Author: Malema Seroba

  • Dr Marcus Desando’s Doctoral Journey At The DaVinci Institute

    Dr Marcus Desando’s Doctoral Journey At The DaVinci Institute

    For Dr Marcus Desando, the path to earning a doctorate through The DaVinci Institute was shaped by multiple careers, international transitions, organisational leadership, and a deep commitment to strengthening the cultural and creative industries.

    He describes himself as a cultural leader, strategist, administrator, opera director, researcher, and leadership enthusiast. Dr Desando has built a perceived career spanning the arts, philanthropy and international development sectors. His professional journey began as an opera singer before evolving into leadership roles that included Chief Executive Officer of Gauteng Opera, Chief Executive Officer of the Arts and Culture Trust in Johannesburg, and later Executive Director of the Prince Claus Fund in the Netherlands.

    While his career trajectory has been diverse, one theme has remained constant: a desire to contribute meaningfully to the sustainability and growth of the cultural sector.

    Leadership and Sector Development

    Dr Desando’s academic journey with The DaVinci Institute began with a Master in Management of Technology and Innovation. Motivated by a desire to strengthen his leadership capabilities and deepen his understanding of organisational transformation, he viewed postgraduate study as an opportunity to make a tangible contribution to the cultural and creative industries.

    Upon completing his Master’s degree, he immediately recognised the potential for further research.

    “I felt this was a contribution that needed to be made towards making the cultural and creative industries more secure, more sustainable and ultimately a thriving sector rather than merely a surviving one,” stated Dr Desando.

    This conviction became the foundation of his doctoral research.

    Navigating Challenges Across Continents

    Like many doctoral candidates, Dr Desando encountered significant challenges throughout his research journey. His studies coincided with major life transitions, including relocating from South Africa to the Netherlands and navigating the disruptions caused by the COVID-19 pandemic.

    Moving countries, adapting to a new environment and balancing demanding professional responsibilities often made it difficult to focus fully on his studies. Yet these challenges became part of the learning process, reinforcing the resilience and persistence required to complete a doctorate.

    Despite the obstacles, he found that the research itself generated immediate value, offering practical insights that could be applied directly within the organisations he led.

    Research with impact

    One of the most significant outcomes of Dr Desando’s doctoral work was its direct influence on organisational strategy.

    While serving as CEO of the Arts and Culture Trust, a grant-making organisation supporting creative practitioners, his research prompted a fundamental shift in how the institution approached development within the sector.

    Traditionally, grant-making organisations focus on funding projects. However, his research highlighted the importance of building entrepreneurial capacity among artists and cultural practitioners.

    As a result, the organisation expanded its focus beyond financial support to include meaningful skills development and entrepreneurial training. Rathis than simply providing funding, the organisation began investing in the capabilities required for long-term success, helping creatives develop sustainable careers and enterprises.

    This shift addressed a critical challenge facing the sector: dependency on external funding.

    Dr Desando’s research encouraged a different perspective, one that recognised the importance of empowering artists and creative professionals to generate value, create opportunities and contribute actively to the growth of the sector.

    The same principles continued to influence his work when he later joined the Prince Claus Fund in the Netherlands, where he applied similar approaches to grant-making and sector sustainability on an international scale.

    The Value of the TIPS Framework

    A key aspect of Dr Desando’s doctoral research was the application of The DaVinci Institute’s TIPS™ Framework. The framework played an important role in both shaping and validating his emerging theory.

    Rathis than serving merely as a conceptual model, TIPS provided a benchmark against which he could assess the relevance and applicability of his findings. The alignment between his theoretical contributions and the TIPS Framework became so evident that it was raised during his doctoral defence.

    “This was a question during my defence about whether my theory was essentially the same as TIPS. My response was that TIPS served as a benchmark. It helped me position, validate and demonstrate the practical application of my theory, “stated Dr Desando.

    For Dr Desando, the framework provided a structured way of understanding complex systems while also offering a practical lens through which organisational and sectoral challenges could be analysed.

    Persistence Over Intelligence

    Reflecting on his doctoral journey, Dr Desando offers a message that resonates strongly with aspiring doctoral candidates: success is not determined by intelligence alone.

    Instead, he believes persistence is the defining characteristic of those who complete the journey.

    “Doctoral studies are not about how clever you are. They are about how persistent you are,” stated Dr Desando.

    He acknowledges the emotional and intellectual challenges that many doctoral students experience. Feelings of self-doubt, isolation, frustration and exhaustion are common, particularly during extended periods of independent research.

    However, he emphasises that progress is achieved through consistency, perseverance and an unwavering commitment to completing the work.

     “These will be moments when you feel incapable, when you feel alone, or when the process seems endless. But every completed chapter, every article read, and every milestone reached becomes part of the momentum that carries you forward,” stated Dr Desando.

    Advice for Future Doctoral Candidates

    For those considering a doctorate, Dr Desando’s advice is simple yet powerful: do not give up.

