Name: Leesa Soulodre

Title: Managing Partner

Organisation: R3i

Founder of R3i Holdings, GP of R3i Capital.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Leesa's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

Here's the raw truth about trust that most leaders miss: It's not built in grand gestures or mission statements. It's built in the small moments that most of us think don't matter. Let me break down the three pillars of trust I've learned from building teams across three continents:

Radical Transparency (Even When It Hurts)

Share bad news faster than good news. Explain the "why" behind every significant decision. Admit mistakes before anyone else points them out. Make your decision-making process visible, even when it's messy

Consistent Micro-Actions

Show up when you say you will (every single time). Give credit immediately, take blame instantly. Follow through on the tiny promises – they matter more than the big ones. Make your calendar visible to your team

Emotional Courage

Have the hard conversations in person, not over email. Share your own vulnerabilities and uncertainties. Stand firm on values, even when it costs you. Be the first to say "I don't know" or "I was wrong"

But here's what nobody talks about: Trust isn't a warm, fuzzy feeling – it's a practical business tool. When I implemented these principles at my last venture, our decision-making speed increased by 60%, and employee retention jumped 40%. Why? Because trust removes friction. Here's my controversial take: Most leaders think they're trustworthy because they're honest. But that's like saying you're a good partner because you don't cheat. It's the bare minimum.

Real trust is built in the moments when being trustworthy costs you something – time, money, ego, or convenience. The best investment I ever made in trust? Taking a visible pay cut during a downturn before asking the team to tighten their belts. Not because it was the only solution, but because trust is built in the gap between what you could do and what you should do. Want to know if your people really trust you? Watch what they do when you're not in the room. That's not just a pithy statement – it's the only metric that matters.

Remember: In a world of AI, algorithms, and automation, trust is becoming our scarcest resource. Unlike other resources, you can't buy it, fake it, or accelerate its development with technology. The question isn't whether you're trustworthy – it's whether you're deliberately engineering trust into every interaction, decision, and system in your organization. Because if you're not, someone else will.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

For me, "vision" serves as an aspirational framework guiding R3i Capital and our portfolio companies to tackle major global challenges, especially around climate, ecological justice, and deep-tech innovation. My long-term goal is to transform industries and bridge geographical divides through cross-border venture capital.

"Mission" then puts this vision into my day-to-day actions by scaling deep-tech startups, building global accelerators, and supporting platforms like Planet43 that empower emerging founders in high-impact, high-growth sectors. In practice, this manifests in several key ways across R3i's real-world business:

Ecological & Social Impact - I actively invest resources where climate and social challenges are most urgent, deploying deep-tech solutions to address them. My published work on "Next-Generation Venture Capital" emphasizes a focus on ecological justice and socioeconomic responsibility. Applied AI & Emerging Tech Acceleration - Through initiatives like Planet43 and R3i Capital, I identify, mentor, and fund startups leveraging AI, data science, and other deep technologies to deliver disruptive solutions.

I provide both capital and strategic support to help scale these innovations into successful businesses. Cross-Border Collaboration - I connect Asia-Pacific, North American, and European ecosystems by investing in cross-border opportunities and fostering collaborative growth. I believe disruptive transformation thrives when diverse markets and talent pools share knowledge, resources, and networks.

Risk Management & Governance - Drawing on my background in risk management and innovation leadership, I apply rigorous governance frameworks to ensure R3i's portfolio companies grow responsibly, maintain ethical standards, and stay aligned with the broader societal and environmental objectives core to our investment thesis.

In summary, my "vision" provides the north star for global impact, while my "mission" delineates how I methodically fund, mentor, and scale technology ventures to reach that north star. The result is an ambitious yet practical approach, solving big problems while driving business success and positive societal returns.

3. How can a leader empower the people they're leading?

As a leader, if you're not empowering your people, you're failing them - and yourself. Empowerment isn't some fuzzy feel-good concept; it's a strategic imperative. When you give your team the trust, tools, and leeway to take ownership, magic happens. I've seen it firsthand as I've built companies and nurtured talent across continents. The teams that consistently delivered explosive results and industry-shaking innovations? They were the ones with leaders who had the guts to get out of the way.

