Name: Aquayemi - Claude Garnett Two Thousands Akinsanya

Title: CEO and Founder

Organisation: GCBR and TCSL Campaign

Aquayemi-Claude Akinsanya is an award-winning social justice campaigner, environmentalist, and sustainable fashion entrepreneur. As the CEO and Founder of Garnetts Clothing Brand & Range and The Claudes SEN Law Campaign, he advocates for sustainability and equality. A Forbes-featured changemaker and Global Recognition Award recipient, Aquayemi-Claude combines over seven years of leadership in nonprofit, media, and branding with a passion for education and inclusion. He is also a public speaker, writer, and active student at Buckinghamshire New University, committed to empowering communities and driving systemic change.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Aquayemi's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

Lead with Integrity.

1. Stay true to your values and principles, even when it's challenging. Be honest and consistent in your actions, ensuring promises are kept.

2. Prioritize Open Communication. Foster a culture of transparency by sharing both successes and challenges. Actively listen to concerns and feedback, showing empathy and understanding.

3. Empower and Support Others: Recognize the contributions of employees and partners, giving credit where it’s due. Offer support and resources to help teams and stakeholders achieve their goals.

4. Deliver on Commitments Build reliability by meeting deadlines, maintaining quality, and following through on agreements with customers and stakeholders.

5. Demonstrate Accountability: Take responsibility for mistakes, and work collaboratively to find solutions. Model accountability to encourage others to do the same.

6. Align with Shared Goals and Values Identify common objectives and demonstrate alignment with the mission of customers and stakeholders. Showcase a commitment to sustainability, social justice, and inclusion—values that resonate with modern audiences.

7. Foster Long-term Relationship: Invest in meaningful relationships rather than focusing solely on transactional interactions. Keep communication consistent and personalized to demonstrate genuine interest in others' success.

By maintaining authenticity, showing empathy, and staying committed to collective success, trust becomes the foundation of all interactions, leading to stronger connections and shared growth.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

Vision: A compelling, long-term goal that inspires and unites. It represents the ultimate impact you aspire to make in the world. It answers the question, "Where are we going?" Mission: The actionable roadmap to achieve the vision. It explains the purpose of the organization and the strategies it will use to fulfill its goals. It answers the question, "What are we here to do?"

What does it actually look like to use them in a real-world business?

1. Setting Direction and Alignment

A clear vision acts as the North Star, helping employees, customers, and stakeholders align their efforts toward a common goal. The mission ensures that daily activities and decisions contribute to fulfilling the larger vision. Example: A sustainable clothing brand's vision might be "a world without waste," while its mission could be "creating eco-friendly, zero-waste clothing to inspire change."

2. Driving Motivation and Inspiration

A strong vision motivates employees and partners, giving them a sense of purpose. The mission builds focus, outlining achievable actions that contribute to the bigger picture. Example: Leaders can connect tasks, like creating a new product line, to the vision, showing employees how their work impacts global sustainability.

3. Decision-Making Framework

Vision and mission serve as filters for decision-making. Every business choice is measured against these principles to ensure alignment. Example: Before expanding, a company might ask, "Does this decision align with our vision of inclusivity and our mission to empower underrepresented communities?"

4. Branding and Customer Connection

Vision inspires loyalty by connecting emotionally with customers, while the mission communicates how the business is achieving its promise. Example: Patagonia’s vision for environmental activism and its mission to create sustainable products attract a loyal customer base aligned with these values.

5. Building Organizational Culture

A strong mission and vision cultivate a sense of belonging and pride within the workforce, encouraging employees to embody the organization's values. Example: Employees of a nonprofit are motivated by the shared vision of eradicating global inequality, creating a cohesive, purpose-driven culture.

In summary, vision and mission aren't just abstract ideas—they’re the core of strategic leadership. When effectively integrated, they inspire action, guide decisions, and build trust among all stakeholders.

3. How can a leader empower the people they're leading?

Encourage Autonomy:

Delegate responsibilities and trust team members to make decisions within their areas of expertise. Avoid micromanaging and allow space for creative problem-solving. Provide

Resources and Support:

Ensure individuals have access to the tools, training, and information they need to succeed. Offer mentorship or guidance when necessary to build skills and confidence.

Foster Open Communication:

Create an atmosphere where team members feel safe to share ideas, ask questions, and voice concerns. Actively listen and respond constructively to feedback.

Recognize and Celebrate Strengths:

Identify and leverage each person's unique talents and contributions. Acknowledge achievements and provide regular, meaningful praise.

Set Clear Goals and Expectations:

Align team efforts with a shared vision or mission. Define roles and objectives clearly while encouraging ownership and accountability.

Encourage Growth and Development: Invest in professional development opportunities such as workshops, training, or new challenges. Encourage individuals to step out of their comfort zones to build confidence and expand their skills.

Model Empowering Behavior: Exhibit confidence, resilience, and inclusivity in your leadership style. Demonstrate integrity and lead by example to inspire trust and motivation.

Promote Collaboration: Foster teamwork by encouraging mutual support, sharing knowledge, and working toward common goals. Facilitate a culture where everyone feels their input is valued.

Empowered individuals are more likely to take initiative, innovate, and contribute to the success of their team or organization. Leadership that prioritizes empowerment strengthens trust, morale, and overall performance.

