Most organizations don’t grow because they don’t change. They tweak processes, play with new products, or shift people around, but real transformation? Rare. UGAFODE Microfinance Ltd, however, didn’t just grow, it tripled its size, doubled its loan book, expanded into refugee settlements, and became a leader in financial inclusion. And no, this didn’t happen because of luck or market conditions. It was engineered. Back in 2021, UGAFODE was just a decent microfinance institution facing critical challenges. With UGX 84 billion in total assets, a loan portfolio of UGX 56 billion, and deposits at UGX 32 billion, most of which was…
I use the VAKS model—Values, Attitudes, Knowledge, and Skills.
When I walk into an organization to drive culture transformation, I don’t start with posters, mission statements, or flashy words. I diagnose first just like a good doctor. I ask: What’s in the bloodstream of this organization? Culture isn’t what’s written; it’s what people do when no one is watching a)Values – If leadership doesn’t live the values, don’t expect employees to. I expose misalignments. If a bank claims “customer-first” but managers ignore clients, that’s not a culture it’s a lie. You have seen it the bank manager behaves like the President of a country. Not easy to meet. I…
DOGE moved the Cheeze! what next?
In Spencer Johnson’s “Who Moved My Cheese?”, we encounter two mice, Sniff and Scurry, and two little people, Hem and Haw, navigating a maze in search of cheese a metaphor for the resources and success we seek in life. When their cheese supply is unexpectedly moved, the characters’ varied responses highlight the human reactions to change. While Sniff and Scurry quickly adapt and search for new cheese, Hem resists. However, Haw eventually learns to embrace the new reality. This story underscores the importance of anticipating change and being prepared to adapt when circumstances shift. When leaders of public or private…
Misaligned priorities lead to rowing in circles hence poor strategy execution
If you are not progressing as you should, the issue is not strategy. It is your execution discipline. In my experience, many leaders know where they want to be (vision/ambition/goals); and where they are now (current performance). The challenge is how to close the gap (how to get there). As Mr Strategy, that is the gap I come to help bridge work with your team and bring fresh air to the discussion to agree on the set of priority interventions to get there. Imagine a rowing team where every crew member is strong, disciplined, and eager to win. The problem?…
Why They Stay Stuck And Why Others Don’t
Let’s talk about two managers: Peter and Alice. Both joined the same company, at the same time, in the same role, and were talented. Ten years later, Peter is still in middle management, drowning in meetings and tasks. Alice? She’s on the senior leadership team. What happened? Take the case of Peter Kalema. Peter is good at his job. He knows his processes inside out. His team likes him. He meets KPIs consistently. But that’s all he does. Peter gets stuck in the “execution trap.” He’s a dependable workhorse. Always the go-to guy for putting out fires. But here’s the…
Are you “most organizations” or a special organization?
Most organizations operate like a sports car with the emergency brake on. Lots of energy and time are spent on hiding flaws, trying to appear perfect and spotless. Such organizations are not authentic and obviously not responsible. To win, create a culture where weaknesses are aired and tackled head-on. That’s acceleration. Want to start a new year with fresh energy, culture change and team focus? In box, let’s talk. #culture #mrStrategy #transform #win
