Rising Star Awards South Africa

December 1, 2017

March 31, 2018

http://risingstarawards.co.za

+27 21 788 2763

Awards Description

About Us

The overall purpose of this assessment is to identify and publicly recognise ‘Rising Stars’ as having the qualities needed to join a guiding coalition of other Rising Stars able and willing to walk the talk to help themselves and others rise to the top of their game. Our Rising Star Network will be formed from the top 5 finalists in each of the 12 business sectors – making a network of approximately 150 (over the last 3 years) of the most talented young people in the country. We are very committed to keeping this network alive, by means of personal development and intra network education – In this way we can assist their further development benefiting them personally, the organisation they work for and in turn the wider economy.

 

Our Vision

Raise awareness of the breadth and depth of talent in the 28-40 year age bracket
Create opportunities for young talented individuals to grow, connect and give back
Bring the leading organisations of South Africa together to raise talent on the national agenda
Provide inter-connected, interactive group driven social and growth platforms for young talented individuals
Grow the stature of the Rising Star Awards, Summit and associated ventures to be the most recognised national initiative focusing on young talented individuals

Entry and Judging Process

Standard Bank Rising Star Awards Entry & Judging Process:

  • We recommend that organisations put forward approximately 5 young people between the ages of 28 and 40.
  • Nominations can be submitted via the online form on the right sidebar and also on the form on the homepage – these must be received before end March 2018.
  • Early submission is greatly appreciated.

After candidate submission, there will be three phases of judging:

  1. An initial assessment form to be completed by the candidate
  2. Should the candidate proceed to the semifinals, we will send the candidate’s initial assessment to his/her nominator for verification and credibility. The candidate will also be asked to submit a 2000 word essay on their strengths and weaknesses directly related to the criteria, as well as create a 2 minute video explaining why they believe they are the next Rising Star.
  3. Should the candidate reach the finals, they will be invited for an interview in front of a panel of experts on either the 3rd or 4th July 2018. This will take 2-3 hours and will take place in JHB. If the candidate is unable to attend, the finalist position will be forfeited.*
  4. Celebratory Gala Diner to take place at the Sandton Hilton on July 26. 2018

There will be 5 finalists in each of the 12 Industry categories – 60 in all – and these are the young people who form the Rising Star Network.

Selection Process

Developing future leaders: criteria and selection overview:

Emerging leadership skills include recognising and managing changing realities, being courageous and bold, and having strong ethics, honesty and integrity. USB Executive Development (USB-ED) has developed five criteria against which to assess future leaders. These criteria have been isolated as a result of extensive research in the areas of disruptive forces, predicting the future world of work and emerging leadership skills. It is according to these measures that the Rising Star criteria and selection process is structured:

1. Vision and the ability to create
True leaders understand how current reality influences the future. They are well able to communicate goals and expectations and consider the future when making decisions. They are not afraid of change or taking risks, and recognise and reward creativity. Leaders who display positive behaviours are clearly able to see and communicate a vision and to inspire people to follow. These optimistic individuals drive creativity and innovation, and are able to see and value different perspectives.

2. Team effectiveness and collaboration
Real leaders enable team effectiveness and collaboration. They call on colleagues to obtain their expertise and let employees know what decisions they can take. Leaders with collaborative mind-sets respect team decisions and invite people with different views to develop solutions. Leaders who exhibit positive behaviours engage their teams, set expectations and clarify roles and responsibilities. They encourage recognition of joint concerns and collaboration and allow teams the space to operate as self-directed teams. Positive behaviour also includes driving a shared agenda and building coalitions with key players across an organisation.

3. Trust and Ethics
Future leaders admit their own and departmental mistakes and refuse to cover up their slip-ups to save face. They expect all employees to be honest and ethical, and would not lie if asked to do so. This type of leader may suffer in their career for doing the right thing, but are careful to consistently adhere to rules. Positive behaviours are indicated when leaders act with courage and conviction and take transparent and fair decisions. These individuals speak truthfully and demonstrate integrity. They always consider the societal impact of business decisions and adhere to rules and regulations.

4. Communication and listening
Effective leaders use informal tools to communicate quickly, such as having an open door policy, circulating relevant information and writing and speaking clearly. They make eye contact when conversing with others and do not interrupt others when they are speaking. These leaders would typically walk around and engage employees on work progress, and invite input from all relevant parties before making decisions. Positive behaviours are measured when individuals are able to read their audiences well and communicate appropriately. These leaders have good written and verbal communication skills and respect what others say.

5. Motivating and committed attitude
Leaders who are motivated and committed recognise accomplishments and praise their employees when they deserve it. They give new assignments as rewards for work well done, and stay with a project until it is completed well. Such individuals speak positively about their organisation and have positive attitudes when they experience setbacks. Individuals display positive behaviours when they demonstrate tenacity, perseverance and resilience, and are able to learn from mistakes and are willing to try again. They also provide constructive feedback and show feelings of gratitude for good work.

The Selection process:

  • Each candidate will complete a self-assessment based on five criteria.
  • From this, USB-ED will select the top 10 candidates from each of the 12 industry categories – the semifinalists.

Semifinalists:

  • Each candidate will complete a narrative essay on their strengths and weaknesses directly related to the 5 criteria. The essay must be practical and evidence-based.
  • Each candidate will complete a 2 minute video on why they think they are a future leader.
  • The self-assessments shortlisted candidates are sent to the candidate’s line manager for verification and comment.
  • USB-ED will select 5 candidates from each category, based on the essay, video and line managers comments – the finalists.

Finalists:

  • The finalists in each category will face a judging panel comprising relevant industry/HR experts and corporate CEOs and HRDs.
  • The judges will probe behavioural indicators (both positive and negative) for each criteria. Again this round will focus on the evidence of behaviour as well as how the candidate would have applied the behaviour in the work context.
  • The judges will choose the final candidate based on their previous submissions, the final interview and a case study presentation prepared for the interview.

Click to see list of sponsors

Contact Information

hazel@risingstar.co.za

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