The Ghana Chamber of Mines’ Post

What are some of the strategies your organization adopted to not just attract talent but to retain them? This session will present the opportunity for HR leaders to share best practices!

The LEAD Programme is designed to equip the next generation of African leaders in the extractives sector with the skills required. It brings together a cohort of early career professionals who are working in or engaging with the extractives sector; equipping them with the leadership skills that will allow them to catalyse sustainable development across Africa. The LEAD Alumni Programme focuses on building on leadership competencies and practical implementation of skills obtained from LEAD course by providing a platform and framework for networking and collaboration and continuing the personal and leadership journey beyond the LEAD course. The LEAD Alumni Network incorporates the alumni from the LEAD predecessor programme, Emerging Leaders in African Mining (ELAM) and boasts some 153 leaders, and represents 28 African countries. Alumni are impactful leaders in civil society, government and industry. In 2024, the ‘30 Future Leaders’ initiative was launched in conjunction with African Mining Indaba, in which 15 Alumni and the 2024 LEAD cohort were selected to attend Mining Indaba and participate in key discussions ranging from critical minerals, artisanal and small scale mining and youth leadership. The Future Leaders initiative showcases a small crosssection of the dynamic, impactful LEAD Alumni who are making waves in the industry. Would you like to participate or partner with the movement to transform the African Mining sector? Watch this space!

The 20-minute phenomenon As a leadership consultant, I am privileged to speak and work with many people in multiple sectors locally, nationally, and internationally. One of the common concerns shared by clients is time management. I often hear, “I have too much to do and very little time in which to do it”. In my experience, the anxiety created around an overwhelming workload and fear of workplace reputational consequences is very high. So, when working with clients I use a strategy called ‘The 20-minute phenomenon’. I use this with my clients to help them break down their everyday tasks and or projects into sizeable chunks. This enables them to feel that they are experiencing wins whilst fulfilling steps to completing a task and or project. The goal of the 20-minute phenomenon is to reduce anxiety levels so that people can get on with what they need to do. For more information, go to #aimwa #aiswa #degreymining #fortescue #riotinto #bhp #anglogold #goldroad #gruyere #talisman #jupiter #terra #northernminerals #zenithminerals #iluka #goldvalley #ausgold #redhillminerals #indusmining #westernmining

Effective leadership isn't merely about guiding things today, it's crafting the narrative of tomorrow. Africa’s mining and metals industry is on the cusp of a new era, an era that needs visionary leaders, to forge a prosperous chapter in Africa's resources-rich saga. For in the end, it isn't just about unearthing treasures buried in the land, it's about cultivating the human wealth above it too. And for this, Africa needs leaders - leaders who can mine a bright future from its golden crust, with diamonds of opportunities for its people. Read more in our latest article: https://lnkd.in/ea9BTn6q #africa #mining #leadership

New generation of African leaders at work. Check this interview of Bassidy Dembele, MBA to learn how he is transforming the Lime industry in Mali and becoming the regional leader in Lime production.

On my way on an internal flight from Al Jubail, Kingdom of Saudi Arabia to Medina to facilitate my next workshop on Handling Difficult Situations, Crisis Management and Stress Management for a group of high potential, young engineers of a fast growing international minerals mining company. I very much like these subjects as they challenge us to use and improve our skills of Self Awareness, Resilience and Emotional Intelligence. These are essential Leadership Competencies in today’s turbulent times. #Leadership #Resilience #EmotionalIntelligence

At RJC Global Impact, we are focused on developing your leaders through our unique methodologies, processes and training programs to have your leaders be accountable and drive sustainability so they can effectively drive what is needed for all stakeholders and transform operational performance and organizational effectiveness. RJC Global Impact is your partner in advancing your organizational goals. Our team of experts understand how complex today’s operational issues can be, and we are here to provide you with Mining, Metal and Resource Industry’s best practice expertise. Our discovery call experience is a complimentary 1 hr consultation, providing you with value and a new direction. Reserve your Discovery call today. info@rjcglobalimpact.com #esgstrategy #decarbroadmap #sustainablegoals #miningsolutions #miningconsulting #rjcglobalimpact #greenmining #leadershipdevelopment

Embarking on my journey, the concept of "Leadership" was a focal point, evolving significantly after I attended MIT's LQ2 Quantitative and Qualitative Leadership Approaches course in January 2023. This immersive program delved into advanced leadership strategies, supported by practical real-world examples. Dr. Mostafa Terrab, CEO of OCP Group, (https://lnkd.in/gzkxiZEs) a key fertilizer and phosphate producer in Morocco, shared a profound case study of his company alongside insights from MIT's Professor Dimitris Bertsimas. https://lnkd.in/gDtQX7XW. Dimitris Bertsimas, OCP Group,MIT Sloan School of Management, MIT Sloan Executive Education, Mark Newhall, Mark Roberge The course explored intricate topics like change management, cognitive bias adjustment, iterative systems, empowered decision-making, and the influential role of ideation and creativity. It drew wisdom from renowned leadership figures such as Peter Senge, Daniel Kahneman, Deborah Ancona, and Edgar Shein. One unforgettable lesson was Dr. Terrab's philosophy: "Our paramount asset isn't phosphate, but our people." This ethos epitomized a core aspect of leadership—humility. Humble leaders acknowledge their limitations, seek diverse perspectives, and remain open to continuous self-improvement, irrespective of their position or title. Reflecting on subsequent months, I've recognized humility as part of a broader leadership quality: authenticity. Embracing one's genuine self proves more sustainable than adopting a facade. Authenticity attracts individuals—managers, colleagues, partners, and customers alike. Here, I delineate the dimensions of authenticity that I continually strive to embody and nurture: Trust and Credibility: Authentic leaders remain true to themselves, fostering trust among their team. Consistency in their actions establishes a predictable environment, encouraging followers to heed their guidance. Relatability and Connection: Authenticity allows leaders to connect on a deeper level with their team by displaying vulnerability and honesty. This humanizes them, fostering stronger relationships and facilitating effective communication and conflict resolution. Inspiration and Motivation: Authentic leaders inspire others by sharing their stories, values, and experiences. Witnessing a leader pursue their vision motivates others to do the same. Adaptability and Learning: Authenticity involves openness to learning, growth, and change. Authentic leaders admit mistakes, showcasing humility and an eagerness to adapt, fostering a culture of continual improvement within their team. Ethical Leadership: Authentic leaders align their actions with their values, prioritizing ethical behavior and integrity, setting an example for others. This journey has redefined leadership for me, emphasizing the enduring influence of authenticity and humility in effective leadership practices.

A diamond mine, mines diamond and sells diamond. The under-paid workforce dig it out to the surface for selling. That's it. So, if the owner wishes so, he/she can only hire the workforce, HR, finance and SCM and ignore other professionals. So, professionals (dependent variable) exist because of the workforce (independent variable). This is what leaders should know, they exist because of the people they lead. Thus, those people deserve the respect from leadership.

Great news. A big win for Egypt