Question #1 – What Is Our Common Vision?
Without a shared vision, teams risk becoming collections of individuals working toward disparate goals. A common vision aligns everyone’s efforts and provides clarity of purpose. Research by Gallup shows that employees who understand their organization’s vision are 4.2 times more likely to be engaged in their work. A clearly communicated vision ensures that teams remain focused, motivated, and unified, especially during challenging times. It also acts as a guidepost for decision-making, helping teams prioritize tasks and resources effectively.
In post-apartheid South Africa, Nelson Mandela’s leadership centered around one unifying vision: a rainbow nation where all races could coexist in harmony. Mandela’s ability to articulate this vision turned a fractured society into a symbol of reconciliation and progress.
Dear transformational leader, remember that a single bracelet does not jingle. A team without a shared purpose cannot create the harmony necessary for success.
Question #2 – Are We Leveraging Diversity to Drive Innovation?
Diverse teams bring varied perspectives, experiences, and ideas, which are critical for innovation. According to McKinsey, diverse teams are 35% more likely to outperform less diverse ones. However, simply having diversity is not enough—leaders must actively create environments where differences are valued and leveraged. Diversity fosters creativity, helps identify blind spots, and allows for better problem-solving by incorporating multiple viewpoints.
When harnessed effectively, it leads to groundbreaking innovations and solutions tailored to a broader audience.
In Kenya, the tech hub known as Silicon Savannah thrives on diversity. Local developers collaborate with international partners, blending indigenous knowledge with global best practices to create innovative solutions like M-Pesa, the mobile money platform.
Dear transformational leader, remember that wisdom is like a baobab tree; no one individual can embrace it.Great leaders draw strength from diverse perspectives.
Question #3 – How Do We Build Trust Within Our Teams?
Trust is the cornerstone of effective teamwork. When team members trust each other, they communicate openly, collaborate willingly, and support one another. A study by PwC reveals that 55% of employees say a lack of trust is a significant barrier to collaboration. Without trust, teams struggle with miscommunication, conflicts, and inefficiency. Conversely, high-trust environments empower employees to take risks, share ideas, and commit fully to organizational goals. Trust also enhances resilience, helping teams navigate challenges more effectively.
Rwanda’s post-genocide recovery under President Paul Kagame is a testament to the power of trust-building. Community initiatives like Gacaca courts fostered dialogue and forgiveness, enabling citizens to rebuild together.
Dear transformational leader, remember that if you want to go fast, go alone. If you want to go far, go together. Building trust ensures teams stay together for the long haul.
Question #4 – Are We Communicating Effectively?
Clear communication is essential for alignment, collaboration, and execution. Without effective communication, even the best strategies can fail due to misunderstandings or lack of clarity. Data from Holmes Report shows that poor communication costs organizations an average of $37 billion annually. Effective communication ensures that goals, expectations, and feedback are understood by all stakeholders. It also fosters transparency and reduces the likelihood of errors, conflicts, and inefficiencies within teams.
Ellen Johnson Sirleaf, Africa’s first female president, emphasized transparent communication to unite Liberia during its post-civil war reconstruction.
Dear transformational leader, remember that the mouth does not eat if the feet do not walk. Communication connects effort with outcomes.
Question #5 – Are We Encouraging Ownership and Accountability?
When team members feel a sense of ownership, they take greater responsibility for their tasks and outcomes.
Empowered employees are more motivated, proactive, and invested in the organization’s success. Harvard Business Review reports that organizations with high accountability experience 50% greater performance. Accountability also fosters trust and fairness, as team members hold themselves and each other to high standards. It ensures that goals are met consistently and that individuals take pride in their contributions.
In Ethiopia, Gebeya, a talent development company, trains and empowers software developers to take ownership of their careers, contributing to the region’s growing tech ecosystem.
Transformational leaders must remember that you learn how to cut down trees by cutting them down. Accountability grows through action and experience.
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About Dr. Abiola Salami
Dr. Abiola Salami is the Convener of Dr Abiola Salami International Leadership Bootcamp ; The Peak PerformerTM Festival and The New Year Kickoff Summit. He is the Principal Performance Strategist at CHAMP – a full scale professional services firm trusted by high performing business leaders for providing Executive Coaching, Workforce Development & Advisory Services to improve performance. You can reach his team on [email protected] and connect with him @abiolachamp on all social media platforms.
