Building Leaders of Integrity

The Premier holistic transformative leadership development Academy in Africa and beyond. Enroll today to impact the world for Christ.

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Offering accredited programs focused on leadership, theology, and management for transformative impact across Africa and beyond.

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Practical, holistic training designed to equip leaders of integrity for dynamic leadership in Africa and the world.

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To be the Premier Academy for holistic and transformative leadership development, impacting change across Africa and globally.

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To equip and build leaders of integrity who drive positive societal change, impacting Africa and the world for Christ.

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Honesty, justice and righteousness.

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Our Consultancy Services

Our Leadership Development Programs are tailored to meet the unique needs of your organization. We offer executive coaching, leadership workshops, and comprehensive development programs.

February 5, 2026

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Our organizational development services help organizations improve their effectiveness through strategic planning, change management, and culture transformation initiatives.

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Our strategic planning services help organizations define their vision, set goals, and develop implementation roadmaps for sustainable success.

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We offer a wide range of training programs and workshops covering leadership skills, management techniques, and industry-specific topics.

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Our research team provides rigorous analysis and evidence-based insights to support policy development and organizational strategy.

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Latest Journal Articles

Balancing Passion and Reality: What No One Tells You About Starting a Business

Economic development depends largely on a vibrant and growing business sector. Statistics show that SMEs in Africa represent up to 90% of all businesses and contribute around 40% of gross domestic product (GDP) in Sub-Saharan Africa, all riding on the proliferation of entrepreneurship. Yet entrepreneurship is not as easy as it is portrayed to be. Failure rates are reported as high as 80% for start-ups in the first five years of business. This statistic is not lost on the fact that entrepreneurs are usually passionate people with visions of success. This study aims to engage entrepreneurs to interrogate the gap between the passion of entrepreneurship and the reality of sustaining a business for the long term. Using qualitative research methods, the study engages 28 entrepreneurs around a variety of businesses to collect data on their experiences in their businesses. A sample of 28 entrepreneurs completed an online questionnaires that collected data for analysis using the grounded theory method of coding, categorising and analysing data. The key findings highlighted the following: Competencies of the business owner are critical for businesses to survive and thrive, and therefore a need for continuous skills development in changing environments that businesses thrive in. The need for competent teams and systems that deliver to purpose. Businesses that grow to scale can only do so on the backs of efficient human resource and robust systems that are often lacking. Entrepreneurship thrives where there is adequate support structures, networks and Alliances. Entrepreneurs need to build the capacity to find and engage with this level of support. This calls for intentional building of networks and alliances. This study contributes to practice by highlighting that the passion which fuels entrepreneurship is not adequate on its own. The reality of business sustainability and growth calls for continuous skills development for the entrepreneur and their teams to navigate the numerous challenges they will face as they develop the business.

February 17, 2026

Enhancing Employee Performance through Strategic Technology Adoption: A Case Study of the Standards Association of Zimbabwe

This study explores strategies for enhancing employee performance through the effective adoption of new technologies at the Standards Association of Zimbabwe (SAZ). Recognizing that technology alone does not guarantee improved outcomes, the research emphasizes the integration of human and organizational factors to unlock performance gains. Employing a mixed-methods design, the study combines structured surveys-based quantitative data from 120 employees with qualitative insights from 15 semi-structured interviews, enabling a comprehensive analysis of enablers and barriers to technology-driven performance improvement. Findings reveal that while technology adoption positively influences productivity, its impact is contingent upon structured training, transparent communication, and organizational readiness. To operationalize these insights, the study proposes a conceptual model grounded in Human Capital Theory and the Technology Acceptance Model (TAM), incorporating key mechanisms such as capacity-building programs, participatory change management, and performance-linked incentives. These interventions foster employee confidence, reduce resistance, and align technological upgrades with individual and institutional objectives. The research advances practical and policy-level recommendations, advocating for mandatory training frameworks, robust communication strategies, and incentive systems that reinforce technology utilization. By situating these strategies within the socio-technical context of SAZ, the study contributes to scholarly discourse on digital transformation and offers actionable guidance for organizations seeking to leverage technology as a catalyst for sustainable performance enhancement.

