That’s a thoughtful contribution. You are indeed right that many Kenyan firms are frozen from within, and could do with some fresh talent. But equally, I discern some more modern-thinking ones who have gone too far the other way: going to the market for every vacant position.

Both are dysfunctional. Both have misunderstood the idea of talent. Both are failing to achieve the kind of success that comes from sustenance of a high-performing team.

Please allow me to contribute my two cents worth on this theme of promoting from within.

The unfortunate reality is that rather than seek out, employ and promote unconventional employees with game-changing business ideas, most of our companies today prefer to employ and reward conformist individuals who fit into a particular conservative mould, all in the name of “corporate stability and continuity”. Ironically, it is these same companies that then pay huge sums to outside consultants who interestingly enough, offer them the very same ideas that the rejected would-be employee would have introduced into the company!
Apparently, the unwritten management rule seems to be – if the idea comes from within, it is a “risky” investment but if the same idea comes from a blue-chip consultant at triple the cost, then it must obviously be “a proven winner”. (This probably explains why many Kenyan professionals nowadays aspire to be professional consultants!)

But then again, considering that Steve Jobs ideas for the Macintosh were turned down by his first employer, ATARI (they probably assumed that ideas from a college dropout with long shaggy hair and a hippie attitude weren’t worth listening to!), It appears that Kenyan managers are in very good company.

Truly, as the French say, “Plus ca change, plus c’est la meme chose!”

Best Regards,
Mbogo.