Africa's 10 Most Influential Women Leaders to Watch in 2025, June 2025

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Charng a Bold Course

Africa’s 10 Most Influential Women Leaders to Watch in 2025 celebratesthevoices,

visions,andvictoriesofwomenwhoarenotonlyreshapingindustriesbutalso redefiningleadershipacrossthecontinent.Thesearewomenwhostandtallin boardrooms,commandattentioninparliamenthalls,igniteinnovationinsciencelabs, transformcommunitiesatthegrassroots,andinspireagenerationofdreamerstorise.

Inaworldthatoftenmeasuresinfluencebytitlesandmetrics,theseleadersprovethattrue impactliesinpurpose,perseverance,andtheabilitytoupliftothersalongtheway.They havenavigatedcomplexchallenges—political,social,economic—andemergednotonly assurvivors,butasarchitectsofAfrica’sfuture.

Eachnameinthiseditioncarriesastoryofbolddecisions,fearlessdisruption,and compassionateleadership.Frompioneeringsustainabilityinitiativestochampioning digitaltransformation,fromadvocatingforwomen’srightstobuildinginclusive economies,theirworkspeaksvolumesaboutthepowerofvisionwhenbackedby conviction.

Thisfeatureisdedicatedtothetrailblazerswholeadwithheartandwithstrength.Itisalso anodtothemanyunsungwomenacrossAfricawhoseeffortsarelightingthepathin silence.Thetenleadershighlightedhererepresentmorethanjustexcellence—they representpossibility Theyremindusthatinfluenceisnotinherited;itisearned,lived,and shared.

Aswelooktoward2025,thesewomenaretheonestowatch—notjustforwhattheywill achieve,butforthechangetheywillspark.Theyarebreakingceilings,challenging norms,andensuringthatleadershipinAfricaisnotjustaboutpower—it’saboutprogress, inclusion,andlegacy

Toeveryreaderwhobelievesinthepromiseofequitableleadership—thiseditionisfor you.Andtothewomenfeaturedhere—thankyoufordaring,forleading,andfor remindingtheworldthatAfrica’sfutureisfemale.

CO NT EN TS

08.

22.

C O V E R S T O R Y Violet Kalomba

A Visionary Leader Driving Innovation, Empowerment, and Legacy

30.

P R O F I L E S

Leonora Chetty

Cultivating a healthier Workplace Environment with Unparalleled HR strategies

Nomazwi Mhloma

Empowering Communities Through Digital Innovation

26. 34. A R T I C L E S

Beyond Titles: The True Essence of Great Leadership

The Condence Code: How Women Are Rewriting Leadership Norms

Editor-in-Chief

Deputy Editor

Managing Editor

Assistant Editor

Visualizer

Art & Design Head

Art & Design Assitant

Business Development Manager

Business Development Executives

Technical Head

Assitant Technical Head

Digital Marketing Manager

Research Analyst

Circulation Manager

David

Mia

Eric

Richard

Jackie Niekerk Chief Execuve Officer

Keabetswe Pheko-Moshagane Managing Director

Leonora Chey Human Resources Director

Nataliey Bitature Director

Ngozi Okonjo-Iweala Director General

Company Name

Aacq Limited aacq.co.za

Absa Bank Botswana absa.co.bw

Tiber Construcon ber.co.za

Nomazwi Mhloma Deputy Chief Informaon Officer

Nombasa Tsengwa Chief Execuve Officer

SIMBA Group of Companies thesimbagroup.com

World Trade Organizaon wto.org

eThekwini Municipality www.durban.gov.za

Descripon

Known for her dynamic leadership, operaonal excellence, and commitment to empowering women in business, Jackie Niekerk connues to shape the future of real estate investment in South Africa.

Keabetswe's leadership style blends strategic foresight with a passion for talent development, empowering teams to drive sustainable impact.

Her leadership focuses on aligning human capital strategies with business objecves—driving employee engagement, leadership development, and inclusive pracces across the company

As a next-generaon leader, Nataliey brings a fresh perspecve to legacy business while championing technology adopon, inclusive leadership, and youth empowerment across the organizaon’s regional footprint.

At the WTO, she leads efforts to make global trade more equitable, sustainable, and responsive to the needs of developing economies.

Her experse spans ICT strategy, smart city development, and enterprise-wide digital integraon—ensuring that technology aligns with the municipality’s development goals.

Exxaro Resources exxaro.com

Her visionary leadership is driving Exxaro’s transformaon into a purpose-driven, future-facing enterprise that priorizes innovaon, decarbonizaon, and socio-economic development.

Tokunboh George-Taylor Founder and CEO

SKOT Communicaons skotcomms.com

At the helm of SKOT Communicaons, Tokunboh spearheads iniaves that amplify brand voices, drive stakeholder engagement, and foster meaningful connecons between organizaons and their audiences.

Violet Kalomba CEO

Zimkhitha Peter Chief Execuve Officer

Tetranet Services Limited tetranet.co.ke

Allan Gray

Proprietary Limited allangray.co.za

With a passion for bridging the digital divide, Violet brings a unique blend of technical knowledge and leadership acumen to her role, ensuring that both businesses and communies benefit from modern connecvity and smart infrastructure.

Zimkhitha's leadership at Allan Gray is focused on maintaining the firm's legacy of investment integrity while fostering innovaon, transformaon, and sustainable growth.

Cover

Story

Her strategic foresight and deep industry relationships played a pivotal role in positioning the company as a key player in the tech and telecom industry.

A Visionary Leader Driving Innovaon, Empowerment, and Legacy

Violet Kalomba CEO Tetranet Services Limited

Mostleadersmanage.Somestrategize.ButViolet Kalombaisfullyaliveinherleadership—not

justmakingdecisionsbutbreathinglifeinto everyprocess,everyteam,everyvision.

