My Wife’s Sweet Potatoes

My wonderful wife

"Side hustles" or simply engaging in a side business besides our regular jobs is common these days. This is normally done with the intent of increasing ones earnings as far as income is concerned. It’s also one of the great ways of diversifying and expanding one’s horizon as far as career and business growth is concerned. Most employees in both the public and private sectors are running small businesses on the side in order to supplement their salaries. Some also hope that someday when their small businesses grow, they’ll be able to comfortably exit formal employment to fully run their own businesses.

It’s also common for business people to divert from time to time from their main area of business operation so as to try a hand in another line of business.

Sweet potatoes

It’s against this backdrop that my wife came up with an idea of selling sweet potatoes (ngwashes). My wife runs a communications consultancy firm and at this time she wanted to try her hands on something different besides her day job. This idea came as a result of the observations we had made in our Ngong neighborhood. Whenever we bought accompaniments for breakfast i.e arrow roots or sweet potatoes, we discovered that many a times they were not fresh. Sometimes these tubers were even rotten and considering the high cost of these products, my wife felt that we can give people good value for their money by trying the sweet potatoes business with the main target being our neighborhood clientele.

So after some consultations, we decided to give the “ngwashe” business a try. The most important factor was the supplies. My wife worked out the available options as far as getting our supplies is concerned. After a few weeks of consultations, we finally decided that my mum would be a great source of our sweet potatoes supplies. The main obstacle here is that my mum lives in Moi’s bridge (situated between Eldoret and Kitale towns) yet the sweet potatoes were meant to be sold in Nairobi. Unknown to my wife and I, this was going to bring about a huge logistical nightmare mainly because of the distance and the expenses involved.

When we finally got my mum to get the supplies for us, my wife sent her the amount of money needed to buy the sweet potatoes, to pay for the labor involved and for transportation expenses. Having done that we thought that the work would be done in like 2 days and we’ll be having our sweet potatoes in a short time ready to take them to the market. But this was not to be because of the heavy rains that were pounding several parts of the country at the time. This made it hard for the sweet potatoes to be harvested since the work involves a lot of digging in order to get them from the ground. By good luck the skies did clear for a while and the harvesting of the sweet potatoes commenced and was completed successfully. This was definitely a sigh of relief for us for we knew that finally, our sweet potatoes will be on the way to Nairobi.

However, that was when the real logistical issues now surfaced. The initial plans were to use one of the bus companies that also operate courier services along the Nairobi-Eldoret-Kitale route. Easy Coach Bus Company seemed to be the best option mainly because of their organized structure (or so we thought). An “employee” of easy Coach Bus Company in the Moi’s bridge office informed my mum that they will be able to transport the sweet potatoes without any problem as long as we pack them in some standardized quantity. Transport preparations were therefore being made based on the information provided by this particular Easy Coach Bus Company “employee” at the Moi’s Bridge office.

An easy coach bus

The sweet potatoes had to be transported using a motor bikes (boda boda) which had to make several trips because of the quantity of sweet potatoes involved (two 100kg bags). However upon reaching the Easy Coach offices in Moi’s Bridge town, we were informed that Easy Coach will not be able to provide the courier services as we had been informed. Apparently the “employee” who had said the company will provide the courier services wasn’t present (I thought all employees of any reliable company should be homogenous as far as the company’s services are concerned). This was a major issue that had to be solved as soon as possible.

Finally my mum decided to try using the services of Postal Corporation of Kenya (how many people still use Posta anyway?). The Postal Corporation of Kenya services turned out to be more expensive and as such we had to send more money to cater for transportation. The Posta guys informed us that the sweet potatoes will be transported to Nairobi overnight and as such we’ll be able to get our luggage (sweet potatoes) the next day early in the morning (since when were they that fast?). We however decided to keep our hopes alive hoping that the Posta people will keep their word.

