Connect with us

Co-operatives 101 (iv): An Olive Branch to Stakeholders (ii)

“…Drops in separation could only fade away, drops in co-operation made the ocean“ -Mahatma Gandhi

Dear reader, welcome to part ii (two) of part iv (four) of this series, Co-operative 101. This installment is an extension of part i (one) of part iv (four) -‘An Olive Branch to Stakeholders’. Part one started the journey of extending a Co-operative olive branch to current and potential Co-operative movement stakeholders. It spoke to the following stakeholders: Ministry of Youth, Sport and Culture (MYSC) –Youth Desk; Poverty Eradication Programme; Gender Affairs Department (GeAD) – Women Economic Empowerment Programme; Legislators and Policy Makers; and the Human Resource Development Council (HRDC).

It addressed these stakeholders distinctly and in some cases collectively. It fundamentally showed the relevance of the stakeholders in Co-operative development, as well as the relevance of the Co-operative movement in the respective stakeholder’s aims, objectives and mandate. Furthermore it called for swift and strategic partnership in advancement of identified common objectives. This installment continues the same spirit and purpose. It extends a Co-operative olive branch to other strategic partners, namely: Bot50; The Fourth Estate (media); Business Development Centers, Research Institutes and Think Tanks; VLIs (Village Level Institutions); Framers Associations; Funding Institutions and; Motswana ko lwapeng.    

1. Bot50;

Dear Bot50, we know it hasn’t been long since your established and you will probably not been in existence post the 50 years celebrations. We also acknowledge your existence this far has not been an easy one, actually it has been one the most difficult and consistently criticized establishments in our life time so far. ESP (Economic Stimulus Programme) and the Vision 2036 council had their fair share of tribulations and criticism but they are far from matching the Bot50 level. Nonetheless, some of us earnestly believe Bot50 is a noble establishment; its establishment was necessary and monumental.

Its mandate is essential especially in this spectacular year -as Botswana celebrate 50 years of independence and relative prosperity.  I assume Co-operative enthusiasts, like every other sector, wish Bot50 well in their mandate and associated obligations. It is equally important to acknowledge that a lot of work has already been done and probably at an advanced stage. However we would like to plead and remind you that Co-operatives have amazing stories to tell and prove regarding our country’s fifty years of independence. Furthermore; Co-operatives have a seemingly promising and inclusive future to offer Botswana and Batswana. A future centered on redressing shortfalls of the past fifty years whilst preserving and escalating our country’s gains this far. Based on this brief background it is evident a strategic partnership between Bot50 and the Co-operative movement is necessary and long overdue.

2. The Fourth Estate (Media);

The title ‘Fourth Estate’ is used herein to show the utmost respect to the media fraternity at large. The title best describes the media’s distinct and critical role as the fourth arm of government. From a Co-operative enthusiast standpoint, I would like express greatest appreciation for the support and coverage the ‘Fourth Estate’ has extended the Co-operative movement so far. Most of us learnt about the Co-operative movement and ideology through the ‘Fourth Estate’. Most outreach programs and recruit of members to the Co-operative movement is largely through the ‘Fourth Estate’.

Similarly, most Co-operative enterprise goods and services reach their target market through the ‘Fourth Estate’. Most of the critical Co-operative movement advocacy and lobbying efforts reach legislators and policy makers through the ‘Fourth Estate’. The existence, growth and prosperity of the Co-operative movement rely heavily on the ‘Fourth Estate’. It is in this regard that the efforts of the ‘Fourth Estate’ in advancing the growth and prosperity of the co-operative movement should be noticed encouraged and continued. Though the Co-operative movement media relation and partnership strategy seems undefined yet, it is necessary for the Co-operative movement to swiftly move towards a clearly defined media relations strategy to enable the ‘Fourth Estate’ to better and easily help the co-operative movement advance its noble purpose.

