Speech

Opening and Professional Introduction

“Good evening, distinguished guests, and thank you for joining us today to celebrate a significant moment in the career of our dear friend and colleague, Millicent Clarke. It is truly an honor to welcome each of you here in Accra, to mark the launch of a book that is as much a gift to us as it is a testament to Millicent’s remarkable journey.

Millicent’s career spans continents and industries. Her professional accomplishments are well known, but her story goes beyond titles and achievements. She has always embodied the resilience, authenticity, and wisdom of a leader who not only climbs but also extends a hand to those around her, helping others find their own paths forward. I think that is what truly sets her apart – her unwavering commitment to lift others as she rises. 

I am privy to how she has continued with the legacy of her parents by single-handedly developing some less privileged members of her extended family, spending good money to help in their education till they could stand on their own feet.  She does put her money where her mouth is.  There is another story that is begging to be told where she helped a young lady with opportunities in her career after her dad had been knocked down tragically by a car in a foreign land.  She helped her pick up the pieces and this young woman has also become an adawurma to her siblings and family. She has a way of making people special and accepted.  She has been mentoring Nana Adjoa by daughter and when I was celebrating her at her call to the bar recently in a way that made her tear up, but maybe some may have found unorthodox, Millie exclaimed… ho! wo si wo y3 extra, I will show you extra… if I were there I would have said This my daughter was not bathed with water when a baby ooo she was bathed with milk”…

Her insights are invaluable, and this book captures them in ways that only Millicent can.”

I admire the courage to publish in this book the not so positive feedback she has received over the years which may not put her in a good light together with the positive ones; just to allow people to learn from her journey – a journey that talks about different leadership styles she has been privy too.  Some that will astonish you!.  I doff my hat to you, Millie. You have always encouraged those around you to ‘wear their own fabulous shoes’ and embrace their unique path. That spirit shines on every page of her book, challenging each of us to lead with courage and with compassion

Key Takeaways from the Book

“As I read through My Gift of Bangles, I was struck by Millicent’s unique way of weaving her life experiences into powerful lessons. Her book is filled with reflections and guidance that resonate deeply, and I would like to share a few key takeaways with you today:

“Leadership is Earned, Not Given

Millicent reminds us that titles don’t make leaders—integrity and trust do. This book is a masterclass in leading with authenticity.

1. Embrace Every Experience – Every ‘bangle’ Millicent wears, from the sparkling to the rusty, represents a lesson. She teaches us to embrace both the wins and the setbacks—they shape who we are.
2. Stand Tall in Your Own Shoes – Millicent urges us all to walk proudly in our own paths. Her message is clear: own your story, build your legacy, and never apologize for it.
3. Stay Curious and Keep Learning – Every chapter is a call to action to learn, reflect, and evolve. Millicent shows us that growth is a lifelong journey.
4. Lead with Purpose – At its heart, My Gift of Bangles challenges each of us to think bigger, to lead with intention, and to leave a lasting impact that matters.”

Closing and Congratulations

Today, we’re not just launching a book; we’re unveiling a blueprint for leadership, resilience, and growth, all told through Millicent Clarke’s one-of-a-kind journey.

“Millicent, what you’ve created here is more than a book—it’s a beacon. Congratulations on this incredible accomplishment. Your story, your strength, and your vision will inspire leaders for generations.

I accept that we cannot all write about our journeys, but we can do something to help others. Sometimes it may be in a simple complement to someone which will bring a smile to his or her face.  Some of us we say thank you all the time, and not create opportunities for others to say thank you to us.  Some of us think we have a lot of time to impact our society.  I am here to give you what has lately been my refrain… Don’t define your life with your age, with your birthday… because if you are twenty years and God has planned to call you at 25, you are quite old.  If on the other hand you are 50 and God plans to call you home at 90, you are pretty young.  May I suggest that we define our lives by our death date… since we don’t know what that date is, I beg of you to be intentional about living and implementing your purpose.

Distinguished Ladies and gentlemen, every writer deserves at least one book launch in their life. Millie, may this event bring you fulfillment and joy.  Even more so when people start calling you about what a blessing your book has been to them

let’s celebrate Millicent Clarke and the gift she’s given us. My Gift of Bangles is a must-read, a must-live, and a true treasure. Let’s give her the applause she deserves!”

Introduction: Setting the Stage for Emotional Mastery

Good morning, everyone.

It’s a pleasure to be here. Today, I’m not just speaking as a leader with decades of experience but as someone deeply passionate about the often-overlooked quality that can determine the trajectory of your career: Emotional Mastery.