To our surprise, early the next morning my wife received a call from The Postal Corporation of Kenya informing her that the sweet potatoes had arrived (this must clearly be the new face of Posta). As you can guess we were really happy that finally the consignment had arrived. My wife then made arrangements to pick the sweet potatoes from City Square post office - of course she had to deal with a particular watchman with very little knowledge on PR issues who kept on asking irrelevant questions on how sweet potatoes were transported through the Posta’s courier service. The long and the short of it is that my wife finally managed to get the consignment after a long weary wait. She was also advised by the employees there that she can have the next consignment sent straight to the Karen Post Office branch which is near our home. This is a clear indication to me that there have been some improvements at The Postal Corporation of Kenya while we have been away. And sure enough we had our second consignment picked from the Karen Post office a few days later courtesy of one great Posta employee.

The distribution of the sweet potatoes wasn’t easy but it was definitely a lesser challenging job considering what we have been through. Everyone who had a chance to taste the juicy sweet potatoes kept on asking for more of the same. I never knew people would get addicted to sweet potatoes. Within a few days all the sweet potatoes that my wife had bought were over and people kept on asking for them. This made us realize that selling sweet potatoes in the Ngong area is great business because of the high demand available.

We were unable to get more sweet potatoes from Moi’s Bridge partly because of the rains that have been causing floods in different parts of the country. However my wife is still determined to grow the sweet potatoes business after realizing that resilience, patience and hard work pays well. Having said that, we’ll be having our next huge consignment of sweet potatoes coming in early next year (2012), courtesy of my lovely wife.

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Good Organizations-You Shall Know Them By Their Alumni

The value of an organization as far as mentoring and churning out of leaders is concerned can be known by looking at the said organization's alumni. The influence and impact that an organization's former employees are having in the various sectors of Government and the economy is a clear picture of how far their former employer invested in them in terms of mentoring and training them for leadership roles beyond the organization's doors.

An organization that's always churning out "impoverished" alumni is one to be avoided at all costs by prospective employees and clients alike. This is because the alumni are a reflection and some sort of a "brand" for their former employer. Having said that it's therefore important to understand that the value of the "brand" that is the alumni reflects on the overall value of an organization.

When Forbes magazine published the "10 youngest power men in Africa" 3 members in that list i.e Ghanaian,  Fred Swaniker who is a founder, African Leadership Academy, Cameroonian  Acha Leke,  Partner, Mckinsey & Company and Kenya's Gachao Kiuna,  CEO, Transcentury Group are associated with McKinsey. McKinsey is one of the leading companies as far as mentoring and creating leaders is concerned. The McKinsey alumni consists of the who is who in the corporate world and government. These include CEOs of global companies, corporate strategists and government advisors just to name a few. A notable McKinsey alumni is the management guru Tom Peters.

Another company known for the creation of influential leaders is Goldman Sachs which has produced leaders with the power to influence governments and corporate policies. Goldman Sachs's alumni's presence can be felt aacross the world from the USA to the oil rich gulf states. This is an organization that has produced Prime Ministers, Treasury Secretaries, and even the current World Bank President Robert Zoellick. The influence of Goldman Sachs is global partly due to the kind of almni it's managed to churn out over the years.

We cannot say enough of Microsoft, JP Morgan, Barclays Bank, Morgan Stanley, Safaricom, Airtel, UUNET, Oracle, SAP, Cisco, Apple among many others whose value has been heightened because of their mentorship and training programs that are based on the creation of global leaders.

There are many other companies, both big and small, with great policies aimed at creating leaders. Based on my own observation and research, some of the small and mid sized companies to watch out for here in Kenya as far as the training and mentoring of leaders among its employees is concerned include:

1.  Cionada Communications - A business communications outsourcing firm

2. Wylde International - An organization development consulting firm 

3. Intrepid Data Systems - An enterprise productivity solutions and  

    creative digital branding and online marketing firm.

The above three are among the organisations whose alumni have already started making inroads and having impact in their respective industries.

In conclusion, an organization that's producing the best alumni is bound to attract the best talent which is ultimately good for the bottom line.

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Iconic Leaders

Iconic leaders are the kind of leaders that have been associated with a certain organization or brand. These leaders cannot be separated easily from their organisations or brands because of their "attachment" to their respective organizations and brands.

It is hard for most people to separate Bill Gates and Microsoft. In fact not many people associate him with the  the Bill and Melinda Gates Foundation in which he is currently actively involved. This is because during his days at Microsoft, Bill Gates became a "brand" of sorts and one could not think of Microsoft without Bill Gates. The same goes for Larry Ellison of Oracle, The late Steve Jobs of Apple and Donald Trump just to name but a few. 

