Name: Matthew Akano

Title: Head of Fund Operations

Organisation: Ventures Platform Limited

Akano Adebayo Matthew, known simply as Matthew, assumes the distinguished position of Head of Fund Operations at Ventures Platform Fund, an avant-garde Venture Capital firm positioned at the vanguard of sculpting Africa's future. Within this role, Matthew is fervently dedicated to investing in and fortifying entrepreneurs and visionaries who adeptly leverage technology to confront global challenges.

Matthew's ardor for compliance and the orchestration of streamlined processes serves as a testament to his identity as a bona fide growth strategist and a specialist in corporate guidance. His influence extends to the incubation of over five businesses under his insightful stewardship.

Matthew's professional journey began with pivotal roles in diverse businesses, including as Head of Internal Audit and Corporate Compliance. Notably, he excelled at Ventoven Limited, an innovative management consulting firm, and served as Regional Head of Internal Audit at Visafone Communications Limited, reshaping Nigeria's telecommunications landscape. Academically, Matthew pursues a PhD at Charisma University, building upon a Master's degree in Forensic Accounting & Audit and a Bachelor's degree from Saint Monica University. His commitment to excellence is evident through memberships in esteemed organizations like the Financial and Investment Analysts of Nigeria, accompanied by diverse professional designations. Beyond his career, Matthew is a passionate musician and motivational speaker, inspiring youth toward career growth.

Click here to read Matthew'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 Matthew'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, fostering trust among employees, customers, and stakeholders is paramount to me.

Firstly, transparent communication is foundational. I ensure openness and honesty in all interactions, sharing successes and challenges.

Secondly, I prioritise active listening, valuing everyone's perspectives and feedback (democratising leadership). This cultivates a sense of inclusion and respect, which is vital for trust-building.

Thirdly, I lead by example, demonstrating integrity, reliability, and accountability in my actions. I earn trust and inspire confidence in my leadership by consistently delivering on promises and upholding ethical standards.

Lastly, I prioritise empathy, understanding the needs and concerns of each stakeholder, and adapting strategies accordingly. This human-centred approach fosters meaningful connections and strengthens trust over time.

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

As an experienced leader spanning over 15 years across diverse sectors, the concepts of 'VISION' and 'MISSION' within my leadership ethos are highly valued. For me, a vision represents the lofty destination an organisation aspires to achieve, serving as a beacon guiding all stakeholders toward a shared purpose. Conversely, a mission outlines the core values and purpose driving the organisation's existence, providing a roadmap for daily operations and decision-making.

In practical terms, integrating vision and mission into the fabric of an organisation involves instilling a collective understanding and commitment among employees. This entails fostering alignment with personal values and goals, reinforced through transparent communication, leading by example, and embedding these principles into strategic planning.

Effectively leveraging vision and mission requires translating them into tangible objectives that propel performance and growth. This involves setting ambitious yet achievable goals aligned with the organisation's overarching vision while remaining grounded in its mission-driven ethos.

Moreover, vision and mission should guide decision-making processes, informing strategic choices and resource allocation. Whether pursuing new market opportunities, developing innovative products, or establishing strategic partnerships, every endeavour should contribute to realising the organisation's vision and mission.

Ultimately, the power of vision and mission lies in their ability to unite stakeholders, foster resilience, and drive sustainable success. When authentically embraced and operationalised, they become the driving force behind organisational excellence and lasting impact. As an experienced leader spanning over 15 years across diverse sectors, I deeply value the concepts of 'VISION' and 'MISSION' within my leadership ethos.

For me, a vision represents the lofty destination an organisation aspires to achieve, serving as a beacon guiding all stakeholders toward a shared purpose. Conversely, a mission outlines the core values and purpose driving the organisation's existence, providing a roadmap for daily operations and decision-making.

In practical terms, integrating vision and mission into the fabric of an organisation involves instilling a collective understanding and commitment among employees. This entails fostering alignment with personal values and goals, reinforced through transparent communication, leading by example, and embedding these principles into strategic planning.

