Name: Prof. Christiaan Daniel Jacobs (DEd, PhD)

Title: Founder

Organisation: Higher Learning Africa (HLA)

The Robots are Coming! Are You Ready? Everyone thinks of changing the world, but no one thinks of changing himself.” — Leo Tolstoy (1828 – 1910). If you want to change the world, it all starts with changing yourself. CONTACT DETAILS

Website: www.higherlearafri.com: [email protected],

Telephone: +27 21886 7244 (South Africa)

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 Christiaan'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 the founder of Higher Learning Africa (HLA), with offices in Nigeria and South Africa, I am responsible for leading and managing a team of ten internationally exposed, qualified, and experienced consultants delivering online and face-to-face courses, consultation, and mentorship programmes to school and Higher Education leaders inside and outside Africa.

This leadership and management task is challenging, albeit daunting. The success formula of HLA is based on a solid foundation of trust with every employee and client (school and Higher Education leaders, managers, and stakeholders). From my leadership experience, I observed that the concept of trust becomes meaningless and obsolete if it is not embedded into a solid moral foundation driven by values and a clear communication mechanism or internal and external systems.

As more schools and Higher Education institutions are embracing the idea of the Artificial Intelligence (AI) Revolution in a new education and Higher Education Metaverse, HLA had to rethink and reimagine the contextualization of the phenomenon of trust, based on communication in the endeavours of our consulting business.

Having coined the latter idea, our team still accepted that in a new technology education and Higher Education dispensation, the traditional meaning of the two concepts still has strategic meaning and implications for leadership in our business, and is providing impetus for our work relationships with employees, clients, and other role players.

HLA's Leadership Framework:

1. Building Trust - Quest to be Transparent: I share information openly and honestly with my team as a responsible leader. This includes both the good and the bad.

- Lead by Example: I strongly believe in demonstrating the behaviours and work ethic I expect from my team.

- Keep Promises: Follow through on my commitments.

- Reliability is key to building trust.

- Show Empathy: I am genuinely interested in my team members’ well-being and show understanding and support.

2. Enhancing Communication

- Listen Actively: I make sure to listen to my team members’ concerns and feedback without interrupting.

- Provide Clarity: I communicate goals, expectations, and any changes. Ambiguity can lead to confusion and mistrust.

- Encourage Open Dialogue: I strive to embrace and foster an environment where team members feel comfortable sharing their thoughts and ideas.

- Give Constructive Feedback: I offer feedback that is specific, actionable, and focused on improvement rather than criticism.

I have a strong desire to share the following tips with aspiring leaders to enhance trust via communication in the workplace:

Practical Tips

- Regular Check-Ins: I schedule regular one-on-one and team meetings to keep communication lines open.

- Use Multiple Channels: I utilise different communication channels (e.g., email, chat, in-person) to ensure everyone stays informed.

- Celebrate Successes: I recognise and celebrate the achievements of my team to build morale and trust.

My personal opinion: Remember, trust and communication are ongoing efforts that require consistency and genuine care. Quote: “The most important thing in communication is hearing what isn’t said.” – Peter Drucker.

Business Book: I highly recommend “The Speed of Trust: The One Thing That Changes Everything” by Stephen M.R. Covey. This book delves into how trust is a key driver of success in both personal and professional relationships. It provides actionable insights on how to build, maintain, and restore trust.

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

Contextualisation

The generic meaning of the concept's vision and mission in the world of business:

a. Vision: A vision statement is a forward-looking declaration that outlines what an organization aspires to achieve in the future. It serves as a guiding star, providing inspiration and direction for all stakeholders.

b. Mission: A mission statement defines the organisation’s purpose, core values, and primary objectives. It explains why the organisation exists and what it seeks to accomplish daily. In the world of business, vision and mission statements provide a clear roadmap, help align strategic goals, and motivate employees by giving them a sense of purpose. They also communicate the organisation's values and objectives to clients, partners, and the broader community.