In Kenya, for a long time people associated Safaricom with Michael Joseph. This was to an extend that some people thought that Safaricom would lose its edge if Michael Joseph left. Michael Joseph could not be perceived to be working anywhere else apart from Safaricom.

Such is the influence of iconic leaders in all spheres of life be it in politics, business, religious organisations and even in academia. 

Organisations that are run by these type of leaders should put in place a comprehensive and water tight succession plan. They need to guard the organisation against shocks that might come by at the exit of their iconic leader. This is because if not handled properly, the clients who are attached to the organisation or brand based on the leader might lose their strong attachment once the leader leaves. This therefore means that the clients should be informed of the pending changes long before it happens so that they can prepare themselves psychologically for the absence of their iconic leader. This will do well in maintaining client loyalty and opening up the clients' minds to the realisation that the organisation or brand is more than just the leader.

Iconic leaders are great for the organisation because of their attractiveness to clients. they can shore up profits and build the brand name of the organization. But care should be taken to separate the person from the organisation for continuity's sake.

At the end of the day, good employers will always attract good leaders who are able to propel the organisation from one glory to the next regardless of who is in charge.

Why Selfish Leaders Triumph (courtesy of Susan Adams, Forbes Magazine)

Statue of Genghis Khan: A new study shows that people prefer dominant leaders.

Would you rather be led by a saint or a tyrant? By the Dalai Lama or Genghis Khan? A new study suggests that while people appreciate the generosity and altruism of a Mother Theresa, they prefer to be led by Al Capone.

In the study, set to be published in an upcoming issue of the Journal of Personality and Social Psychology, business school professors from Stanford, Kellogg, and Carnegie Mellon, ran three experiments that tested participants’ perceptions of altruism and social status. The study subjects could keep a pot of 10 game chips worth a total of $20 or give the sum to a group pool. When they gave the chips away, they either helped their fellow group members, or both benefitted their own group and hurt another group at the same time.

After they finished, participants answered questions about how they perceived their fellow participants. Those who gave more away, not surprisingly, got more respect and admiration, or what the researchers call “prestige.” Others, who demonstrated a willingness to be selfish and to do harm to others, were perceived as having another kind of status, which the researchers characterize as “dominance.”

At the end of two of the experiments, the researchers asked participants to choose someone to lead them in two different contexts. In a non-competitive situation, subjects chose a leader with lots of prestige, who gave the most chips to the group. But to lead them in a competition with another group, subjects voted for a person who scored high on the dominance scale.

“It turns out that the perception of dominance is critical to leader emergence, because it fits people’s prototype of what a leader is,” says study co-author Robert Livingston of Kellogg. “Leaders should be decisive, assertive, strong, powerful, independent.”

Livingston says he and his colleagues were somewhat startled by their findings. “If you ask people, what are the qualities you want in a leader, no one says they want a ruthless leader,” he notes. But unless they’re voting for someone to head a benign organization like a trade group or a philanthropy, it turns out that people tend to support leaders who value their own power over the well-being of the group. For Livingston, the study suggests an explanation for many of the world’s problems. “People wonder how it is that there is so much corruption,” he says. “The world is rife with leaders who show relatively little concern for the well-being of the group.”

“People are attracted to the wrong leaders,” says Livingston. “This is what our data are showing.”

e-XECUTIVE Self Training CD

I do take this opportunity to introduce to you this Executive Self Training CD. This CD contains 39 Executive Program Courses and case studies that are geared towards enhancing the business skills of corporate heads, managers,  entrepreneurs,  students and individuals keen on gaining competitive advantage in the Business world.

