communication tools), company values and even the most popular post-work hangouts among coworkers. You can also include quizzes for tracking progress.

The idea is to make the onboarding process as smooth as possible and set new employees up for success by giving them vital information before their start date. By the time they do get started, they should be able to hit the ground running.

3. Slow down and test before you hire.

Hiring is difficult. The best answer is to slow down. If you try to take on too many people too quickly, you will inevitably hire people who are not in sync with your organization’s mission and values. People are the life force of any organization, and if you make a mistake it can cost you far more than if you slow down the process to find the right people.

At my company, we rely on a best-in-class intern program that is operated in association with institutions such as the U.S. Military Academy at West Point. The interns have access to the executive team, the board and our partners. The program allows us to field test potential employees by offering each intern a real-world problem to solve.

4. Clearly articulate your vision on day one.

Be very explicit about your company’s vision, values and culture. By doing this you’ll know that new team members align with your vision, and they’ll be able to contribute more quickly. You need to give new employees a good foundation based on your vision and then empower them to make decisions about how to achieve that vision.

5. Train your employees to train others.

Time is the most important asset we have in our lives, and especially in the business world. Highly skilled employees can transfer their knowledge to new hires, expediting the process that it would normally take a new employee to get up to speed if they are only trained by management. Allowing new hires to “pick the brain” of senior employees is beneficial to both the employees and the company as a whole.

6. Hire multiple people at a time.

As an entrepreneur, there is nothing more important than your time. So whenever my company hires, we hire in multiples of at least two. By training multiples of the same position, you maximize your time and provide an environment that promotes sharing and learning together. We have found that these employees make a much quicker impact than hiring/training one at a time.

7. Don’t skimp on having a leader do some training too.

Your other team members can help a new hire get up to speed, especially with company culture and day-to-day basics. However, you or a manager should spend some time in the first week or two orientating the employee and drafting up the first order of business for the new hire.

While you don’t need to hand hold, it’s imperative that you invest a little time upfront to help them fit in. You’ll waste much more time and money with a high turnover rate, so it’s worth a little extra time at the beginning. In fact, many HR and retention research validates this point. After they’ve got some orientation, make sure to draft up some work they can get started on so they’re busy and feel like their work is meaningful.

8. Develop a comprehensive training program now.

Give every new employee a ramp-up period to get up to speed with your product, the market and the nuts and bolts of their specific role. You should also have comprehensive training materials ready for every employee you bring on. These materials should include information about the competition, functional learning and Q&A sessions with other relevant members of the team. Having a great training program also helps attract the best employees, as these are the ones who want to learn and grow along with your company.


This article originally appeared on

I am my own brand | Lerato Litheko #ProudProfile

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Lerato litheko spillly

Back in high school I had no idea what I wanted to do, probably because I felt that my school made me feel That I had to excel in either maths or science. Nothing else was exposed to us with as much emphasis. I considered being a lawyer (like my dad) or maybe a social worker because my mom is a nurse. I’m from Thaba Nchu and went to school in Bloemfontein so my exposure to the world was limited and I still needed to figure out what I wanted to do with my life.

It became my mission to expose myself to anything and everything and always learn at every opportunity. I wanted to experience everything life had to offer. I’m Taurian, so ‘life’ is always a fun-filled mission.

After high school I attended to Damelin for year and studied Business management and a computer skills course. I wanted to go to Cape Town but my parents didn’t think had a valid reason to leave Bloemfontein. I chose to ignore my family and went to Cape Town to study a fashion design course, 2 weeks before it began. I finished my 3-year course and received my diploma proving I could achieve whatever I put my mind to. When I want something or to go somewhere, I always make a plan.

I still had not lost the need to explore and knew that there was always more to see and discover, so Jo’burg was my next stop. I had planned on coming to work in the fashion industry but I couldn’t find a job that would allow me to move there. I wanted this, so I made a plan and packed up, one suitcase and missioned!

Upon my arrival in Jo’burg, in 2008, I couldn’t find a full-time job so I waitressed at a restaurant in Newtown called Sophiatown.‘ I was quickly promoted to management. My work experience now covers managing a restaurant, working with Jo’burgs top fashion designers, the film industry and managing live events for multinational brands and artists.

I will never stop pushing myself and exploring my capabilities. I may not be a large corporation but I am my own brand and I’m excited to keep travelling – never knowing what I will come across or who will come across me!




lerato Litheko spillly

A late bloomer digital native with a passion for education. | Ryan Sauer #Proudprofile

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ryan sauer

Ryan Sauer loves to be the center of attention, its half the reason he loves lecturing so much. Ryan is called “Sourz” by his close friends from the late 90’s and “Ryan” by everyone else that met him post Y2K.

The strange thing is Ryan grew up with little to no technology in his life, his parents were so slow on the digital revolution that Ryan went from Betamax to DVD, never knowing the true joy of VHS.

So how does a boy born technologically challenged, grown into a man worthy of lecturing Marketing masters students at Wits Business School? Beats us.

Ryan loves digital marketing like fat kids like candy.

In 2009 he decided at the age of 22 with his vast expanse of wisdom in industrial psychology and HR management to open a digital consulting agency in JHB (bright idea) and has grown his operation from 2 clients barely spending enough to buy a bag of chappies, to over 74 clients spending just enough to buy 2 bags of chappies.

Ryan’s agency specializes in customized digital solutions that generate results for their clients with a measurable ROI.

Some of the services Ryan offers include:

  • Website design and development (baai Mooi!)
  • Search Engine optimisation
  • Paid advertising
  • Social media management and campaigns
  • Email marketing
  • Customer retention management software
  • Powerful reporting tools

We also specialize in:

  • Audits
  • Research studies
  • Consulting
  • Training
  • Pure reporting


So if you need an agency that is small, agile and has moderately attractive people you don’t mind meeting with, give us a shout.




Email :

3rd floor 5 Sturdee Avenue, Rosebank, Johannesburg.

Twitter @searchoc

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