Name: Philip Adaagonsa

Title: CEO

Organisation: Phidago Ltd

Philip Adaagonsa, a luminary in agribusiness, orchestrates a transformative symphony of innovation and sustainability. Holding an MBA in Impact Entrepreneurship and Innovation from the prestigious Università Cattolica del Sacro Cuore, Italy, he embarked on his journey as a trailblazer from the laboratories of science to the boundless fields of agricultural renaissance.

As the ingenious Founder and CEO of Phidago Ltd, Philip unearths avant-garde solutions to combat food insecurity and malnutrition, transcending the conventional norms of farming. His leadership saga weaves a narrative of tenacity, steering the ship of progress from hands-on cultivation to pioneering Farmer Incubator Programs.

In the realm of agribusiness, Philip Adaagonsa doesn't just lead; he embodies a catalyst for change. His story resonates as an anthem of resilience, mentorship, and an unwavering commitment to sculpting a sustainable future. Within these corridors, Philip's magnetic presence beckons, inviting all to join the movement towards a healthier, more sustainable world.

Click here to read Philip'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 Philip'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, how do you build trust with employees, customers, 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?

Vision and mission are the guiding lights that illuminate the path a company takes.

For me, vision is the aspirational destination, the North Star that inspires and directs every action. It's a vivid, ambitious picture of the future that motivates and unifies the team. In the real world, this translates into strategic planning, innovation, and a shared sense of purpose. It's the "why" that fuels our journey.

Mission is the actionable roadmap to realizing that vision. It's the practical, day-to-day steps we take to make the vision a reality. In practical terms, it influences decision-making, goal-setting, and the overall direction of the business. It's the "how" that guides our daily operations.

In real-world business, having a clear vision and mission means aligning every effort, decision, and resource toward a common goal. It means empowering the team to understand the bigger picture and contribute meaningfully. It's the difference between merely doing business and creating a purpose-driven legacy.

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

Empowering people involves fostering an environment where individuals feel valued, capable, and motivated. Here's how a leader can achieve this:

1. Encourage Autonomy

- Delegate responsibilities and give individuals the autonomy to make decisions within their roles.

- Trust your team members and show confidence in their abilities.

2. Provide Resources and Support

- Ensure that your team has the necessary resources, tools, and training to excel in their roles.

- Offer support and guidance when needed, creating a safety net for learning and growth.

3. Acknowledge and Appreciate

- Recognize and appreciate individual and team achievements regularly.

- Acknowledge efforts, not just outcomes, to reinforce a positive and empowering culture.

4. Promote Learning and Development

- Encourage continuous learning and provide opportunities for skill development.

- Support career growth by identifying and nurturing talents within the team.

5. Open Communication

- Foster a culture of open communication where team members feel comfortable sharing ideas and concerns.

- Listen actively, seek feedback, and incorporate it into decision-making processes.

6. Lead by Example

- Demonstrate the values and work ethic you expect from your team.

- Model a positive and resilient attitude, especially during challenging times.

7. Create a Positive Work Environment

- Cultivate a workplace culture that promotes collaboration, inclusivity, and positivity.

- Address conflicts promptly and foster a sense of belonging.

8. Set Clear Expectations

- Clearly communicate expectations and goals, providing a roadmap for success.

- Ensure that everyone understands their role in achieving broader objectives.

9. Celebrate Diversity

- Embrace and celebrate the diversity of your team, recognizing that different perspectives contribute to innovation and problem-solving.

10. Promote Well-being

-Support work-life balance and employee well-being initiatives.

- Show genuine concern for your team members' physical and mental health.

By combining these elements, a leader can create an empowering environment that nurtures individual and collective growth.

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?

I appreciate your clarification. Dr. Andrews Ayiku, my MBA course coordinator, has been a transformative mentor in my leadership journey. His coaching style revolves around challenging us to think without constraints and to lead by example. One striking quality is his ability to accommodate everyone, regardless of their status, fostering an inclusive learning environment.

Under his mentorship, our team has consistently navigated challenges smoothly. Dr. Ayiku's emphasis on thinking outside the box has inspired me to approach leadership with an innovative mindset. He doesn't simply provide solutions but encourages us to delve deep into compelling and innovative ways to address issues.