    He encourages students to remain committed to their goals, seek support when needed, and embrace the opportunity to test and apply their research in real-world contexts.

    One of the distinctive strengths of The DaVinci Institute’s approach, he notes, is the ability to integrate research directly into professional practice. Students are able to apply emerging insights within their organisations, generating immediate value while simultaneously advancing their academic work.

    This practical application not only strengthens research outcomes but also provides reassurance that the work being undertaken has relevance and impact.

    Finally, Dr Desando views the doctoral journey as a transformative process, one that develops not only knowledge, but also resilience, discipline and the capacity to create meaningful change.

    “It may sometimes feel like the journey will never end. But it does. And when it does, the sense of achievement is extraordinary,” stated Dr Desando.

    His story stands as a testament to the power of persistence, purpose-driven research and the enduring value of leadership that seeks to transform both organisations and society.

  • Dr Victor Nyathikazi: A Doctoral Journey At The DaVinci Institute

    Dr Victor Nyathikazi: A Doctoral Journey At The DaVinci Institute

    Pursuing a doctoral degree is often described as one of the most demanding academic journeys a professional can undertake. For one ICT Operations Manager, the experience at The DaVinci Institute proved to be more than an academic qualification; it became a transformative journey of personal growth, professional development, and organisational impact. The story of Dr Victor Nhlanhla Nyathikazi.

    Commitment and Perseverance

    Reflecting on his doctoral studies, he describes the experience as challenging but deeply rewarding.

    “My doctoral journey was not always smooth, but I would not necessarily describe it as rough. It required dedication, commitment, and preparation from the very beginning,” stated Dr Nyathikazi.

    A significant contributor to his preparedness was The DaVinci Institute’s emphasis on personal development through psychometric assessments. These assessments, provided valuable insights that helped him understand himself better and navigate the demands of doctoral research.

    “The psychometric assessments were particularly helpful in preparing me for the journey. They helped me better understand myself and prepare for the challenges ahead,” he reflected.

    A Supportive Academic Environment

    One of the defining characteristics of his experience was the institution’s commitment to student support and professionalism.

    “When I reflect on The DaVinci Institute as a whole, I can confidently say that my experience was exceptional. I would rate the institution 100%. I enjoyed the journey,” stated Dr Nyathikazi.

    The responsiveness of the academic and administrative teams left an impression.

    “Whenever I sent an email, it was acknowledged promptly and dealt with efficiently. The responsiveness and support provided throughout the programme were outstanding,” he alluded to the support.

    He also credits much of his success to the guidance and encouragement provided by the doctoral leadership team, particularly the programme convener.

    “I would like to commend Dr Raymond for the excellent work he does. He was highly professional, consistently encouraging, and always motivated us to keep moving forward, regardless of the challenges we faced,” he said.

    The colloquium workshops played a particularly important role in his academic development. These sessions provided practical guidance during critical stages of the research process, including methodology development and the presentation of findings.

    The workshops equipped students with the necessary skills and confidence to progress successfully through their studies. Without that level of institutional support, the journey would have been significantly more difficult.

    Transforming Professional Practice

    While the doctoral programme contributed to his academic growth, its greatest impact was perhaps realised in the workplace.

    Since beginning his studies, he has experienced substantial professional development, particularly in leadership, communication, and strategic thinking.

    “My presentation skills have improved considerably, and I have become more confident in communicating ideas and presenting myself professionally,” said Dr Nyathikazi.

    The timing of his doctoral studies coincided with a major strategic initiative within his organisation. As part of a team responsible for developing a five-year ICT Strategy, he found himself applying insights gained from his studies directly to organisational challenges.

    “The knowledge, insights, and skills gained through the doctoral programme enabled me to contribute meaningfully to the development and implementation of this strategy,” he said.

    His experience demonstrates how doctoral research can extend beyond academia to create tangible organisational value and strategic impact.

    Leading in a Complex ICT Environment

    As an ICT Operations Manager, he operates within a highly dynamic and complex environment where technology, governance, and service delivery intersect.

    His responsibilities span several critical functions, including cybersecurity management, server administration, service management, and policy development. In addition to overseeing technical operations, he plays an important governance role by ensuring compliance with organisational standards and contractual obligations.

    He manages multiple teams and service areas, including service management, technical support, server engineering, and cybersecurity services delivered through external providers.

    “Although cybersecurity services are outsourced, we remain accountable for ensuring that all deliverables are achieved and that service providers meet their contractual obligations.”

    This combination of operational leadership and strategic oversight provided a rich context for doctoral research focused on organisational transformation and digital innovation.

    Applying the DaVinci TIPS™ Framework

    A central component of his doctoral research was the development of a framework designed to address organisational challenges associated with traditional, manual processes.

    His organisation was seeking to modernise operations and embrace digital transformation. The DaVinci TIPS™ Framework became an important tool in guiding this work.

    “My study focused on developing a framework to address organisational challenges that we were experiencing in the workplace. At the time, many of our processes were still manual and based on traditional approaches,” he said.

