Interview with Tafadzwa Mamire
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As part of celebrating Black History Month, it gives us great pleasure to learn of the career advancement of Member organisation employees who have graduated from our Leadership Development Programmes, and who have been able to use their new-found confidence and skills to achieve recognition, resulting in a job promotion.
Tafadzwa (Taffi) Mamire joined the fifth cohort of the Ethnic Future Leaders Programme. This programme aims to improve ethnic diversity in leadership through identifying and investing in existing high-potential employees from diverse ethnic backgrounds supporting their progression into more senior roles across Hospitality, Travel, Leisure and Retail. Taffi kindly took part in a mini interview to discuss his programme journey, and how this has helped him secure a new Branch Manager role.
Why did you want to take part in our Leadership Development Programme?
I had tried so many different training programmes that promoted diversity and inclusion, which sadly didn’t meet my expectations. This was my last roll of the dice.
What had held you back in terms of career progression prior to this programme and what were your hopes and expectations upon starting it?
Lack of confidence due to the feeling of being overlooked at times. When this opportunity came my way, I was sceptical at first, but now I am so glad I did the programme. It’s changed my career trajectory.
What was your biggest learning throughout the course of the programme?
Learning to believe in myself and seeing hearing testimonials made all the difference for me — this was the most inspirational part. I also learnt the power of willingness of leadership to look at the diverse talent around them. This programme made me think differently as a leader, and to share my story to influence other leaders to see differently too. It’s so important for organisations to reflect today's society.
How did this learning contribute to you being offered a job promotion?
I remember talking to my people manager after the first session. I felt different. I was more confident in describing what I needed to succeed.
The peer-to-peer group helped to share experiences and different approaches to learning and be a go-getter. With this new found confidence I was able to discuss my journey with my executive sponsor in an unapologetic way. It was easier to articulate my skills and experience and how I’m going to attain my goals.
The reverse mentorship module helped me to see progression from a different perspective, as we learnt from each other. I no longer felt like an imposter and became comfortable in my skin. All the blocks I saw before, became stepping stones and three months into the training programme, I got my first appointment as a Branch manager (two levels above my previous role).
What I liked about the training was the practicality of it — it's not a tick-box exercise and was so inspirational. This is the USP of the programme: authenticity and practicality. I am now an advocate for the programme within my business.
How has this promotion helped develop and (re)define your vision for your future career?
This has helped to galvanise the confidence I acquired from the programme. I feel I belong here, not because of my differences but because I am talented. My vision is to work very closely with the D&I central teams as well as the people function to ensure as much focus is given to using this training programme, as it gives visibility to the diverse talent in the business.
Click here to learn about our award-winning Leadership Development Programmes.
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