3. Research Institutes and Think Tanks;

One of the biggest challenges the local Co-operative movement, like many other sectors in country, face is the lack of timely, reliable and accurate local research or data generation. This has resulted in the movement’s advocacy relying heavily on generalized West Africa research findings and recommendations. Though the findings and recommendations are mostly relevant, easily generalized and applicable to our context, it is essential for us (Botswana) to start conducting our on research and drawing our own findings and recommendations.  These will help our advocacy and lobbying to be more relevant, precise and focused.

There is a generally heated debate on the relevance and significance of our ‘Think-Tanks’ and ‘Research Institutes’. There is a school of thought arguing that our ‘Think-Tanks’ and ‘Research Institutes’ have lost focus and becoming a waist of funds. I opt not to go into that debate in this installment. This installment is purely meant to link the Co-operative movement to our ‘Research Institutes’ and ‘Think-Tanks’. There is a lot of advocacy and lobbying the Co-operative movement has to undertake, in this advocacy and lobbying journey the movement will need backing and technical mentorship from these institutes. Furthermore Economic Development and Community Development research fellows in these institutes will also need viable research areas to advance and/or maintain their academic and professional relevance. With that said handshakes between the Co-operative movement, research institutes and think tanks is necessary and long overdue.

4. Village Level Institutions (VLIs);

Unfortunately, one of the erroneously undermined development institutions in our country are VLIs (Village Level Institutions). VLIs herein are deduced from the three main institutional structures in our society; -central, district and local.  VLIs fall under local structures. The most common VLI is the VDC (Village Development Committee) and DYCs (District Youth Councils). These are simply locality-based community institutions that have been established to legitimize/authorize participation by ordinary Batswana in the implementation of the country’s decentralized programming efforts. I would not like to get into the specifics of why VLIs such as VDCs and DYCs are not doing very well and what could be done to enable them to achieve much more. I would only like to encourage the leadership of VLIs to consider Co-operatives as one the most viable and relevant economic development models in their respective jurisdictions. Compared to central and district level structures, local level structures are best placed to advance Co-operative enterprises. Out of the possible local level development options, Co-operatives are one of the best avenues. This is simply based on their distinguished and inherent values such as; self-help, self-responsibility, democracy equality and concern for community.

5. Framers Associations;

History teaches us the Co-operative ideology was heavily centered on sustainable agricultural production. Even today the largest chunk of the combined international Co-operative movement revenue is generated by agriculture related Co-operatives. Furthermore agriculture plays a very critical role in Food and Nutrition Security of every country. In the same light, the whole world is concerned by acute contemporary challenges facing the food production sector at large. Some of these challenges include high and escalating costs of production, unfair competition against import products and frequent disease out breaks. Best practice case studies from neighboring countries shows that farmers there found refuge and solace in the Co-operative business model. These farmers joined hands to: -benefit from economies of scale, -speak and lobby in one voice, -support each other through the tribulations of the risky farming business and; -produce in unity to feed their nation; create jobs and; reduce the import bill. This is the direction every farmer and country wishes to take. This is the direction the co-operative movement wishes to take in unison with the farming community in our country.

6. Funding Institutions;

The journey to get funding institutions to consider funding Co-operatives has been a long and seemingly fruitless one. One of the key pillars of Botswana’s Co-operative Transformation Strategy focuses purely on the element of Co-operative funding/financing. It is in this regard that Co-operatives individually and the Co-operative movement as a block have been trying relentlessly to convince funding institutions to consider funding Co-operative enterprises. However, the good news is CEDA (Citizen Entrepreneurial Development Agency) has already come to the party and has opened its doors to well managed and viable deserving Co-operative establishments. Hopefully this development will motivate and encourage other funding institutions to open their doors to deserving and convincing Co-operatives. Funding institutions should note that deserving viable Co-operatives, like other sectors, have the interests of their sectors and the country at heart. They intended to stimulate necessary economic activity, generate income, create jobs and diversify our mineral based economy.   

