OVERVIEW
In this episode of The 5th Discipline Podcast, we had the pleasure of sitting down with Candice Seggie, The Chief People Officer at Solar Africa – a company redefining how businesses access renewable energy across Africa.
Our conversation went far beyond solar panels and power trading. We spoke about the power of culture, leadership accountability, and how to protect what makes your company special as you scale.
Candice’s story is a masterclass in balancing growth and humanity, proof that fast-moving companies can grow without losing their soul.
FROM SOLAR ROOFTOPS TO ELECTRICITY 2.0
Solar Africa started in 2011 as a solar rooftop provider. Today, it’s a leading clean-energy partner across Africa, helping businesses access cost-effective renewable power through virtual power and energy wheeling.
But while their technology evolved, their greatest achievement might be something else entirely… the intentional building of a culture that scales.
After SolarAfrica’s 2022 merger with Starsight Energy, their team more than doubled in size. Candice played a key role during this scaling phase; navigating growth, communication, and alignment across countries and cultures.
Her secret? Start with people, protect your values, and keep the communication human.
CULTURE THAT’S WORTH PROTECTING
“If you have a culture worth protecting, you will protect it.”
That meant defining five non-negotiable values, turning them into observable behaviours, and baking them into everything from hiring, feedback, performance reviews, and even rewards.
What does it mean to protect culture?
- Culture and skill are weighted equally in hiring and performance.
- Every new hire goes through a culture interview scored against behaviours.
- 50% of employee incentives are based on behavioural alignment, not just output.
This isn’t “fluffy HR”. It’s strategy and it’s measurable.
THE POWER OF CONSISTENCY & SYSTEMS
As companies scale and their teams grow, old systems don’t often fit new realities. This could mean adapting and doing it quickly to scale. Using Entrepreneurial Operating System (EOS) is a great way to ensure the essence is not lost during big moves and supports companies to adapt to the leadership rhythms, feedback loops, and meeting structures. For those new to EOS, it covers the 6 key components of any business, including: vision, people, data, issues, process and traction.
“Scaling doesn’t mean losing what makes you great,
it just means changing how you do things — not why you do them.”
Embedding culture in your business is about developing a system of habits, these can come in the form of check-ins, reviews, rituals, and celebration loops that repeat daily.
ENGAGEMENT THROUGH LISTENING & COFFEE DEBATES
The team has impressive engagement rates, reaching around 85% and this is not by accident, it is from intentional actions.
They listen. Constantly.
From monthly pulse surveys to team-wide feedback boards, every voice is heard — whether it’s about career growth or something as simple as the office coffee.
What matters most is that feedback never disappears into a black hole. What is key is to explain what will change, and celebrates what’s working.
That transparency turns surveys into trust, and trust into engagement.
SUPPORTING WELLNESS WITHOUT THE BUZZWORDS
One of the most inspiring parts of our conversation was how companies that apply mental health, coaching, and flexibility into their business model are the ones seeing the rewards.
Small steps have big results and the data proves results: lower absenteeism, better retention, and improved performance.
Companies can consider appointing a Wellness Champion to lead these engagements.
This is what modern leadership looks like it’s not wellness as a perk, but wellness as performance infrastructure.
THE METRICS MATTER
For HR and business leaders wondering where to start, here are some practical, measurable KPIs that drive both culture and business results:
- Time-to-Hire: How long does it take to fill roles — and what pressure is that putting on teams?
- Turnover & Tenure: Understand who’s leaving and why.
- Engagement Scores: Track feedback and follow through visibly.
- A-Player Ratio: Measure high performers and how they’re supported.
- Exit Insights: Use exit interviews as “lessons learned,” not formalities.
KEY TAKEAWAYS
- Protect your culture from day one.
Define it, live it, and make it measurable. - Involve your team in every change.
Transparency beats perfection. - Support the whole person.
Flexibility and mental health matter more than perks. - Train managers to care personally.
Leadership empathy is a skill — and it compounds. - Make data your ally.
Culture that can be measured can be improved.
FINAL THOUGHTS
Scaling a business doesn’t have to mean losing your essence.
Culture isn’t just an HR function — it’s a leadership decision, lived daily through behaviour, systems, and celebration.
If you are looking support to build a strong culture, contact us today – info@the5thdiscipline.com!
FAQ: Building and Sustaining Company Culture
