The Leadership Enigma

Sarah MacDonald operates in a world that has been dominated by men since 1209. She is a Canadian-born conductor, organist, pianist, and composer, living in the UK, and she holds the positions of Fellow and Director of Music at Selwyn College, Cambridge, and Director of the Girl Choristers at Ely Cathedral. This episode is a glimpse into a world few know about but many have experienced including during the Queen's funeral and the King's Coronation. Sarah has recently been appointed to the role of President of the Royal College of Organists, where she is the third woman to hold this role which is the highest position offered within this niche world. The world of cathedral music is steeped in history and tradition and is celebrated globally especially during Christmas. As a young girl growing up, Sarah was not allowed to sing in the choirs so she discovered that being female would not preclude her from conducing so she decided to become an organ scholar at Cambridge University and essentially never left. In the cathedral tradition, all roles were male for hundreds of years. In fact it was only in the late 19th century that female students were allowed to study at Cambridge University. In this incredible episode Sarah explains the history and nuance to working, studying and leading at Cambridge University where she became the University Organist, a role founded in 1670 and Sarah is the first female in that role. The role of religion is an obvious element to the world of cathedral music and Sarah explains that it is a community of all faiths and none as they promote inclusivity for all. We discover how Sarah balances her intense search for perfection with teaching her students to experiment, make mistakes yet strive to be the very best they can be in high stakes performances. www.sarahmacdonald.live

Mark Julian Edwards is the strengths explorer! As leaders always learning, should we focus on our strengths or our development areas? Mark suggests it should be our strengths. All the research shows if we fully develop our strengths, we are going to be 3 time happier and more productive. This episode is all about how we identify our latent talents and complimentary strengths and partnerships. The context and success of our work is about how we combine abilities to leverage the sum of the parts. Micro organisations and start-ups tend to play to peoples’ strengths more readily than large scale organisations This suggests that competency frameworks are problematic as we are not always great at everything. It is the leader’s role to set the tone as how an organisation will identify people’s strengths and combine them. Mark explains that our strengths are fairly set by our mid 20’s, it can still morph but it is more about how we increase our awareness of how we partner, collaborate and add value with others. Mark explains that some of the happiest leaders he meets and works with are those who truly understand who they are, what they are good at and are content to identify and work with people who are better than them. A leader’s happiness is directly linked to their ability to be genuinely happy for others to thrive and succeed. Mark took a turn in his career when he finished a project in Majorca and then reflected on what next? He identified his own core strengths as connection, creativity, humour and play. Based on these he decided to embark on a photo portrait book titled ‘Faces of Majorca’ interviewing and photographing 59 locals. This project led to a series of accolades including writing for Lonely Planet, exhibiting at various photographic festivals, travel show presenting and more. It’s about our ability to be vigilant and see the strengths in others and tell people about them. In this episode Mark also helps me understand my results from The Clifton Strengths Finder diagnostic tool that he asked me to complete prior to recording this episode. Mark also outlines that a strengths based culture is where everyone is aware of their own strengths but also aware of how best to apply them for the work and how best to combine talents to drive results. www.thestrengthsexplorer.com Ted X Talk: https://www.youtube.com/watch?v=ig9uXAhXm2I

Jennifer Sundberg is the co-Chief Executive of Board Intelligence a technology company helping thousands of businesses make better decisions. Jennifer was originally a strategy consultant, and her light bulb moment came when she was asked to be a ‘fly on the wall’ during a client’s board meeting. The client was riding high, but the storm clouds were gathering as regards future challenges. During the three hours she observed the board, they never got to the heart of the matter. It wasn’t based on the wrong people being on the board, she realised it was because they simply didn’t have the right information in front of them within the reams of paperwork. All the information they had was backward looking. Jennifer realised that all boards are drowning in information partially based on habit and convention, much of which doesn’t matter, so they struggle to find the signal through the noise. Together with her business partner, Pippa, she started Board Intelligence to try and help boards leverage better and more appropriate information on which to base their strategic and critical decision making. Jennifer is genuinely bemused as to how she became a successful entrepreneur as she in her own words ‘doesn’t fit the stereotype’. However, she also realises that her intellect and insatiable curiosity drove her to choose this path. Jennifer is motivated to promote and empower women on boards. She outlines that we have seen great changes. From 5% of women on boards to 40% and from half the FTSE 100 boards being male only to none today. Jennifer’s first client was EasyJet which propelled her business into numerous discussions with boards. At this point they had no idea of the technology angle that they were set to embark on. Board Intelligence moved from a very analogue and paper driven approach to a business that today is a fully developed technology business. This change in business model was based on the realisation that very similar questions were being asked by CEO’s and Boards. They started to build up a question bank and then using technology packaged them up into a technology platform called ‘Lucia’. This created the ‘Question Driven Insight Model’ Today, Board Intelligence is helping executive teams and boards focus on the conversations that matter, avoid wasted time and effort and do less harm with the right data and information. Badly informed boards make bad decisions. Board Intelligence will help people manage the big audacious and knotty problems all businesses now face. Jennifer’s new book ‘Collective Intelligence’ is based on her desire to help more and more people leverage the collective in making better decisions and cascade it through entire organisations by building three critical capabilities. In this episode, Jennifer explains those capabilities/habits that are necessary. They are. 1. Critical thinking: 2. Clear communication: 3. Focus: It is every leader’s responsibility to empower the level below them. As one CEO told Jennifer, ‘The important decisions are not made in my boardroom’ as he was aware that it was his people working day to day who were making the most critical decisions. Too much power concentrated in one person makes us stupid. www.boardintelligence.com Collective Intelligence is available on Amazon