7. Motswana ko lwapeng.   

Motswana ko lwapeg, kindly note that you have a huge role to play in the progress and prosperity of Co-operatives. Co-operatives thrive on membership; membership is a collective of individuals starting with you. It is therefore important for you to consider joining or establishing a Co-operative of your interest and aspirations. Secondly Co-operatives thrive on clients purchasing their products/goods and services. Simply put they rely on you taking a deliberate decision to support their goods and services before considering other competitors. Motswana ko lwapeg kindly remember that by supporting Co-operative enterprises you are; alleviating poverty, uniting people, reducing equalities and promoting social justice.

*Taziba is a Youth Advocate, Columnist & Researcher with keen interest in Youth Policy, Civic Engagement, Social Inclusion and Capacity Development (7189 0354/ 

Continue Reading


Can we cure ourselves from the cancer of corruption?

28th October 2020
DCEC DIRECTOR: Tymon Katholo

Bokani Lisa Motsu

“One of the saddest lessons of history is this: If we’ve been bamboozled long enough, we tend to reject any evidence of the bamboozle. We’re no longer interested in finding out the truth. The bamboozle has captured us. It’s simply too painful to acknowledge, even to ourselves, that we’ve been taken. Once you give a charlatan power over you, you almost never get it back.” Carl Sagan

Corruption is a heavy price to pay. The clean ones pay and suffer at the mercy of people who cannot have enough. They always want to eat and eat so selfishly like a bunch of ugly masked shrews. I hope God forgives me for ridiculing his creatures, but that mammal is so greedy. But corruption is not the new kid on the block, because it has always been everywhere.

This of course begs the question, why that is so? The common answer was and still is – abuse and misuse of power by those in power and weak institutions, disempowered to control the leaders. In 1996, the then President of The World Bank, James D. Wolfensohn named the ‘C-Word’ for the first time during an annual meeting of the Bretton Woods Institutions. A global fight against corruption started. Transparency International began its work. Internal and external audits mushroomed; commissions of inquiry followed and ever convoluted public tender procedures have become a bureaucratic nightmare to the private sector, trying to fight red tape.

The result is sobering corruption today is worse than it was 25 years ago. There is no denying that strong institutions help, but how does it come that in the annual Transparency International Ranking the same group of countries tend to be on the top while another group of countries, many African among them, tend to be on the bottom? Before one jumps to simple and seductive conclusions let us step back a moment.

Wolfensohn called corruption a cancer that destroys economies like a cancer destroys a body. A cancer is, simplified, good cells in a body gone bad, taking control of more and more good cells until the entire body is contaminated and eventually dies. So, let us look at the good cells of society first: they are family ties, clan and tribe affiliation, group cohesion, loyalty, empathy, reciprocity.

Most ordinary people like the reader of these lines or myself would claim to share such values. Once we ordinary people must make decisions, these good cells kick in: why should I hire a Mrs. Unknown, if I can hire my niece whose strengths and weaknesses I know? If I hire the niece, she will owe me and support my objectives.

Why should I purchase office furniture from that unknown company if I know that my friend’s business has good quality stuff? If I buy from him, he will make an extra effort to deliver his best and provide quality after sales service? So, why go through a convoluted tender process with uncertain outcome? In the unlikely case my friend does not perform as expected, I have many informal means to make him deliver, rather than going through a lengthy legal proceeding?

This sounds like common sense and natural and our private lives do work mostly that way and mostly quite well.

The problem is scale. Scale of power, scale of potential gains, scale of temptations, scale of risk. And who among us could throw the first stone were we in positions of power and claim not to succumb to the temptations of scale? Like in a body, cancer cells start growing out of proportion.

So, before we call out for new leaders – experience shows they are rarely better than the old ones – we need to look at ourselves first. But how easy is that? If I were the niece who gets the job through nepotism, why should I be overly critical? If I got a big furniture contract from a friend, why should I spill the beans? What right do I have to assume that, if I were a president or a minister or a corporate chief procurement officer I would not be tempted?