My vision and mission as a leader and manager of HLA:

- Personal Vision: To be a transformative leader who inspires growth, innovation, and excellence in education and Higher Education across Africa, fostering an environment where every student, learner, lecturer, researcher, and educator thrives in the era of Artificial Intelligence (AI).

- Personal Mission: To lead HLA with integrity, empathy, and a commitment to lifelong learning, empowering my team at Higher Learning Africa to drive impactful educational and Higher Education change and create opportunities for all in an AI-driven Metaverse (2025 - 2028).

Vision and Mission for HLA Vision for HLA: To be the premier consultation agency in Africa, revolutionising education and Higher Education through cutting-edge technologies and fostering a Metaverse where schools and Higher Education institutions can seamlessly integrate AI to enhance learning outcomes.

The mission for HLA: To provide visionary leadership, expert guidance, and innovative solutions that enable educational and Higher Education institutions to embrace the AI Revolution. HLA strives to be the first choice for school leaders and Higher Education professionals seeking to navigate the complexities of a new educational landscape, dominated and driven by AI. Business Quote “A clear vision, backed by definite plans, gives you a tremendous feeling of confidence and personal power.” – Brian Tracy.

Recommended Business Book For a deeper understanding of how vision and mission drive strategy, especially in an AI-dominated environment, I recommend “Leading Digital: Turning Technology into Business Transformation” by George Westerman, Didier Bonnet, and Andrew McAfee. This book explores how companies can harness digital technologies to transform their operations and achieve strategic goals.

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

On the surface, this question looks elementary to answer. Reflecting on the idea of empowering the team members of HLA via my personal leadership style (s) and example of leading in a complex and changing Artificial Intelligence (AI) - driven and dominated education and Higher Education Metaverse I had to do in-depth research and consultation to come up with the following answer how the team sees my leadership role and example to empower them to execute their job role, tasks and reaching set achievement targets related to an annual Performance Appraisal process. The team came up and reached a consensus on how I, as the leader and manager of HLA, can empower them to become efficient and effective team members delivering quality consultation services to education leaders and

Higher Education leaders in a work environment characterised by AI dominance and a new challenging Metaverse. In the conversation and interviews with team members of HLA, the concepts of resisting change and empowerment came up as factors that can become stumbling blocks or hindrances to the ideal or vision of empowering staff via quality leadership. Empowering team members is a fundamental aspect of effective leadership, especially in a rapidly evolving environment dominated by AI and new technologies. Here’s an in-depth explanation of how I, as the leader of HLA, strive to empower my team.

Practical Steps to Empower My Team

1. Provide Clear Vision and Direction: I communicate HLA's vision, mission, and goals to ensure everyone is aligned and understands their role in achieving them.

2. Foster an Open Culture: I create an environment where team members feel comfortable expressing their ideas, feedback, and concerns without fear of judgment or retribution.

3. Encourage Autonomy: I allow team members to take ownership of their tasks and projects, giving them the freedom to make decisions and innovate.

4. Offer Opportunities for Growth: I provide training, mentorship, professional development, and career advancement opportunities to help team members enhance their skills and advance in their career paths at HLA.

5. Recognise and Reward Efforts: I regularly acknowledge and reward the hard work and achievements of my team to boost morale and motivation.

6. Lead by Example: I demonstrate the values, work ethic, and behaviours I expect from my team.

7. Support and Encourage: I offer continuous support, encouragement, and guidance to help my team members overcome challenges and achieve their potential. Quote > “The function of leadership is to produce more leaders, not more followers.” – Ralph Nader

Recommended Business Book For a comprehensive understanding of how to empower your team and drive organisational success, especially in an AI-driven environment, I recommend “Leaders Eat Last: Why Some Teams Pull Together and Others Don’t” by Simon Sinek. This book delves into the importance of leadership in building trust and creating environments where teams can thrive via tangible empowerment.