Emotional Mastery is more than a skill—it’s a mindset, a leadership multiplier that helps us thrive in complex and high-stakes environments. And yet, it’s only recently that leaders have begun to recognize its value. Why? Because for years, we emphasized technical expertise over emotional awareness. But we now know that understanding, managing, and influencing emotions—our own and others’—is the key to unlocking lasting success.

1. Self-Awareness: The Foundation of Emotional Mastery

Explanation: Self-awareness is about understanding who you are and how you impact others. This quality sets the foundation for all other aspects of Emotional Mastery because, as leaders, we shape the emotional climate around us.

Video Clip #1: Hidden Figures – Scene with the Judge (“Be the First”)

Show this clip after explaining Self-Awareness.

Context for the Clip: In this scene, Dorothy Vaughan persuades the judge to allow her to attend a segregated school by emphasizing her intent to be the “first” to break barriers. Her self-awareness and confidence in her capabilities empower her to make a compelling case.

Takeaway: Self-awareness often means understanding what makes you unique and using it to influence others positively. Dorothy’s ability to articulate her vision with confidence mirrors the importance of knowing your value and the impact you bring to others. This is the foundation upon which Emotional Mastery is built—by knowing yourself, you gain the power to inspire and influence effectively.

2. Self-Management: Mastering Your Responses

Explanation: Self-management is the ability to regulate your emotions under pressure. This skill enables leaders to stay calm, focused, and resilient, even in high-stakes situations.

Video Clip #2: Hidden Figures – Bathroom Speech Scene

Show this clip after explaining Self-Management.

Context for the Clip: In this powerful scene, Katherine Johnson expresses her frustration with the unfair treatment she endures daily. Her emotional release, although raw, is a reminder of the mental strength she displays despite adversity.

Takeaway: Self-management isn’t about suppressing emotions; it’s about responding constructively even when emotions run high. Katherine’s speech underscores how sometimes, self-management requires resilience amid challenges. Her ability to keep pushing forward, despite frustrations, demonstrates the strength it takes to remain composed and focused.

3. Social Awareness: Seeing Beyond Yourself

Explanation: Social awareness is about understanding the emotions and perspectives of others. As leaders, it’s essential to connect on a deeper level with those around us, recognizing their individual experiences and motivations.

Video Clip #3: The Devil Wears Prada

Show this clip after explaining Social Awareness.

Context for the Clip: In this scene, Andy learns to navigate her boss Miranda’s highly demanding expectations. Initially oblivious to the complexities of her work environment, Andy gradually gains social awareness, understanding the nuances and pressures that drive Miranda’s behavior.

Takeaway: Social awareness involves seeing beyond your perspective to empathize with others’ motivations and challenges. Just as Andy learns to read the unspoken demands of her role, leaders must cultivate an awareness of team dynamics, using empathy to build stronger connections and to support those they lead.

4. Relationship Management: Building Influence and Trust

Explanation: Relationship management is the ability to build strong, trust-filled relationships. It’s about leading with empathy and creating a collaborative environment where everyone feels valued.

Video Clip #4: Erin Brockovich

Show this clip after explaining Relationship Management.

Context for the Clip: Erin Brockovich’s commitment to the community she’s helping is inspiring. Her sincere, empathetic approach establishes deep trust and respect with the families she advocates for.

Takeaway: Erin’s ability to connect on a human level is a powerful example of relationship management. True leaders don’t just give directions; they inspire loyalty by genuinely caring about the people they lead. Erin’s approach highlights how influential we can be when we build relationships based on trust and respect.

Emotional Mastery as a Catalyst for Career Growth

To all the ambitious women here today, know that Emotional Mastery isn’t merely a “nice-to-have.” It’s your toolkit for resilience, your competitive advantage, and your compass in navigating the complexities of leadership.

Final Action Points

As we conclude, here are four actionable steps to carry forward:

1. Know Yourself Deeply – Cultivate self-awareness as your foundation.
2. Control Your Reactions – Practice self-management to stay steady in storms.
3. Empathize with Others – Use social awareness to understand and support others.
4. Nurture Relationships – Lead by building genuine connections, not just by position.

Closing Remark:

Emotional Mastery is a journey, one that will transform not just your career but your entire approach to leadership. Embrace it fully, and you’ll find that your impact as a leader will extend far beyond any role or title.

Thank you. I look forward to your questions and an engaging discussion.

Each video clip strategically enriches the presentation, offering vivid illustrations of Emotional Mastery principles in action. This structure provides clear, relatable examples, helping your audience connect deeply with the material and see how they can apply it in their own lives.