This is where we need to learn. What is useful, quick, efficient, and effective within a family or within a clan or a small community can become counterproductive and costly and destructive at larger corporate or national scale. Our empathy with small scale reciprocity easily permeates into complacency and complicity with large scale corruption and into an acquiescence with weak institutions to control it.

Our institutions can only be as strong as we wish them to be.

I was probably around ten years old and have always been that keen enthusiastic child that also liked to sing the favourite line of, ‘the world will become a better place.’  I would literally stand in front of a mirror and use my mom’s torch as a mic and sing along Michael Jackson’s hit song, ‘We are the world.’

Despite my horrible voice, I still believed in the message.  Few years later, my annoyance towards the world’s corrupt system wonders whether I was just too naïve. Few years later and I am still in doubt so as to whether I should go on blabbing that same old boring line. ‘The world is going to be a better place.’ The question is, when?

The answer is – as always: now.

This is pessimistic if not fatalistic – I challenge Sagan’s outlook with a paraphrased adage of unknown origin: Some people can be bamboozled all of the time, all people can be bamboozled some of the time, but never will all people be bamboozled all of the time.

We, the people are the only ones who can heal society from the cancer of corruption. We need to understand the temptation of scale and address it. We need to stop seeing ourselves just a victim of a disease that sleeps in all of us. We need to give power to the institutions that we have put in place to control corruption: parliaments, separation of power, the press, the ballot box. And sometimes we need to say as a niece – no, I do not want that job as a favour, I want it because I have proven to be better than other contenders.

It is going to be a struggle, because it will mean sacrifices, but sacrifices that we have chosen, not those imposed on us.

Let us start today.

*Bokani Lisa Motsu is a student at University of Botswana

Continue Reading


Accounting Officers are out of touch with reality

19th October 2020

Parliament, the second arm of State through its parliamentary committees are one of Botswana’s most powerful mechanisms to ensure that government is held accountable at all times. The Accounting Officers are mostly Permanent Secretaries across government Ministries and Chief Executive Officers, Director Generals, Managing Directors of parastatals, state owned enterprises and Civil Society.

So parliament plays its oversight authority via the legislators sitting on a parliamentary committee and Accounting Officers sitting in the hot chair.  When left with no proper checks and balances, the Executive is prone to abuse the arrangement and so systematic oversight of the executive is usually carried out by parliamentary committees.  They track the work of various government departments and ministries, and conduct scrutiny into important aspects of their policy, direction and administration.

It is not rocket science that effective oversight requires that committees be totally independent and able to set their own agendas and have the power to summon ministers and top civil servants to appear and answer questions. Naturally, Accounting Officers are the highest ranking officials in the government hierarchy apart from cabinet Ministers and as such wield much power and influence in the performance of government.  To illustrate further, government performance is largely owed to the strategic and policy direction of top technocrats in various Ministries.

It is disheartening to point out that the recent parliament committees — as has been the case all over the years — has laid bare the incompetency, inadequacy and ineptitude of people bestowed with great responsibilities in public offices. To say that they are ineffective and inefficient sounds as an understatement. Some appear useless and hopeless when it comes to running the government despite the huge responsibility they possess.

If we were uncertain about the degree at which the Accounting Officers are incompetent, the ongoing parliament committees provide a glaring answer.  It is not an exaggeration to say that ordinary people on the streets have been held ransom by these technocrats who enjoy their air conditioned offices and relish being chauffeured around in luxurious BX SUV’s while the rest of the citizenry continue to suffer. Because of such high life the Accounting Officers seem to have, with time, they have gotten out of touch with the people they are supposed to serve.

An example; when appearing before the recent Public Accounts Committee (PAC), Office of the President Permanent Secretary, Thuso Ramodimoosi, looked reluctant to admit misuse of public funds. Although it is clear funds were misused, he looked unbothered when committee members grilled him over the P80 million Orapa House building that has since morphed into a white elephant for close to 10 successive years. To him, it seems it did not matter much and PAC members were worried for nothing.

