African Leadership Programme

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African Leadership Programme
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1. The Programme
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Fundamentals of the ALPA Prestigious ProgrammeA
unique multi-faceted leadership learning
experience for the next generation of Africas
leaders
Students The cream of Africas future leaders
community, business, political, health,
environment all sectors 40 selected on
equitable representative criteria 25-40 year
olds who have leadership potential Selection On
merit based on defined criteria Duration 1 year
programme, part-time Follow-on participation
through African Leadership Institute
network Structure 3-4 short burst Group Learning
Modules Ongoing Group Project Individual
Leadership Outreach Project Ongoing
Mentoring Networked interaction debate on
global African issues Faculty A virtual
Institution accessing the best Faculty in Africa
globally Network of Mentors
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What will the Student have achieved by the end of
the year long Programme ?

• Membership of a elite network of leaders
  throughout Africa and beyond, committed to
  leading change and development on the continent.
• A breadth and depth of understanding of
  leadership what has been successful and
  unsuccessful (and what that means) in different
  contexts, at different times, and in different
  cultures and the complexity of demands on
  leaders.
• Practical experience of leading a project through
  which he will have enhanced the leadership
  capabilities of at least 25 young Africans.
• Interaction with African and global leaders on
  the techniques, principles, values and challenges
  of leadership
• A self formed view of leadership principles and
  values that are most appropriate to the future
  African context and his/her own circumstances,
  which will be the model he/she will apply to
  his/her own leadership endeavours
• A clear understanding of his/her historically
  preferred leadership style what positive
  aspects he/she can build upon, and what aspects
  he/she needs to concentrate on or supplement
  through group working relationships, to achieve a
  preferred style for the situation, and how he/she
  can do that.
• A strong working relationship with a mentor who
  will continue to guide him/her in the coming
  years on the path to successful leadership.
• A breadth of understanding of the regional and
  global forces and issues that will influence the
  decisions and behaviours of future leaders in
  Africa.
• A broad, systemic, strategic and visionary
  approach to addressing leadership issues
• Practical experience and feedback from working as
  part of a team of high calibre individuals

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Competitive Positioning of the ALP
Prestige Mature Multi-Sector
African Leadership Initiative
African Leadership Institute
Obasanjo African Leadership Forum
UCT-Duke Values Ethics
LEAD (Environment)
GIBS Seminars
Target Candidates
OFS British Council
Unilever Scholarship
Simpler Leadership
Grassroots Young Focused
Multiple
Single
Dimensions of Leadership Learning
Colour Local/Regional Pan-African
Size Year long or more
Few days
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What makes the African Leadership Programme
unique compared to the other leadership
initiatives emerging (particularly in South
Africa)?

• Pan-African (within a global context)
• Pan-African participation, encouraging
  cross-cultural
• and global interaction
• On the ground Regional representation across
  Africa
• Designed specifically to address the issues of
  African
• leadership not a western transplant
• Designed after considerable consultation across
  Africa

• Network
• High quality network established across
• Africa dedicated to enhancing leadership
• capacity and leadership quality
• Infrastructure process to activate the network
• Ongoing leadership initiative, not once-off,
• short programme

• Prestige Quality
• Aimed at the cream of future leaders
• Focus on transformational new leadership
• thinking rather than business as usual
• Unfettered by Institutional barriers, we are able
• to incorporate the best thinkers on African
• global leadership from anywhere
• An honour to be invited as a Fellow of the ALI

• Multi-Dimensional
• Emphasis on multi-dimensional learning, not
  teaching
• Reinforcing learning cycle through Group Learning
  modules
• Mentoring, Group and Individual project, ongoing
  network
• interaction peer debate learning by
  experiencing
• interacting
• Multi-sectoral, multi-cultural to allow maximum
• cross-learning

• Outreach Initiatives
• Using the catalyst of the ALP, the Institute will
  conduct
• programmes events that reach out to over 2000
  future
• leaders each year