    The framework’s four pillars aligned closely with his research objectives and provided both conceptual and practical guidance for understanding digital transformation.

    “The TIPS™ Framework added significant value to my research. Its pillars aligned closely with the objectives of digital transformation and process modernisation that formed the foundation of my study,” said Dr Nyathikazi.

    Through this approach, he was able to develop a practical framework capable of supporting organisational digitalisation, improving operational efficiency, and strengthening overall organisational performance.

    A Testament to Lifelong Learning

    His doctoral journey shows the powerful connection between academic research and professional practice. More than a qualification, the experience strengthened his leadership capability, enhanced his strategic thinking, and enabled him to contribute more effectively to organisational transformation.

    For professionals considering a doctoral journey, his experience offers a compelling example of how perseverance, institutional support, and a commitment to lifelong learning can create lasting impact, not only for the individual but also for the organisations and communities they serve.

  • COMING OF AGE: Message From The Chairperson Of The DaVinci Institute’s Strategic Advisory Board

    COMING OF AGE: Message From The Chairperson Of The DaVinci Institute’s Strategic Advisory Board

    As The DaVinci Institute marks its twenty-first year, Chairperson of the Strategic Advisory Board, Dr Amaleya Goneos-Malka, reflects on what it means to come of age, not as a moment, but as a process of becoming.

    Turning twenty-one is a significant milestone. It signals maturity, but also responsibility. Like the spiral, symbolising life’s unfolding, the journey circles back even as it moves forward, growing richer and more complex with each turn.

    From this vantage point, DaVinci is not simply an institution. It is a living ecosystem, shaped across layers of experience, interaction, and influence.

    The Microsystem

    At its core lies the academic foundation, the microsystem that anchors the spiral. Here, faculty, researchers, and academic leaders sustain the integrity of knowledge while nurturing intellectual curiosity with practical intent. Students enter this space not as passive recipients but as active participants, challenging ideas, contributing perspectives, and shaping their own developmental journeys alongside the institution.

    The Mesosystem

    Dr Amaleya Goneos-Malka

    The mesosystem emerges in the dynamic relationship between students and lecturers. This is where education shifts from instruction to dialogue, and from dialogue to co-creation. Roles evolve, and the boundaries between teaching and learning become more fluid.

    “Students increasingly contribute to the academic and industry corpus, their work reflecting not only learning, but authorship,” she notes. It is within this interplay that transformation becomes visible, where education is not simply delivered, but lived with purpose,” said Dr Amaleya Goneos-Malka.

    The Exosystem

    Beyond this, the exosystem reflects DaVinci’s growing engagement with industry, partners, and communities. The institution’s work, through research, projects, and innovation, extends beyond the campus, finding expression in practice. These outputs ripple outward, influencing sectors and shaping emerging futures.

    The Macro Level

    At the macro level, DaVinci exists within broader societal currents, including political, economic, cultural, and technological forces. Coming of age, in this context, is not an endpoint. It is a call to remain adaptive, relevant, and purposeful in the face of ongoing change.

    The spiral continues. Each turn brings reflection. Each return invites renewal.

  • Strategic Skills Planning In South Africa’s Freight Forwarding And Customs Clearing Sector

    Strategic Skills Planning In South Africa’s Freight Forwarding And Customs Clearing Sector

    South Africa’s socio-economic development has been deeply shaped by its historical inequalities, particularly those stemming from apartheid. Since 1994, the government has prioritised skills development as a tool for transformation, introducing policies such as the Skills Development Act and establishing Sector Education and Training Authorities (SETAs). These structures were designed to align education, training, and workforce development with economic needs.

    Within this system, Sector Skills Plans (SSPs) play an important role in identifying scarce and critical skills, while helping to guide workforce development. However, despite their importance, SSPs have increasingly become compliance-driven documents, often failing to respond to the dynamic needs of industry.

    This study by Dr Juliette Fourie investigated the ongoing misalignment between sector skills planning mechanisms and the actual and future workforce needs of the Freight Forwarding and Customs Clearing (FFCC) sector in South Africa.

    Research Context

    Dr Juliet Fourie

    The Freight Forwarding and Customs Clearing (FFCC) sector plays a critical role in South Africa’s economy, facilitating international trade and contributing significantly to GDP. Despite its importance, the sector faces persistent challenges, including:

    • Skills shortages
    • Limited professionalisation
    • Weak career pathways
    • Inconsistent training quality

    The sector operates within a broader system marked by high unemployment, educational inequality, and misaligned training programmes, which further complicate workforce development.

    At the same time, global changes such as digitalisation, automation, and evolving supply chains are increasing the demand for advanced and adaptable skills, placing additional pressure on the sector.