Ralph de la Vega is the former Vice Chairman of AT&T Inc. and CEO of AT&T Business Solutions and AT&T International. Ralph had a 42 year career at AT&T and is now living in Florida.  His father was in the food distribution business and he came from a strong and religious tight knit family in Cuba. Once the Castro Regime took over they nationalised all food production and distribution and his fathers business was taken over by the regime, food was rationed and small kids were being indoctrinated in schools to turn on their parents if they held views that were against the revolution. Ralph's parents decided to leave Cuba for the USA when he was 10 years old and in doing so they had to turn over all of their possessions to the Government. Once they arrived at the airport as a family of four (both parents and his younger sister) they were met by the militia who said to them five words that Ralph will never forget, "only the boy can go."Ralph's parents made the heart wrenching decision to send Ralph by himself to the USA which is where he stayed alone without his family for four years. When he arrived he spoke no English and had not a dollar to his name. From this incredibly humble start Ralph became the Vice Chairman of a Fortune 10 company, AT&T. Ralph credits his Grandmother for helping him reach his potential as when she arrived in the USA she told him "don't let anybody put limitations on what you want to achieve." His mantra to young adults is to dream big. Ralph tells me that his early years of adversity meant that when it came to his oversight of the merger with AT&T Wireless for $41bn, that was easy!Ralph has learned his leadership skills over four decades with over 200,000 employees and operations in 200 countries. The best leader is one who can take a group of talented individuals and get them to do things that they thought were impossible to do. Inspiring people is always more powerful than coercing and pushing. Followership is  important especially in a large organisation. Ralph hopes that as an immigrant to the USA he can inspire others to achieve their dreams and potential. Ralph is very proud that in his career he worked with Steve Jobs in launching the iPhone, connectedTesla cars for Elon Musk and launched the Kindle with Jeff Bezos worldwide, yet his favourite memory is that 24 of his previous employees that he directly led have gone on to become CEO's of their own companies. This is an episode packed full of anecdotes and stories from a senior leader who believes in helping talented people fulfil their dreams as he is now the sponsor of the De la Vega Entrepreneurship Award which is in its 4th year. This episode also includes Ralph's fond memories of working and sharing the stage with Steve Jobs who was a great practitioner for promoting simplicity. Ralph is the author of "Obstacles Welcome: How to Turn Adversity to Advantage in Business and Life." available from Amazon. Ralphdelavega.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com

Donna Easton is a Joyologist. What's a Joyologist I hear you shout? It's somebody who is obsessed with the things that make us feel happy and the things we can do to help ourselves to feel more joy in life. In a world of constant change and chaos we could all do with a little more fun and joy in life, so enjoy this episode. Donna outlines the importance of each of us building a baseline in happiness not based on toxic positivity but by creating enough joy in our day to day activities in order to mitigate the challenges and tough times when they inevitably come. Donna has not always been the happiest person in the room. Childhood trauma, rejection within the performing arts,  alopecia and other life challenges all pushed Donna into making the decision to dedicate her time and effort to identify what humans can do to create more joy and happiness in a crazy world. All of us have to deal with the inner critic and Donna has called hers 'Crow.' 'Crow' is always reminding Donna that good things should not happen to her and that she is not worthy or competent enough to deal with life's opportunities. Thankfully, Donna has learned how to address what 'Crow' says and still be able to push through and not feel paralysed by the negative thinking. Our inner voice is actually just trying to keep us safe. Donna has created 6 steps of the ELATED System.  Everything starts with the practice of Gratitude followed by Energy (how we are showing up for ourself and others) Laughter (find your Wally brian), Access the Creative (connect your body & mind), Try new things, Exist in the Now (with a sense of wonderment) and Do You (in a way that is beautiful and kick arse). Happier people are 17% more productive, but you know that don't you!!!www.mylifeshines.comWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com