As we wrap up today, I want to share one final video. It’s a powerful reminder that we’re all capable of achieving greatness, even in the face of significant challenges. This clip from the 2016 Rio Paralympics celebrates athletes who, despite physical limitations, have pushed beyond what many would believe possible. Their resilience, dedication, and relentless practice have led them to do extraordinary things. It reminds us that we, too, can cultivate Emotional Mastery—no matter where we start. We just have to believe in our potential and be willing to put in the effort. Let’s watch this clip together.”

Takeaways to Reinforce:

1. Resilience in the Face of Obstacles – Just as these athletes overcame physical limitations, we can overcome emotional or psychological barriers. Emotional Mastery isn’t about perfection; it’s about persistence, resilience, and growth.
2. Commitment to Practice – The path to mastering any skill, including Emotional Intelligence, requires consistent practice. Just as these athletes trained rigorously to reach the top, we must also practice self-awareness, empathy, and regulation.
3. Embracing Vulnerability and Strength – These athletes showcase both vulnerability and incredible strength. In the same way, Emotional Mastery involves understanding and embracing our emotions—no matter how difficult—while using them to strengthen our leadership.
4. Inspiring Change in Ourselves and Others – When we embrace Emotional Mastery, we don’t just transform ourselves; we inspire those around us. Just as these athletes inspire millions, your journey in developing Emotional Intelligence can have a ripple effect on your team and workplace.
5. Belief in Potential – These athletes defied expectations by believing in their own potential. Similarly, the first step toward Emotional Mastery is the belief that we are capable of growth. With that belief, the possibilities are endless.

This video is an uplifting, memorable way to end the session, leaving everyone inspired to pursue Emotional Mastery with the same determination as the athletes in the video.

 

Distinguished ladies and gentlemen, It is an honour to stand here today and speak to a group so invested in shaping the future of education in Ghana and beyond.  My thanks to the Digital Educational Group for hosting us today and bringing together such an inspiring group of school leaders, directors, and future school owners. We’re here because we understand one thing: a positive school culture isn’t just a “nice-to-have” – it’s the backbone of a thriving school community. As Nelson Mandela once said, “Education is the most powerful weapon which you can use to change the world.” Education today must go beyond academic instruction; it should empower individuals to thrive in a rapidly changing world. This summit offers us a valuable platform to share ideas, strategies, and best practices that will enable us, as leaders, to nurture environments where students, teachers, and staff flourish

I would like to put all this in context. As you heard with my intro, I wear several hats, I have founded a company that has blazed the trail for 30 years, the first of its kind in Ghana which is arguably the leading hr company in Ghana and the only HR company in Ghana club hundred.  The irony is not lost on me that I still blunder my way though what works to be able to nurture a positive culture. 

When we co-founded Legacy Girls College, Ghana’s first all-girls private school, it wasn’t just to provide rigorous academics. We set out to create a place where young women could grow, feel empowered, and be part of something bigger than themselves. But this wasn’t something we could achieve alone. It required recruiting the right teachers and staff, building a culture that they would want to be part of, and setting up an environment that brought out the best in everyone.

Understanding Culture in Schools

Let’s start by defining what I mean by “positive school culture.” Culture in a school setting refers to the values, beliefs, attitudes, and norms that shape how things are done. It impacts how teachers and students feel about coming to school, how leaders make decisions, and how much commitment staff members are willing to invest in the mission and vision of the institution. When we speak about HR best practices, it’s essential to approach them as foundational building blocks of culture, rather than stand-alone policies.

Today, I’ll take you through the four pillars that should support a positive school culture –transformational leadership, recruitment, retention, and productivity – with examples from our experience at Legacy Girls and from other schools and organizations worldwide.

Transformational leadership in education

This requires us to lead with vision, inspire change, and empower individuals to unlock their potential. It goes beyond maintaining systems—it drives innovation and meaningful engagement at every level. Such leadership was exemplified by Finland’s education reforms. Finland shifted from a rigid, top-down model to a learner-centered approach where teachers were empowered to innovate. As a result, Finland’s education system now ranks among the best globally, reflecting the power of leadership focused on autonomy, collaboration, and continuous growth. This aligns with Peter Drucker’s insight: “The best way to predict the future is to create it.” I ask the question, how flexible are we in our teaching methodologies?

 At the heart of transformational leadership is the ability to create a shared vision—one that unites stakeholders and gives meaning to their efforts. When teachers, students, parents, and administrators co-create a vision for the school, they develop a sense of ownership and belonging. A compelling example is the Riverdale Country School in New York, where leadership focused on building character and emotional intelligence alongside academic rigor. Their efforts to engage students, teachers, and parents in shaping the school’s mission have led to a thriving community where emotional well-being and academic excellence go hand in hand.