    Preliminary Literature Review

    Existing literature highlights that skills planning in South Africa is often shaped by historical, political, and structural factors, rather than purely economic needs. While SSPs aim to bridge the gap between skills supply and demand, they are frequently criticised for:

    • Relying on outdated or inaccurate data
    • Being based on “best guesses” rather than rigorous analysis
    • Failing to reflect on real labour market conditions

    Research also points to broader systemic issues, including:

    • Weak foundational education
    • Low STEM graduate output
    • Misalignment between qualifications and job requirements

    Globally, successful models (e.g., Germany, Singapore, Netherlands) demonstrate that integrated, demand-driven approaches to skills planning, supported by strong collaboration between government, industry, and education, are far more effective.

    Research Philosophy and Methodology

    The study adopts an interpretivist, qualitative approach, recognising that skills development challenges are complex and socially constructed. It draws on:

    • Semi-structured interviews
    • Focus groups
    • Document analysis

    This methodology allows for a deeper understanding of lived experiences, institutional practices, and systemic challenges within the FFCC sector.

    An inductive approach is used to develop insights and build a framework grounded in real-world data and stakeholder perspectives.

    Research Problem

    The central problem identified is the misalignment between sector skills planning and actual workforce needs.

    Although SSPs are designed to guide skills development, their effectiveness is undermined by:

    • Inaccurate and compliance-driven data collection, primarily through Workplace Skills Plans (WSPs)
    • Limited stakeholder engagement
    • Fragmented governance structures
    • A lack of forward-looking, strategic planning

    As a result, SSPs fail to provide an accurate picture of current and future skills requirements, limiting their ability to support sector growth and transformation.

    Key Findings

    The study reveals several critical issues:

    1. Misalignment of Skills Supply and Demand

    Skills planning does not accurately reflect industry needs, resulting in gaps between workforce capabilities and business requirements.

    2. Fragmented Governance

    Poor coordination between SETAs, employers, and training providers weakens the effectiveness of skills development initiatives.

    3. Compliance-Driven Processes

    Skills planning is treated as an administrative exercise rather than a strategic tool, reducing its impact.

    4. Lack of Professionalisation

    The FFCC sector lacks structured career pathways, standardised qualifications, and ongoing professional development frameworks.

    5. Limited Strategic Foresight

    Current systems do not adequately prepare the workforce for future trends such as digital transformation and automation.

    Proposed Strategic Framework

    The study proposes a new strategic framework for sector skills planning, focused on:

    • Data-driven decision-making
    • Inclusive stakeholder engagement
    • Alignment between education, training, and industry needs
    • Future-oriented workforce planning
    • Continuous monitoring and adaptation

    This framework aims to transform SSPs from compliance tools into strategic instruments for sector development.

    Significance of the Study

    The research contributes to both theory and practice by:

    • Providing a practical framework for improving skills planning
    • Supporting economic growth and sector competitiveness
    • Enhancing workforce development and employability
    • Promoting professionalisation within the FFCC sector

    It also aligns with national priorities such as the National Development Plan 2030, which emphasises the importance of skills development in driving inclusive growth.

    Conclusion

    The study concludes that South Africa’s current approach to sector skills planning is insufficient to meet the demands of a rapidly evolving economy. A shift is required from compliance-based processes to strategic, integrated, and forward-looking systems.

    By adopting a more accurate, collaborative, and future-focused approach, the FFCC sector can strengthen its workforce, improve performance, and contribute more effectively to national economic development.

  • Navigating Industry 4.0: Organisational Adaptation And Workforce Transformation In A South African Technology Company

    Navigating Industry 4.0: Organisational Adaptation And Workforce Transformation In A South African Technology Company

    The rapid rise of Industry 4.0 technologies is fundamentally reshaping how organisations operate, compete, and create value. Technologies such as artificial intelligence, cloud computing, the Internet of Things, big data analytics, and robotic process automation are now central to business strategy. While these advancements open efficiencies and innovation, they also introduce complex challenges, particularly in aligning workforce capabilities with technological change.

    This study by Aubrey Ramaphosa examined how a South African technology company is adapting to these shifts. It highlights a critical tension: organisations are accelerating digital adoption, yet workforce readiness and organisational systems are not evolving at the same pace.

    Research Approach

    The study adopts a qualitative, interpretivist approach to understand the human experience of digital transformation. Data was collected through semi-structured interviews with employees across organisational levels, including frontline staff and senior management.

    The research is guided by the Technology Readiness and Acceptance Model (TRAM), which explores how employees perceive and respond to new technologies. This framework provides a lens to understand both the drivers and barriers to successful adoption.

    The Dual Impact of Industry 4.0

    A central finding is the dual nature of Industry 4.0’s impact. On one hand, employees recognise the benefits of digital technologies. Automation improves efficiency, enhances decision-making, and enables innovation across the organisation.

    On the other hand, these technologies introduce uncertainty. Employees express concerns about job displacement, the pace of change, and the challenge of acquiring new skills. This duality reflects a broader reality: digital transformation simultaneously creates opportunity and disruption.

    Workforce Transformation

    Industry 4.0 is fundamentally changing the nature of work. Routine and repetitive tasks are increasingly automated, while roles are becoming more complex and digitally oriented.