Whenshesteppedintoherorganization,therewerenoclear processes,nostructuredprocedures—justrawpotential waitingtobeshaped.Whereothersmighthaveseenchaos, shesawanopportunitytobuild,totransform,toempower. Andshedid.Today,thesystemssheputinplacedon’tjust function;theythink,theyadapt,theysustainthemselves—a reflectionofherdeepconsciousnessthattrueleadershipis notaboutcontrolbutcontinuity

For Violet, leadership is not about authority—it’s about empowerment, respect, and fostering a culture of growth.

Violetdoesnotbelieveinsittingbehindadesk,detached future-prooftheorganization.BecauseforViolet,nothingis fromreality.Shemoves.Shelistens.Shebuilds.Whether ordinary.Everyproject,everysystem,andeverysolution it’satindustryevents,on-sitevisits,orhigh-stakes shetouchesispartofsomethingbigger—somethingbuiltto meetings,sheispresent—notjustphysically,butfully last. engaged,ensuringthateverydecisionisgroundedin experience,insight,andforesight.

Herexpertiseisnotconfinedtoasinglefunction.She understandsabitofsomething onkeyareas—HR,supply chain,automation,emergingtechnologies,andstrategic partnerships.Ifthere’sabreakthroughonthehorizon,she’s alreadythinkingabouthowtointegrateit,whoto collaboratewith,andhowto

LeadershipandBusinessGrowth

Violet’sjourneyisoneofresilience,leadership,and transformativeimpact.WithaBachelorofScienceinCivil Engineering,sheenteredanindustrytraditionally dominatedbymen,determinedtocarveherownpath.Her fiveyearsofrigoroustraininginEngineeringcoupledbya MastersinBusinessAdministrationnotonly

hardenedherresolvebutalsoequippedherwiththeskillsto navigatecomplexprojectsanddrivestrategicgrowth.

Hercareerbeganindesignandprojectmanagement,where shequicklydistinguishedherself.Companiesoftensecured majorcontractsbutlackedtheexpertisetoexecutethem effectively—agapVioletseamlesslyfilled.Withher strategicmindsetandabilitytoorchestrateprojectsfrom inceptiontocompletion,sheconsistentlydeliveredresults, earningthetrustofbothclientsandindustryleaders.

Intheearlystagesofhercareer,Violetworemultiple hats—HR,procurement,logistics,andteam management—gainingacomprehensiveunderstandingof howtobuildandscaleorganizations.Herexpertise eventuallyledherintothetelecommunicationssector, whereshemanagedmajorprojectsforSafaricom,Kenya’s leadingtelecomprovider Taskedwithbuildinga departmentfromscratch,shegrewitfromaone-person teamtoaworkforceofover150 employeesbythetimeshe exitedinDecember2020.Manyofthetalentsshementored duringthisperiodhavesinceestablishedthemselvesacross theindustry—atestamenttoherleadershipandinfluence.

BuildingTetranetintoaMarketLeader

Recognizedforherabilitytodrivebusinessexpansion, VioletjoinedTetranetin2021,awomen-ownedtech firm,tohelpestablishitspresenceinthe

She firmly believes that happy, motivated employees create satisfied customers, making employee wellbeing a top priority.

telecommunicationssector.InitiallyjoiningasaBusiness DevelopmentLead,sheleveragedherstrongindustry reputationandextensivenetworktosecurecontractswith top-tierclientsinKenya.

Underherleadership,Tetranetexperiencedexponential growth—expandingfromtwelveemployeesto134within threeyearsandincreasingitsrevenueby10x.Her strategicforesightanddeepindustryrelationshipsplayed apivotalroleinpositioningthecompanyasakeyplayer inthetechandtelecomindustry

Recognizingherimpact,VioletwaspromotedtoGeneral ManagerinMay2022,andbyMarch7,2024,shewas appointedCEO.Herabilitytoattractclients,fosterstrategic partnerships,andscaleoperationshasnotonlypropelled Tetranet’ssuccessbuthasalsoreinforcedthepowerof visionaryleadershipindrivingsustainablebusinessgrowth.

Throughhermentorship,industryexpertise,andrelentless drive,VioletKalombacontinuestoredefine leadership—provingthatwiththerightmindset,talent,and strategy,anycompanycanachieveextraordinarysuccess.

Empowerment,Openness,andRespect

ForViolet,leadershipisnotaboutauthority—it’sabout empowerment,respect,andfosteringacultureofgrowth. Havingaccumulateddecadesofexperienceacrossvarious businessfunctions,sheunderstandsthattrueleadershipis aboutvaluingpeopleateverylevelofanorganization.

Atthecoreofherleadershipphilosophyisrespectfor all—whetherit’sanexecutiveoracleaner,everyroleis essentialtothesuccessofanorganization.Shefirmly believesthathappy,motivatedemployeescreatesatisfied

Her philosophy is simple yet powerful: when leaders invest in people, create open channels of communication, and foster a culture of trust, success follows naturally.

customers,makingemployeewell-beingatoppriority This philosophyhasshapedaworkplaceculturewherepeople feelvalued,motivated,andcommitted,leadingtolow turnoverandhighperformance.

AnOpen-DoorLeader

Violetisnotadistant,inaccessibleCEO—sheleadswithan open-doorpolicy,ensuringthatanyone,regardlessofrank, canapproachherfreely.Shefostersaculturewhere employeescanexpresstheirideas,shareconcerns,andseek guidancewithouthesitation.Whetherit’smentorship, collaboration,orproblem-solving,shebelievesthatopen communicationbuildsstrongerteamsandbetter organizations.

