As we face the allure of AI, is it possible that the key to effective leadership lies in our interconnectedness as humanity?
The Ubuntu Business Leadership Philosophy, rooted in the principle of 'I am because you are,' offers profound insights into building trust and fostering people-centric organizational cultures. Join us as we explore this transformative approach with Mike Ettling, former CEO of Unit4 and Executive Chairman of SYSPRO, who shares his journey and proven strategies for modern leaders.
Highlights
Understanding the UBUNTU Business Leadership Philosophy and its application in modern business.
The significance of empowering people and building a culture of trust.
Mike’s journey at Unit4 and how he transitioned leadership effectively.
Strategies for enhancing employee engagement and organizational performance.
The importance of balancing principles, policies, and performance in leadership.
Meet Mike Ettling, Executive Chairman, SYSPRO
Mike is a leader who embodies the essence of the Ubuntu Business Leadership Philosophy. With a career that spans various leadership roles, he has consistently placed a strong emphasis on people. As the Executive Chairman of SYSPRO and former CEO of Unit4, Mike has championed the idea that effective leadership hinges on the empowerment and engagement of employees.
His journey began in the Boy Scouts, where he learned the value of leadership early on. Over the years, he has developed world-class teams, always prioritizing diversity and continuous learning. Mike believes that the foundation of any successful organization lies in its people, and he has dedicated his career to elevating and enabling those around him.
Exploring the Ubuntu Philosophy in Leadership
The UBUNTU Business Leadership Philosophy centers on the idea of interconnectedness: "I am because you are." This concept is particularly relevant in business, where relationships and collaboration drive success. Mike believes that recognizing our dependence on one another creates a more harmonious and productive work environment.
In practice, this philosophy encourages leaders to cultivate relationships with their teams, customers, and stakeholders. Mike asserts that by prioritizing these connections, organizations can foster a culture of mutual respect and trust, enhancing overall performance.
Transitioning Leadership at Unit4
When Mike joined Unit4 in 2019, the company was at a crossroads, needing to pivot from on-premise solutions to a cloud-based model. His vision was clear: to build a company where people were at the heart of every decision. Mike's approach to leadership included a focus on succession planning, emphasizing the importance of preparing future leaders to ensure a seamless transition.
As he prepared to hand over the reins, Mike's goal was to create a sustainable leadership model that would thrive beyond his tenure. He successfully identified and mentored his successor, ensuring that the values and culture he instilled would continue to flourish at Unit4.
Accepting Leadership at UNIT4: People Focus, Amazing Product
At the core of Mike's leadership at Unit4 was a commitment to people and the product. He believed that a successful software company is built on the strength of its employees and the passion they have for the product. This belief was evident in the way he engaged with the team, prioritizing open communication and collaboration.
Mike's focus on creating a people-centric environment allowed Unit4 to harness the collective energy of its workforce, resulting in a significant increase in employee engagement scores. By aligning the company's mission with the needs of its people, he laid the groundwork for lasting success.
Importance of Empowering People
Mike's leadership philosophy underscores the importance of empowering employees. He believes that when people feel trusted and valued, they are more likely to contribute meaningfully to the organization. This empowerment leads to innovation, increased productivity, and overall job satisfaction.
At Unit4, Mike implemented policies that reflected this belief, such as removing restrictions on vacation days and encouraging employees to take the time they need to recharge. This approach not only alleviated anxiety but also fostered a culture of responsibility and accountability.
Being People Centric: Balancing Principles, Policies, Performance
In today's corporate landscape, balancing principles, policies, and performance can be challenging. Mike emphasizes the need for organizations to align their HR policies with their core values. Many companies claim to prioritize their people, yet their policies often suggest otherwise.
Mike advocates for a shift in mindset, encouraging leaders to design policies that reflect trust in their employees. By doing so, organizations can create a more engaging and supportive work environment, where individuals feel empowered to perform at their best.
Engendering a Culture of Trust
Building a culture of trust is fundamental to the UBUNTU Business Leadership Philosophy. Mike believes that trust is not merely a policy but a practice that must be ingrained in the organizational culture. It starts with effective leadership at all levels, particularly among middle-tier leaders who play a crucial role in shaping the employee experience.
By fostering open communication and encouraging difficult conversations, leaders can create an environment where employees feel safe to express their thoughts and concerns. This trust not only enhances morale but also drives better performance across the organization.
Organizational Culture and Behavior Change
Mike emphasizes that culture is the result of behaviors, not a static entity that can be changed overnight. To shift organizational culture, leaders must first identify the behaviors they want to encourage and those they wish to change. This requires a strategic approach that includes leadership engagement, clear communication, and a focus on accountability.
By aligning HR practices with desired behaviors, organizations can create a dynamic culture that evolves with the needs of their workforce. Mike's experience at Unit4 demonstrates that when leaders prioritize behavior change, they can cultivate a thriving organizational culture that drives lasting success.