Who focused relentlessly on creating an environment where their people could be fearless, take risks, and bring their whole damn selves to the game. Here's the deal: empowered employees are 67% more willing to put in extra effort on the job¹. They're more creative, collaborative, and committed. In short, they care. And in a world where competitive advantage lives and dies on the ability to innovate and adapt at breakneck speed, that matters - a lot. But let's be real.

Empowerment isn't about coddling your "delicate geniuses" or indulging every whim. It's about equipping your team with the context, competence, and psychological safety to make smart calls and deliver results. It means having the courage to be radically transparent (no more information hoarding), ruthlessly prioritizing (crystal clarity on the "what" and the "why"), and then trusting your people to chart the "how." Yeah, it's scary. You're giving up control. Things will break. Mistakes will be made. But here's what you get in return: a team that's bursting with passion and ideas. That attacks challenges and seizes opportunities with gusto.

That grows and evolves and inspires, because they know their leader has their back, and they refuse to let each other down. I'll never forget the moment I realized just how much this mattered. It was early in my career, and I was working under a micromanager from hell. Every decision was questioned, every move scrutinized. The harder I tried to prove myself, the more he tightened the screws. Motivation flatlined, innovation died, and the whole damn team started jumping ship.

Then I landed a gig with a boss who got it. She painted a vivid picture of where we were going, made sure we had the tools and skills to get there, and then handed over the keys. "I trust you," she said. "Now go make me proud." And holy hell, did we ever. We put in crazy hours, dreamed up wild ideas, and catapulted that company to industry leader status faster than anybody believed possible. Because she had the ovaries to empower us, and we were determined to make her look good.

As a leader, you have a choice. You can grip the reins so tight your knuckles bleed, and slowly grind your team into a disengaged, demoralized pulp. Or you can do the brave thing - the right thing - and empower your people to be the badass, world-changing dynamos they were born to be. It won't be a cakewalk. You'll need to communicate more, coach more, and use "soft skills" more. You'll need to get comfy with discomfort and learn to love the messy, glorious process of growth.

But I guarantee you: it'll be worth it. Because there will come a day when you look around and realize these folks are on fire. They're owning it. They're making magic. And they're doing it all for the crazy, wonderful, imperfect leader who was brave enough to let them fly. That's the power of empowerment. And it's yours for the taking

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

Steve Anderson, 5x Olympic Coach, is someone I greatly admire. Steve teaches us that sometimes people confuse ‘being perfect’ with ‘chasing perfection.’ For me, focusing on ‘perfect’ means striving to do my very best with the resources, time, and energy I have at any given moment. It’s about making progress and improving step by step. But if I slip into ‘perfection’ mode—endlessly tweaking, worried about every flaw—I end up paralyzed by the fear of not meeting an impossible standard.

True success happens when I accept that ‘perfect’ is not about being flawless; it’s about giving my all right now. That allows me to adapt and stay motivated, rather than burning out on the quest for a mythical ‘perfection’ that doesn’t exist.”

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Leadership is as much about what you don't do as what you do. It's about having the discipline to say no to the shiny distractions and the courage to keep your eyes on the prize, even when the world's throwing curveballs. In VC, focus is everything. You're not just managing your own time and attention - you're stewarding millions of dollars and the dreams of countless entrepreneurs. Every minute you waste chasing squirrels is a minute you're not spending on the big bets that could change the game. So, how do I maintain focus? By being ruthless about my priorities and relentless about my purpose.

I start every day by asking myself: What are the three things I need to crush today to move the needle? What really matters? Then I guard those priorities like a mama bear guards her cubs. I say no to the pointless meetings, the time-sucking favors, the ego-stroking events. I delegate the small stuff and empower my team to handle the rest. Because my job isn't to be a glorified firefighter - it's to be a strategic firestarter. To spot the trends, connect the dots, and ignite the ideas that will shape the future.