    As a result, there is a growing demand for advanced capabilities such as digital literacy, analytical thinking, and adaptability. Employees are expected to continuously update their skills, placing pressure on organisations to rethink their approach to training and development.

    Organisational Change

    The adoption of Industry 4.0 technologies is also driving structural and cultural transformation. Organisations are shifting away from rigid hierarchies towards more agile, collaborative, and networked ways of working.

    Decision-making is becoming more decentralised, and there is a stronger emphasis on innovation and continuous learning. However, without effective change management, these transitions can lead to resistance, misalignment, and reduced employee engagement.

    Employee Readiness and Perception

    Employee readiness emerges as a critical factor in the success of digital transformation. The study shows that employees are more likely to adopt new technologies when they perceive them as useful and easy to use.

    At the same time, feelings of insecurity and discomfort can hinder adoption. This highlights the importance of managing both the technical and emotional dimensions of change. Organisations must actively support employees through the transition, rather than assuming adoption will happen naturally.

    Key Challenges

    Several challenges hinder effective organisational adaptation:

    • Skills shortages in critical digital areas
    • Limited investment in structured reskilling initiatives
    • Weak alignment between technology strategy and workforce readiness
    • Resistance to change driven by uncertainty and fear

    These challenges reflect a broader gap between technological capability and human capacity.

    Strategic Recommendations

    To address these issues, organisations should prioritise a more balanced approach to digital transformation.

    Investment in continuous learning and targeted reskilling is essential to close skills gaps. Transparent communication can help reduce uncertainty and build trust among employees. Leadership must play an active role in driving transformation by fostering a culture of innovation, collaboration, and adaptability.

    Importantly, organisations must align their technology strategies with people strategies, ensuring that workforce development is integrated into digital transformation efforts.

    Implications for Policy and Practice

    The findings extend beyond a single organisation and have broader implications for South Africa’s digital economy. Policymakers and educators must address systemic challenges such as digital inequality and skills mismatches.

    There is a need to align education systems with Industry 4.0 demands and to create inclusive pathways for workforce participation in the digital economy. Without such interventions, the benefits of digital transformation may remain unevenly distributed.

    Conclusion

    The study reinforces a critical insight: technology alone does not drive transformation. The success of Industry 4.0 depends on the alignment of technology, people, and organisational systems.

    Organisations that invest in both technological capability and human development are better positioned to navigate the complexities of digital transformation. Ultimately, Industry 4.0 is not just a technological shift, but a redefinition of how work is organised, experienced, and sustained in a rapidly changing world.

  • DaVinci’s Coming Of Age: Message Of Support From SAPHE

    DaVinci’s Coming Of Age: Message Of Support From SAPHE

    The South African Private Higher Education (SAPHE) has wished well for The DaVinci Institute’s 21 years of impact, an occasion fittingly themed “Coming of Age.” An acknowledgement of the great facilitation of the good course, the message from SAPHE reflects the Institute’s enduring influence on leadership, innovation, and sector-wide transformation.

    Board Chairperson and a DaVinci alumna

    Dr Carin Stoltz-Urban, SAPHE Board Chairperson and a DaVinci alumna, the moment is both professional and personal. Her reflection shows the Institute’s role not only as an academic institution but as a catalyst for individual growth and systemic change. 

    “Over two decades, DaVinci has built a reputation for its distinctive transdisciplinary approach, one that moves beyond traditional academic silos to equip graduates to navigate complexity, think systemically, and lead with purpose,” said Dr Stoltz-Urban.

    She added that this educational philosophy has translated into tangible impact. Across the private higher education sector, many senior leaders trace their intellectual and leadership foundations back to DaVinci. 

    Responsiveness to Change

    This growing network of alumni in influential positions speaks to the Institute’s role in shaping the sector’s direction, maturity, and responsiveness to change.

    Dr Carin Stoltz-Urban’s message also highlights DaVinci’s contribution beyond its own institutional boundaries. As a founding member of the association, the Institute has played a meaningful role in strengthening collaboration within the private higher education ecosystem. Its active participation has helped amplify the collective voice of the sector, advancing a more innovative and adaptive educational landscape in South Africa.

    As DaVinci enters its next chapter, the partnership with SAPHE remains a cornerstone of its broader impact. The celebration of 21 years is not just a reflection on the past, but a signal of continued influence, one that will shape leaders, organisations, and society for years to come.

  • The DaVinci Institute Partnered With Nutun To Empower Employees

    The DaVinci Institute Partnered With Nutun To Empower Employees

    The DaVinci Institute, in partnership with Nutun, officially launched the Higher Certificate in Management of Technology and Innovation programme across, setting the intellectual, cultural, and strategic foundation for the journey ahead.

    The programme is more than an academic exercise. It was framed as a deliberate investment in both individual capability and organisational impact. This was followed by a clear and structured programme overview, outlining the learning pathway, expected outcomes, and the level of commitment required. By establishing this clarity early, the session reduced ambiguity and reinforced accountability among participants.

