Yearly Archives: 2025

Three simple yet powerful words: “I see you.” As leaders, this message is essential to communicate regularly. In Zulu culture, the greeting “Sawubona” means “I see you,” and the response “Yebo Sawubona” affirms, “Yes, I see you too.” But this phrase is more than just a greeting—it’s a way of life. It signifies deep recognition, connection, and the shared potential between individuals. As leaders, we can learn from this mindset. People want to be seen, heard, and understood. By asking thoughtful questions, actively listening, and showing genuine care for their goals, challenges, and aspirations, we strengthen our relationships and build trust. Leaders who truly see their people foster a culture of connection and growth. When people feel seen, they’re more willing to follow, collaborate, and thrive. Let’s embrace the spirit of Sawubona—because when we see each other, [...]

As leaders, we live in a glass house—our teams are always watching. Our actions, priorities, and words shape their perceptions and influence their behavior. How we spend our time signals what truly matters. Investing it wisely yields the greatest returns. Our words carry weight, but they must align with our actions—credibility depends on consistency. We are always modeling the way—our values, commitments, and follow-through are on full display. When we engage with our teams, we must be fully present, listen actively, and show genuine interest. At the end of the day, when people look into our glass house, they should see a leader who walks the talk.

Change is inevitable, but how we approach it defines our success. As leaders, we are not just managers of the present—we are architects of the future. Rather than resisting change, we should see it as an opportunity to strengthen our teams, refine our strategies, and move our organizations forward. After all, we are the change agents of our organizations. Here are a few key considerations when preparing for change: Assess readiness – Understand the who, what, why, and when of the change. Expect resistance – Plan to address concerns with clarity and transparency. Build the case for change – Clearly define why the change is necessary and why now is the right time. Empower “vision carriers” – Identify key team members to champion and [...]

Change is inevitable, but how we approach it defines our success. As leaders, we are not just managers of the present—we are architects of the future. Rather than resisting change, we should see it as an opportunity to strengthen our teams, refine our strategies, and move our organizations forward. After all, we are the change agents of our organizations. Here are a few key considerations when preparing for change: Assess readiness – Understand the who, what, why, and when of the change. Expect resistance – Plan to address concerns with clarity and transparency. Build the case for change – Clearly define why the change is necessary and why now is the right time. Empower “vision carriers” – Identify key team members to champion and [...]

As leaders, we know that our most important assets are our people, and their growth is critical to the success of our organizations. I’ve adopted a mantra that guides my approach: "PEOPLE GROWTH = BUSINESS GROWTH, and LACK OF PEOPLE GROWTH = BUSINESS DECAY." While we aren't directly responsible for their growth, we are accountable for creating an environment that fosters it. Our role is to provide the resources necessary for them to acquire new knowledge, skills, and habits that enable higher performance. Here’s a quick checklist to assess how well we’re supporting growth (on a scale of 1-5, with five being the highest): I effectively communicate expectations. I provide constructive feedback on performance. I invest my time in top [...]