Herclientrelationshipsmirrorthisapproach.Evenasa CEO,shemaintainsclosetieswithformercolleagues, clients,andindustrypeers,makingworkallocationand partnershipsseamless.Clientstrustherleadership,notjust becauseofherpositionbutbecauseofthegenuine relationshipsshebuilds.

Two-WayCommunication:ListeningandLeading

Violet’sleadershipstyleisabalanceoftop-downand bottom-upcommunication.Insteadofsimplydictating directives,sheinvitesideasandfeedback,ensuringthat employeesatalllevelshaveavoice.Shevaluestheinputof herteam,encouraginginnovationandcollaborative problem-solving.

Thisinclusiveapproachextendstoperformance evaluations.Ratherthanrelyingsolelyonsupervisors’ assessments,sheimplementsself-evaluations,moderation panels,andanonymousemployeefeedbackthrough

MonkeySurveys.Thisensuresfairness,eliminatesbias,and fostersacultureofaccountabilityandcontinuous improvement.

ALeaderWhoBuilds,NotCommands

Violet’sleadershiphastransformedTetranetfromasmall teamintoathriving,multi-million-dollarenterprise.Butfor her,successisnotjustaboutnumbers—it’saboutbuilding anenvironmentwherepeoplethrive,ideasflourish,and businessesgrowsustainably

Herphilosophyissimpleyetpowerful:whenleadersinvest inpeople,createopenchannelsofcommunication,and fosteracultureoftrust,successfollowsnaturally.

LeaderWhoBuildsPeople,NotJustBusinesses

Successisnotjustmeasuredinrevenueorexpansion—itis seenintheloyaltyofpeople,thestrengthofateam,andthe cultureofanorganization.Sinceshetookthehelmat Tetranet,theyhaveexperiencedhighemployeeretention, realizingthevalueofaworkplacethattrulyinvestsinits people.ForViolet,employeesarenotjustworkers—they aretheheartbeatoftheorganization.

LeadershipStyleRootedinHumanity

Violetleadswithararebalanceofstructureandempathy Sheunderstandsthatperformanceisnotjustaboutskills—it isaboutwell-being.Shetakesthetimetocheckinonher employeesbeyondwork,understandingtheirchallenges, offeringsupportwhenneeded,andfosteringan environmentwherepeoplefeelsafe,heard,andvalued.

Thispeople-firstapproachextendstoheropen-doorpolicy Anyone,atanylevel,canapproachher—whethertodiscuss aproject,shareanidea,orseekpersonalguidance.Itisthis accessibilitythathasbuiltacultureoftrust,transparency, andcollaboration,whereemployeesfeelempoweredto contributeandgrow.

VisionforSustainableGrowth

WhenVioletjoinedTetranet,therewerenodefined processes,nostructuredprocedures,andnoorganizational clarity.Shechangedthat.Shebuiltaframeworkwhere everyemployeeknowstheirrole,understandstheir responsibilities,andhasaclearpathforgrowth.

Success is not just measured in revenue or expansion—it is seen in the loyalty of people, the strength of a team, and the culture of an organization.

Herbeliefinmentorshipandleadershipdevelopment ensuresthatknowledgeisnotjustheldatthetopbutshared ateverylevel.IfVioletweretostepawaytoday,the companywouldcontinuetorunseamlessly—atrue testamenttoherphilosophythatleadershipisnotabout holdingpowerbutdistributingitwisely

TrustandRespect

Violetdoesnotleadthroughcoercion—sheleadsthrough trust.Whenshesetsadirection,herteamfollowsnot becausetheymust,butbecausetheybelieveinhervision.

Herdirectreportworkincompletealignment,knowing thattheirleadervaluestheirinputandempowersthemto makedecisions.

Respect,forViolet,isnon-negotiable.Everyemployee, regardlessofposition,deservesdignity.Inherorganization, atechnician’svoiceisjustasimportantasamanager’s. Disrespect,atanylevel,isnottolerated—becausesuccessis onlypossiblewheneveryonemovesforwardtogether

KnownforDeliveringExcellence

ForViolet,leadershipisnotjustaboutoverseeing operations—itisaboutbuildingtrust,ensuringefficiency, andconsistentlydeliveringresults.Shevaluesreliability, onethatclientstrustwithouthesitation.WhenViolet commitstoaproject,itgetsdone—ontime,withprecision, andtothehigheststandard.

HerleadershipatTetranethasgiventhecompanyastrong competitiveedge,builtonkeypillars:

1.

AHighlyTrained,CohesiveTeam

Aleaderisonlyasstrongastheteambehindthem,and Violetensuresthatherteamisnotonlywell-trainedbutalso deeplyalignedwiththecompany’scultureandvalues.She understandsthateventhebeststrategiescanfailifthe executionteamisweak.AtTetranet,everyemployee operatesasaunit,receivingclearguidanceandleadership, ensuringthatprojectsrunsmoothlyfromstarttofinish. TetranetalsohaveanofficeLibrarywhichwasViolet’s initiativetoencourageemployeesreadingcultureand personalgrowth.

2.UnmatchedHealth&SafetyCompliance

Healthandsafetyarenotjustcheckboxesfor Tetranet—theyareacorepartofitsidentity Thecompany

recentlywonthreeindustryawardsforitsoutstanding commitmenttohealthandsafetycompliance,ranking amongthetopperformersoutofmanypartners.

Workinginhigh-riskenvironmentsrequiresmeticulous safetyprotocols,continuoustraining,andstrongleadership presence.Violetleadsbyexample,activelyvisitingproject sites,attendingindustryevents,andreinforcingacultureof safetyandaccountability Tetranet’scompliancewith VodafoneGroup’sstrictHealthandSafetystandardshas strengtheneditspositionasapreferredpartnerforhighstakesprojects.