• Leadership Focus
• Focus is learning about Leadership African
• Leadership not management, team work, self
• awareness, or other topics often called
  leadership
• training but these will all be incorporated as
• they impact leadership

Other Programmes will have some of these
attributes, but none pulls them all together
in a coordinated package dedicated to African
Leadership
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2. Programme Design

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The ALP will be a Learning ProgrammeThe
emphasis will be on Learning and Experiencing,
not Teaching, offering a variety of formal and
informal learning opportunities to enhance the
leadership capabilities of the candidate
The ALP will be designed around 4 different types
of learning in a coordinated and reinforcing
programme.
Coaching/Mentoring
Shared Perspectives Theory
Experiencing
Interaction Observation
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The Programme will be based upon 6 Platforms

• Centralised Group Learning Modules
• Mentoring
• Group Project Scenarios of the Future of Africa
• Individual Project
• Networked Interaction Debate
• Local Events Seminars with Leaders

Each Platform will offer different learning
experiences in an integrated and coordinated
programme
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Different Elements of the Programme will focus on
different learning opportunities
Coaching/Mentoring
Individual Leadership Project
Regular Guidance to apply learning
Experiencing
Shared Perspectives Theory
Group Projects
Formal Learning Modules
Networked Debate
Seminars with Leaders
Interaction Observation
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The Programme emphasisesAfrican Leadership
within a Global Perspective
African Faculty Contributors
Global Faculty Contributors
Share Experiences African Leaders
Share Experiences Global Leaders
African Leadership Case Studies Styles,
Principles, Values
Global Leadership Case Studies Styles,
Principles, Values
African Contextual Cultural Influences on
Leadership
The Future African Environment Demands on future
African leaders
The Future Global Environment Global influences
on Africa
African Leadership Programme
African Mentors
Practical Project Leadership in Africa
Networked with African Leaders Peers
Global experts invited to join the Network
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Some key Leadership Themes we will explore in an
African context

• Leadership Styles and Principles
• Cultural and Situational Impact on Leadership
• Awareness - Learning about Yourself
• Vision and Strategy in Leadership
• Leadership vs. Management
• Leading People Motivation, Inspiration, Caring,
  Managing
• and Empowering
• Values and Ethics
• Issues faced by Leaders in Africa
• Psychology of Leadership in Africa and
  elsewhere
• The new Dynamics of Leadership, e.g. Complexity,
  Ambiguity,
• Openness, Communication, Connectivity and
  Relationships
• Global impacts External Forces
• Future Global Scenarios global forces of change
• African Renaissance in a shrinking world
• Achieving Sustainable Development
• Leveraging Science Technology