On a separate day, another Accounting officer, Director of Public Service Management (DPSM), Naledi Mosalakatane, was not shy to reveal to PAC upon cross-examination that there exist more than 6 000 vacancies in government. Whatever reasons she gave as an excuse, they were not convincing and the committee looked sceptical too. She was faltering and seemed not to have a sense of urgency over the matter no matter how critical it is to the populace.

Botswana’s unemployment rate hoovers around 18 percent in a country where majority of the population is the youth, and the most affected by unemployment. It is still unclear why DPSM could underplay such a critical matter that may threaten the peace and stability of the country.
Accounting Officers clearly appear out of touch with the reality out there – if the PAC examinations are anything to go by.

Ideally the DPSM Director could be dropping the vacancy post digits while sourcing funds and setting timelines for the spaces to be filled as a matter of urgency so that the citizens get employed to feed their families and get out of unemployment and poverty ravaging the country.
The country should thank parliamentary committees such as PAC to expose these abnormalities and the behaviour of our leaders when in public office. How can a full Accounting Officer downplay the magnitude of the landless problem in Botswana and fail to come with direct solutions tailor made to provide Batswana with the land they desperately need?

Land is a life and death matter for some citizens, as we would know.

When Bonolo Khumotaka, the Accounting Officer in the Ministry of Land Management, Water and Sanitation Services, whom as a top official probably with a lucrative pay too appears to be lacking sense of urgency as she is failing on her key mandate of working around the clock to award the citizens with land especially those who need it most like the marginalised.  If government purports they need P94 billion to service land to address the land crisis what is plan B for government? Are we going to accept it the way it is?

Government should wake up from its slumber and intervene to avoid the 30 years unnecessary waiting period in State land and 13 years in Tribal land.  Accounting Officers are custodians of government policy, they should ensure it is effective and serve its purpose. What we have been doing over the years, has proved that it is not effective, and clearly there is a need for change of direction.

Continue Reading


Is it possible to make people part of your business resilience planning after the State of Public Emergency?

12th October 2020


His Excellency Dr Mokgweetsi EK Masisi, the President of the Republic of Botswana found it appropriate to invoke Section 17 (1) of the Constitution of the Republic of Botswana, using the powers vested in him to declare a State of Public Emergency starting from the 2nd April 2020 at midnight.

The constitutional provision under Section 17 (2b) only provided that such a declaration could be up to a maximum of 21 days. His Excellency further invoked Section 93 (1) to convene an extra- ordinary meeting of Parliament to have the opportunity to consult members of parliament on measures that have been put in place to address the spread and transmission of the virus. At this meeting Members of Parliament passed a resolution on the legal instruments and regulations governing the period of the state of emergency, and extended its duration by six (6) months.

The passing of the State of Emergency is considered as a very crucial step in fighting the near apocalyptic potential of the Novel COVID-19 virus. One of the interesting initiatives that was developed and extended to the business community was a 3-month wage subsidy that came with a condition that no businesses would retrench for the duration of the State of Public Emergency. This has potentially saved many people’s jobs as most companies would have been extremely quick to reduce expenses by downsizing. Self-preservation as some would call it.

Most organisations would have tried to reduce costs by letting go of people, retreated and tried their best to live long enough to fight another day. In my view there is silver lining that we need to look at and consider. The fact that organisations are not allowed to retrench has forced certain companies to look at the people with a long-term view.

Most leaders have probably had to wonder how they are going to ensure that their people are resilient. Do they have team members who innovate and add value to the organisation during these testing times? Do they even have resilient people or are they just waiting for the inevitable end? Can they really train people and make them resilient? How can your team members be part of your recovery plan? What can they do to avoid losing the capabilities they need to operate meaningfully for the duration of the State of Public Emergency and beyond?