Effectively leveraging vision and mission requires translating them into tangible objectives that propel performance and growth. This involves setting ambitious yet achievable goals aligned with the organisation's overarching vision while remaining grounded in its mission-driven ethos.

Moreover, vision and mission should guide decision-making processes, informing strategic choices and resource allocation. Whether pursuing new market opportunities, developing innovative products, or establishing strategic partnerships, every endeavour should contribute to realising the organisation's vision and mission.

Ultimately, the power of vision and mission lies in their ability to unite stakeholders, foster resilience, and drive sustainable success. When authentically embraced and operationalised, they become the driving force behind organisational excellence and lasting impact.

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

I firmly believe in the transformative power of empowering those I lead. At the core of effective leadership lies the ability to inspire and enable individuals to reach their fullest potential. There are a million and one ways to empower the people we lead as a leader. At the core of it is mentorship. Here are a few strategies I've found instrumental in empowering my team:

1- Articulating a clear vision that resonates with the team's values and aspirations. Transparent communication ensures everyone understands their role in achieving this vision, fostering a sense of purpose and direction.

2- I effectively delegate tasks and responsibilities, allowing team members the autonomy to make decisions (PS: decisions that are reversible and non-consequential for a start) and take ownership of their work. Trusting their judgment cultivates a sense of accountability and confidence. I believe that empowerment thrives on trust.

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?

Reflecting on my leadership journey, I've been fortunate to have encountered several remarkable coaches and mentors whose guidance and wisdom have left an indelible mark on my approach to leadership. One individual who stands out prominently is Kola Aina, whose impact on my leadership style continues to resonate profoundly.

I vividly recall a pivotal moment during a particularly challenging project when I sought Kola's counsel. The project was fraught with complexities, and I found myself grappling with many insurmountable obstacles. Sensing my frustration and apprehension, Kola offered a listening ear and sage advice that ultimately transformed my perspective.

Rather than prescribing a solution outright, He encouraged me to delve deeper into the root causes of the challenges we faced. Through thought-provoking questions and insightful observations, He guided me towards a deeper understanding of the underlying dynamics at play. His approach wasn't about providing a quick fix but empowering me to navigate through the complexities with clarity and resilience.

What struck me most about Kola's mentorship was his unwavering belief in my abilities and his commitment to nurturing my growth ( even amid my stubbornness ..laugh). He challenged me to step outside my comfort zone, embrace uncertainty, and leverage setbacks as opportunities for learning and growth. His guidance wasn't confined to the professional realm; He emphasised the importance of cultivating a holistic approach to leadership, one that prioritises open/transparent communication, empathy, integrity, and authenticity.

As I reflect on that transformative 8-year experience, I am reminded of the profound impact that a supportive mentor can have on one's leadership journey. Kola's mentorship not only equipped me with the tools and insights to overcome immediate challenges but also instilled in me a mindset of continuous learning and self-improvement. His mentorship continues to inspire me to pay it forward, mentoring and empowering others on their leadership journeys. Overall, I believe that nothing is impossible!

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

Navigating the complexities of leadership indeed requires a delicate balance between action and restraint, knowing when to step forward and when to hold back. Maintaining focus as a leader hinges on several fundamental principles that guide my approach (especially in my role as a Venture Fund "Operator" with multiple touch points and diverse stakeholders).

Firstly, I prioritize clarity of purpose and objectives. By defining clear goals and priorities, I establish a roadmap that directs my focus and informs decision-making. This clarity lets me discern which tasks and initiatives align with our overarching vision, enabling me to allocate time and resources effectively.

Secondly, I cultivate a disciplined mindset characterized by ruthless prioritization. I recognize that time and attention are finite resources, and I guard against distractions that threaten to derail me from my core responsibilities. This entails saying no to non-essential tasks and delegating where appropriate, freeing up mental bandwidth to concentrate on high-impact activities.

Thirdly, I embrace strategic delegation as a means of maintaining focus. Empowering capable team members to take ownership of specific tasks alleviates my workload and fosters their professional development. Delegation allows me to concentrate on strategic endeavours that require my unique expertise and leadership.