Note This is a preliminary and non-exhaustive
list.
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Case Studies and Course Work will examine and
debate the leadership styles and principles
employed by leaders in different contexts, and
the tools and techniques they used. They will
reflect upon the outcomes, good and bad, and the
relevance of the lessons learnt to tomorrows
world.
Topics will be introduced during the Group
Modules, but as Course Work students will be
required to research the comparative styles and
principles employed by a set of leaders of their
choice. Presentations will be made to the Group,
and the Network used to debate the perspectives
presented.
Examples of Leaders we could study Political Ma
ndela Nkrumah Nyerere Mobutu Mugabe Kof
i Anan Mbeki Kenyatta Obasanjo Awolowo Museveni S
enghor Houphet-Boigny Sekou Toure Verwoerd Gaddafi
Shaka
Business, Community, etc Tutu Biko Soyinka Rhodes
Oppenheimer Jonah Rowland Rockefeller Ford Gates A
sian Business Leaders Religious Sect
Leaders Pressure Group Leaders Health Sector
leaders Emerging Technology leaders
Kennedy Churchill Thatcher Clinton Castro Gandhi L
ee Kwan Yew Mahatir Historic Leaders -Alexander -M
achiavelli -Rousseau
This is not intended to be a definitive list, but
illustrative of the contrasting styles and rich
material available to reflect upon
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This will be a Virtual ProgrammeStudents will
work from their home location on local and
networked activities, and come together 4 times a
year for Group Modules hosted each time by a
different Institution in Africa or in Oxford.
Local Networked Activities
Location A
Group Learning Interaction
Location B
Students
Group Module Hosted by an Institution UWC,
Oxford, Makerere, Emory Ghana
Location C
Location D
Institute X
Faculty
Institute Y
Institute Z
By employing this virtual structure we are able
to invite the best and most appropriate faculty
from anywhere in the world and not be tied to a
single Institution, but still allow each
Institutions brand to be promoted
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The Programme will be managed by the ALP
Secretariat in Partnership with host Institutions
(Oxford, W. Cape, Makerere, Ghana), incorporating
experts from wherever they reside. Project work,
Mentoring, and other ongoing activities will
continue throughout the year from the students
home base.
Group Learning Modules (Conducted by African
International Experts)
Time
Continuous Networked Learning
12 to 15 M O N T H S
Opening Module (in Africa) Establish the
theoretical foundation Set up ongoing activities
Group Project (Future African Scenarios) Individ
ual Leadership Projects Mentoring Networked
debate on Afro/global issues Course
work Local/Regional Events
International Module (in Oxford) Global
perspectives on leadership Revisit theoretical
foundation Group project Feedback
Third Module (Africa) Interaction with African
leaders Projects feedback Revisit leadership
concepts in Afro/global context
Concluding Module (Africa) Project conclusion,
feedback interaction Student Presentations
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The 6 Learning Platforms will be connected and
reinforced through coordinated activities. The
Group Learning Modules and the Network will be
the connecting mechanisms.
Output
Input
Time
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The Network will be the thread that joins
together the Students, the Faculty, the Fellows,
the Institute and Invited Contributors
Students
Faculty
Project Development
New Concepts Publications
African Leadership Institute
Contacts
Support Groups
Mentors
Fellows
Invited Contributors
Moderated Debate
The ALI will have a web-site containing general
information on the programme, its events, and a
regular comment on leadership issues in Africa.
It will also be the medium through which
candidates can apply to participate on the
programme. It will have a private section for
Students, Fellows, faculty and invited Guests,
where the activities mentioned above will be
conducted, publications posted, data bases and
archives located. E-mail conferencing systems
will be established, moderated either by Faculty,
a member of ALI staff, or an invited guest
varying with the topic being debated. ALI will
manage the network All students and faculty must
have regular access to e-mail and the internet,
as a condition of participation. Computers will
not be supplied to students unless deemed
financially necessary.
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FacultyA group of people will be appointed as
Core Faculty, who will participate in most of the
formal modules, in the design of the programme
and in networked activities. Others will be
invited to contribute to the programme for
specific events, activities or topics.
Core Faculty
Invited Speakers Guests
Specialist Faculty

• Responsibilities
• Design Formal Modules
• Academic Direction
• Identify/appoint Specialists
• Identify/appoint Speakers Guests
• Design Manage their assigned areas of
• responsibility on the programme
• Possible Core Faculty (provisional list)
• Marshall Young (Global leadership)
• Kurt April (African Leadership)
• John Simpson (Management in leadership)
• Derek Smith (Project Leadership)
• Eric Mafuna (Situational Cultural Impact)
• Peter Wilson (Scenario Project)
• Stephen Adei (African Issues)
• Olugbenga Adesida (Network)

Host Institution Faculty
Core Faculty is drawn from the best available on
the subject in relation to African leadership in
any Institution in Africa or globally
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Partnerships with Host Institutions

• Host Institution
• A University or Institution
• associated with producing
• Leaders in Africa
• Responsibilities
• Host a Group Module
• Provide local faculty, experts
• speakers dignitaries
• Local promotion
• Liaison with local stakeholders
• Local publicity
• Administration of module
• Module logistics accommodation