The above questions have forced companies to reimagine the future of work. The truth is that no organisation can operate to its full potential without resilient people. In the normal business cycle, new teams come on board; new business streams open, operations or production sites launch or close; new markets develop, and technology is introduced. All of this provides fresh opportunities – and risks.

The best analogy I have seen of people-focused resilience planning reframes employees as your organisation’s immune system, ready and prepared to anticipate risks and ensure they can tackle challenges, fend off illness and bounce back more quickly.  So, how do you supercharge your organizational immune system to become resilient?

COVID-19 has helped many organisations realize they were not as prepared as they believed themselves to be. Now is the time to take stock and reset for the future. All the strategies and plans prior to COVID-19 arriving in Botswana need to be thrown out of the window and you need to develop a new plan today. There is no room for tweaking or reframing. Botswana has been disrupted and we need to accept and embrace the change. What we initially anticipated as a disease that would take a short term is turning out to be something we are going to have to live with for a much longer time. It is going to be a marathon and therefore businesses need to have a plan to complete this marathon.

Start planning. Planning for change can help reduce employee stress, anxiety, and overall fear, boosting the confidence of staff and stakeholders. Think about conducting and then regularly refreshing a strategic business impact analysis, look at your employee engagement scores, dig into your customer metrics and explore the way people work alongside your behaviours and culture. This research will help to identify what you really want to protect, the risks that you need to plan for and what you need to survive during disruption. Don’t forget to ask your team members for their input. In many cases they are closest to critical business areas and already have ideas to make processes and systems more robust.

Revisit your organisational purpose. Purpose, values and principles are powerful tools. By putting your organisation’s purpose and values front and center, you provide clear decision-making guidelines for yourself and your organisation. There are very tough and interesting decisions to make which have to be made fast; so having guiding principles on which the business believes in will help and assist all decision makers with sanity checking the choices that are in front of them. One noticeable characteristic of companies that adapt well during change is that they have a strong sense of identity. Leaders and employees have a shared sense of purpose and a common performance culture; they know what the company stands for beyond shareholder value and how to get things done right.

Revisit your purpose and values. Understand if they have been internalised and are proving useful. If so, find ways to increase their use. If not, adapt them as necessities, to help inspire and guide people while immunizing yourself against future disruption. Design your employee experience. The most resilient, adaptive and high performing companies are made up of people who know each other, like each other, and support each other.

Adaptability requires us to teach other, speak up and discuss problems, and have a collective sense of belonging. Listening to your team members is a powerful and disruptive thing to do. It has the potential to transform the way you manage your organisation. Enlisting employees to help shape employee experience, motivates better performance, increases employee retention and helps you spot issues and risks sooner. More importantly, it gives employees a voice so you can get active and constructive suggestions to make your business more robust by adopting an inclusive approach.

Leaders need to show they care. If you want to build resilience, you must build on a basis of trust. And this means leaders should listen, care, and respond. It’s time to build the entire business model around trust and empathy. Many of the employees will be working under extreme pressure due to the looming question around what will happen when companies have to retrench. As a leader of a company transparency and open communication are the most critical aspects that need to be illustrated.

Take your team member into confidence because if you do have to go through the dreaded excise of retrenchment you have to remember that those people the company retains will judge you based on the process you follow. If you illustrate that the business or organization has no regard for loyalty and commitment, they will never commit to the long-term plans of the organisation which will leave you worse off in the end. Its an absolutely delicate balance but it must all be done in good faith. Hopefully, your organization will avoid this!

This is the best time to revisit your identify and train your people to encourage qualities that build strong, empathetic leadership; self-awareness and control, communication, kindness and psychological safety.  Resilience is the glue that binds functional silos and integrates partners, improves communications, helps you prepare, listen and understand. Most importantly, people-focused resilience helps individuals and teams to think collectively and with empathy – helping you respond and recover faster.

Article written by Thabo Majola, a brand communications expert with a wealth of experience in the field and is Managing Director of Incepta Communications.

Continue Reading
Do NOT follow this link or you will be banned from the site!