By implementing the above strategies and principles, I can declare that I have mostly succeeded in empowering my team at Higher Learning Africa (HLA) to deliver top-quality consultation services and navigate the complexities of an AI-dominated educational landscape effectively. At HLA, empowerment of team members is more than just a slogan on a T-shirt.

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 life has been Viktor Frankl, the renowned Austrian psychiatrist and Holocaust survivor. His profound insights and teachings have significantly shaped my leadership philosophy.

Meaningful Story During my early years as a leader, I faced numerous challenges that tested my resilience and ability to inspire my team. It was during this time that I came across Viktor Frankl's book, "Man's Search for Meaning". Frankl's experiences in the Auschwitz concentration camp and his development of Logotherapy deeply resonated with me. His emphasis on finding meaning in suffering and his belief in the human capacity to choose one's attitude in any given circumstance provided me with a powerful framework to navigate difficult situations.

Why I Am Recommending Him? I recommend Viktor Frankl because his teachings on finding meaning and purpose in life are timeless and universally applicable. His work has not only impacted my leadership style but has also helped me guide my team through challenging times by focusing on the bigger picture and the intrinsic value of my work. Contribution to Life and Leadership Viktor Frankl's contributions to psychology, particularly through Logotherapy, have had a lasting impact on my mental health and emotional intelligence.

His ideas encouraged me as a leader to foster environments where I could find personal meaning and purpose, which is crucial for maintaining motivation and well-being. Personal Details of Viktor Frankl Date of Birth: March 26, 1905 Date of Death: September 2, 1997 Qualifications: Doctor of Medicine (MD), Doctor of Philosophy (PhD) in Psychology Time in Auschwitz: Viktor Frankl was imprisoned in Auschwitz from 1942 to 1945 during World War II.

Favourite Quote: “Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” – Viktor Frankl Outstanding Publications "Man's Search for Meaning" "The Will to Meaning" "Man's Search for Ultimate Meaning" Relevance of Logotherapy for Modern-Day Leaders Logotherapy's focus on finding meaning in life and work is particularly relevant for modern-day leaders. It emphasises the importance of purpose-driven leadership, which can lead to higher levels of engagement, satisfaction, and productivity among team members in HLA.

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

My leadership exposure and experience stretching over many years in education and Higher Education, brought me to the realisation and a reality check that leadership is indeed as much about what you don't do as it is about what you do. What I experienced and what I want to share with aspiring leaders is a valuable lesson to maintain focus as a leader in several key strategies of a business or institution.

Maintain your leadership focus by:

1. Avoid Micromanaging: Trusting my team to carry out their tasks without constant oversight allows them to grow and fosters a sense of ownership and accountability.

2. Limit Distractions: I prioritise my tasks and delegate responsibilities appropriately to ensure that I focus on strategic initiatives rather than getting bogged down by day-to-day operations.

3. This is a difficult one for leaders, as we tend to be available for everyone! Say "No" When Necessary: It's important to recognise your limits as a leader and not overcommit or over-promise. By saying no to less critical tasks, you can focus your energy on the most impactful areas.

4. Stay Aligned with Core Goals: As the leader of HLA, I constantly refer back to the organisation's mission and vision to ensure that my efforts and those of my team are aligned with our long-term objectives.

5. Empower My Team: By empowering the team of HLA to make decisions and take initiative, I can focus on higher-level strategic planning and leadership inside and outside Africa. Doing more relevant research on the role of the AI Revolution and how it impacts education and Higher Education.

6. Maintain Work-Life Balance: I understand the importance of maintaining a healthy work-life balance. Taking time to recharge allows me to stay focused and effective in my leadership role.

A Leadership Lesson and Message: In my role as a leader, I maintain focus by resisting the urge to micromanage and instead empowering my team to take ownership of their work. I prioritise tasks based on their strategic importance and make a conscious effort to limit distractions. By saying ''no'' to non-essential tasks and staying aligned with the core goals of HLA, I ensure that my efforts are always directed towards achieving our long-term vision. Additionally, I recognize the importance of maintaining a healthy work-life balance to keep myself energised and focused.