As Stephen Covey said, “Leadership is communicating to people their worth and potential so clearly that they are inspired to see it in themselves.” Sadly despite similar models with the Parent-teacher networks, some parents are so sold on academic prowess, that they use euphemisms to justify unethical approaches to passing exams.  They will not pay their school fees, but will lure teachers with money to treat their children differently with extra tuition.  Of course the repercussions are that the teachers must justify the monies they collect from parents and through fair or foul means they either provide questions or encourage cheating.  As a result, we do not even know how well to trust some exams results so in Legacy, we trust our entrance and internal exams more than we do others as a means of selecting students into our school.

Transformational leadership also involves placing students at the center of the educational process. When students feel valued, heard, and involved, they engage more meaningfully in their learning journey. The Ashesi University in Ghana offers a powerful example of this principle in action. Ashesi’s founder envisioned a university that would not only educate students academically but also instill ethical leadership. Through programs that encourage student participation in governance and community service, Ashesi has cultivated graduates who are not only academically capable but also socially responsible. This echoes the belief of Aristotle: “Educating the mind without educating the heart is no education at all.”

Recruitment: Finding Teachers Who Believe in Your Mission

Building a positive school culture starts with bringing in teachers and staff who don’t just see teaching as a job but as a calling. When I first started in HR, I learned a valuable lesson: you don’t just hire skills; you hire values. And that principle applies in schools as much as it does in any organization.

Recruitment Strategies with a Mission-Driven Focus

• Branding Your School as a Community of Purpose and the School to be: At Legacy Girls, we’re not only looking for teachers who are strong in their subjects; we want educators who are passionate about developing young women into leaders. That’s why we highlight our mission across our platforms. We don’t just post about academic achievements; we share stories that reflect our values and vision. This has worked well for us as with admissions, the young girls are the ones who see our activities on Instagram and social media and inform their parents “we want to go to Legacy girls”.
• Building Partnerships for Talent Pipelines: Great schools don’t just recruit; they cultivate talent. We partner with teacher training institutions across Ghana to create a pipeline of future educators. I’ve seen this approach work wonders, not only at Legacy but in many other schools around the world. These partnerships allow teacher trainees to experience our school culture firsthand, so when they join, they’re already aligned with our mission. We use the National Service Scheme as well as teaching assistants in Universities to our advantage in this regard.
• Global Tools for Precision in Hiring: In today’s world, the power of data and technology can’t be ignored. Many schools, even in Ghana, are adopting AI-based hiring tools to screen candidates based on values alignment, teaching styles, and diversity. Imagine interviewing teachers who not only have the qualifications but also fit your school’s culture seamlessly.
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Retention: Keeping Your Teachers Invested and Inspired

Recruitment gets talent through the door, but retaining that talent is where the real work begins. From experience, I can tell you that salary alone isn’t the answer. People stay where they feel they belong – where they feel seen, valued, and heard.  Retention isn’t just a policy; it’s a culture.

Managing talent is a solution to retention and it should be approached with deliberation and planning, getting into the habit of re-recruiting employees and engaging them constantly in discussions as well as in training and development which will keep them productive, not only for the present, but for the future.  After all is said and done, the conclusion is that “retention of employees, especially those I describe as high flyers is a complex issue and there is no magic wand solution unquote (Barrett 2005:1)

In the 19^th Century, according to Dibble (1999), the type of employment relationship in existence was the one which hinged on loyalty and entitlement.  Due to gradual changes in the world of work, it appears this type of employment relationship, even though still existing has by a large extent been taken over by what Dibble calls the new 21^st Century employment relationship.  .  this new contract is based on an exchange. Have something that the other party wants and is willing to pay for.Herman indicates that the difference between one job and another may not be significant, but it might appear to be so, especially where the people are looking out for change in other aspects of their life. In our current situation in schools, it appears, poaching is the order of the day.  Even when people may not be looking to move, they will come and dangle a carrot in front of the teachers and take them away in THE MIDDLE OF THE TERM.  Why would owners and directors of schools who know the implications of such actions do that? 

I am a member of an association of schools and I posted this question on our platform and I kid you not …a platform that is so vibrant with literally postings and text messages every other minute was silent for, two whole days.  I had to repost my question and added the question – is there an elephant in the room before I got a call from our president and a subsequent reply on the platform chat which said in a nutshell we will have to have a code of conduct and that it is an important, though complicated issue.   So having given this background,  I will now attempt to answer how we can retain our staff.