     Nutun’s HR Executive

    A defining moment of the launch was the address by Nutun’s HR Executive, showing the impact of the programme Nutun’s organisational context. The message was direct: learning must translate into measurable value. It is not enough to acquire knowledge; participants are expected to apply it in ways that drive performance and innovation within the organisation. 

    The introduction of DaVinci Faculty Heads further reinforced the depth of academic support, positioning them as facilitators of critical thinking rather than traditional lecturers.

    DaVinci Lenses

    Head of Programme, Dr Sam February, touched on DaVinci Lenses and introduced participants to the frameworks that will shape how they interpret complexity, make decisions, and engage with interconnected systems. Complementing this, Dr Linda Chipunza’s session on Learning Styles and Shadow Match challenged participants to reflect on their own learning behaviours, uncover blind spots, and recognise how unconscious patterns may influence their engagement.

    Overall, the launch signalled a clear intent: this programme is not about passive learning, but about developing individuals who can think critically, reflect deeply, and lead effectively in a complex and evolving environment.

  • Crisis In South Africa: Fatherlessness And The Rise Of Broken Men

    Crisis In South Africa: Fatherlessness And The Rise Of Broken Men

    South Africa is not facing a shortage of potential. It is facing a crisis of identity. Charley Pietersen, a South African author, international speaker, and social reform advocate whose life journey reflects resilience, purpose, and transformation, recently engaged with The DaVinci Institute on the social challenges affecting men in the country.

    Behind the statistics on gender-based violence, crime, substance abuse, and mental health lies a deeper and less discussed issue: fatherlessness. It is a quiet crisis, yet one that is shaping the trajectory of an entire generation of boys who are growing into men without guidance, identity, or emotional grounding.

    For Pietersen, this is not theory. It is a lived experience. Born in Smithfield in the Free State and raised in a fatherless home by a single mother, he reflects the very crisis he now speaks about. From building a career in institutions like First National Bank and Standard Bank, CEO of Bloemfontein Celtic FC, Free State Provincial Office to contributing to South Africa’s 2010 FIFA World Cup success, his life has been defined by resilience, discipline, and purpose.

    “This is not a theory. It is a lived experience. Growing up without a father is not just about absence. It is about unanswered questions: Who am I? Where do I come from? What does it mean to be a man?” said Pietersen.

    When those questions are left unresolved, they do not disappear. They manifest in anger, bitterness, confusion, withdrawal, or destructive behaviour.

    The Identity Gap No One Is Addressing

    In many South African households, particularly those led by single mothers or grandparents, boys are raised with love and sacrifice. Yet love alone cannot replace identity.

    Too often, conversations about absent fathers are avoided. A boy asks, and the question is dismissed. Over time, that silence becomes a gap, and that gap becomes a wound.

    By the time these boys reach adolescence, the symptoms begin to show:

    Emotional detachment

    Aggression or rebellion

    A search for belonging in the wrong places

    What society often labels as problematic behaviour is, in many cases, a crisis of identity.

    A One-Sided Empowerment Narrative

    South Africa has, rightly, invested heavily in empowering women and the girl child. This work is necessary and important. However, it has unintentionally created a silence around the needs of boys.

    “There are many platforms that say, ‘empower the girl child,’ but where are the platforms that say to young men, ‘you matter too’?” Pietersen asked.

    When boys are not affirmed, guided, or mentored, they do not remain neutral. They become vulnerable to crime, gangsterism, substance abuse, and harmful expressions of masculinity.

    Broken Men, Broken Systems

    We cannot speak honestly about issues like gender-based violence without asking a difficult question: What is happening to our men?

    It is easy to label men as perpetrators. It is harder, but more necessary, to understand the root causes behind the behaviour.

    Many of the men who perpetrate violence are themselves products of absent fathers, unresolved trauma, lack of role models, and emotional neglect. This is not an excuse. It is an explanation. Without understanding it, solutions will remain superficial.

    “South Africa is investing millions into addressing the symptoms of societal breakdown. But until we confront the root cause, the making of broken men, the cycle will continue,” said Pietersen.

    Pain Does Not Discriminate

    One of the most overlooked truths is that pain is universal. It does not matter whether you are wealthy or poor, successful or struggling or from which race or ethnicity. Emotional wounds do not recognise status.

    Many men suffer in silence, believing they are alone in their struggles. In reality, across boardrooms, communities, and households, men are dealing with identity crises, mental health challenges, unprocessed trauma, and pressure to perform without support.

    The difference is not the presence of pain. It is the presence, or absence, of tools to deal with it.

    Rebuilding Through Purpose and Community

    If fatherlessness is the root problem, then mentorship, structure, and purpose must be part of the solution. South Africa does not lack people. It lacks coordinated action.

    Pietersen emphasised the importance of institutional partnerships, highlighting The DaVinci Institute as a critical collaborator in developing structured programmes for men in both corporate and community environments.

    “We need spaces that do more than talk. We need spaces that equip, mentor, and transform. Through collaboration, we can begin to design programmes that address identity, purpose, and leadership among men,” he said.

