Name: Lea Berhane

Title: COO

Organisation: StarVista

I bring a wealth of experience from my current C-Suite role. I have more than 10 years of experience in executive leadership roles. I have excellent leadership skills, with steadfast resolve and personal integrity.

I possess a great understanding of advanced business planning, strategic planning, and regulatory issues. I have a solid grasp of data analysis and performance metrics. I also have outstanding writing skills with an ability to write effectively and persuasively in the areas of policy, project management, program execution, fundraising, communications, and strategic planning. I also excel and thrive in situations that require problem-solving abilities.

I have carved out a unique career journey for myself. With stints as a Senior IP Litigation Paralegal, a Legal & Executive Recruiter, an entrepreneur, and an executive at various nonprofits, I’ve worn many hats. My favorite and most important title to date is mom.

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 Lea'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?

Building trust as a leader is foundational to fostering strong relationships with staff, donors, and other stakeholders. Here’s how I approach it with an empathetic leadership style:

1. Active Listening: I prioritize truly listening to the concerns, ideas, and feedback of everyone I interact with. This means not just hearing their words, but understanding the underlying emotions and perspectives.

2. Transparency: Being open and honest about decisions, processes, and changes helps to build credibility. I share both the successes and challenges openly, which creates a culture of trust and mutual respect.

3. Empathy: I strive to understand and relate to the experiences and emotions of others. Showing genuine care and concern for their well-being helps to build deep, trusting connections.

4. Consistency: Trust is built over time through consistent actions and behavior. I make sure to follow through on commitments and maintain a steady, reliable presence.

5. Empowerment: I empower staff by providing them with the tools, support, and autonomy they need to succeed. Trusting them to make decisions and take ownership of their work fosters mutual respect and trust.

6. Collaboration: Encouraging a collaborative environment where everyone’s voice is valued and considered helps to build a sense of community and shared purpose. This is essential for strong stakeholder relationships.

7. Recognition: Acknowledging and celebrating the contributions and achievements of staff and stakeholders demonstrates appreciation and reinforces trust.

8. Adaptability: Being willing to adapt and respond to the needs and feedback of others shows that I value their input and am committed to continuous improvement.

9. Integrity: Upholding strong ethical standards and leading by example reinforces trust and sets a positive tone for the entire organization.

By integrating these practices into my leadership approach, I aim to create an environment where trust naturally flourishes, fostering positive and productive relationships with staff, donors, and other stakeholders.

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

To me, Vision and Mission are essential cornerstones of any purpose-driven organization, especially in the nonprofit sector. These two concepts not only provide direction but also inspire and align stakeholders toward common goals.

Vision represents the ultimate goal or desired future state that the organization aims to achieve. It’s the inspiring, long-term aspiration that guides the organization’s efforts and decision-making processes. In essence, a vision is the organization's North Star, offering a clear picture of what success looks like.

Mission defines the organization’s core purpose and fundamental reason for existence. It outlines what the organization does, who it serves, and how it aims to achieve its vision. The mission statement is the blueprint for action, detailing the day-to-day operations and strategies necessary to move towards the vision.

In a real-world nonprofit organization, the Vision and Mission are more than just words—they are actively utilized to drive the organization’s activities and cultivate a sense of purpose among stakeholders.

1. Strategic Planning: - The vision sets the long-term goals, while the mission informs the strategies and actions needed to achieve those goals. Every strategic plan is crafted with the vision and mission at its core, ensuring all initiatives are aligned with the organization's overarching purpose.

2. Program Development: - Programs and projects are designed to fulfill the mission and move the organization closer to realizing its vision. For instance, if a nonprofit's mission is to provide education to underprivileged children, its programs might include scholarship initiatives, mentorship programs, and community education outreach.

3. Decision-Making: - The vision and mission serve as a litmus test for decision-making. Leadership evaluates potential opportunities and challenges against these guiding principles, ensuring that all actions taken are consistent with the organization’s goals and values.

4. Employee and Volunteer Engagement: - Communicating the vision and mission effectively helps in recruiting and retaining passionate employees and volunteers. When team members understand and connect with the organization’s purpose, they are more motivated and committed to their work.

5. Fundraising and Donor Relations: - Vision and mission statements are powerful tools for attracting donors and partners. By clearly articulating the organization’s goals and impact, nonprofits can inspire confidence and support from donors who share similar values and aspirations.

6. Community and Stakeholder Communication: - Regularly sharing progress towards the vision and how the mission is being fulfilled builds trust and transparency with the community and stakeholders. This can include impact reports, newsletters, social media updates, and public events.

In conclusion, vision and mission are the driving forces behind a nonprofit's activities, fostering a clear sense of purpose, direction, and cohesion. They ensure that every action taken contributes to the greater good and long-term aspirations of the organization.

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

A leader can empower people in a nonprofit by:

1. Providing a Clear Vision and Mission: Ensuring everyone understands and aligns with the organization’s goals.

2. Encouraging Autonomy: Trusting team members to make decisions and take ownership of their work.

3. Offering Support and Resources: Providing the necessary tools, training, and support for success.

4. Fostering Open Communication: Encouraging feedback, active listening, and transparent dialogue.

5. Recognizing Contributions: Acknowledging and celebrating achievements to boost morale and motivation.

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?

God and my faith have been the cornerstone of my leadership journey. Many meaningful stories would involve how I respond to challenging periods when I am facing significant decisions. Through prayer and reflection, I find clarity and strength, leading me to make choices that not only benefit my organization but are also aligned with my core values. This guidance has continually shaped my leadership style, emphasizing compassion, integrity, and resilience. 🙏✨

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

Leadership is indeed often about what you don't do. I maintain focus in my role by emphasizing:

- Gratitude: Regularly practicing gratitude helps me stay positive and appreciate the efforts of my team, which in turn fosters a supportive and motivated environment.

- Clear-Mindedness: Maintaining a clear mind through mindfulness and reflection ensures that I make thoughtful and deliberate decisions.

- Happiness: Prioritizing happiness, both my own and that of my team, creates a positive work culture where everyone feels valued and engaged.

These principles guide me to lead with purpose and focus, allowing me to lead effectively.

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?

My approach to planning involves several regular key practices:

- Weekly Status Updates: My whole team shares weekly status updates with everyone, ensuring transparency and alignment.

- Friday Priority Planning: Each Friday, we plan our priorities for the following week, setting clear goals and action items.

- Consistent Strategic Plan Review: I consistently review our strategic plan to make sure we are on track, making adjustments as needed.

- Annual Goals and Metrics: I regularly review our Annual Goals and metrics, tracking our progress to ensure we meet our long-term objectives.

These practices help us stay organized, focused, and aligned with our mission.

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

To a young leader struggling with delegation, I would offer the following advice:

1. Stress Accountability: Make sure your team understands that they are responsible for their tasks. Set clear expectations and define what success looks like.

2. Lead by Example: Demonstrate effective delegation by showing trust in your team’s abilities. When they see you delegate confidently, they’ll feel more empowered to take ownership of their responsibilities.

3. Plan Regular Check-ins: Schedule consistent check-ins to monitor progress, provide feedback, and address any challenges. This keeps everyone aligned and ensures that tasks are on track.

4. Delegate Thoughtfully: Assign tasks based on your team members' strengths and areas for growth. Make sure they understand the purpose and importance of their tasks within the larger mission.

5. Follow Up: After delegation, follow up to ensure tasks are being completed to the expected standard. Offer support and guidance as needed, but avoid micromanaging.

By focusing on these key areas, you’ll build a more confident, capable team and enhance your own leadership skills.