Avoiding distractions at all costs that can negatively impact my mental health and emotional intelligence, eroding the quality of my leadership, leadership example, and creating a toxic work environment based on my weak, toxic, and poor leadership. In my experience as a leader (and a psychologist), I found that Yohari's Model or Window was a point of reference to improve my leadership role in different positions. This is an innovative and unique approach, and leaders should take cognizance of other Models to enhance their leadership development and progress. I do believe the application of the Model in understanding your leadership role is a first and innovative approach regarding leadership.

Relevant Quotation “It’s only by saying 'No' that you can concentrate on the things that are important.” – Jack Welch Business Book Recommendation For a comprehensive exploration of focus and the importance of what leaders should and should not do, I recommend “The 4 Disciplines of Execution: Achieving the Wildly Important Goals” by Sean Covey, Chris McChesney, and Jim Huling. This book delves into how leaders can maintain focus on critical goals while avoiding distractions and unnecessary tasks. Note: Applying Yohari's Window to Leadership Focus.

The Johari Window is a useful Model for understanding and improving leadership focus. It consists of four quadrants:

1. Open Area (Known to Self and Others): These are the behaviours and actions that both you and your team know and can be adjusted for additional input. Those issues that his or her team members are cognizant of.

2. Blind Area (Known to Others, Not to Self): These are the behaviours and actions that others see but you might not be aware of. For instance, if your team feels you are not giving them enough autonomy.

3. Hidden Area (Known to Self, Not to Others): These are the behaviours and actions that you are aware of, but your team might not see. For example, your personal efforts to stay updated with the latest AI trends.

4. Unknown Area (Unknown to Self and Others): These are the behaviours and actions that neither you nor your team are aware of. This could include unconscious biases or unexplored potential areas for improvement.

By applying the Johari Window, leaders can gain insights into areas where they need to improve focus and address issues that might be hindering their leadership effectiveness. It also helps in fostering open communication and self-awareness within a team.

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 unprecedented events of recent years, such as the COVID-19 Pandemic, the AI Revolution of 2024, the ongoing Russian-Ukrainian war, and the Israel-Gaza conflict, have profoundly impacted leadership roles across the globe. These events have highlighted the necessity for leaders to be adaptable, strategic, and prepared for uncertainty. Despite our best efforts in strategic planning, we often find ourselves unprepared for such disruptions. Therefore, as leaders, we must embrace a multifaceted approach to planning and execution.

Strategic and Short-Term Planning

1. Scenario Planning: Develop multiple scenarios to anticipate potential future events and outcomes. This approach allows leaders to be better prepared for various contingencies.

2. Modelling Techniques: Utilize advanced modelling techniques to simulate different business scenarios and assess their potential impact on the organization.

3. AI Tools and Big Data Management: Leverage AI tools and Big Data management to gain insights, predict trends, and make informed decisions.

4. Financial Projections: Conduct thorough financial projections to ensure the organization remains financially stable and capable of navigating economic uncertainties.

5. Aligning Actions to SMART Goals Specific: Clearly define the objectives and ensure they are specific and well-articulated.

6. Measurable: Establish measurable criteria to track progress and assess success.

7. Achievable: Set realistic and attainable goals to maintain motivation and momentum.

8. Relevant: Ensure the goals align with the organization’s mission and vision.

9. Time-bound: Set deadlines to create a sense of urgency and prioritize tasks.

10. Consistency Plans and Scenario Alignment To ensure strategic consistency, it’s vital to develop plans aligned with different scenarios. This involves regularly reviewing and updating strategic plans based on emerging trends and events. Involving key stakeholders in the planning process to gain their buy-in and support. Establishing robust communication channels to keep everyone informed and aligned.

11. Quality of Service Delivery and Tangible Outcomes Leadership is not just about setting strategies and goals; it’s also about ensuring the quality of service delivery and tangible outcomes. This requires: Continuous monitoring and evaluation of performance. Implementing feedback mechanisms to address issues promptly. Fostering a culture of excellence and continuous improvement.

