African Leadership Programme

1. African Leadership Programme

2. 1. The Programme

3. Fundamentals of the ALPA Prestigious ProgrammeA unique multi-faceted leadership learning experience for the next generation of Africa’s leaders Students The cream of Africa’s 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

4. 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

5. 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

6. What makes theAfrican 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

7. 2. Programme Design

8. The ALP will be a Learning ProgrammeThe emphasis will be on Learning and Experiencing, not Teaching,offering a variety of formal and informal learningopportunities 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

9. 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

10. 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

11. 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

12. 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.

13. 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 tomorrow’s 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 Mandela Nkrumah Nyerere Mobutu Mugabe Kofi Anan Mbeki Kenyatta Obasanjo Awolowo Museveni Senghor Houphet-Boigny Sekou Toure Verwoerd Gaddafi Shaka Business, Community, etc Tutu Biko Soyinka Rhodes Oppenheimer Jonah Rowland Rockefeller Ford Gates Asian Business Leaders Religious Sect Leaders Pressure Group Leaders Health Sector leaders Emerging Technology leaders Kennedy Churchill Thatcher Clinton Castro Gandhi Lee Kwan Yew Mahatir Historic Leaders -Alexander -Machiavelli -Rousseau This is not intended to be a definitive list, but illustrative of the contrasting styles and rich material available to reflect upon

14. This will be a Virtual Programme:Students 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 Institution’s brand to be promoted

15. 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 student’s 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) Individual 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

16. 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

17. 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.

18. 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

19. 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

20. 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

21. Content of the Formal ModulesFirst Draft – subject to detail design by Core FacultySecondModuleProbable 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

22. Content of the Formal ModulesFirst Draft – subject to detail design by Core FacultyThirdModuleProbable 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

23. 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

24. 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 • Facilitator Key Input: • Peter Wilson Global Scenarios • Experts on African & Global forces of change • African & International futurists

25. 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

26. 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 student’s 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

27. 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

28. 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.

29. 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 • Women’s 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

30. 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

31. 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

32. 3. Finding the Future Leaders

33. 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

34. 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 Africa’s 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: West 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.,

35. Number of StudentsThe number of students is determined by the funds available, and the optimum size for effective participation in the programme. • 30–40 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.

36. 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

37. 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..

38. 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, Women’s 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.

39. 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

40. 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 Regional 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

41. 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)

42. 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 day’s 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.

43. 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.