3.FinancialStrength&

Stability

Telecommunicationindustryiscapitalintensiveandcash flowchallengescanlead todelayedprojectdelivery. Tetranethasmanagedit'sfinancialstabilitybyensuring thatresourcesareavailabletodeliverprojectsontime,as wellasmeetotherfinancialobligations

4.DeliveringintheToughestConditions

Tetranetdoesnotshyawayfromchallengingprojectsin remoteandhigh-riskareas—includinglocationswith securityconcernsandlogisticaldifficulties.Thecompany hasestablishedmechanismsandinnovativelogistical solutionstoensurethateventhemostdifficultsitesare served.

5.AGlobalMindset&StrategicPartnerships

Violetisconstantlyseekingnewtechnologies,industry trends,andstrategicpartnerships.Sheactivelytravelsto globalexhibitions,forums,andnetworkingevents,securing collaborationswithOEMs(OriginalEquipment Manufacturers),softwaredevelopers,andindustryleaders. Insteadofbuildingeverythingin-house,Tetranetfocuseson partneringwiththebestintheindustry—providingturnkey solutionsthatcovereverythingfromsurveyingand planningtodesign,inventory,implementation, maintenance,andsecurity.

6.AReputationThatOpensDoors

Violet’spersonalbrandandleadershipreputationhave playedacrucialroleinTetranet’sgrowth.Clientsdon’tjust trustthecompany—theytrustherabilitytodeliver.Her relationshipsandindustrycredibilityhavehelpedTetranet scalerapidly,securinghigh-valuecontractsandlong-term partnerships.

ALeaderWhoDelivers,Always

UnderVioletKalomba’sleadership,Tetranethas transformedintoanindustrypowerhouse—trustedforits efficiency,expertise,andabilitytoexecuteeventhemost complexprojects.Whetheritisnavigatingfinancial constraints,ensuringsafetycompliance,ormanaginglargescaledeployments,onethingremainsconstant:

WhenVioletKalombatakesonaproject,itgetsdone.

FutureofICT&ManagedServices

Inanindustrywheretechnologyevolvesdaily,Violet KalombaensuresthatTetranetstaysaheadofthecurve. WithAI,automation,andemergingtechnologiesreshaping theICTandmanagedservicessector,sherecognizesthat speed,adaptability,andforesightarecrucialtomaintaining acompetitiveedge.

AmbitiousGrowth:ExpandingAcrossAfrica

Tetranet’s10-yearexpansionplanissettotransformthe companyintoaleadingICTandinfrastructuregiantacross

fiveAfricancountries,withatargetofincreasingrevenue by10x.Akeyaspectofthisexpansionisthetransition fromaserviceprovidertoatelecominfrastructure owner—becomingatowercothatbuildsandleasestowers tomobilenetworkoperators.

AVisionforIndustryLeadership

Violet’svisionforTetranetisclear:tobecomeadominant forceinAfrica’sICTsector Throughstrategicpartnerships, innovation,andarelentlessdriveforexcellence,the companyisontracktobecomeatoweringindustryleader, settingthestandardfortelecominfrastructureandmanaged servicesacrossthecontinent.

“In10years,Tetranetwillnotjustbeanotherplayerinthe market—itwillbethenameeveryoneinAfricatalks about.”–VioletKalomba

CreatingOpportunities,BuildingLegacies

ForVioletKalomba,successisnotjustaboutbuildinga company—it’saboutcreatingopportunities,empowering futuregenerations,andleavingalastingimpact.Whether it’sthroughtrainingthenextgenerationofICT professionals,supportingcommunitiesthroughsocial initiatives,ormentoringyoungentrepreneurs,her leadershipextendsfarbeyondbusiness.

ALegacyofGrowth&Empowerment

VioletKalombaismorethanaCEO—sheisabuilderof people,industries,andcommunities.Fromtransforming Tetranetintoamarketleadertotrainingthenextgeneration ofprofessionalsandcreatingsustainablesolutionsfor underservedcommunities,herleadershipisshapingthe future.

Hervisionisclear:Growthshouldnotjustbeabout business—itshouldupliftpeople,createopportunities,and leaveanimpactthatlastsforgenerations.

CIO

Employeesarethepillarsofanorganization.Their skills,dedication,andcollectiveeffortsdrive success,innovation,andsustainedcompetitiveness. Recognizingandprioritizingthewell-being,development, andsatisfactionofemployeescontributetotheoverall successandsustainabilityofacompany Tomakethis possible,everyorganizationneedseffectiveHRStrategies.

ThealignmentofHRstrategieswiththebroaderbusiness strategyensuresthattheworkforceiseffectivelymanaged andleveragedasakeydriveroforganizationalsuccess. LeonoraChetty,arenownedleaderinthisfield,has demonstratedaninspiringmodelofHRstrategies.

LeonoraistheHumanResourcesDirectorofTiber Construction,along-standing,privately-owned constructioncompanybasedinSandton,Johannesburg. Withapproximately20yearsofHRgeneralistexperiencein diversecompaniesandindustries,sheholdsqualifications inHumanResourcesManagement,LaborRelations,and Coaching.InherroleasHRDirectoratTiberConstruction, LeonoraChettyoverseesthecompany’shumancapital managementandorganizationaldevelopment, demonstratingherexpertiseinthefieldofhumanresources.

PromotingHighEthicalStandards

InhercapacityastheHumanResourcesDirector,Leonora oversees,directs,andcoordinatesallfacetsofthe organization’shumanresourcesfunctions.Sheisadeptat cultivatingprofessionalrelationshipswithrelevant stakeholderswhileupholdingandpromotinghighethical standardswithintheorganization.Thisincludesmanaging recruitment,selection,compliance,andemployee-related initiatives,inlinewithherextensiveexpertiseand qualificationsinthefieldofhumanresources.