12. Theoretical Framework: Geiger’s Growth Curve and Dunning-Kruger Syndrome. When setting strategies and roadmaps, it’s important to consider: Geiger’s Growth Curve: This helps in understanding and managing growth phases effectively. Dunning-Kruger Syndrome: Recognising and addressing this cognitive bias is crucial for realistic self-assessment and effective leadership.

12. Role of AI in Modern Business Planning. In today’s rapidly evolving business environment, AI plays a pivotal role in strategic planning. AI-driven insights enable leaders to make data-driven decisions, optimize processes, and enhance operational efficiency. Embracing AI is essential for staying competitive in the new Metaverse of business.

Business Quote “Amid the chaos, there is also opportunity.” – Sun Tzu My all-favourite and all-time quote that steered and drove me in leadership under difficult circumstances, and that can serve as a leadership lesson for aspiring leaders:

''The Robots are Coming! Are You Ready?'' “Everyone thinks of changing the world, but no one thinks of changing himself.” — Leo Tolstoy (1828 – 1910). If you want to change the world, it all starts with changing yourself.

The Robots are Coming! Are You Ready? “Everyone thinks of changing the world, but no one thinks of changing himself.” — Leo Tolstoy (1828 – 1910). If you want to change the world, it all starts with changing yourself. Recommended Business Book For an in-depth understanding of modern business planning and the role of AI, I recommend “Prediction Machines: The Simple Economics of Artificial Intelligence” by Ajay Agrawal, Joshua Gans, and Avi Goldfarb. This book provides valuable insights into how AI can transform decision-making and strategic planning.

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

First things first! I will refer him or her to my answer given in Question 1. Young leaders who are struggling to delegate are usually struggling with leadership confidence challenges, lack of experience, a strong fear of failing and looking bad in the eyes of the boss, mistrusting their staff to whom they delegate, and a lack of understanding of institutional protocol and processes. This is an interesting question, as many young leaders are hesitant to delegate tasks to fellow employees for obvious reasons.

Young leaders who struggle to delegate must develop leadership confidence, trust, and effective communication with those to whom tasks are delegated. Young leaders, who struggle to delegate and attempt to do all the work on his or her own, become the victims of burnout, and develop emotional problems that can become psychological problems.

Advice for Effective Delegation

1. Recognise the Importance of Delegation: Understand that delegation is a critical skill for leadership. It enables you to focus on strategic priorities and empowers your team to grow and take ownership.

2. Know Your Team: Take the time to understand the strengths, weaknesses, and interests of your team members. This will help you delegate tasks to the right people.

3. Communicate Clearly: Provide clear instructions and expectations for the task at hand. Ensure that your team understands the objectives, deadlines, and any specific requirements. 4. Trust Your Team: Trust is essential for effective delegation. Believe in your team’s abilities and resist the urge to micromanage. Allow them the autonomy to complete tasks in their own way.

5. Provide Support and Resources: Ensure your team has the necessary resources and support to complete the task. Be available to answer questions and provide guidance as needed.

6. Give Constructive Feedback: Offer feedback that is specific, actionable, and focused on improvement. Recognize and celebrate successes to boost morale and motivation.

7. Learn from Experience: Reflect on past delegation experiences to identify what worked well and what didn’t. Use this knowledge to improve your delegation skills over time.

8. Set Realistic Expectations: Be realistic about what can be achieved and avoid overloading your team. Balance tasks to prevent burnout and maintain productivity.

Business Quote “The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.” – Theodore Roosevelt Recommended Business Book I recommend “The One Minute Manager Meets the Monkey” by Ken Blanchard, William Oncken Jr., and Hal Burrows. This book provides practical strategies for effective delegation and management, helping leaders to handle their responsibilities more efficiently. By mastering the art of delegation, young leaders can become more effective leaders, foster a stronger team, and achieve greater organisational success.