The courses herein have been put together by experts in the industry. The courses are available in Ms Word, Ms Excel, Ms Powerpoint and PDF formats

The e-Xecutive Self Training CD contains the following courses:-

• Building Capacity in Non Profit Organizations
• Case Study - Balanced Scorecard
• Case Study - Effective Capacity Building. By McKinsey & Co.
• Competitive Intelligence (Part 1)
• Leadership
• Logic Model Development Guide
• Managing Projects
• Process Improvement
• Project Management Primer
• Scorecard White paper
• Social Entrepreneurship
• The Basics of Competitive Intelligence
• Balanced Scorecard Project - Template
• Case Study - Capital Budgeting Analysis
• Financial Analysis and Forecasting
• Malcolm Baldrige Model
• Mergers & Acquisitions
• Performance Management Plan
• Project Management Toolkit
• Project - Templates
• Scorecard - Spreadsheet
• Analytical Thinking Training
• Fundamentals of Competitive Intelligence
• Strategic Planning Model
• Building The Balanced Scorecard
• Capital Budgeting Analysis
• Creating Value in Non profit Sector
• Creating Value Through Financial Management
• Evaluating Financial Performance
• Financial Planning & Forecasting
• Managing Cash Flow
• Mergers & Acquisitions - A Beginners Guide
• Mergers & Acquisitions (Part 1)
• Mergers & Acquisitions ( Part 2)
• Strategic Planning
• Strategic Planning Manual
• The Balanced Scorecard 
• The Management of Capital

Business Intelligence Tools - BI Tools For The ipad.

Business Intelligence Tools are distinct in terms of price, use and functions. There are various manufacturers and vendors of Business Intelligence tools who are in good position to advice you on the best tools to meet your organization’s needs. A good advice from the vendor will be able to bring to your knowledge the strengths, weaknesses, differences, cost and functions of the various Business Intelligence tools. It is good however to ensure that the vendor is giving you accurate information through consultations with credible Business Intelligence experts.

Business Intelligence tools are instrumental when it comes to reporting, dash boarding and analysis. There are various Business Intelligence tools to look at including:

           Business Intelligence Tool                                   Version          Vendor

1.	Oracle Enterprise BI Server	11g1	Oracle
2.	Business Objects Enterprise XI	r4	SAP
3.	Microsoft BI tools (integrated BI offering*)	2008/2010	Microsoft
4.	SAS Enterprise BI Server	9.2	SAS Institute
5.	Microstrategy	9	Microstrategy
6.	IBM Cognos Series 10	10.1	IBM
7.	QlikView	10	QlikTech
8.	Board Management IntelligenceToolkit	7.1	Board International
9.	BizzScore Suite	7.3	EFM Software
10.	WebFocus	8	Information Builders
11.	Oracle Hyperion System	9	Oracle
12.	SAP NetWeaver BI	7.3	SAP
13.	Actuate	9.1	Actuate
14.	Style Intelligence	11	InetSoft
15.	Pentaho BI suite (open source)	4	Pentaho
16.	Tableau Software	6.1	Tableau Software

It is worth noting that the role of mobile devices in the Business Intelligence field is growing in terms of functionality. Of these devices the tablets are said to be on the forefront in swallowing up Business Intelligence functionality.

For those of us who are interested in carrying out Business Intelligence functions using the ipad, there are several good Business Intelligence tools available for this sleek device. Some of these Business Intelligence applications that can be used by the ipad include:-

·         MicroStrategy

·         Qlikview

·         Roambi

·         Tibco Spotfire

·         Yellowfin 

At the end of the day it is upon the organization to do due diligence and an audit in order to establish what Business Intelligence tools will work to the organization’s advantage.

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Research & Development

Research and Development are at the core of any product development. Leading companies are known to invest billions of dollars in product development by leveraging their R and D departments. Investment is R and D is highly capital intensive but the returns are worth every dime. It is worth noting that R and D can also take a very long time before the actual product can find its way in the market.

Pharmaceutical companies invest a lot of time in research. It can take even decades for a drug to go through research, testing, licensing and finally being released into the market. This basically means that the funds and the time invested in R and D is massive. This therefore calls for prudence and meticulous planning in order to ensure that every second and every dime is put into proper use. It would be a pity for all the investments put into the research and development of a product to go up in smoke.

It is worth noting that R and D departments need foresight as part of their strategy. The world has witnessed expensive ventures fail because of lack of foresight in the part of the planners. The introduction of the concord is a good example of an expensive strategy gone wrong. Any organization worth its salt should minimize losses by engaging only in viable ventures after thorough research. Any discrepancies that come at the R and D stage should be taken care of immediately and nothing should be left to chance. This is important in helping organizations gain as much as possible from their R and D strategy.