Creating an Environment That Encourages Loyalty

Prioritizing Well-being and Balance: Workplaces  are demanding places. That’s why in L’AINE we introduced flexible and agile working methodologies for our staff.   At Legacy, we also provide mental health resources because we understand that teachers can’t pour from an empty cup. I’ve seen this strategy used in international schools as well, especially those that champion staff well-being as a part of their core mission. When staff know you care about their health and happiness, they stay loyal and committed.

• Consistent Recognition and Appreciation: Retention is built on gratitude. We should make it a point to recognize teachers for their creativity and dedication. At Legacy ”more for more” was created to reward teachers whose students exhibit academic excellence in external exams and teachers awards night during speech days are organized where we highlight achievements of teachers, no matter how small.. This simple practice of appreciation creates a culture where teachers feel valued – and they’re more likely to stay because of it.
• Personalized Career Development Paths and Mentorship: Every teacher at Legacy is unique, and we encourage them to pursue what they’re passionate about. We offer continuous training and assign mentors who help our new teachers navigate their roles. One of our teachers started as a shy newcomer, but through our mentorship program, she’s now leading one of the most popular clubs on campus, inspiring the next generation. This focus on growth makes teachers feel invested in, and they, in turn, invest back into our school.
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• Productivity: Empowering Teachers to Bring Their Best

Productivity in schools isn’t only about pushing teachers harder; it’s about empowering them to bring out their best. This means creating an environment where teachers feel empowered, engaged, and supported.

Strategies to Boost Productivity Through Empowerment

• Collaborative Goal Setting: One of the most effective strategies we use at Legacy Girls is collaborative goal-setting sessions. Teachers are part of setting school-wide goals and classroom-specific objectives that tie into the school’s mission. A teacher once told me, “This isn’t just a job to me; it’s a partnership.” She saw her classroom goals aligning with our overall mission, and this connection fueled her commitment and productivity.
• Leveraging Technology to Streamline Work: By using classroom management tools and assessment software, we’ve managed to reduce the paperwork load on our teachers. With less time spent on administrative tasks, our teachers can focus on creativity and quality teaching. Schools around the world, from Finland to Kenya, are embracing technology to improve teaching efficiency, and it’s an approach that works for us in Ghana, too.
• Continuous, Constructive Feedback Over Annual Appraisals: Regular feedback is more effective than yearly evaluations. At Legacy, we’ve adopted a culture of continuous feedback, allowing teachers to make real-time improvements and grow. One teacher shared with me that these sessions help her feel “on track” and appreciated, instead of just waiting for the end-of-year review. This real-time support makes a tangible difference in teacher engagement and performance.
• Providing Opportunities for Leadership: We encourage our teachers to take on leadership roles, even outside their classrooms. Some lead committees; others initiate student programs. These roles give them a sense of ownership over the school’s success. When teachers feel trusted with responsibilities, they rise to the occasion, contributing their best to the school community.

Closing and Key Takeaways

In closing, building a positive school culture is about bringing together people who believe in your mission, nurturing them, and creating an environment that lets them thrive. Remember these key takeaways:

1. Recruit for Cultural Alignment: Attract teachers who connect with your school’s mission and values – not just the job.
2. Retention is Built on Belonging: Show teachers they matter through wellness initiatives, appreciation, and mentorship.
3. Empower for Productivity: Set meaningful goals, streamline administrative tasks, and give teachers autonomy and leadership.
4. Transformational leadership in education also demands resilience and adaptability. As challenges arise—whether in the form of limited resources, policy changes, or resistance to innovation—leaders must remain steadfast and view these challenges as opportunities for growth. As John C. Maxwell put it, “A leader is one who knows the way, goes the way, and shows the way.”

As school leaders, we’re not just shaping academic paths; we’re building communities. When teachers are engaged and supported, our students benefit immensely. Let’s make our schools places where the best educators want to be, grow, and make an impact. Let us reflect on the legacy we wish to leave as educational leaders. Leadership is not about personal accolades but about the lives we impact and the communities we transform..

As we lead, let us commit to building cultures that reflect our highest aspirations—cultures that encourage learning, nurture potential, and create lasting change.

I encourage each of you to take the insights from this summit and apply them boldly in your schools. Lead with vision, empathy, and purpose. Empower your teachers, engage your students, and foster meaningful relationships within your school community. Together, we can create schools that are not only centers of learning but also places of inspiration and transformation.

Thank you, and I wish you a fruitful and inspiring summit.