ALP Directorate Overall Management, Administration
, Marketing Operation of total programme
Core Faculty Academic direction, design,
content, delivery
Partnership
The following Institutions have agreed to be
Partners University of the Western Cape Makerere
University University of Ghana Templeton College,
Oxford Emory University, Atlanta
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Content of the Formal ModulesFirst Draft
subject to detail design by Core FacultyOpening
ModuleProbable Location Cape Town (Host
UWC)2-3 Weeks

• Introduction to Programme, the 6 Platforms and
  Admin Procedures
• Self-Awareness (Theoretical Group Work)
• Leadership Styles (Theory, Case Studies debate)
• Core Principles of Leadership (Different theories
  by eminent exponents of leadership)
• Cultural Situational Impact on Leadership
  (African Research debate)
• Introduction to the Network how to use it
• Preparation for Group Project (African Scenarios)
• Methodology
• Setting the Information Opinion Base
• Macro issues facing the future development of
  Africa (Socio/political/economic)
• Guest Speakers (leadership experience future of
  Africa)

Guest Speakers Leaders in Business, Government,
Community, Youth Africa Experts

• Possible Contributors (apart from Core faculty)
• Self Awareness Simpler Leadership (Colin Hall),
  Outward Bound SA
• Cultural Influence Eric Mafuna, Piet Human
• African Issues NEPAD, African Research
  Institutes, African experts
• Principles Styles Leadership experts in Africa

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Content of the Formal ModulesFirst Draft
subject to detail design by Core FacultySecond
ModuleProbable Location Oxford (Host Templeton
College)2 Weeks

• Global (US, Europe, Asia) perspectives on
  Leadership Styles Principles
• Theory, Case Studies, Debate
• The New Dynamics of Leadership Complexity,
  Ambiguity, Openness, Communication,
• Connectivity, Relationships, Chaos, etc
• Values Ethics different global perspectives
• Reflections on Self Awareness
• Set own leadership goals
• Global forces influencing Africa in the future,
  political/social/economic/environmental/technical
• Group Project (Africa Scenarios) Feedback,
  Further Development Next Steps
• Introduction to Individual Project description
  of the task
• Project leadership
• Group Dynamics
• Guest Speakers

• Possible Guest Speakers
• European Leaders in Politics,
• Business, Community, Youth
• Institute of International
• Relations
• Shell Global Scenarios
• Templeton Alumni

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Content of the Formal ModulesFirst Draft
subject to detail design by Core FacultyThird
ModuleProbable Location Kampala (Host Makerere
University)2 Weeks

• Leadership vs. Management
• Vision Strategy in Leadership,
  operationalising the strategy
• Leading People Motivation, Inspiration, Caring,
  Managing Empowering
• Psychology of Leadership
• Issues that Leaders face in Africa
• Leveraging Science Technology
• As a tool in leadership in Africa
• Scientific Leadership
• Sustainable Development in Africa
• Scenario Project, Feedback Scenario
  Construction debate
• Individual Project
• Feedback Leadership Experience
• Review own Leadership Goals
• Guest Speakers

• Possible Guest Speakers
• East African Leaders in Politics,
• Science, Entrepreneurs, Society
• International Scientific Leader
• LEAD Fellow (Sustainable
• Development)
• African Futurist

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Content of the Formal ModulesFirst Draft
subject to detail design by Core FacultyClosing
ModuleProbable Location Accra (Host University
of Ghana)1-2 Weeks

• Presentation by students on their views and
  perspectives on Leadership in Africa
• Their own goals as leaders, how leaders can
  make a difference in Africa
• Students Feedback on their Individual projects
• Progress, results lessons learnt
• Group Project (Scenarios) Finalise the
  Scenarios as a group
• Presentation to panel of distinguished guests,
  local and international
• Review of Mentorship program successes and
  failures lessons learnt for the next programme
• Assessments
• Faculty Directorate Mentor assessment of
  Students
• Student assessment of Faculty and programme
  constituents
• Certification
• Guest Speakers
• Closing Ceremony Awards

