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…

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

“Celebrating mediocrity isn’t encouragement—it’s an apology for setting the bar too low.” Companies love to shower applause on anyone who completes a task or meets minimum expectations. Every report, every small success, no matter how insignificant, seems to earn recognition. And they have a word for it “Small milestones.” Celebrate milestones. Not “small” milestones. But here’s the truth: constant praise for routine work creates a culture that confuses adequacy with excellence. Leaders who applaud mediocrity undermine real achievement, leaving top performers overlooked and uninspired. Handing out trophies for simply “doing the job” doesn’t motivate people to go above and beyond;…

“An open door doesn’t guarantee an open mind; sometimes it just lets in the draft.” CEOs and managers love to boast about their open-door policies, imagining it’s a magnet for fresh ideas and honest feedback. But let’s cut through the corporate charade: an open door often leads to an empty room. Employees aren’t lining up to share groundbreaking concepts or candid concerns just because you left your door ajar. A case in point Take the example of a fictitious case of NileTech Solutions in Uganda. The CEO, Mrs. Achen, proudly maintained an open-door policy. She believed it fostered transparency and…

What you see in these images is an unfiltered view of neglect, pure and simple. No glossy edits, no sugar-coating. The first image shows fish swarmed by flies, abandoned in the open—neglected and ignored. It’s more than just food rotting and then waiting for sun to dry the rot off! I see it as a clear failure of responsibility. The second photo isn’t much better, a bucket of the same fish (but now dried) packed away as if containment is enough to fix the underlying problem. Buyers see the fish in the bucket and buy the delicacy, some eat it…

Here’s the uncomfortable truth: most leaders talk endlessly about culture, but they don’t actually do anything to enforce it. You think that a few inspirational speeches, some values on the wall, and a couple of team-building exercises are enough to create a lasting culture. Wrong. Culture doesn’t happen by osmosis. If you want culture to stick, you’ve got to enforce it. It’s not enough to hope people will absorb it. You have to make it impossible to ignore. Culture is about behavior—and behavior changes when it’s tied to consequences. If you’re not tying actions to outcomes, all your cultural transformation…