Leadership in organisations is often reduced to checklists: meet targets, deliver projects, review KPIs. Good managers are excellent at this, they plan, allocate, monitor, and close loops. But organisations that transform culture and performance are led by people who do something different: they inspire others to want the work, to care about the mission, and to bring their best self every day.
This is the difference between managing tasks and inspiring people. And it’s a difference that shows up clearly when we look at public leaders whose influence extended beyond process to purpose. One useful example is Goodluck Ebele Jonathan, former President of Nigeria. His leadership offers practical lessons about how leaders can move teams from compliance to commitment. I’ll draw three core leadership lessons from his public service and translate them into actions managers can apply today.
Source note: The example material below is drawn from contemporary reporting and academic analysis of President Jonathan’s time in office (2010–2015), including assessments of his policy agenda, crisis responses, and public statements. Nairametrics+2 Wikipedia+2
Dedicated to HIS. Former President of the Federal Republic of Nigeria –
1. Inspire through steady vision — not only direction
Great leaders give people a sense of why their work matters. During his presidency, Jonathan articulated a transformation agenda aimed at economic growth and social development. That kind of public vision even when imperfectly implemented helps people see how daily work fits into a bigger story. For managers: translate strategy into a clear, repeatable narrative. Connect tasks to impact: “This report isn’t just for compliance — it tells us where to invest to reach customers next quarter.”
Practical step: Start team meetings with a 60-second “why” — a small story or customer moment that links current work to strategic outcomes.
(Background on Jonathan’s Transformation Agenda and vision for development.) Nairametrics
2. Lead with courage and public humility — people follow authenticity
A defining, widely-cited moment from Jonathan’s political life came at the 2015 presidential election: he conceded defeat and peacefully transferred power. Commentators praised this act of statesmanship; it signaled restraint, respect for institutions, and placed national interest above personal power. For leaders, visible humility and ethical choices build trust, and trust is the raw material of inspiration.
Practical step: When mistakes happen, acknowledge them publicly and outline your corrective steps. Doing so models integrity and encourages psychological safety.
3. Show people you value their progress — invest in their capability
Jonathan’s administration included initiatives in areas like agriculture and youth development — moves that signalled investment in people’s futures rather than short-term indicators only. Leaders who invest in capabilities—training, coaching, stretch assignments, show that they’re building careers, not just firing tasks. That fuels motivation and loyalty.
Practical step: Replace one “status update” meeting per month with a short skills session or peer coaching slot. Track individual development as a KPI alongside delivery metrics.
4. Manage structure while inspiring commitment
In high-performing organisations both elements are needed. Managers create reliable systems; leaders energise them. Goodluck Jonathan’s tenure saw a mix of operational reforms (privatisations, sector projects) and public-facing moments that rallied national attention, a reminder that technical reforms and inspirational leadership are complementary.
Practical step: Apply a simple dual dashboard: one side tracks task metrics (deadlines, quality), the other shows people metrics (engagement, learning activities, recognition).
5. Use storytelling and personal example to create cultural change
Inspiring leaders tell stories that surface values, why the team exists and whom it serves. Jonathan often used public addresses and interviews to frame national goals in human terms (education, health, unity). In your team, small stories, a customer’s testimony, an employee’s learning win — are the daily narratives that shape culture.
Practical step: Capture and share one short “impact story” each week via email or at meetings. Encourage team members to submit stories about each other.
Quick Checklist: Move from Manager → Leader (daily actions)
- Start meetings with purpose (60 seconds).
- Celebrate progress publicly — not just at year-end.
- Share one learning opportunity each month.
- Model vulnerability: admit one mistake and your plan to fix it.
- Tell one impact story every week.
These practical shifts cost little but return disproportionately in morale, alignment, and discretionary effort.