Leonoraisactivelyinvolvedinoverseeingandmanaging theorganization’sperformancemanagementsystem,

conflictresolution,andtheestablishmentofstrong stakeholderrelationshipsthrougheffectivecoachingand communicationstrategies.Sheisalsoengagedinthe implementationofonboardingandwork-readiness programs,aswellasthefacilitationandconductoftraining sessions,amongotherduties.

IncorporatingPositiveWorkplaceCulture

HerprimaryobjectiveistoconsistentlysynchronizeHR andbusinessstrategiesbyspearheadingcommunication strategiessuchascoaching,counseling,mentoring,conflict resolution,disputemediation,andthefacilitationof challengingsituations.Leonoraderivesgreatsatisfaction frominspiringpersonalgrowth,cultivatingpositivehabits andbehaviorinindividuals,andcollaboratingwith executivestoaligntheirmanagementandcommunication strategieswiththeorganization’sstrategicprioritiesand missionstatement.Herextensiveexperienceand qualificationsinHumanResourcesManagement,Labor Relations,andCoachingequipherwiththeexpertise neededtofulfilltheseresponsibilitieseffectively

Afterthe‘GreatResignation’trendin2022,theretentionof toptalenthasremainedasignificantriskfactorformost businesses,includingTiberConstruction.Thecompanyhas sourcedexternalassistancetorefreshandfleshoutits successionplanwithafocusonContinuingProfessional Development(CPD)training,developmentofmanagement andleadershipskills,enforcingrecruitmentprocessesbased onthecompanyvalues,andadvocatingforwork-life balanceforallemployeesincludingpromotionofwellness initiatives.

Leonora’sstrategicvisioncentersontherecruitmentand retentionoftoptalentthroughtheimplementationof holisticandflexibleworkingarrangementsinapositive, officeworkingenvironment,accompaniedbytheprovision ofmarket-relatedcompensationandbenefits,amongstother advantages.

IntegrationofTechnologytoEnhancePerformances

TiberConstructionisincreasinglyleveragingdigital technologiesforenhancedproductivityandefficiencyby integratingautomation,AI,anddataanalyticsintovarious businessprocesses,leadingtoademandfordigitalskills amongouremployees.

AnareawhereAIhasimpactedherdailyworkasanHR professionalistheuseofemployeeengagementsurveys. Monthlyengagementsurveys,life-cyclesurveys,and annualengagementquestionnairesaretoolstoassistin draftingemployeesurveysquickly,analyzingresponsesto open-endedquestionsfasterandmoreaccurately,and better-protectingemployeeconfidentiality,thereby increasingsurveyresponserates.

MaintainingEffectiveCommunication

Aspartofthecommunicationstrategy,thesesurveytools easilygenerateasummaryoffeedbackfromidentified groupssotopmanagementcanbetterunderstandhowthese employeesarefeelinginthoseareasandrespond accordingly

TheuseofWhatsAppgroupsonconstructionsiteshas tremendouslyimprovedandincreasedcommunicationand productionandhascertainlyenhancedcollaborationamong employeesandmanagement.Leonorasaysitisamazingto witnessthetransformationalgrowthintheworkforce, embracingtheuseofdigitaltoolsandapplicationsto enhancesiteproductivity

Inaworldofconstantchangeandtechnologicalinnovation, wherevolatilityandresponsetimearecriticalfactors,a constructioncompanylikeTiberisconstantlylookingfor newwaystorespondtothesechanges.

Tiberisofferingcompetitivesalariesandbenefitstotop talentwhoseskillsandexperiencearevalued.

EnhancingJobSatisfaction

Leonorabelievesthatprovidingopportunitiesfor continuouslearningandprofessionalgrowth(CPD),which includestrainingprograms,workshops,andsupportfor furthereducation,isessential.Shealsoprioritizes promotingahealthywork-lifebalance,flexibleworking hours,andgenerousvacationpoliciestocontributeto employeesatisfaction.

LeonoraChetty HumanResourcesDirector TiberConstruction

Leonoraisalsobuildingapositiveandinclusivecompany culture,fosteringacollaborativeenvironment,promoting diversityandinclusion,andhavingastrongsetofvalues. Sheaimstoofferclearpathsforcareeradvancement.She understandsthatpromotionsarecrucial,andemployees wanttoknowwhethertheirhardworkwillberecognized andrewardedornot.

Keepingopenandtransparentcommunicationchannels helpsbuildtrustwithTiberConstructionemployeesas theywanttobeinformedaboutthecompany’sgoals, performance,andfutureplans.

Encouragingfeedbackandinvolvingemployeesin decision-makingprocessesmakesthemfeelvaluedand engagedinthecompany’ssuccess.Thekey,accordingto Leonora,istocreateanenvironmentwhereemployeesfeel valued,supported,andchallenged,leadingtoincreasedjob satisfactionandretentionoftoptalent.

MatchingEmployeeExpectations

AfterTiberonlyworkedremotelyfortwomonthsduring thehardlockdownperiod,itwasarequirementforall employeestoreportbacktotheirworkstationsimmediately andindefinitelythereafter.

ThebriefHybridworkingperiodcertainlydidnotsolicit empowerment,authorization,andtrustfrommanagement towardtheadmin/officestaff.Afterconductingafewonline surveys,theseweresomeoftheresults:

• 80%ofallofficestaffwantedflexibilityinwherethey work.

• 90%ofemployeeswantedflexibilityinwhenthey work.

• 50%ofemployeeswereopentolookingfornewjob opportunities,especiallythosewhoweredissatisfied withtheirlevelofflexibility

LeonorasaysItwasandstillischallengingtomanageand maintainstaffretention,especiallysincetheconstruction industryisnotamenabletoembracingremoteworkoptions onsiteandinvolveslongsiteworkinghours.