Sane Ngidi is a young female black leader in Africa working with the Bill & Melinda Gates Foundation. This is an episode of two halves, the first focuses on some of the learning Sane has gained in her early corporate life and the second is a story of vulnerability, self reflection and resilience. Sane started corporate life as an industrial psychologist with her initial roles in Durban until she moved to Johannesburg. Sane is thankful for the strong role model of her mother when growing up and being told that you can always pave the way for others and lift those around you. During Sane's Phd she carried out research into perceptions of black African leaders in financial services. A common theme was of leaders not feeling ready or worthy of the role. However they also reported the power of male ally ship which helped them through their careers. Sane describes Africa as a place that lacks diversity but craves diversity in the workplace. Organisations are trying to ensure that they 'see' everyone as they build diversity of thought in their leadership teams. The Employment Equity Act is also a powerful guide for African businesses for the quotas they must fulfil. When Sane initially moved to the Bill & Melinda Gates Foundation in 2021, life changed. In December 2021 Sane's father died suddenly and unexpectedly. She later discovered he knew he was dying but didn't share the news with his family. Whilst still grieving, in February 2022 Sane's aunt fell ill and died, followed in April 2022 her uncle was tragically stabbed and died. Sane realised that the cumulative impact of these losses meant she was not coping and she openly asked for help. She was not able to be her best self and she took a break from work for about 6 weeks. Then in September 2022, Sane's mother passed away. Of all the deaths, her mother's was emotionally peaceful due to a long illness. 2022 fundamentally changed Sane's view of mental health. She told this story in 2023 at the 'Ignite' staff event so people could understand her personal story. She was overwhelmed by the care, love and compassion from others and for their understanding that is OK not to be OK at times in our life. Trauma, grief and mental health can't be seen and Sane realised the need to speak up and be vulnerable in order to get the help she needed. Big thank you to Mark Watt, Partner at Heidrick & Struggles for being my super connector for great guests especially in Africa. Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com

Paul Russo is the CEO of Kenya Commercial Bank (KCB). This episode was recorded in Nairobi on the site of KCB's Leadership Centre. KCB is part of the critical financial infrastructure for 33 million people. They are present in 7 East African countries running over 300 branch networks, over 4000 agency outlets with 12,000 staff and a strong legacy as KCB is over 120 years old. Paul is a deeply committed CEO who believes passionately that 'people are everything' Paul is a also a  very humble leader from humble beginnings which has crafted the human leader he has become. He is from a family of 6 siblings, his parents were nomads from the north and he was the only one to go to school due to the efforts of the Catholic Church and local community and the NGO Indigenous Information Network. Paul is incredibly grateful to the community who ensured he was able to get an education, he therefore uses his role as CEO to lift as many people as possible.Paul has committed time to continually engage staff across the business as he understands that his leadership must be 'energy expensive.' As the CEO Paul understands that he must absorb the difficulties of the business in order to allow his people the space and time to create the value necessary for success. He is the role model to thousands inside the business and is well known across the country so his actions matter to millions. The new purpose of KCB if 'For People, For Better' and Paul is committed this will be  the North Star for the financial success that the bank must also attain and sustain. People technology and partnerships are Paul's primary focus yet people remain the paramount consideration. Paul's background is human capital and he leverages that experience to focus and understand his own human centred leadership style. Paul remembers his late parents and the resilience instilled in him as a child dealing with drought, bandits, disease and disadvantage. He leverages these experiences to harness his own ability to overcome challenge combined with his burning desire to never go back to his old way of life. Paul is an outstanding example of a Human Centred Leader driving his business as a Force for Good. Paul explains he is paid to care and the results will come and he works tirelessly to provide all of his people the reason to believe. Additional Heidrick & Struggles article with Paul Russo https://www.heidrick.com/en/insights/leadership-assessment/people-dont-just-matter-they-are-everything_an-interview-with-paul-russo-group-ceo-of-kcb-groupWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com