    Imagine a country where men mentor young boys in their communities, where skills and opportunities are shared openly, where communities take responsibility for their environments, and where knowledge flows between generations. This is not idealism. It is practical nation-building.

    “Movements led by figures like Angus Buchan have already shown that when men gather with purpose, transformation is possible. The challenge is scaling that intention into sustained systems,” Pietersen added.

    A Vision for the Future: The Fatherless Academy

    South Africa does not lack potential; it lacks structure, guidance, and intentional spaces where brokenness can be rebuilt into strength. Across our communities, countless boys are growing up without fathers, navigating life without direction, affirmation, or a sense of belonging. What they need is not sympathy, but strategy. Not temporary relief, but lasting intervention.

    The time has come for a bold and deliberate response: the establishment of a Fatherless Academy.

    This Academy would be more than just a place; it would be a movement. A safe and structured environment where boys without father figures are not defined by their circumstances but reshaped by opportunity. Here, mentorship would not be occasional; it would be consistent, intentional, and life-shaping. Boys would be guided by men who understand their struggles, who have walked similar roads, and who are committed to helping them rise above their past.

    Discipline would not be enforced through fear but cultivated through purpose. Values such as respect, responsibility, integrity, and self-belief would be embedded in daily life. The Academy would restore what has been missing: structure, routine, and accountability, while nurturing confidence and identity.

    Every boy carries something within him: a gift, a talent, a calling. Too often, these remain undiscovered in environments of neglect. The Fatherless Academy would intentionally identify and develop these abilities, whether in the arts, in technical trades, in sport, or in leadership. Each young man would be seen, known, and developed according to his unique potential.

    But development without opportunity is incomplete. The Academy would serve as a bridge between growth and real economic participation. It would connect young men to skills training, entrepreneurship pathways, and employment opportunities, ensuring they do not just dream of a better future but step into it equipped and prepared.

    This is not just a vision, it is a necessity. Because when you rebuild a boy, you restore a family. When you restore a family, you strengthen a community. And when communities are strengthened, a nation begins to heal.

    The Fatherless Academy is not about fixing what is broken; it is about unlocking what has always been there, waiting for the right environment to thrive.

    Such an initiative would not only change individual lives but also transform communities. Pietersen believes that collaboration with institutions like The DaVinci Institute can help turn this vision into a scalable and sustainable reality.

    The Work Ahead

    South Africa is not beyond repair. But the solution requires honesty.

    We must acknowledge the impact of fatherlessness.

    We must invest in the emotional and psychological development of men.

    We must create platforms for boys to discover identity and purpose.

    We must rebuild communities from within.

    For institutions like The DaVinci Institute, this moment calls for more than dialogue; it calls for decisive action. It is an opportunity to move beyond conversation and become active architects of change through education, leadership development, and meaningful community impact.

    Because at its core, this is not merely a social challenge, it is a generational responsibility. The choices we make today will echo in the lives of young men tomorrow.

    If we fail to act, we risk continuing a cycle that produces men who are disconnected, unsupported, and uncertain of their place in society. But if we intervene, intentionally, collaboratively, and with purpose, we have the power to raise a generation of men who are grounded in values, driven by purpose, and equipped to lead South Africa forward.

    When men are restored, families begin to stabilise. And when families stabilise, communities grow stronger. Ultimately, it is through this restoration that a nation finds its footing again and begins the work of rebuilding itself.

  • The DaVinci Institute Statement On The Appointment Of The New SARS Commissioner

    The DaVinci Institute Statement On The Appointment Of The New SARS Commissioner

    The DaVinci Institute congratulates Dr Ngobani Johnstone Makhubu on his appointment as Commissioner of the South African Revenue Service (SARS).

    Dr Makhubu brings extensive experience across complex, regulated environments. His contribution to shaping and executing SARS’s strategic trajectory signals strong continuity and leadership capability at a time when institutional effectiveness is significant.

    The Strategic Role of SARS

    SARS occupies a central role in South Africa’s development architecture and remains at the forefront of funding the country’s democracy. Its ability to sustain revenue performance, deepen voluntary compliance, and enable economic participation is fundamental to the State’s capacity to deliver on its social and infrastructure commitments. Leadership transitions of this nature are therefore not merely administrative but pivotal moments in reinforcing public trust and institutional resilience.

    Succession Planning and Leadership Continuity

    The DaVinci Institute
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    The DaVinci Institute particularly recognises the value of deliberate succession planning, as reflected in this appointment. The progression from within SARS affirms the importance of cultivating leadership pipelines grounded in institutional knowledge, strategic coherence, and a commitment to public value.

    “Authentic leadership within revenue services is of critical importance during times of socio-economic re-alignment, even more so if such occurs as a result of inequality over a lengthy period of time,” said Prof Benjamin Anderson, CEO of The DaVinci Institute.