Thecompanyhadtofocusonclearcommunicationand transparencyofexpectations,goals,andprioritiestoall employees,buildingtrustingrelationshipsandembedding acultureofcollaborationandinvolvementamongst everyone.

Itsemployeesareprovidedwiththenecessaryresources, suchastrainingcourses,internalworkshops,training materials,books,andsoftwaretoolsrequiredforour employeestobeproductiveandthriveinachanging environment.Thecompany’sskillsdevelopmentand trainingbudgetisconstantlybeingreviewedasapriority foremployeeretention.

FosteringProfessionalGrowth

TiberConstructionisexposingandinvolvingitsemployees totechnicalprogramson-site,providingaccesstoindustryspecificcertificationstokeepthemuptodatewithrelevant knowledge.Thecompanyisalsoinvestingandbudgetingin LearningManagementSystems(LMS)foreasyaccessto educationalresourcesthattrackandreportonemployees’ onlinelearningprogress.

Thecompanydrivesitsinternalperformancemanagement systemandmentorshipprogramtotrackemployeetraining needs,goals,andcareergrowthrequirements.Itsinternal mentorshipprogramsuccessfullyfostersprofessional growthandskillstransferbetweenemployeesand management.

TiberConstructionhasidentifiedspecificKPIsrelatedtoits organizationalsuccessandemployeesatisfaction,which assistsinpromotingandreportingonthecompany’s operations,employees,andfinancialperformance.

Leonoramakesuseofmonthlyengagementsurveystokeep trackofengagementlevelsandretentionratesaswellasto

trackemployeeexpectationsandgrowthrequirementsina rapidlychangingworkingenvironment.

Communicationandemployeeengagementhaveincreased bymorethan60%overthepastyear Tonegatethe historicallackofengagement,lowstaffmorale,lackof understandingofcompanystrategiesandconcerns,poor workperformance,andlackofteamwork,thecompanyhas implementedmoreeffectivecommunicationstrategiesand team-buildinginitiatives,aswellascelebratingemployee achievementsmoreoften.

MaintainingTwo-wayCommunication

Monitoringloweremployeeturnoverratesoverthepast yearindicateshigheremployeesatisfactionand organizationalstability.Conductingacost-benefitanalysis onthefinancialimpactofHRinitiativeshasshown increasedproductivity,reducedturnovercosts,andoverall organizationalperformance.

Collectingqualitativefeedbackfromemployeesviaopenendedsurveyshasgiventhecompanyinsightsintotheir perceptions,ascertainingtheiralignmentwiththe company’svalues,mission,andculture.

LeonoraChettyisadedicatedmemberoftheSouthAfrican BoardofPeoplePractices(SABPP),abodythatupholds thehighestethicalandHRstandardsinSouthAfrica.She remainscommittedtostayingupdatedwithevolvingHR regulationsandensuringcompliancebyactivelyengaging incontinuousprofessionaldevelopment.

Leonora’sproactiveapproachtocomplianceincludes attendingCPDcoursesandworkshops,subscribingto newsletters,leveragingHRsoftware,receivingalertsfrom relevantgovernmentagencies,andnetworkingwithlikemindedprofessionalsandprofessionalorganizations.Her useofacompliancecalendarreflectshermeticulous attentiontodetailinmanagingregulatoryfilings,reporting requirements,andothercompliance-relatedtasks.This commitmenttoongoinglearningandcompliance underscoresherdedicationtoupholdingthehighest standardsinthefieldofhumanresources.

NurturingFutureLeaders

HRTechnologyhasbeenanareaofinvestmentandpriority, providingtherequiredcompliance,analyticalreporting,and self-serviceforemployeesandmanagementalike.

AsanHRleader,Leonoraoffersthefollowingadviceto aspiringHRprofessionalsaimingtomakeapositiveimpact ontheirorganizations:

• TobeaneffectiveHRprofessional,it’scrucialtohave adeepunderstandingoftheorganization’sbusiness operations,goals,andchallenges.Thisknowledgewill enablethealignmentofHRstrategieswithoverall businessobjectives.

• Developstrongcommunicationskills,activelylistento employees,andfacilitateopenandtransparent communicationwithintheorganization.

• EmbraceculturaldiversityinSouthAfricawithvarious cultures,languages,andbackgrounds,fosteran inclusiveworkplaceculturethatvaluesdiversity,and promotesequalopportunitiesforall.

• Stayinformedaboutemploymentlegislationand regulationsinSouthAfrica,astheycanimpactHR practices.

• Investinemployeedevelopmentandtraining programs;askilledandengagedworkforcecontributes significantlytothesuccessoftheorganization.

• Implementeffectivetalentmanagementstrategies, includingrecruitment,onboarding,performance management,andsuccessionplanning,toensurethat theorganizationattracts,retains,anddevelopstop talent.

• Promoteemployeewell-beingbyrecognizingthe importanceofemployeewell-beingandwork-life balance.Implementprogramsandinitiativesthat supportmentalandphysicalhealth,creatingapositive andhealthyworkenvironment.

• Finally,buildstrongrelationships,utilizetechnology, anddemonstrateethicalleadership.Byfocusingon theseaspects,aspiringHRprofessionalscancontribute significantlytothesuccessandpositivecultureoftheir organizationsinSouthAfrica.

Beyond Titles The True Essence of Great Leadership

Leadershipismostoftenmistakenforauthority,

status,ortitle.Butleadershipindefinitionhas nothingtodowithacorneroffice,aC-suitetitle,or directreports.Itisadiscipline—solidlybasedonintegrity, clarity,andservice—thathasnothingtodowithhierarchy Today'sevolvingworkplace,whereinfluenceisearned,not legislated,nolongercharacterizesgreatleadershipas positional—it'spersonal,relational,andhuman.