Jane Van Zyl is the CEO of Working Families, a UK based charity focused on helping working parents and carers. Their mission is to remove the barriers that people with caring responsibilities face in the workplace. They do this in three ways, a free legal advice line to help people with their issues and concerns, working with employers to help create and sustain flexible working and thirdly by pushing for practical and positive change at a policy level. Working Families has contributed to the Government's Flexible Working Task Force since 2018. As part of this close consultation and a recent private members bill, employees in 2024 will be able to request flexible working from day one of their employment and be able to make that request three times in one year whereby employers must respond to the request. The ability of an employer to understand and consider flexible working is an attractive proposition for a modern, diverse and talented workforce. What does flexibility actually mean? It's not a new concept. It refers to all of the ways you can work flexibly, such as term-time working, part time, hybrid, job share etc. The pandemic shone a light on people working from home for increased periods of time.  Jane explains to me that working from home during the pandemic was desperately difficult for so many in shared, cramped and isolated accommodation. However the pandemic also allowed us to understand what roles could be delivered successfully form home or other virtual locations. Many countries experienced the rise of the digital nomad! Working Families have also carried out in depth research which highlighted that lower income families were not able to access flexible working options that were available for different demographics of the workforce. Jane outlines that the role of the office has changed forever. Why do we even need offices? Perhaps it is to enhance the ability for people to collaborate, educate and celebrate as opposed to endless meetings and zoom calls. Jane explains that one of the primary keys to success for any organisation is the ability to truly understand the each job design and define the job description with clarity so that the flexible options can be identified early on for all parties with the intent to ensure that the role can ensure the role is 'human sized.'  Leaders must role model or in Jane's words 'real model' how their businesses can adapt and adopt more modern processes and practices to enhance flexible working. Jane is passionate about her work as she shares a deeply personal story of how flexible working transformed her relationship with her father. Working Families as an organisation that itself is now wholly remote and their work is helping families all across the country.  This episode is a fascinating and essential insight for any leader of any sized business into the changing world of work. You can access research and other important information by visiting www.workingfamilies.org.ukWatch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com

Rob Moore was riddled with debt before reinventing himself to become a multi millionaire property investor, world champion, author of 19 books including his latest, 'Money Matrix' and the host of Disruptors with over 1000 episodes serving over 3 million subscribers across platforms. This episode turns the tables on Rob from interviewer to interviewee as we peek behind the curtain of Rob Moore. This is a deeply personal episode with Rob who has a very public face for millions as regards his mission and passion to create global impact and educate as many people as possible to manage and enhance their personal finances. Rob shares his early memories of watching his father (his role model) deal with mental health issues and the impact it had on him to push himself through intense feelings of shame in order to strive and make personal changes in his life. Rob understands that he has become a successful financial provider for his loved ones and his expanding team across fourteen businesses. With this responsibility comes an increased sense of accountability and personal purpose. Rob and I candidly discuss a number of his proudest moments in life and also his thoughts on the difference between being liked and respected. Rob never refers to himself as a leader and this episode requires Rob to think about his own style of leadership across 14 businesses with an extreme focus on leading self, first and foremost which Rob explains is all about managing emotions with extreme self awareness. For Rob, leadership is about how many people you nurture and lift up not how many direct reports you may have. Rob understands the difference between being liked and respected. He used to do all he could to be liked as it is much easier to be liked. To be respected requires a level of challenge with care. He now focuses on being respected based on the clear and non negotiable standards he holds for himself and those who are part of his businesses.  Rob's best advice for entrepreneurs in a world that is constantly changing features in his new book 'Money Matrix' where he outlines the 4 stages of wealth. Make it, Manage it, Multiply it and  Maintain it. Start Ups need to 'start now and get perfect later.' More mature businesses need to rekindle their start up spirit and avoid slowness. If the pace of change external to your business is faster than the pace of change within your business, it's all over! Money loves speed and hates friction and therefore will inevitable become more digitised centrally which Rob explains carries certain dangers where we become the product and susceptible to unwanted levels of control. Rob tells me that the biggest misconception about money is that money is not one of the biggest issues in our lives. This fuels Rob's passion to help educate as many people as possible to learn how to build and manage their wealth. Always pay yourself first Rob explains, never spend more than you earn. He outlines a simple procedure where each of us must save a third, invest a third and spend a third.  As part of Rob's role as the host of Disruptors, he has interviewed numerous guests including the eclectic and controversial. Guests include the Tate Brothers, David Icke, Chris Eubank, Will.I.Am, Jordon Peterson, Dan Wootton, Grant Cardone, Katie Hopkins and many more. I ask him what he has learned from recently spending 7 hours interviewing the Tate brothers post their recent arrest. You may be surprised at this answer.  www.rob.teamMoney Matrix is available from Amazon Watch & Subscribe: 👀 https://www.youtube.com/@theleadersenigma/videosListen & Subscribe: 🎙️ https://open.spotify.com/show/5NSnRyHzPmyY5OWhGzKU5Pwww.leadersenigma.com