• Possible Guest Speakers
• Leaders in Government, Business,
• Community , Women Society
• An historic leader in Africa
• International celebrity

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Group ProjectScenarios of the Future of
Africaemphasising the influence leaders in
different domains can have on the future path

• Objective
• To Construct a set of 3 or 4 logically consistent
  and plausible stories of the future development
• of Africa over the next 15-20 years, which
  illustrate the different paths the continent
  could take
• depending on how leaders respond in Africa and
  internationally to key global and continental
  issues.
• Rationale
• Group work is an essential integral element of
  Leadership training, enabling the student to
  practice
• some of the theory learnt in the course, learn
  from interaction with peers, recognise the
  different
• requirements of leaders at different times and
  in different situations, and learn to gain
  greatest benefit
• from group capabilities.
• A meaningful group project needs to be found, and
  the future of Africa is something which all the
  students
• have a stake in
• Scenario construction employs many of the skills
  needed for leadership in Africa breadth of
  knowledge
• of the forces of change in the continent and
  globally in all domains the connectivity between
  Africa and
• the world vision and strategy reducing
  complexity systemic thinking ambiguity and
  uncertainty the
• power of communication, etc.
• It is a learning process, the lessons of which
  will stay with the student leaders as they
  themselves have thought
• through the logic and linkages of key decisions

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Group Project- Scenarios of AfricaThe Process in
the ALP
During Group Modules the students will work as a
total group to discuss and agree the input, key
components and story lines of the
Scenarios. Between modules, they will work in
smaller regional groups, interfacing with the
wider group through the network
4th Module Finalise Scenarios Present to Panel
1st Module Methodology Establish the Fact
Opinion Base
2nd Module Agree Base Explore Scenario Frameworks
3rd Module Construct Agree Scenarios
Finalise Scenarios Presentations
Develop Refine Base
Develop Scenario Stories

• Between
• Modules
• Smaller, Regional
• Teams
• Networked interaction

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Individual Leadership Outreach Project
Objectives 1.To apply the learning the student
has achieved to enhance the leadership capacity
of the wider community 2. To practice the
principles of leadership learnt on the programme,
and to apply the students own leadership goals
in running the project under the guidance of a
mentor.

• The Project
• Designed by the student (possibly including
  donors suggestions)
• Enhances the leadership capabilities of at least
  25 Africans in the wider community
• Feasible and manageable with resources available
• Preferably Community oriented, and geared towards
  younger or disadvantaged people
• Meaningful progress can be made in a year
• Challenges the leadership qualities of the
  student
• Responsible to a Board for achievement
• The Approach
• Theory/Guidance on Project leadership Group
  Dynamics in 2nd Group Module
• Student initiates, structures and leads project.
• ALI Secretariat Mentor approve suitability of
  project
• Student is responsible for making it happen, in
  all aspects
• Small funding may be available through the
  programme, the rest needs to be raised
• Mentor helps as support and sounding board.
• Student involvement in project can go beyond the
  period of the programme

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Individual ProjectThe Process

• 2nd Group Module
• Introduce scope goals
• Guidance on how to go
• about the task
• Theory
• Project leadership
• Group Dynamics

• 3rd Group Module
• Share experiences
• Clarify issues
• Review approaches
• Commit to goals

• Closing Module
• Present project
• Achievements
• -Lessons learnt
• -Assessment
• Next Steps

Ongoing
Between Modules

• Seek out, identify project
• Assess feasibility
• Plan, structure, resource
• Work with Mentor
• Establish Board
• Initiate project
• Use the Network

• Rethink plan
• approach to achieve
• goals
• Continue development
• Prepare presentation
• reports to Board