Research and Development is an expensive venture and as such due diligence needs to be carried out with the sole aim of maximizing the returns from the end product.

Should Your University Matter To Your Potential Employer?

A look at the employee profiles of the leading global institutions will reveal an interesting trend as far as the recruitment process is concerned. It is apparent that many global companies have a preference for graduates from certain universities. This means that for such organizations if your certificate is not reading something like Wharton, Insead, Kellog, Havard, MIT or any other institution along such lines, then employment for you in such organizations will be a tall order.

The question that many people are asking is “isn’t a degree just a degree regardless of the school one went to?” The appropriate answer to this question is ‘yes’ and ‘no’. “Yes” because an MBA from an Ivy League university carries more weight in terms of student preparation, industrial exposure and experience. “No” because the basics of a certain MBA program are the same across all the institutions of higher learning. A Strategic Management program has some basics that are homogeneous across the board and as such a graduate from any reliable and recognized business school can do the job.

Employers should therefore approach the recruitment process with caution in order to tap talents extensively from the various schools across the globe. This is a great way of creating diversity because recruiting only from Ivy School universities at the expense of other universities might subject the organization to only “Ivy league ideas.”

The burden of the employee is however to be the best they can be regardless of their undergraduate or graduate schools. Not everyone can make it to an elite Ivy League university and so employers should be prudent enough not to deny graduates opportunities to grow just because they do not fit in the elite class of universities. At the end of the day it’s the results and productivity of the employee in question that matters. 

The Social Networking Strategy

The past few years have witnessed an explosion of the social networking sites. Initially such sites were used mainly by individuals to catch up with friends and family members.  This was when employers were not very lenient on employees who were found logging into the social networking sites. Some employers even went a step further to block internet use in their offices because employees who used social networking sites were thought to be wasting the organization’s time and resources.

However times have changed and the past few years have witnessed multinationals and global companies finding their space in the social networking platform. This is because the social networking platform has got a potentially global constituency for the various global organizations. It is common nowadays to get updates and strategic articles through a company’s facebook page which is in a sense more leveraged compared to waiting for people to log onto a company’s traditional website.

The social networking sites have provided great opportunities for companies and individuals who are keen on finding either a local or global footprint. Individuals and small business entities without their own websites are taking advantage of the social networking sites to create a constituency of customers and for the marketing of products. Celebrities, churches, not for profit organizations, politicians and everyone that cares to connect with the entire are finding their space in the more affordable social networking sites.

It is therefore important for organizations and individuals to come up with their own social networking strategy that’s to help them stay ahead of the competition. This can be in terms of leveraging your marketing and products or in the competition for talent. Some companies are not just using the social networking platform for marketing purposes but also as an interface for recruiting the best talent.

This therefore calls for organizations to come up with 360 degrees strategies that will help them circumvent the modern day dynamic market.

Re-ignite Your Dreams

A dream is in a sense an innate confirmation of where we are going. It is an evidence of what we haven’t seen and where we haven’t been. It is a source of strength and encouragement whenever we encounter obstacles. It is what keeps individuals and the society on the straight and narrow path whenever dark clouds gather and the storms strike.

Dreams are tied to faith and as such pursuing your dreams is basically a step of faith. The reality of life is that our dreams will be tested from time to time and there will be numerous occasions where we’ll feel like letting go of our dreams and ambitions. It is common for people to give up on their dreams altogether as a result of fatigue and burn out. The pursuit of our dreams is a pilgrimage and the path is laced with all sorts of discouragement and obstacles. However the greatest hindrance that we are likely to encounter in the pursuit of our dreams is spiritual and psychological fatigue. This tends to be the breaking point for most people and so “times of refreshment” are important at this point.

It is therefore important for us to always take time out from all the hustle and bustle of everyday life to reflect and analyze the path to our dreams. We need to go back to the place where we were really excited about our dreams before the fatigue and burn out overwhelmed us. This is an important moment of reflection and decision making as far as getting back on track is concerned. The path to achieving our goals may not be clear cut and so there might be some detours on our way there. The most important thing though is to fix our eyes on the prize and not lose focus because of the distractions around us if we are really serious about achieving our goals.