Moreover, I cultivate mindfulness and self-awareness to combat cognitive overload. Regularly practising techniques such as meditation or journaling fosters mental clarity and resilience, enabling me to remain centred amidst the chaos of daily responsibilities.

Furthermore, I leverage technology and organizational tools to streamline workflows and minimize distractions. Whether through project management software, time-tracking applications, or email management techniques, I harness technology to optimize efficiency and maintain focus on priority tasks.

Lastly, I prioritize regular reflection and review to assess progress and recalibrate as needed. By periodically stepping back to evaluate my performance and course-correct if necessary, I ensure that my actions align with our overarching goals.

To sum it up, maintaining focus as a leader requires a combination of discipline, clarity, and self-awareness. By adhering to these principles and cultivating a focused mindset, I strive to lead with intentionality and purpose, driving meaningful progress towards our collective objectives.

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?

The adage "If you fail to plan, you plan to fail" resonates deeply with me, as planning is the cornerstone of my approach to leadership. Recognizing that everyone's planning process is unique, I've developed a personalized strategy that aligns with my strengths, values, and priorities.

At the outset of each week, I dedicate time for reflection and strategic planning. This ritual allows me to review the previous week's accomplishments and setbacks, distilling key learnings that inform my approach moving forward. Armed with insights gleaned from this reflection, I set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the week ahead.

My planning process extends beyond the weekly horizon to encompass the broader scope of monthly and yearly objectives. On a monthly basis, I conduct a comprehensive review of progress towards overarching goals, adjusting strategies and tactics as needed to stay on course. This iterative approach ensures that I remain agile and responsive to changing circumstances while maintaining a steadfast focus on long-term objectives.

Looking further ahead, I engage in strategic foresight to anticipate future trends, challenges, and opportunities. I set aside dedicated time each quarter and year to conduct in-depth strategic planning sessions, during which I collaborate with key stakeholders to define ambitious yet attainable objectives that align with our organizational vision.

Central to my planning methodology is the principle of flexibility. While I set clear goals and milestones, I remain adaptable in the face of uncertainty, recognizing that unexpected developments may necessitate adjustments to the plan. I prioritize regular checkpoints and progress reviews to track performance and course-correct as needed, ensuring that we remain agile and responsive to evolving circumstances.

My approach is marked by intentionality, adaptability, and a steadfast commitment to progress. Combining strategic foresight with disciplined execution, I lead with purpose, empowering my team towards exceptional outcomes.

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

Reflecting on my own personal journey as a leader, I empathize deeply with the challenges young leaders face when it comes to effective delegation. If I were to offer advice to a struggling young leader in this regard, I would emphasize the following principles:

Firstly, I would encourage them to recognize that delegation is not a sign of weakness but rather a strategic imperative for effective leadership. It's essential to understand that no leader can accomplish everything alone because you don't know it all or have all the puzzles figured out, and delegating tasks is a powerful way to leverage the strengths and expertise of team members.

Secondly, I would emphasize the importance of clarity in delegation. Clearly defining tasks, objectives, and expectations is crucial to understanding and executing delegated responsibilities effectively. Setting SMART goals and providing clear guidelines can help mitigate misunderstandings and ensure accountability.

Thirdly, I would stress the importance of trust in delegation. Trusting team members to take ownership of delegated tasks is essential for building confidence and fostering a sense of empowerment. Leaders should demonstrate faith in their team's capabilities and provide support and guidance as needed, rather than micromanaging or hovering over delegated tasks.

Additionally, I would advise young leaders to consider the development opportunities that delegation presents. Delegating tasks can provide valuable learning experiences for team members, allowing them to develop new skills, gain exposure to different aspects of the business, and grow professionally. By viewing delegation as a form of investment in their team's growth and development, young leaders can overcome reluctance and embrace its potential benefits.

Lastly, I would remind them of the importance of communication and feedback in effective delegation. Regular check-ins and open lines of communication can help ensure that delegated tasks stay on track and address any challenges or concerns that arise along the way. Providing constructive feedback and recognizing achievements can also motivate team members and reinforce their sense of ownership and accountability.