HR and the Role of Leadership in Culture Change
In the realm of organizational culture, leadership must take the reins. Mike emphasizes that HR should not bear the weight of culture change alone; instead, it should act as an enabler. Leaders are the architects of culture, responsible for instilling values and behaviors that align with the UBUNTU Business Leadership Philosophy.
By collaborating with HR, leaders can create frameworks that support a thriving culture. This partnership fosters a community among leaders and helps in developing a cohesive strategy for cultural transformation. When leaders assume ownership of culture, they empower their teams to embrace change, leading to a more engaged workforce.
Navigating Trust Issues in Leadership
Trust is the bedrock of effective leadership. Mike notes that when leaders abdicate their responsibilities, it creates a vacuum that can erode trust. This is particularly evident when leaders expect HR to handle performance reviews or employee engagement initiatives without their involvement.
To cultivate trust, leaders must actively demonstrate their commitment to their teams. They should engage in open dialogues and be transparent about their decisions. Mike advises that leaders facing trust issues should assess their behaviors and interactions with their teams. If leaders foster an environment of trust, they will see a significant improvement in team dynamics and overall performance.
Passing the Torch: Growth Potential and Future Vision for UNIT4
Mike envisions a bright future for UNIT4, one that capitalizes on its unique positioning in the market. As a leader in mid-market ERP software, the potential for growth is immense. By focusing on the people-first dynamic he has championed, UNIT4 can expand its reach and influence in the industry.
He encourages the next generation of leaders to maintain the core values of trust and empowerment. This foundation will not only enhance employee engagement but also drive innovation and market competitiveness. Mike believes that if the leadership maintains this focus, UNIT4 can achieve unprecedented success.
Learning from Challenges in Leadership
Every leader faces challenges, and Mike's journey is no exception. He reflects on moments that tested his resolve, particularly during his first CEO role. The transition from a corporate environment to leading a private equity-backed business required a shift in mindset and approach.
Mike learned that adaptability is crucial for success. The skills that brought him to leadership were not sufficient for his new role. He emphasizes the importance of continuous learning and being open to change. The ability to pivot and grow from experiences is what defines effective leaders.
Personal Growth and Leadership Philosophy
Mike's evolution as a leader has been shaped by his experiences and challenges. He recognizes that personal growth is intrinsically linked to leadership effectiveness. Understanding that meaning is not inherent but assigned has transformed his approach to business.
This perspective allows Mike to navigate complex situations with greater clarity. He encourages leaders to reflect on their reactions and the meanings they ascribe to events. By doing so, they can cultivate a more balanced and resilient mindset, which is essential for effective leadership.
Grounding Strategies for Leaders
Finding stability amid chaos is essential for leaders. Mike finds his grounding in the natural beauty of the South African bush. This connection to nature serves as a reminder of life's fundamentals, helping him maintain perspective.
Leaders must identify their own grounding strategies, whether in nature, music, or personal reflection. Scheduling wellness activities into their routines can create a healthier work environment. When leaders prioritize their well-being, they model the importance of self-care for their teams.
Vision for SYSPRO and What's Next
As Mike transitions to SYSPRO, he sees immense potential in the company. His vision is to leverage the existing strengths of the leadership team while introducing a global perspective. By sharing his experiences, he aims to elevate SYSPRO to new heights.
Mike's commitment to empowering others remains steadfast. He aspires to build a portfolio of leadership roles, where he can continue to influence and inspire. The goal is to create a ripple effect of success across organizations, emphasizing the UBUNTU Business Leadership Philosophy at every level.
Getting In Touch and Closing Thoughts
For those looking to connect with Mike, LinkedIn is the best avenue. He welcomes discussions about leadership, culture, and the transformative power of the UBUNTU Business Leadership Philosophy. Mike believes in the importance of sharing insights and learning from one another.
In closing, Mike's journey reflects the profound impact of leadership grounded in trust and empowerment. By championing the UBUNTU philosophy, he inspires others to build cultures that prioritize people, fostering environments where everyone can thrive.
Self-Analysis: About Being on the Podcast
Reflecting on his experience as a guest, Mike appreciates the opportunity to share his insights. The conversation flowed naturally, allowing him to delve into topics that matter deeply to him. He emphasizes the importance of open dialogue in leadership discussions, as it leads to greater understanding and shared learning.
Mike encourages others to engage in similar conversations, as they can uncover valuable lessons and perspectives. His experience on the podcast served as a reminder of the power of storytelling in leadership, reinforcing the connection between personal experiences and professional growth.
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One of the perks of hosting this podcast is that I go through the episodes such as the one with Mike above multiple times.
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This article was created from the video Harnessing Neurodiversity for a High Performing Company Culture with the help of AI. Watch on YouTube below.
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