Success in business is often measured by numbers—growth charts, revenue figures, and expansion milestones. Yet, beneath these statistics lies something far more powerful: the ability to create workplaces where strategy and culture work in harmony. When leaders recognize that an organization is not just a machine of productivity but a dynamic ecosystem of people, true transformation begins.
Many companies have mastered efficiency, yet struggle to foster environments where employees feel valued and connected. They implement strategies but overlook the human element, missing the opportunity to turn their workforce into their greatest asset. The gap between vision and execution often lies in a leadership that sees beyond processes to the people who drive them.
This is where Dr. Zoliswa Tshetshe stands apart. As Interim Executive Chairman at M&D Construction Group, she fuses strategic acumen with a deep understanding of people, ensuring that success is not just about what a company builds, but how it builds from within.
Dr. Zoliswa has built a diverse and impactful career spanning multiple industries, including human resources, governance, and business strategy. Her journey has been shaped by unexpected opportunities, deep introspection, and a commitment to meaningful leadership.
From Adversity to Advocacy
Dr. Zoliswa’s career began in 1997 as a freelance radio presenter at SABC Umhlobo Wenene FM. A pivotal moment in her early years came when she worked as a security officer to repay those who had helped fund her late brother’s funeral. This experience instilled in her a profound sense of humility and the understanding that everyone has their own story. She also learned the importance of recognizing opportunities within any role and how attention to detail—especially in identifying potential risks—can be a critical leadership skill.
Her career then transitioned into dispute resolution, first in case management and later as a commissioner at the Commission for Conciliation, Mediation, and Arbitration (CCMA). In this role, she was responsible for determining fairness in workplace disputes, which shaped her perspective on the importance of preventing unfair treatment and fostering equitable work environments. This experience laid the foundation for her later leadership in labour relations and human resources.
Despite a successful career, Dr. Zoliswa reached a turning point about nine years ago when she began searching for deeper meaning. She became preoccupied with understanding her purpose, leading her to step away from the corporate world to focus on self-discovery. This period of reflection resulted in her writing two books: I Serve, which explores self-awareness, and Beauty in a Shitty Life: Looking Through a Clean Lens, which delves into resilience.
The COVID-19 pandemic and the emergence of the BANI (Brittle, Anxious, Nonlinear, and Incomprehensible) world reinforced her belief in the importance of serving others. Recognizing that most people spend the majority of their time at work, she chose the workplace as her platform for advocating the recognition of human beings as more than just employees. Her leadership philosophy centers on integrating strategy with a deep understanding of people, ensuring that business objectives translate into meaningful outcomes.
Blueprint for Transformational Leadership
Dr. Zoliswa acknowledges that rising through the ranks in an organization requires a shift from being a specialist to becoming a broad-based leader. She embraces the role of a culture-add rather than trying to conform, bringing unique perspectives that enhance the businesses she serves. Her tenure as Group HR Director at Murray & Dickson Construction was instrumental in shaping her approach to leadership. Under the mentorship of Andrew Murray, the company’s founder and chairman, she not only gained an understanding of the construction industry but also learned the value of being an integrator to a business visionary. One of the most impactful lessons she received was the importance of leading from the front—demonstrating the right way through action rather than words.
Now, as Interim Executive Chairman of M&D Construction Group, Dr. Zoliswa continues to lead with purpose, leveraging her diverse expertise to drive business success while ensuring that organizations remain people-centered.
Building the Future with Strategy, Innovation, and Culture
Murray & Dickson (M&D) was originally established as a building company but has since evolved into a diversified civil engineering and construction firm. The leadership team has consistently demonstrated a proactive approach to identifying market trends to ensure the company remains relevant in a dynamic industry. In 2019/2020, M&D strategically shifted its focus away from the building division, repositioning itself as a civil, mechanical, and pipelines infrastructure company. Today, the company serves key sectors, including bulk water, mining, heavy industrial, marine, energy, and petrochemicals.
While M&D has grown beyond its early beginnings as a small enterprise, it continues to operate under the Entrepreneurial Operating System (MDOS), which serves as a guiding framework for its business. This system enables the leadership team to make timely decisions and adopt agile practices that enhance both business effectiveness and efficiency. However, M&D’s greatest success lies not only in its strategic approach but also in the cohesion of its teams. The company firmly believes that the alignment between business strategy and organizational culture is fundamental to sustained success, embedding this philosophy into every aspect of its operations.
The Unwritten Rules Driving M&D’s Success
Dr. Zoliswa ensures that M&D Construction’s strategic vision aligns with its organizational culture by integrating a bespoke business management system that combines the MDOS (M&D Operating System) with UGRs (Unwritten Ground Rules). UGRs represent the shared perceptions of how things are done within the company and are closely aligned with M&D’s core values, bringing those values to life in a tangible way. These unwritten rules shape behavior across the organization, fostering an environment that encourages ease of engagement and collaboration.
By embedding UGRs into internal communication, M&D eliminates the fear of reprisal, ensuring that conversations remain open, constructive, and solution-oriented. Whether refocusing a colleague during an EXCO or project meeting or reinforcing an employee’s behavior during performance management, the consistent application of UGRs serves as a guiding principle. This approach allows feedback to be delivered in a constructive and culturally aligned manner, making it easier to address challenges and reinforce positive behaviors without creating discomfort or resistance. Through this alignment of strategy and culture, Dr. Zoliswa ensures that M&D continues to operate with clarity, cohesion, and long-term success.