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Mentoring

• The role of the Mentor will be to act as a guide
  and support to the student as he/she takes on
• the leadership challenges of the Programme
  (particularly the Individual Project), but also
  in
• his/her daily responsibilities. The relationship
  may continue beyond the period of the programme
• The Student will set his/her own Leadership Goals
  as part of the first Group Module, which will
  include self-awareness assessments as well as
  goals on leadership principles and styles.
• The Student will work with the Mentor to
• Assess these goals and review them from time to
  time
• Reflect upon means of attainment of the goals
• Reflect upon problems the student may experience
  in achieving the goals and in addressing other
  leadership challenges
• Apply the Leadership Goals to the Individual
  Project, and seek guidance on issues that may
  arise in leadership of the project.
• Reflect on other leadership issues that may arise
  in carrying out the daily responsibilities.
• Mentors will not be paid, but costs will be
  covered.

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Choosing the MentorsMentors will be chosen on a
mutual selection basis.

• Profile of Mentors
• Experienced Leaders who have
• themselves been transformational
• Volunteers who have sufficient time
• Committed to the responsibility
• Any age, sex or ethnic group
• Respected by the Student
• Not associated with student through
• work or other affiliation
• Source of Mentors
• Networks or Representative Bodies, e.g.
• National Business Initiative (in SA)
• Network of Rhodes Scholars
• LEAD Fellows
• Retired Politicians
• African Business Round Table
• NGO Organisations
• Womens movements

• The Mutual Selection Process
• One day workshop
• Done on a Regional basis
• Invite Students and Prospective Mentors
• Short presentation by each student on his
  leadership goals
• Presentation by Mentors on their thoughts on
  leadership
• Group discussion on leadership
• Small group projects mixed students and mentors
• Students mentors draw up preferred short list
  of partners
• Short list matching
• One on one discussions with short list
• Match Student and Mentor final preferences.
• Complete the day with presentation on the role of
  the mentor

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Monitoring the Student/Mentor Relationship
Student reviews Leadership goals Report back
on Mentoring process
Student sets Leadership Goals
Student assessment of mentoring process
Student reviews Leadership goals
Network Access To discuss issues
Network Access To discuss issues
Network Access To discuss issues
4th Module
1st Module
2nd Module
3rd Module
1 Month
Mutual Selection Of Mentor
ALI Representative Interviews student Mentor to
ensure satisfactory relationship compliance
Mentors mid-term Report on student
Mentor Assessment Of Student
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Local Events and Leadership Seminars

• In the 2 to 3 month period between Group Modules,
  local events will be organised by the
• Representative of ALI in the Region.
• These events will be designed to
• Use the students as a catalyst to involve a wider
  leadership community in leadership learning
• Expose the students to a broader group of leaders
  and opinion formers, and experts in
• African and International affairs, as well as
  leadership.
• Expose the students to the issues of Africa, and
  in-situ confrontation with problems
• facing the continent
• Allow students an opportunity for peer
  interaction and debate
• Examples of Local Events
• Leadership Seminars discussions on aspects of
  leadership with local leaders in different
• sectors of society, e.g. cross-generational
  discussion
• Leadership training programmes where the students
  share their views of leadership with participants
• Invited Speakers, both Regional and International
• Field Visits to observe the issues (and
  successes) of Africa.
• Alumni dinners with invited speakers
• Think Tank sessions