Ascompaniesbecomeflatter,sectorsbecomedigital,and groupsgetdiverse,thedifferencebetweengoodmanagers andgreatleadersisnotrank,butrelevance.Andrelevance comesfromthestrengthofinspiring,connecting,and lifting.

InfluenceOverAuthority

Leadership,byitsverynature,isinfluence,notcontrol. Titlesmaygainentrytomeetingsordecision-making sessions,buttitlesdonotnecessarilygiverisetofollowers. Peopledonotswearloyaltytoatitle,buttoavision,a cause,andmostofall,tosomeonetheytrust.

Goodleadersleadwithpurposeclarity,valuesstability,and theabilitytospeakfromarealplace.Theirinfluenceisnot incommands,butininspiration.Theyunderstandthattheir influenceiswoneverydayinaction,indecision,andin howtheytreatpeopleunderpressure.

Here,leadershipisadecision,notatitle.Itcanbedisplayed anywhere,fromtheteamleaderguidinganewhiretothe CEOrevolutionizingorganizationalculture.Theabsenceof atitledoesnotequatetotheabsenceofleadership.Having onedoesnotnecessarilyimplythatitdoeseither.

TheHeartofLeadership:CharacterandIntegrity

Whiletechnicalskillsandplanningarenecessary,theyare nottheheartofleadership—characteris.Greatleadershave integrityastheirfoundation.Theyareguidedbyamoral compassthatalignsthemtowardfairness,transparency,and accountability,evenwhenit'snotconvenient.

Duringtimesofuncertainty,thepubliclooksforleadersnot foralltheanswers,butforstability,credibility,andnerve. Leaderswhoconsistentlytranslatetheirdecisionsbackinto theirprinciplesevokegreatrespect.Theybuildtrustnotby beingperfectbutbeingreal—admittingmistakes,learning fromcriticism,andstandingfirmwhennecessary

Trueleadershipisnoticedwhennooneislooking.It's decidingtoberightfornoreward.It'sempathytohelp otherswithoutjudgment.Andit'shumilityinsharingcredit andowningup.Inessence,aleader'scharacteristhelegacy leftbehind,andnotthetitleheld.

EmotionalIntelligenceasaLeadershipFoundation

Emotionalintelligenceisanothertraitthatgivesexceptional leadership.Self-aware,empathetic,andsociallyadept leadersareabletobuildstrongerandmoreresilientteams. Theypaycloseattentiontolistening,communicate mindfully,andresolveconflictmaturely

Insteadofsubduingemotion,emotionallyintelligentleaders useitasameanstoconnect,navigate,andinspire.They attunetotheroom,cantellwhenmoraleissinking,andact notwithclichésbutwithpresence.Suchleadershipmakes theworkplacemorehuman—turningitfromatransactional spaceintooneoftransformation.

Throughtheirrecognitionoftheemotionaldriversofteam functioning,theycreatespaceswherepeoplefeelseen,safe, andmotivatedtoproducetheirbestwork.Theseleadersdo notmanagefromadistance;theyleadfromtheinsideout.

Vision,NotJustGoals

Whilemanagerscareaboutnumbersandtimelines,true leadersinspirepeoplewithavision.Visionaryleaderslook pastquarterlytargetstolong-termimpact.Visionary leadershipdoesn'tjustcallfor"Whatarewedoing?"—it callsfor"Whyarewedoingit,andforwhom?

Greatleadersempowerpeopletoseethelargerpurpose. Theybringpersonalaspirationsintoalignmentwith

organizationalmissions,soeveryindividualhasasensethat hisorherworkiscontributingtosomethingworthwhile. Havingthissenseofdirection,alongwithfreedom,unlocks creativityandparticipationateverylevel.

Agreatvisionisnotamatterofgrandeur.Itisamatterof coherence,relevance,andfaith.Itisfromthisanglethat leadersareabletogetteamsnotonlytodothings,butto believe.

Courage,EspeciallyinCrisis

Titlesvanishwhenthingsgetrough,butgreatleaders emerge.Whethernavigatingthrougharecession,managing reputationrisk,orleadingthroughtransformation, remainingcalmwhenthepressureisonisoneofthe signaturesofoutstandingleaders.

Thefearlessleadersdon'tavoidtoughconversations—they initiatethem.Theydon'tsugarcoatreality—theytellitwith compassion.Andtheydon'thidebehindposition—theystep up,standup,andshowupwhenitmatters.

Theyalsounderstandthatvulnerabilityisnotweaknessbut strength.Itallowsthemtoformstrongerrelationships, acceptwhattheydonotknow,andcreateculturesof learningratherthanfear

Conclusion:TheLegacyofLeadership

Ultimately,ameasureofleadershipisnotwhatonedoesfor themselves,butwhatonehelpsothersdo.It'snotthepraise orthepower—it'stheeffect.

Greatleadersaren'trememberedbythetitleontheir businesscard,butbythewaytheymadepeoplefeel,grow, andbelieveinthemselves.Theyliftothers,amplifyvoices, andsparkactionlongafterthey'vedepartedtheroom.

So,astheworldreexaminessuccessinleadership,it'sclear: thegreatestdemonstrationofgreatleadershipisnotabout status,butservice.Notabouthierarchy,buthumanity. Undertitles,itisthecouragetocare,thestrengthtoliftup, andthecharactertoleadthatbestdefinesaleader

How Women Are Rewriting Leadership Norms

Thecorridorsofleadershiparebeingreframedquietlybut

uncompromisingly.Wherethetraditionalimageofauthority haslongbeenmarkedbyassertiveness,ranking,and decisiveness—typicallydefinedbymasculinenorms—isnowbeing reframedbyanewprototype.Atitscenterarewomenleaderswhoare notjustpushingopendoorsofpowerbutredefiningwhatitmeansto leadwithpurpose,integrity,andcourage.