    We also acknowledge the significant contribution of Commissioner Edward Kieswetter since 2019, whose leadership has strengthened SARS as a credible and high-performing institution within South Africa’s governance landscape. As of 31 March 2026, SARS collected net revenue of R2 010.3 billion over the previous fiscal year, representing growth of 8.4% and exceeding the 5.4% nominal GDP growth recorded in the third quarter of 2025.

    Acknowledging Outgoing Leadership

    As an institution dedicated to developing capable leaders, we are encouraged by this transition and its potential to further strengthen state capability.

    We wish Dr Makhubu every success as he leads SARS into its next phase of impact and evolution.

  • The Coming Of Age Of The DaVinci Institute – 21 Years Of Impact

    The Coming Of Age Of The DaVinci Institute – 21 Years Of Impact

    The year 2026 marks a defining milestone in the journey of The DaVinci Institute, 21 years as an accredited higher education provider in South Africa. This moment is not simply a celebration of longevity, but a reflection of an institution built on purpose, partnership, and impact.

    In the last 21 years, the Institute has facilitated the co-creation and interconnectedness across all ecosystems.

    “2026 marks 21 years of our existence, a milestone rooted not only in longevity, but in purpose, partnership, and impact,” reflects Prof Ben Anderson.

    Over the past two decades, the Institute has evolved into a distinctive academic ecosystem, one that actively bridges the gap between academia and industry, theory and practice, knowledge and application.

    A foundation built on intentional partnerships

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    The Coming Of Age Of The DaVinci Institute

    From its inception, The DaVinci Institute adopted a deliberately unconventional approach. With a modest but ambitious academic offering, a Diploma, a Master’s degree, and a PhD, the institution prioritised philosophy over scale.

    “What made this beginning powerful was not the number of qualifications, but the philosophy behind them,” Prof Anderson reflects.

    This philosophy is centred on a bold decision: to build with industry, not separate from it. Strategic partnerships became the institution’s defining feature, enabling it to co-create relevant, responsive, and future-focused learning.

    Executives and leaders from major organisations across sectors became active participants in shaping the Institute’s direction.

    “These partners were not mere collaborators; they were co-creators of the DaVinci ethos,” Prof Anderson emphasises.

    This co-creative model ensured that learning remained grounded in real-world complexity, equipping students with insights that extend beyond traditional academic boundaries.

    The DaVinci Institute way

    At the core of the Institute’s success lies what is often referred to as “The DaVinci Way”, a commitment to delivering “just-in-time” learning solutions aligned with workplace realities.

    For over two decades, this approach has redefined the student experience.

    “We have committed to aligning our accredited offerings with workplace needs to deliver just-in-time solutions to real, lived organisational challenges,” says Prof Anderson.

    Rather than treating knowledge as abstract, DaVinci embeds real organisational issues into the learning journey. Students bring their lived experiences into the academic space, shaping both their own development and the evolution of the institution.

    Graduates as actors within a multi-layered ecosystem

    We are gearing up for the graduating class of 2026, one that celebrates this milestone alongside a broader community of alumni, partners, and stakeholders.

    As they step forward, they enter a complex, multi-layered ecosystem where leadership must be exercised across different spheres. At the personal (micro) level, leadership begins with self-mastery. Prof Anderson challenges graduates directly:

    “Will you become a successful executive, actively working toward the future you imagine?”

    At the meso level, the focus shifts to connection and collaboration.

    “Will you connect with other knowledge workers, creating relationships and bridges where others hesitate to go?”

    At the exo level, graduates are called to influence systems and policy.

    “South Africa and the world need leaders who not only participate in the system, but shape it.”

    Finally, at the macro level, graduates are invited to embody the role of the Sage.

    “Will you be the next Sage, the individual who transforms the macro environment by creating new ways of working, thinking, and being?”

    Graduation as a beginning, not an end

    At DaVinci, graduation is not viewed as a conclusion, but as a transition into greater responsibility and impact.

    “Graduation is not the end of your journey; it is the beginning of the next leg of the race,” Anderson reminds ahead of the May 2026 graduation.

    Graduates leave equipped with more than qualifications. They carry with them practical tools, systems thinking capabilities, and a network of fellow innovators, resources that position them to lead in complexity.

    Confidence in the next generation

    As The DaVinci Institute looks to its future, its confidence is firmly anchored in its graduates.

    “You are the embodiment of our mission, the carriers of the DaVinci philosophy, the architects of the future we aspire to build,” Anderson affirms.

    In a world defined by uncertainty and rapid change, the need for adaptive, collaborative, and purpose-driven leadership has never been greater. DaVinci graduates are uniquely prepared to meet this challenge, not only to navigate the future but to co-create it.

    The coming of age of The DaVinci Institute is both a celebration and a call to action. It reflects the influence of education when it is intentionally designed, deeply collaborative, and firmly rooted in real-world impact.

    As the class of 2026 steps forward, they do so with a mandate: to lead with courage, to innovate with purpose, and to contribute meaningfully to society. Their journey continues and through them, so too does the evolving story of The DaVinci Institute.