Name: Leena Elizabeth Abraham

Title: Board Member

Organisation: Children of the World (India) Trust

Leena Elizabeth Abraham, a board member of Children of the World (India) Trust, leverages her innate abilities to recognize others' strengths and facilitate them while offering astute guidance to leaders. With a postgraduate degree in English literature and education, Leena has extensive experience in teaching and curriculum development.

She has crafted her curriculum and conducted online classes in conversational English, literature, language, art, and craft, along with reading workshops for various age groups. Additionally, she is a poet, crafter (decoupage), and painter (watercolors and acrylics), with experience as an editorial reviewer for academic papers and as an editor and academic writer for English Language Arts assessments. Recognized globally for her teaching prowess, Leena was placed in the top ten percentile in the International Teacher’s Olympiad.

Her dedication to education has earned her a nomination for the leading trainer of the year (India) at the Ed Falcon Golden Awards, to be held in Delhi (2024). Committed to her role as a board member, Leena sees her life's purpose intertwined with the welfare of children in India and beyond.

Click here to read Leena's first written interview: 7 Questions on Leadership

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 Leena'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?

As a leader, I prioritize building trust among employees, customers, and stakeholders through transparency and acknowledging the strengths of individuals and valuable contributors. I actively engage in recognizing and celebrating those who make honest and significant contributions to our goals.

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

Mission to me signifies playing a vital part in ensuring our organization's self-sufficiency and independence, thus establishing a firm foundation for our future growth and sustainability.

On the other hand, vision is the vivid image I see in my mind's eye, depicting our organization's steadfast stability and unwavering dedication to serving as a nurturing haven for destitute children across generations.

In practical business terms, my mission involves playing a pivotal role in establishing our organization's self-sufficiency and independence, laying a robust foundation for future growth and sustainability.

Meanwhile, my vision paints a vivid picture of our organization's unwavering dedication to serving as a nurturing haven for destitute children for generations to come. To translate these into action, I align strategic plans with our mission, prioritize decisions that support self-sufficiency, foster a purpose-driven culture, and measure progress toward realizing our vision.

This integrated approach ensures that our business not only thrives but also makes a lasting positive impact on those we serve.

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

Here are some of the ways a leader can empower the people they are leading:

Praise and Support: Recognizing the efforts and achievements of team members not only boosts their morale but also encourages them to continue performing well. It validates their contributions and instills confidence in their abilities.

Complimenting Attributes: Acknowledging and complimenting the unique skills and qualities of individuals can enhance their sense of self-worth and motivation. It also demonstrates that their strengths are valued and appreciated within the team.

Supporting Failure: Failure is a natural part of growth and development. A leader who supports their team through failures by providing constructive feedback, encouragement, and resources helps foster a culture of learning and resilience. This encourages individuals to take risks and innovate without fear of repercussions.

Second Chances: Offering second chances demonstrates trust and belief in an individual's potential for growth and improvement. It encourages them to learn from their mistakes and demonstrates that setbacks are not permanent obstacles to success.

Approachability: An approachable leader creates an open and inclusive environment where team members feel comfortable sharing their ideas, concerns, and feedback. This fosters collaboration, creativity, and a sense of belonging within the team.

Transparency: Transparency in communication builds trust and credibility. When leaders are open and honest about their decisions, strategies, and challenges, it helps team members understand the bigger picture and feel more engaged in the organization's goals.

Practicing What is Preached: Leading by example is one of the most powerful ways to empower others. When leaders embody the values, behaviors, and principles they advocate for, they inspire trust and respect from their team members. Consistency between words and actions reinforces credibility and strengthens the impact of leadership.

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?

One of the most influential mentors in my leadership journey was a senior colleague named Samah. Her guidance left a lasting impact on my approach to leadership.

I remember vividly the day of my interview for a new position within the company. Samah was part of the interview panel, and her keen observation skills immediately noticed something unique in me. "You think out of the box," she remarked, a simple phrase that ignited a spark of confidence within me. From that moment on, Samah became not just a colleague but a mentor. She took me under her wing, patiently guiding me through the nuances of the role and the intricacies of the company's operations. She didn't just offer advice; she invested time in understanding my strengths and weaknesses, pushing me to grow beyond my comfort zone.

One particular project stands out in my memory. I had poured my heart and soul into it, but as the deadline approached, doubts began to creep in. Sensing my apprehension, Samah sat down with me, meticulously reviewing every detail of my work. She offered insightful suggestions for improvement, all the while affirming my capabilities.

When the project was finally unveiled to the rest of the team, the response was overwhelmingly positive. Colleagues praised the innovation and creativity evident in my work, with some even calling it a masterpiece. At that moment, I realized the profound impact Samah had on my confidence and leadership style.

Years have passed since that project, but Samah's mentorship continues to shape my leadership journey. Her belief in my abilities ignited a flame of self-assurance that burns brightly to this day. Whenever I face challenges or uncertainties, I draw strength from her words of encouragement and her unwavering support.

Samah taught me that true leadership isn't just about achieving success; it's about empowering others to reach their full potential. Through her guidance and mentorship, she instilled in me the belief that with dedication, determination, and a willingness to think differently, anything is possible.

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

In my approach to leadership, I consciously strive to remain away from the spotlight, preferring to guide from behind the scenes. It's important to me that I don't steal the limelight or overshadow the accomplishments of my team members. Instead, I focus on empowering them to shine and succeed in their own right.

I recognize that my role as a leader is to support and facilitate the growth of my team members, rather than seeking personal recognition. By operating behind the scenes, I create an environment where others feel valued and appreciated for their contributions. I'm careful not to rain on someone's parade by asserting my authority or taking credit for their work. Instead, I offer guidance, encouragement, and support to help them reach their full potential. My goal is to foster a culture of collaboration and mutual respect, where everyone feels empowered to excel and contribute to our collective success.

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?

To plan effectively for the week, month, and year ahead, I use journal entries categorized under different headings. I also use my journal as a gratitude journal.

For the week, I prioritize tasks and create a detailed schedule.

Monthly planning involves reflecting on progress, setting new goals, and breaking down tasks.

Annually, I engage in strategic planning, set goals, and conduct quarterly reviews.

These journal entries serve as a reference point for tracking progress and staying focused on my objectives.

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

My advice to a young leader struggling to delegate effectively would be to create a chart or roster detailing the roles and responsibilities of each team member. This visual tool helps clarify expectations and ensures everyone understands their tasks. It also minimizes excuses or shirking of work by holding individuals accountable for their assigned responsibilities.

Additionally, I would suggest communicating openly with team members, providing clear instructions, and offering support as needed to ensure successful delegation. Regular check-ins and feedback sessions can also help monitor progress and address any issues that arise.

Overall, effective delegation involves clear communication, accountability, and support to empower team members to succeed in their roles.