Letting go of our God given dreams is a sure way of letting go of God’s purpose for your life which is disobedience. We therefore need to take time out to water and nurture our dreams in order to become all that God made us to be.

So, take time out today and re-ignite your glorious dreams.

Inspirational Leadership

Good leaders should have the ability to manage, build consensus, be pragmatic, communicate effectively and basically steer the organization towards its destiny. However one of the most ignored traits of good leadership is that of “inspiration.” Whenever an organization or a crisis faces difficulties, one of the most uplifting things that a leader can give to the people is inspiration.

Even the most talented and qualified people within an organization will from time to time need an uplifting word in times of despair. The truth of the matter is that all organizations encounter stormy seasons from time to time and when this happens the people tend to look upon their leader to tell them that it’s all going to be well at the end of the day. It’s the leader’s prerogative to assure the people that the current stormy situation is just but a passing cloud which will pass someday.

The world has witnessed powerful Heads of State come out to inspire the citizenship of a country is times of crisis. Amidst tears and heartbreaks, Heads of State and Government have had to face the citizenship and the entire world while categorically stating that they are in charge and that with the help of the citizenship they shall overcome. We all remember the assurance given by President George W. Bush to the Americans and the world after the September 11 terrorist attacks. “You are either with us or with the terrorists” is the statement that summed it all up for the Americans and the world. It was a statement of unity and of purpose.

An inspired organization is a combative organization. The strength of a leader goes a long way in building consensus and unity among the people. While acknowledging the fact that leaders are mere mortals with frailties and emotions just like everybody else, it is imperative to state that a leader’s inspiration lies in knowledgeable advice and wise counsel. This therefore calls for leaders to surround themselves with people of great repute, moral character and great wisdom. A leader should surround himself or herself with inspirational people who have walked the walk and have succeeded in the process.

This inspiration from within a leader’s inner circle can then be transferred to the masses within an organization or a nation. At the end of the day it is worth noting that an inspired people are a potentially successful people which is good for any organization or nation.

Decisive Leadership

One of the most frustrating things to followers is having an indecisive leadership. Whenever people feel like their leadership doesn’t seem to have a firm stand on an issue, frustration sets in. An organization with a captain who seems to have no sense of direction is bound to crumble to small tiny pieces because of the perceived lack of firmness on the part of the leadership.

Proponents of hands on leadership argue that this type of leadership ensures that everything and every aspect of an organization is always in the radar of the top leadership. Despots and dictators have perfected the art of hands on leadership to the point of making their juniors irrelevant and discontented since the “big man” will seem to be running the whole organization or country singlehandedly.

On the other hand leaders who employ a hands off approach to management might seem out of touch with the reality on the ground and on some happenings within the organization. Such leaders might wake up one day to find an organization in disarray because everyone seems to be doing what they deem fit in an alleged directionless organization. The upside of hands off leadership lies mainly in personal development of the junior managers. This is partly because it inspires confidence and decision making in the part of the junior managers who feel part and parcel of the decision making process. It also makes junior managers responsible for their decisions since they are not working like puppets.

Regardless of whether a leader employs a hands on or a hands off approach, he or she needs to be the radar to the entire organization and people need to trust that they are being led towards their destiny as a society and as individuals. Top leaders should firmly chart the way for the entire organization. Jesus Christ is the best example of a leader who leads his organization by making firm decisions which might be unpopular but fruitful.

It is therefore imperative for leaders to be on the forefront when it comes to making decisions for the good of the followers in order to avoid a case of the followers trying to “lead themselves” which is a recipe for chaos.

Leadership

Leadership is said to be the highest form of management in any organization whether small or big. The highest level of leadership is said to be "people management." Any leader with good people management skills is bound to be successful both in the boardroom and in the field.

It is therefore imperative for interviewers to gauge interviewees leadership skills by giving a special emphasis on their track record as far as dealing with people is concerned. There is a big difference between managing people and managing systems. An IT manager might be quite knowledgeable in the management of IT systems but might not be very good in managing the IT team under his or her watch.

Organizations should therefore take heed of the post to be filled and the type of skills needed for the holder of the post to work effectively. This is a good way of ensuring that only the right people are given the right job.