His influence goes beyond traditional teaching; he instills a mindset of limitless thinking. This approach has significantly impacted my leadership style, pushing me to explore unconventional solutions and guiding my teams towards creative problem-solving. Dr. Andrews Ayiku's mentorship has indeed played a pivotal role in shaping my leadership philosophy, emphasizing the importance of innovation and inclusive leadership.

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

In my role as the CEO of Phidago Ltd, maintaining focus is a paramount aspect of effective leadership. I firmly believe that leadership involves not only what you do but equally, if not more importantly, what you choose not to do. Here's how I navigate the nuances of focus in my leadership role:

1. Clarity of Vision: I start by having a crystal-clear vision for the company. This vision serves as a North Star, guiding decision-making and helping me discern what aligns with our strategic objectives. By having a well-defined direction, it becomes easier to filter out distractions and stay focused on our overarching goals.

2. Strategic Prioritization: Not every opportunity or challenge requires immediate attention. I emphasize strategic prioritization, identifying and focusing on initiatives that align with our long-term objectives. This disciplined approach ensures that our efforts are concentrated on areas that will have the most significant impact on our growth and success.

3. Delegation and Empowerment: Effective leadership involves recognizing one's limitations. I surround myself with a talented team and empower them to take ownership of specific areas. Delegating responsibilities not only distributes the workload but also allows me to concentrate on high-level decision-making and strategy.

4. Learn to Say No: Saying no is a powerful leadership skill. While it's tempting to explore various opportunities, I've learned to decline those that don't align with our core values or detract from our primary goals. This disciplined approach ensures that we stay on course without diluting our focus.

5. Continuous Evaluation: I regularly evaluate our strategies and initiatives. This ongoing assessment helps us adapt to changing circumstances and ensures that our focus remains dynamic yet aligned with our long-term vision. It's a proactive approach to staying relevant and effective in a dynamic business landscape.

6. Mindful Time Management: Time is a valuable resource, and as a leader, managing it effectively is crucial. I prioritize tasks, set realistic deadlines, and avoid unnecessary time drains. This allows me to focus on high-priority activities that drive the company forward.

7. **Cultivating a Positive Culture:** A positive and focused workplace culture is essential. By fostering an environment where team members understand our collective goals and are committed to achieving them, we create a shared sense of purpose. This shared focus propels us forward cohesively.

Maintaining focus in a leadership role is about making intentional choices. It's about having a clear vision, strategically prioritizing tasks, empowering your team, and being disciplined in your decision-making. By consciously choosing what not to do, a leader can guide their organization toward sustained 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?

In my role as the CEO of Phidago Ltd, planning is not just a task; it's a strategic approach to charting the course for our success. The adage "If you fail to plan, you plan to fail" underscores the importance of intentional, forward-thinking strategies. Here's how I meticulously plan for the weeks, months, and years ahead:

1. Strategic Visionary Planning:

Weekly: At the start of each week, I engage in a visionary planning session. This involves revisiting our short-term goals, assessing ongoing projects, and aligning the team with the immediate priorities.

Monthly: On a monthly basis, I zoom out to a broader perspective. This includes evaluating our monthly targets, tracking key performance indicators, and identifying areas for refinement or enhancement.

Yearly: Annually, we engage in a comprehensive strategic planning retreat. This involves a deep dive into our long-term vision, setting ambitious yet achievable yearly goals, and aligning our strategies with emerging industry trends.

2. Agile and Adaptive Planning:

Weekly: While our long-term vision guides us, the weekly planning sessions are agile and adaptive. We address emerging opportunities or challenges swiftly, ensuring our weekly goals are both strategic and responsive to the dynamic business environment.

Monthly: Monthly planning allows for a more in-depth analysis of market trends, customer feedback, and internal performance metrics. This adaptability ensures we can pivot when needed without losing sight of our overarching objectives.

Yearly: Our annual planning retreat is not a rigid process but rather a dynamic discussion. We anticipate changes in the business landscape and build flexibility into our yearly plans to navigate unforeseen circumstances.