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3. Finding the Future Leaders
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The ALP will be piloted in Ghana, South Africa,
Uganda and Tanzania but when bedded down, will
incorporate students from all over sub-Saharan
Africa (including Francophone) to become the
first truly pan-African prestige Leadership
Programme. Each year more countries will be added.
Dakar
Lagos
Kampala
Accra
Nairobi
Dar-es-Salaam
It is the intention to incorporate
Francophone countries in the second year of the
programme, once the structure has been refined
after the first pilot.
Harare
Windhoek
Johannesburg
Durban
Cape Town
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Profile of the Student Cohort
Age 25-35 years, but could take some up to 40
years and older where it may be considered
these potential leaders have, through
circumstance, not had adequate exposure to
leadership training. Profile Equitable
representation of Africas population and
leadership base, taking account of gender,
ethnicity, religion, sector and background. No
firm quotas will be set, but we will be guided
by the broader criteria of equitable
representation. Geography For management and
administrative purposes, we would need to set
guidelines on the number of students from
different regions of Africa. In the pilot we
will focus on Anglophone sub-Saharan Africa, and
then spread to the rest of Africa. Guidelines
on Regional quotas during the pilot phase We
st Africa 25-45 (10-18 students) East
Africa 25-45 (10-18 students) Southern
Africa 30-50 (12-20 students) Sectors Candidates
will be taken from all sectors of society
Government, Labour Business, NGOs, Community,
Health, Science, Energy, etc.. Donors may
sponsor students from a particular sector if that
fits their manifesto, e.g. to develop leaders
in the Health sector, or Technology, etc.,
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Number of StudentsThe number of students is
determined by the funds available, and the
optimum size for effective participation in the
programme.

• 3040 students is regarded by Academia as the
  most one can manage in an
• interactive learning programme
• The greater the number of students the more funds
  required, but conversely
• the less the overhead cost per student becomes
• Africa is a large continent, and ultimately there
  may be a demand for more
• than 40 students per year (there are more than
  50 countries in Africa)
• Conclusion
• We should start with 40 students on a pilot
  project, and assess optimum size
• If greater numbers are required, we should
  consider 2 or more parallel
• programmes, with a once a year joint session.
• Francophone students will be invited to join the
  programme in the second year,
• but the language of tuition will be English.
• As the Institute expands in future years, a
  separate Francophone programme will
• be initiated, with a final module where all
  students come together.

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The Characteristics we will be looking for in the
Students selected to attend the Programme
People, who, by their actions and achievements,
and the values and principles by which they
conduct their affairs, have demonstrated their
potential to be a leader

• We will be seeking candidates who demonstrate
  many of the following characteristics
• Confident, Optimistic, with high Expectations and
  high Energy
• Courage to take Risks be prepared to fail
  challenge the status quo do things which may be
  unpopular
• Determination and strong professional Will
• High Values, Standards and Ethics
• Ability to Inspire others to believe in
  themselves and the cause to Liberate and Empower
  others to succeed
• Committed to Serving his/her constituency
  (stakeholders/cause) ahead of self-gratification
• Humility chosen to lead rather than self
  imposed
• Visionary, Strategic and Forward thinking
  leading for a better future
• Systemic thinker ability to assimilate,
  simplify and channel complex inter-connected
  forces to advantage
• Empathy and strong Relationship builder

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Different combinations of these Characteristics
will emerge in different leadership situations.
We will not be seeking stereotyped leaders, but
people with a rich mix of leadership attributes

• Mobilisers
• People who make things happen
• Change Agents
• Revolutionaries and Activists
• Quiet Achievers
• Visionaries
• Team Motivators
• People who strive to serve their Community
• Informal and spontaneous leaders, etc..

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Attracting Good Candidates

• Attracting good candidates will involve a
  well-timed campaign in each participating
  country
• Raising General Awareness Publicity (when
  starting to seek candidates and during
• the modules)
• TV and Radio Interviews and discussion on
  leadership and the ALP
• Targeted Newspaper and Magazine Articles
• Promotion by the Board and Patron
• Community Promotional Campaigns
• Targeted Campaigns to seek candidates
• Direct approaches to Representative Bodies and
  Organisations to seek Nominations
• E.g. Government, selected Businesses, Unions,
  Academic Institutions,
• selected NGOs (e.g. Presidents Award, Womens
  movements)
• Approaches to Representative Bodies and
  Organisations to advertise amongst
• their constituents
• Targeted approaches to selected Sectors (e.g
  Health, Science, etc), particularly if these
• are donor preferences
• Using the Network of the local representative and
  faculty
• Advertising for Candidates on the Web-site
• Targeted adverts in local and international
  magazines (e.g. Economist, New Africa)