But here's the thing: focus isn't just about productivity hacks and to-do lists. It's about having the clarity of conviction to know what truly matters - and the courage to let the rest go. In VC, that means being laser-focused on the bold, transformative visions that have the power to rewire industries and rewrite lives. It means being willing to take the big swings, even when the world thinks you're crazy.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

Morning Clarity: Identify your top priorities (e.g., deal sourcing, pitch prep, investor meetings) and remind yourself of the bigger strategic vision (e.g., supporting disruptive tech startups). High-Energy Routine: Schedule energizing activities (exercise, breaks, or quick meditation). Maintaining mental sharpness is key for partner meetings, negotiations, and due diligence.

Raise Necessity: Focus on tasks that directly move the VC needle, like evaluating a promising new startup, rather than getting bogged down in low-impact tasks. Daily Productivity: Use time-blocking to structure crucial activities, and leverage nightly reflections to track progress, identify bottlenecks, and plan improvements. Build Influence: Each day, pinpoint key relationships to develop or maintain, from co-investors to industry experts. Celebrate and document each successful deal or milestone to sustain momentum.

Stay Courageous & Innovative: List one or two bold goals or risks daily (e.g., pursuing a new niche market), then review them weekly to refine your investment strategies. Consistency & Iteration: Regularly evaluate which processes work, note your findings in the planner, and keep iterating. Brendon Burchard’s research shows that consistently cultivating Clarity, Energy, Necessity, Productivity, Influence, and Courage drives long-term success.

By systematically applying these steps, you’ll maximize your focus, maintain high energy, and steadily improve both your deal flow and relationships—ultimately “winning” each day in the competitive VC landscape.

7. What advice would you give to a young leader who is struggling to delegate effectively?

If you're not delegating like a champ, you're not just sabotaging your own success - you're hamstringing your entire team. I get it. Delegating feels like relinquishing control, admitting weakness, and opening yourself up to potential failure. But here's the unvarnished truth: if you try to shoulder everything yourself, you're ensuring failure. Not just for you, but for every person who's relying on you to lead. Let me break it down for you.

A Harvard Business Review study found that leaders who delegate effectively drive 33% more revenue growth than those who don't. 33 percent. That's not just a statistic - it's the difference between a thriving organization and a smoldering wreck. But it's not just about the bottom line. Delegating is about empowering your people, demonstrating trust, and allowing them to rise up and shine. When you hoard all the responsibility, you're not just overextending yourself - you're stifling your team's potential.

I learned that lesson the hard way, back when I was a bright-eyed founder convinced I had to have my fingers in every pie. I was working 100-hour weeks, micromanaging every detail, and slowly driving myself and my team into the ground. So I started delegating. Reluctantly, resentfully, convinced that everything would fall apart without my constant oversight. But you know what happened? My team stepped up. They took ownership, they brought fresh ideas, they delivered results that astounded me.

And I finally had the breathing room to focus on the big picture, the strategic moves that would make or break our company. Now, I'm not saying it was easy. Delegating is a skill, and like any skill, it takes practice and persistence to master. You've got to learn how to pick the right people for the right tasks, how to communicate your expectations clearly, and how to give feedback that motivates instead of demoralizes. You've got to confront your own control-freak tendencies and learn to let go. But the payoff is so worth it.

When you delegate like a pro, you're not just boosting your bottom line - you're building a team of leaders, a culture of ownership, a company that can thrive long after you're gone. So here's my challenge to you, young leaders. Start delegating one thing this week. Just one. Pick a task that's been weighing you down, find a team member with the skills and hunger to take it on, and let them run with it. And then watch in amazement as they rise to the occasion.

Because here's the thing: your job as a leader isn't to do everything yourself. It's to create an environment where everyone can do their best work, where every person feels valued and empowered, and invested in the mission. And that starts with learning to let go, to trust, to delegate like your life depends on it. Because in the end, it's not about you. It's about the team you're building, the company you're creating, the impact you're making on the world. And that's a load too heavy for any one person to carry alone.

So delegate, damn it. Delegate like your hair's on fire and your reputation is on the line. Delegate like the fate of your company hangs in the balance. Because it does. And you've got a team of rockstars ready to step up and help you carry the load.