February 17, 2026

Developing an Employee Engagement Framework to Strengthen Firm Performance: A Case of an Agro-Based Firm

This study aimed to develop an Employee Engagement Framework to enhance firm performance in a ZSE-registered agro-based firm. Utilizing a mixed-methods approach, the research combines quantitative assessments through a 10-point Likert scale to measure employee engagement levels and qualitative thematic analysis to explore deeper insights into employee experiences. The findings reveal that at the agro-based firm under study, employee engagement is generally moderate, with significant room for improvement, particularly in leadership quality and recognition practices. Key results indicate a positive relationship between employee engagement and organizational performance, while work-life balance emerged as a complex factor with a less direct impact on performance. The proposed Employee Engagement Framework comprises several core components: Leadership Commitment and Vision, Employee Well-being and Support, Culture and Values, Engagement and Participation, Technology and Tools, Professional Development and Training, and Feedback Mechanisms. By integrating these elements, the framework aims to foster a more engaged workforce, ultimately driving better organizational performance and employee satisfaction.

February 17, 2026

Does Value-Based Leadership Training Lead to Leader Effectiveness? Evidence from Faith Based, Private, and Non-Governmental Organizations in Nigeria

Despite sustained leadership training focused on personality traits and managerial competencies, many organisational leaders continue to exhibit immoral and unethical practices that undermine organisational development in the 21st century. Although existing studies have explored the contribution of value-based leadership to organisational performance, limited attention has been given to its influence on leader effectiveness. This study therefore empirically examines the relationship between value-based leadership and leader effectiveness within church, private, and non-governmental organisations in Nigeria. Guided by value-based leadership theories, the study adopted a quantitative research design. A total of 120 questionnaires were distributed, of which 85 were completed and returned. Data were analysed using descriptive statistics and multiple regression techniques to address the study objectives. The findings revealed that ethical leadership training and transformational leadership training have positive and statistically significant effects on leader effectiveness. In contrast, authentic leadership training demonstrated a positive but statistically insignificant effect on leader effectiveness. Based on these findings, the study recommends that organisations prioritise ethical leadership training to strengthen ethical conduct and enhance leader effectiveness. Future research should examine the role of financial and non-financial incentives in sustaining value-based leadership practices.

February 17, 2026

Enhancing Employee Productivity in Remote Work: A Case of Standards Association of Zimbabwe

This study investigated the impact of remote work on employee productivity at the Standards Association of Zimbabwe (SAZ). Using questionnaires and interviews, it identified major challenges faced by remote workers, including poor connectivity, isolation, home distractions, communication barriers, and difficulties balancing work and personal life. Findings show that productivity can be enhanced through open communication, incentives, structured routines, and clear boundaries, while psychological safety measures had little effect. To optimize remote work, the study proposes organizational frameworks such as monitoring and evaluation systems and standard operating procedures. It concludes that organizations should provide stronger support, establish clear operational guidelines, and invest in training to improve productivity in remote settings. These insights contribute to understanding remote work dynamics and offer practical guidance for organizations seeking to maximize performance.

February 17, 2026

Leadership Model for Enhancing Employee Retention: A Case of Kwekwe City Council

The purpose of this study was to provide an effective leadership model to Kwekwe City Council, a local government in Zimbabwe, in order to solve the extremely high employee turnover rate problem. The study analysed the connection between leadership styles and employee retention. A positivist-dominant sequential mixed-methods approach was used. A stratified random sample of 257 individuals from managerial, supervisory, and non-managerial levels (out of a total population of 770) were given a structured questionnaire. Descriptive statistics, correlation analysis, and hypothesis testing (paired samples t-test) were used to examine quantitative data using SPSS® version 29. The quantitative results were enhanced and given meaning by the qualitative information gleaned from exit interviews. High turnover and dysfunctional retention—the retention of underperforming employees—were found to be strongly influenced by the prevalent autocratic and bureaucratic leadership philosophies. The approach that was found to have the greatest beneficial influence on promoting functional employee retention was transformational leadership. Effective leadership can be built upon a favorable framework for good governance, which is provided by the Public Entities Corporate Governance Act and the Urban Councils Act. According to the findings, Kwekwe City Council and other local authorities should prioritize leadership development programs that emphasize transformational leadership principles. It is advised that policies be consciously changed to adopt this leadership approach in order to lower turnover costs, enhance service quality, and create a more stable and motivated staff. By empirically defining a particular leadership model to counteract high staff turnover within the particular setting of a Zimbabwean local government, this study fills a critical gap in the literature. It goes beyond proving a connection to offer a workable, fact-based approach to human resource management in the public sector.