The process needs to flush out the true potential
leaders, and not those who have already
established themselves on the ladder through
patronage or following the party line
candidates will have to demonstrate they can make
a difference.
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The Selection ProcessOrganisation
Sets Criteria Sets Regional Quotas Assesses
equitable representation Approves recommended
list
ALP Board
Appoints ALP Selection Panel
Representatives from ALP Secretariat Each
Region Core Faculty Board Nominee/Alumni
Appoints Regional Advisors Guides Regional
Process Quality Designs Manages Selection
Process Selects recommended list for Board
consideration
ALP Selection Panel
Regional Advisors
Regional Advisors
Regional Advisors
Regional Advisors
Representatives from ALP Regional
Representative Strategic Partner in the
Region Core Faculty from the Region (if
any) Alumni Nominated Advisors
Responsibility Carry Out Selection Process in
the Region Draw up Regional Short List for Review
by ALP Selection Panel
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The Application Selection Process
This will be a five stage Process
Written Application submitted by Candidates
Central Screening to Produce Regional Short
Lists
Regional Interview Behaviour Observation Regiona
l Recommended List produced
If there is insufficient critical mass in a
particular Region, the behaviour
observation element will be omitted
Selection Panel reviews Regional
recommendations.Ensures consistency
balance. Draws up final list
Board approval Of Final Recommended List
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The Written Application
The written application would be designed to
surface the leadership attributes of the
candidate, and their views on leadership, as well
as whether they have the minimum level of
cognitive skills needed to cope with the mental
challenges of the programme.

• The Application form will be carefully designed,
  but could, for example, require the following
• Basic information on the candidate and CV
• Written references from 3 people who will be
  asked to fill in 6-8 focused questions about
• the candidate
• Short essays, presentations or comments on each
  of the following
• Why they want to be on the programme (100 words
  max)
• Who they admire most as a leader (past and
  present) and why (100 words max)
• In Africa
• Elsewhere in the World
• Describe their most rewarding leadership
  experience (300-500 words)
• The situation and how they came to be in a
  leadership position
• The key actions they took as a leader, and the
  outcomes
• Why they regard it as their most rewarding
  leadership experience
• What they believe the next generation of leaders
  in Africa should be doing differently in
• the future, and why (300 words max)

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The Selection ProcessObserving Behaviour

• There are several programmes and processes
  available in the market that help one assess the
• behavioural characteristics of a candidate.
  Psychometric testing, a favourite in US and
  Europe
• is seen to be culturally biased in Africa, and
  would not be used.
• Observing behaviour in group situations is seen
  as a better gauge if culturally neutral
• challenges are set. Assessors (often trained
  psychologists) are able to assess individual
• characteristics by observing how candidates
  behave in a group situation when the group
• is set challenges that take them out of their
  comfort zone. Some of these processes have been
• specifically adapted to African situations, and
  we have a short list of potential contractors
• we can work with for this assessment.
• In practice it would work as follows
• The short list of candidates in a Region would be
  invited to attend a days assessment
• Each candidate will be interviewed during the day
• During the rest of the day they will participate
  in group challenges, observed by trained
• assessors
• The assessors will be given the candidate
  criteria and will design a set of group exercises
• that will enable them to assess the candidates
  against those criteria.

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4. Outcome
44
Outcome of the ALP
The primary outcome of the African Leadership
Programme will be the development of a networked
community of future leaders across Africa
members of an exclusive club who have been
exposed to a wide variety of leadership learning
experiences from both an African and global
perspective who will have at their disposal
the facilities, the connectivity, the
intellectual foundation and the rich human
resources of the Institute to influence change
and successful development of the continent. As
Fellows of the Institute they will feel the
collective expectation to make a difference, and
the peer pressure to do it right.