Confidence,forcenturiesmixedupwithbravadoorassertiveness,is beingredefinedbywomenontheirowntermsofcomposure, conviction,andcollectivepower.Indoingso,womenarenotjust pretendingtolead—they'rerewritingleadership'sDNA.

ConfidenceReimagined:FromPerfectionismtoProgress

Formanywomen,leadershipbeginswithbreakingthroughinternalized assumptions—tobeperfect,tofeelthatonemust"knoweverything,"or todelayuntiloverqualifiedtospeak.Thesearenotpsychological impediments;theyarerootedindecadesofsystematicbiasand underrepresentation.

Butthetideischanging.Womenacrossallindustriesarelearningthat confidenceisn'taboutperfection—it'saboutshowingupwithclarity, holdingspaceforothers,andforgingaheaddespitenotknowing. Ratherthanperfectionism,contemporarywomenleadersclaim progressandadaptability.Theyunderstandthatconfidencecomesnot fromacommandofalltheanswers,butfromthecouragetoaskthe rightquestions.

Thisnewdynamicwithconfidenceisnotonlyempoweringindividual careersbutreshapingorganizationalcultures.

LeadingwithAuthenticity,NotImitation

Traditionalleadershipnormsalltoooftendictatedthatwomenmust imitatemalecolleaguestobeheard.Butthismodelisrapidlyfading. Ratherthanappropriatingstalemodelsofleadership,womenare leadingwithauthenticity—bringingempathy,intuition,transparency, andcollaborationtothetable.

Authenticityleadstotrust.Whenwomenleadauthentically, theybuildworkenvironmentsthatarepsychologicallysafe, emotionallyintelligent,anddiverse.Teamsthrivewhere leadersareapproachable,self-knowledgeable,andwilling tobevulnerableforthegreatergood.Thesearenolonger "softskills"—theyarefundamentaltothenewleadership skillset.

Bylivingtheirvaluesandbeingdedicatedtotheirvoiceof leadership,womenaredemonstratingthatleadershipisnot aone-size-fits-allproposition—it'sdeeplypersonaland deeplydiverse.

ConfidenceasaCatalystforInnovationandInclusion

Suchconfidentwomenarenotonlyleading,theyare empoweringotherstoleadtoo.Inchallengingexclusionary habitsandgatekeeperattitudes,theyarelayingthe foundationforgenerationsofleadersinnon-traditional shapesandforms.Confidenceinthiscontextisa multiplier—enablinginclusiveinnovation,cross-cultural collaboration,andbetterbalancebetweencompetitionand cooperation.

Instartupecosystemsandboardroomsaswell,womenare leveragingconfidencetobuildbridges,notbarriers.They areunapologeticindemandingequity,disruptingthestatus quo,andholdingpurposeaboveego.Theabilitytosustain ambitionwithresponsibilityismakingtheminfluential agentsoftransformationalchange.

TheRoleofMentorshipandRepresentation

Oneofthemostpowerfuldriversofconfidenceisvisibility. Whenwomenarelearningaboutleaderswhoarelikethem, thinklikethem,orbrokedownsimilarbarriers,leadership abstractionbecomesconcrete.Representation matters—whatistakingplaceatthetopbutalsoacrossall levelsofdecision-making.

Mentorshipisnearlyasimportantassponsorship.Confident womenareemergingasmentors,sponsors,andadvocates inlargernumbers.Bysharingtheirjourneys—fullof detours,doubts,andahamoments—theyleadothersona journeytorise.Withthesementorrelationships,confidence iscontagious.

Moreover,honestandvulnerablementorshipupholdsthe opinionthatleadershipisn'tabouthavingalloftheright answers—it'saboutperpetuallearningandgrowth.

Thisisthekindofmindsetnecessaryinanerawhen resiliencebecomeskeytostayingrelevant.

ConfidenceintheFaceofAdversity

Womenwholeaddosoinspiteofsystemic barriers—genderbias,payinequities,limitedaccessto networks,andtheincessantdoublestandardsin performancereviews.Inspiteofallthis,manypersistand thrive,redefiningresilienceintheprocess.

Confidencehereisresistance.It'stheunwaveringbeliefthat one'svoiceneedstobeheardatthetable—regardlessof howloudlyitmayneedtoyelltobeheard.It'salsothe wisdomtoknowwhentosimplybuildanewtable.

Whilecompanieslookforinnovationandadaptability,the abilitytoleadcomplexity,tospeaktransparently,andto staygroundedinvaluesismorecriticalthanever Women leaders,confidentthroughhard-wonexperience,are uniquelyqualifiedtomeetthesechallengeswithamixof empathyandaction.

ANewLeadershipCode

Thefutureofleadershipisnotmaleorfemale—it'sbased onqualitiesoutsideofstereotypes:authenticity,vision, flexibility,emotionalintelligence,andyes—confidence.But lastingconfidenceisnotloudorperformative.Itis consistent,unwavering,andplanteddeepinpurpose.

Womenarerewritingtheleadershipscriptbyshowingthat confidencedoesnotrequireconforming.Itthrivesin diversity,expandswithinclusivity,andaccelerateswith collaboration.

Conclusion:TheCouragetoBe

Themostrevolutionaryshiftinleadershiptodayislessa matterofwhoisintheseat,butmoreabouthowtheylead. Womenareredefiningleadershipbybringingcourage,care, andconvictiontothetable—remakingwhatleadership looksandfeelslikeandwhatitgetsdone.

Confidence,aswomenareshowingus,isnotabout knowingyou’llneverfail.It’saboutknowingyou’llrise again,leadagain,andbringothersalongwithyou.Indoing so,theyarenotonlyleading—theyareleadingthechange.