February 17, 2026

Fostering a Performance Culture in Zimbabwean State-Owned Enterprises: Evidence from ZINARA

This study examines how Zimbabwe National Roads Administration (ZINARA) can improve its performance by investigating its organizational culture, leadership styles, and communication practices. Using stratified random sampling, a sample of 76 employees of ZINARA were interviewed with data analysed in SPSS (descriptive reliability). The research identifies crucial factors that influence performance, emphasizing a prevalent favorable organizational culture promoting high performance, accountability, and teamwork. Despite the dominance of autocratic leadership, effective communication is highlighted as a key factor shaping organizational dynamics, contributing to a positive work environment. The findings stress the alignment between ZINARA's values and employee behavior. Reviewing existing literature, the study addresses a research gap specific to Zimbabwe, providing insights into the unique challenges faced by state-owned enterprises in a developing country. Practical recommendations include advocating for leadership development programs in Zimbabwean state-owned enterprises, focusing on communication and strategic planning. The study proposes a comprehensive framework that integrates communication, leadership, processes, evaluation, and empowerment to enhance organizational performance.

February 17, 2026

Development of a Transformational Personal Leadership Model for Effective Leadership Practice

This paper explores the development of a transformational personal leadership model for effective leadership practice. The study addresses gaps in leadership scholarship and practice, where existing theories often emphasize external behaviors, follower dynamics, and situational contingencies while overlooking the critical role of personal growth, values, and character. Anchored in authentic leadership theory, transformational leadership theory, social cognitive theory, and self-determination theory, the study employed a qualitative case study approach. Data were collected through in-depth interviews with ten recognised leaders drawn from business, political, and religious sectors, complemented by questionnaires with a further ten leaders from diverse backgrounds. NVivo-assisted thematic analysis revealed three central pillars of transformational personal leadership: vision, character, and personal growth. Attributes including empathy, humility, integrity, and spiritual conviction reinforced these. Collectively, these elements were found to strengthen leadership effectiveness, promote organisational growth, and empower followers. The resulting transformational personal leadership model positions self-leadership as the foundation for organisational leadership, self-mastery as a core of community mastery, underscoring the premise that leaders cannot sustainably give what they do not possess internally. The study concludes that investing in leaders’ personal development yields significant organisational benefits and cultivates resilient, ethical, and visionary leadership. It reveals that when both individuals and organisations invest in developing the person of the leader, it becomes the well of deposit from which organisations and followers draw from. It recommends that organisations integrate personal leadership development into leadership training and succession planning while encouraging leaders to pursue continuous self-reflection and growth. Future research should test the applicability of this model across cultural contexts and sectors to refine its relevance and impact.

February 17, 2026

Contextualized Guideline for Strengthening Implementation of Corporate Governance Framework in Zimbabwe State-Owned Enterprises: A Focus on Zimbabwe Electricity Supply Authority

The study aimed to develop a guideline for strengthening the implementation of the corporate governance framework in Zimbabwe State-Owned Enterprises (SOEs), using the Zimbabwe Electricity Supply Authority (ZESA) as a case study. SOEs in Zimbabwe frequently face significant financial and service delivery challenges, which can hinder competitiveness and economic progress, posing fiscal risks for the government. Enhancing the effectiveness and productivity of SOEs through reinforced corporate governance is crucial to address these issues. The study was grounded in the agency, transaction cost, and stakeholder theories. The objectives were to establish how the corporate governance framework is understood at ZESA, examine institutional governance practices, determine aspects of effective corporate governance, and develop an implementation guideline. A descriptive research design was used, with data collected through a quantitative Likert scale questionnaire and qualitative interviews. Findings indicated that ZESA implements various corporate governance principles, but a comprehensive model encompassing openness, accountability, and ethical decision-making is needed. The study concludes that strengthening corporate governance in ZESA requires a dedicated leadership committed to high ethical standards and governance practices. The developed guideline provides a framework for effectively implementing corporate governance in Zimbabwe's SOEs.

December 31, 2024

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