3. Team Collaboration and Empowerment:

Weekly: The weekly planning involves collaborative discussions with department heads. This ensures that every team member understands their role in achieving weekly goals and fosters a sense of ownership.

Monthly: Monthly planning sessions provide a platform for cross-functional collaboration. Teams share insights, challenges, and successes, promoting a culture of collective responsibility.

Yearly: The annual planning retreat involves the entire leadership team. This collaborative effort ensures that our long-term strategies are not only comprehensive but also reflective of diverse perspectives and expertise.

4. Data-Driven Decision Making:

Weekly: Our weekly planning incorporates real-time data analysis. By leveraging performance analytics, we identify trends, assess the impact of recent strategies, and make data-driven adjustments as needed.

Monthly: In-depth monthly reviews involve a comprehensive analysis of financial, operational, and customer-related data. This analytical approach informs strategic decisions and enables us to proactively address any deviations from our goals.

Yearly: Annual planning relies heavily on industry research, market trends, and predictive analytics. This ensures that our long-term strategies are not just visionary but also grounded in a thorough understanding of the business landscape.

5. Continuous Learning and Adaptation:

Weekly: Our weekly planning sessions include a learning component. Team members share insights from recent industry publications, seminars, or training sessions, fostering a culture of continuous learning.

Monthly: Monthly planning involves adapting our strategies based on lessons learned from both successes and setbacks. This commitment to learning enhances our resilience and ability to navigate uncertainties.

Yearly: The annual planning retreat incorporates a dedicated learning agenda. This involves bringing in external experts or thought leaders to provide fresh perspectives and insights that challenge our assumptions and spur innovation.

Planning for success requires a dynamic blend of strategic foresight, agility, collaboration, data-driven insights, and a commitment to continuous learning. By weaving these elements into our weekly, monthly, and yearly planning rituals, we not only set the stage for sustainable growth but also cultivate a culture of innovation and adaptability within our organization.

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

Delegating effectively is a pivotal skill for any leader, and it's normal for young leaders to face challenges in mastering this art. My piece of advice to any young leader struggling with effective delegation is:

1. Cultivate Trust: Establish trust within your team by fostering genuine relationships. When team members trust your intentions and capabilities, they are more likely to embrace delegated tasks with confidence.

2. Clarify Expectations: Clearly articulate your expectations for the delegated task. Provide a detailed overview of the goals, desired outcomes, and any specific guidelines. Open a channel for questions and ensure everyone is on the same page.

3. Understand Strengths and Weaknesses: Take time to understand the strengths, weaknesses, and preferences of each team member. Delegating tasks based on individual capabilities ensures a more successful outcome.

4. Provide Adequate Resources: Ensure that your team has the necessary resources, information, and support to carry out the delegated task. Adequate preparation sets the stage for success.

5. Encourage Autonomy: Foster a culture of autonomy by giving team members the freedom to approach tasks in their unique way. Avoid micromanaging and allow for creativity and innovation.

6. Offer Constructive Feedback: Provide timely and constructive feedback. Recognize achievements, highlight areas for improvement, and engage in open dialogues to enhance the learning experience.

7. Develop a Delegation Plan: Instead of delegating tasks on an ad-hoc basis, develop a delegation plan. Consider each team member's development goals, and align tasks with their growth trajectories.

8. Lead by Example: Demonstrate effective delegation by entrusting your team with significant responsibilities. When team members see you embracing delegation, they are more likely to follow suit.

9. Invest in Training: If delegation challenges persist, invest in training programs focused on effective delegation and leadership skills. Continuous learning is key to professional development.

10. Learn from Setbacks: Understand that setbacks are part of the learning process. Encourage a resilient mindset within your team, and view mistakes as opportunities for growth and improvement.

11. Celebrate Achievements: Celebrate the achievements resulting from effective delegation. Publicly recognize and appreciate the contributions of team members, fostering a positive and rewarding environment.

12. Seek Mentorship: Seek guidance from experienced leaders who have mastered the art of delegation. Mentorship can provide valuable insights and practical tips for overcoming challenges.

Remember, effective delegation is a skill that develops over time. Be patient with yourself, embrace a mindset of continuous improvement, and view each delegation opportunity as a step toward becoming a more empowered and impactful leader.