Rise Without Ruin

Rise Without Ruin

Jul 5 , 2025. By Eden Sahle ( Eden Sahle is founder and CEO of Yada Technology Plc. She has studied law with a focus on international economic law. She can be reached at edensah2000@gmail.com. )

At times, the pursuit of opportunity quietly takes on a ruthless tone. Success begins to feel like a zero-sum game, where someone must lose for another to win. This mindset isn’t confined to boardrooms or political arenas; it seeps into homes, friendships, and everyday relationships. A single moment, small on the surface, can reveal how far ethical boundaries have shifted.

Recently, my husband Mike and I hired help for our household. We first brought in a cleaner, a woman whose quiet professionalism and integrity quickly earned our respect. She was meticulous, trustworthy, and clearly took pride in her work. When we later decided to hire a cook, we asked the cleaner if she knew someone she could recommend.

The cook she referred arrived confident, articulate, and eager to impress. She spoke at length about her skills and her expectations. But then she made a proposal that stopped us cold. She offered to do both cooking and cleaning for the same salary we had planned for the cooking role alone, on one condition: we had to fire the cleaner.

There was something chilling in that moment. Her offer was not driven by desperation; it was calculated. It was not just about working more, it was about removing someone else, someone who had helped her, for her own advantage. That kind of proposition felt like a betrayal.

It was not just disloyal; it was deeply unsettling. The woman who had vouched for her now stood to lose her job because of it. This was not just competition; it was sabotage disguised as initiative. It reflected a mindset that treats people not as collaborators but as disposable barriers to personal success.

But none of this is inevitable. We still have the power to choose how we respond. In our case, we turned down the cook’s offer. It would have been easier to accept, but it would have rewarded behaviour we could not condone.

We kept both the cleaner and the cook, but we chose not to reveal the cook’s proposal. This was not out of self-righteousness. It was to send a quiet message: skill is not enough without principle. Our home would not reward disloyalty or undercutting.

We wanted to show that coexistence, not competition, was the norm in our space. We were not impressed by her offer to do more for less. We were more interested in how she handled integrity, loyalty, and collaboration. And so, we watched as she adapted.

Over time, she settled in. Perhaps it was embarrassment or the realisation that our home was not a place where scheming would succeed. Maybe she saw the cleaner’s quiet grace and understood something important. Eventually, mutual respect began to replace tension.

This story is not unique to domestic work. In professional spaces, the same dynamics unfold, just in more polished ways. Colleagues undermine one another in subtle ways. Managers take credit for team efforts. Competition is used not to cultivate talent but to push others out.

Even worse, this behaviour is often rewarded. The employee who throws others under the bus is considered “strategic.” The one who climbs by cutting others down is “ambitious.” We’ve built cultures where cruelty looks like drive and collaboration is mistaken for weakness.

Somewhere along the way, many people, like the cook, forget the value of solidarity. They stop asking, “Who helped me get here?” and instead chase personal gain at all costs. But success built on betrayal is fragile. It may glitter briefly, but it leaves ruin in its wake.

There is also a cost that metrics will never capture. The cleaner did not just bring us a name, she offered trust. She vouched for someone, risking her own reputation. That trust was exploited, and with it came an unseen wound to her dignity.

In a country like ours, where jobs are scarce and competition fierce, this pattern becomes vicious. People begin to view one another not as fellow strugglers, but as rivals. Trust becomes collateral damage. Solidarity dissolves into suspicion.

When that happens, community breaks down. People who should be allies turn into adversaries. And while they fight each other, those with real power, employers, institutions, remain untouched. The struggle stays horizontal instead of challenging the root of the system.

What’s most dangerous is how quickly this becomes normal. Newcomers observe what gets rewarded and adjust accordingly. Soon, backstabbing becomes strategy, and loyalty is just a quaint relic. But these values, fairness, trust, dignity, are not relics. They are still within reach.

Structural change matters. But cultural shifts start with the choices we make in our own homes and workplaces. Choosing character over convenience. Standing up for someone who did right by us. Saying “no” when we are asked to play a rigged game.

In the end, integrity is the only currency that lasts. People remember how they were treated when no one was watching. They recall who stayed fair when it was inconvenient. Communities thrive not through competition, but through trust and shared purpose.

Perhaps the cook thought she was being clever. Maybe she believed outmanoeuvring others was the path to success. But a society where betrayal is normalised cannot build a sustainable future. Trust will erode. Morale will collapse. And with it, any real progress.

This lesson, though drawn from a household, applies everywhere. Whether in corporate offices or government ministries, the message is the same. Leaders, families, and institutions all have a role to play in preserving the values that bind us together.

By standing for fairness in our home, we did more than make a hiring decision. We pushed back against a toxic norm. We affirmed that loyalty matters. And we reminded ourselves, and perhaps others, that success means more when no one is left behind.

PUBLISHED ON Jul 05,2025 [ VOL 26 , NO 1314]