Fostering a Sense of Belonging
While technology continues to reshape the industry, Dr. Zoliswa acknowledges that local development needs sometimes require the integration of manual processes, particularly to create employment opportunities in communities near project sites. Balancing technological advancements with corporate social responsibility remains a key challenge. To address this, M&D Construction prioritizes skill development within local communities, ensuring that individuals gain valuable expertise that extends beyond the completion of M&D projects, ultimately empowering them for future opportunities.
Dr. Zoliswa emphasizes that M&D Construction’s talent attraction and retention strategy revolves around fostering a harmonious and supportive work environment. Given the nature of the construction industry, which does not easily accommodate remote work, the company prioritizes cultivating a culture where employees feel valued and appreciated. She highlights that individuals are naturally drawn to workplaces where they are recognized, and at M&D, the team is often referred to as the “M&D family” to reinforce a sense of belonging. Initiatives such as People of Note and the quarterly Khula Nathi stories serve as platforms for appreciation, strengthening the company’s commitment to recognizing contributions. Dr. Zoliswa believes that even small gestures of recognition can have a significant impact, fostering deeper engagement within the organization. Additionally, M&D’s profit share incentive scheme aligns individual efforts with the company’s overall success, encouraging collaboration toward sustainable and responsible growth while ensuring that all employees benefit from the company’s achievements.
Diversity and inclusion are fundamental to M&D’s workplace culture, extending beyond race and gender to embrace a wide range of perspectives and experiences. Dr. Zoliswa notes that more than two-thirds of M&D’s workforce comprises people of color, and women make up one-third of the team, despite the industry’s challenges in attracting female talent. The company takes pride in recognizing the distinct identities of each employee and the value they bring in enriching its culture. From the outset, the onboarding process includes thought-provoking questions such as “Who are you, truly?” to encourage self-awareness and foster inclusivity. The integration of the Lifescore framework and UGRs (Unwritten Ground Rules) further strengthens this sense of unity, ensuring that diverse viewpoints are embraced and collaboration thrives.
M&D’s Promise to Future Generations
Sustainability remains a central focus for M&D Construction, as the company remains deeply mindful of its environmental impact. Dr. Zoliswa underscores the importance of leaving a positive legacy for future generations by implementing responsible construction practices. As part of this commitment, M&D engages in environmental initiatives such as tree planting, restoring balance to the environment and giving back to the Earth. These efforts align with the company’s broader mission of building sustainable structures while ensuring that the social and economic pillars of sustainability are upheld. M&D also collaborates with clients to support socio-economic development initiatives, reinforcing its dedication to responsible and lasting infrastructure development.
Leap into AI and Emerging Tech
Dr. Zoliswa underscores the pivotal role of research and innovation in M&D Construction’s strategy, ensuring the company remains at the forefront of technological advancements. With a vision to create value for all stakeholders over the next three years, M&D’s Virtual Design and Construction (VDC) department is actively engaged in exploring and experimenting with emerging technologies, including AI. This commitment allows the company to enhance efficiencies, streamline processes, and identify key differentiators that position M&D as an industry leader, ensuring the delivery of cutting-edge solutions in construction.
Coaching for a Stronger Tomorrow
Mentorship and coaching play a significant role in shaping the next generation of leaders within M&D and beyond. Dr. Zoliswa highlights the company’s formal coaching and mentorship program, which is deeply embedded in its culture of developing and supporting talent. This initiative ensures business continuity by maintaining a repository of skills within the organization, allowing for seamless transitions when employees move on to new challenges. She believes that as leaders advance, their core skills are often well-established, and therefore, mentorship focuses on refining attributes essential for continued growth rather than just task-specific capabilities. Beyond M&D, Dr. Zoliswa actively mentors individuals outside the organization, finding fulfillment in guiding others through their personal and professional development journeys.
Navigating Life’s Storms with Resilience
Her book, Beauty in a Shitty Life, provides a powerful perspective on resilience, a quality she considers essential in the BANI (Brittle, Anxious, Nonlinear, and Incomprehensible) era. Dr. Zoliswa views personal experiences as a source of strength, particularly during challenging times that demand resilience. Reflecting on past difficulties helps her navigate obstacles, while a focus on what truly matters at any given moment serves as a catalyst for recovery. She believes resilience operates hierarchically—beginning with personal resilience, which then shapes resilient leadership and, in turn, fosters organizational resilience. A key lesson she has embraced is never compromising herself, particularly in moments when she feels diminished. Recognizing the limits of tolerance and knowing when to pivot remain central to her approach, reinforcing that resilience is about adaptability, strength, and strategic recalibration.
Laying a Foundation for Sustainable Development
M&D Construction’s operations across South Africa and the SADC region are deeply rooted in a commitment to economic growth, skills development, and community upliftment. Dr. Zoliswa emphasizes that the company’s tagline, Grow with Us, is not just a slogan but a core value reflected in its engagement with local communities. Whether in South Africa or across borders, M&D’s socio-economic development initiatives focus on fostering sustainable skills that create lasting impact. The company’s approach ensures that its projects contribute to long-term regional growth, reinforcing a foundation for sustainable development.
Looking ahead, Dr. Zoliswa envisions leaving behind a legacy of an organization where people are genuinely excited to start their day and come to work. She aspires for M&D to be a place where individuals can fully express themselves while fulfilling their professional responsibilities. Her vision extends beyond business success—she aims to create a workplace that feels like a community, where mutual support drives collective achievement. This, she believes, will not only enhance individual fulfillment but also solidify M&D’s long-term success as an organization that prioritizes both its people and its purpose.