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

A Meaningful Story: "The Lesson of Perspective." One of the most influential mentors in my life was Mr. Charles Porter, a nonprofit leader and environmental activist. I met him during my early years as a social justice advocate. At the time, I was passionate but often frustrated by slow progress and systemic barriers.

During one particularly challenging project, where I was trying to rally community support for a sustainable fashion initiative, I expressed my doubts about whether our efforts would truly make a difference. I vividly remember him saying: "Leadership is about planting seeds in soil you may never see bloom. You don’t lead for the applause; you lead for the change."

He taught me to embrace the long-term view—to focus on the process, not just the outcome. Under his guidance, I learned to celebrate small wins, appreciate incremental progress, and understand that impactful change often happens over time.

How This Lesson Shaped My Leadership Empathy and Patience: I began to approach leadership with greater empathy, understanding that people’s contributions—no matter how small—matter in the bigger picture.

Resilience: His words helped me build resilience, pushing through setbacks by focusing on the purpose rather than immediate results.

Legacy Thinking: It inspired me to create projects, like Garnett's Clothing Brand & Range and The Claudes SEN Law Campaign, that aim to leave a lasting legacy rather than short-term success. The Ripple Effect. To this day, I carry Mr. Porter's advice in my leadership journey. Whether mentoring young leaders, advocating for social justice, or building sustainable communities, I strive to embody the same perspective: leading wi

Mentors like him remind me that leadership is about more than personal success—it’s about empowering others to carry the torch forward.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

How I Maintain Focus as a Leader.

Leadership requires clarity and discipline to prioritize what truly matters. While doing the right things is essential, not doing certain things is equally critical to maintaining focus and driving impact.

Here's how I approach it:

1. Avoid Micromanaging.

Why: Micromanaging stifles creativity, slows progress, and undermines trust. What I Do Instead: Empower team members by delegating responsibilities, trusting their expertise, and providing guidance only when needed.

2. Resist Overcommitting.

Why: Overcommitting dilutes energy and focus, reducing the quality of outcomes. What I Do Instead: I assess opportunities against my core mission and vision, saying “no” to distractions, even if they seem appealing in the short term.

3. Avoid Decision Fatigue.

Why: Too many minor decisions can cloud judgment for bigger, strategic choices. What I Do Instead: Delegate smaller decisions and establish routines to conserve mental energy for high-impact tasks.

By intentionally avoiding these pitfalls, I maintain focus on my role as a visionary and strategist. This allows me to lead effectively, empower my team, and stay aligned with my organization’s mission and goals.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

Review Priorities:

I start each week by reviewing ongoing projects and immediate priorities. I ensure that my daily tasks align with my larger goals and mission. I categorize tasks into urgent, important, and strategic to ensure focus on what will drive the most impact.

2. Set Specific Goals:

I break down my monthly and yearly objectives into smaller, manageable weekly goals. These might include key milestones for my nonprofit campaigns, team check-ins, or client meetings. I also block time for creative work, like writing or strategizing, which requires uninterrupted focus.

3. Reflect and Adjust:

At the end of the week, I take time to reflect on what was accomplished, what wasn’t, and why. This helps me adjust the following week’s plan and stay on track.

Team Alignment and Communication: I ensure monthly meetings with my team to align on key deliverables, gather feedback, and assess progress toward organizational goals. I make sure there’s clear communication about upcoming events or campaigns and ensure the team is aligned on their roles.

Evaluate Resources and Partnerships: Each year, I conduct a deep dive into the resources available, evaluate potential partnerships, and forecast opportunities for growth.

I also plan for key events such as speaking engagements, product launches, or advocacy campaigns, making sure these align with the broader strategy.

By maintaining your commitment to human rights and justice in 2025, you can amplify your efforts, create systemic change, and inspire the next generation of leaders in social justice. Your vision for 2025 will build on the hard work you’ve put into 2024 and help propel you toward greater accomplishments.

7. What advice would you give to a young leader who is struggling to delegate effectively?

Recognize the Power of Delegation. Delegation isn’t about offloading work—it’s about empowering others and leveraging their strengths. As a leader, your role is to focus on strategic priorities, and effective delegation allows you to do that while ensuring your team grows and contributes to the vision.

Start Small and Build Confidence. If you’re new to delegating, start with smaller tasks or projects. Gradually work your way up to larger, more complex responsibilities. This will help you build confidence in your team and reduce any fear of losing control over the outcome.

Trust Your Team and Let Go of Perfectionism. A common struggle for young leaders is the fear that others won’t meet their standards. Understand that your team members might do things differently, but that doesn’t mean they’ll do them wrong. Allow for different approaches and trust their abilities—sometimes, the end result will exceed your expectations.

Provide Support, Not Micromanagement. Delegate responsibility but offer support when necessary. It’s important to be available for guidance, but resist the urge to micromanage. Micromanagement undermines your team’s confidence and prevents them from taking ownership of the task.

Reflect on and Adjust. After delegating a task, take time to reflect on how things went. Were there any miscommunications? Could you have provided more clarity or support? Learning from each experience will help you become more confident and effective in delegating in the future.

Build a Culture of Trust. Foster a team culture where everyone feels comfortable taking on responsibilities and sharing their ideas. When your team feels trusted and valued, they are more likely to take ownership of delegated tasks and deliver their best work.

Delegation is a skill that grows with practice. By embracing it, you empower your team, free up your time for bigger-picture thinking, and cultivate leadership within your organization.