Employee attrition and ultimately organizational attrition can be attributed to Pyrrhic victories. Pyrrhic victory is defined as a victory not worth winning as it comes at too much a cost to the victor. Many contemporary organizations thrive on Pyrrhic victories.

The Organizational Iceberg metaphor presupposes that an organization is comprised of a FORMAL (overt/visible above the surface and is composed of the more easy-to-see and formal aspects of an organization; that is those issues that are based on agreed measurable outputs/outcomes relating to how organizational goals and objectives will be met) and an INFORMAL ORGANISATION (covert/hidden aspects of organizational life). These include the values, beliefs and attitudes held by management and other employees, the emergent informal groupings that occur in every organization, the norms of behavior which direct how things are done but which are rarely talked about and the politics of organizational life that are mainly hidden but which, for all that, are powerful driver of decision and actions.

The metaphor draws attention to the proposition that the informal systems, as well as being hidden, are the greater part of the organizational iceberg. For those who have seen icebergs, whatever is seen above the water, underneath is at least 10 times this mass.

We are a team of “Behavioral Scientists” whose focus is to assist organizations deal with discrepancies and deficiencies that hinder organizational productivity. Behavioural science encompasses all the disciplines that explore the activities of and interactions among organisms in the natural world and the workplace is a microcosm of such world.

We are based on the premise that each organization possesses a unique personality and therefore each has unique challenges. We conduct an empirical investigation and analysis into the causes of the deficiencies to ensure the constant commitment, communication, cross-cultural understanding, productivity, teamwork are possible thus ensuring profitability.

There is, available at an organization's disposal, a plethora of Human Resources Development interventions. We assist organizations with the identification, implementation and evaluation of Human Resources Development interventions. This we do by helping your organisation intergrate its Overall Strategy with its Human Resources Strategy.

Company History

Siphiwe Transformation & Development Institute is a commercial entity which started off as a counseling and social empowerment initiative in 2003. At that time it was merely informal and discussion oriented focused on helping young people to cope with social pressures in various status of their involvement.

Following a positive responsive and demand for its services, the company was ultimately registered as a 100% black owned Close Corporation in 2007 by Siphiwe Thembela Manzi. Siphiwe is extremely experienced in training and development, strategic management, human resources, organizational development and change management.

"Siphiwe" in Zulu means "we are given / gifted" and that means that this development institute is going to employ facilitators who are talented, knowledgeable and gifted. Again the name Siphiwe reffers directly to him as a founding member. Hence the name SIPHIWE TRANSFORMATION AND DEVELOPMENT INSTITUTE.

Siphiwe Transformation & Development Institute is a powerhouse in the provision of the following development programmes:

    • Staff development in Corporate and SMME sector.
    • Co-operative development.
    • Our clients include Non Profit Organizations ( NPO's), Community based organizations, Trade Unions, SMME's and Public Sector.

Mission Statement

To render development driven programmes to the public sector, corporate and SMME's in Kwa-Zulu Natal and in doings so give effect to Employment Equity ideals as well as Broad Based Black Economic Empowerment.


To be a human resources and organizational development consultancy of integrity in the Kwa-Zulu Natal Region and ultimately nationally and internationally.


    • To empower officers and managers so that they are able to make meanignful contribution to the economy.
    • To provide strategic direction to our clients.
    • To constantly expand our knowledge base in keeping with corporate trends.
    • To capacitate the leadership of the trade unions across various sectors of representation.


    • To increase our corporate client base by 20% by Spetember 2011.
    • To increase our share of business with parastatals by at least 15% by November 2014.

Value Statement

At SIPHIWE TRANSFORMATION AND DEVELOPMENT INSTITUTE, we believe in and dedicate ourselves to the following values:

    • To act with respect.
    • To be accountable for business decisions.
    • To demonstrate professionalism.
    • To show we care for customers.

Vision Statement

To be the market leader in training & development, change management programmes design and implementation as well as human resources development initiatives.