The Executive Secretary of the Nigerian Shippers’ Council, Dr. Akutah Ukeyima has charged middle-level officers of the Council to embrace innovation, discipline, accountability and continuous learning as critical drivers of institutional transformation and sustainable growth.
Ukeyima gave the charge as he unveiled the Council’s Retreat Governance and Performance Management Policy aimed at strengthening institutional performance and ensuring that retreat resolutions are translated into measurable outcomes across the organisation.
Speaking at the opening of the Operational Retreat for Grade Level 12–14 officers of the NSC in Abeokuta, Ogun State on Thursday, Ukeyima described middle managers as the engine room of performance, innovation and transformation, stressing that their role is crucial to the successful implementation of the Council’s strategic objectives.
The retreat, themed “Middle Managers as Catalysts for Excellence and Innovation: Building the Next Generation of Leaders for Institutional Transformation and Sustainable Growth,” brought together officers across various departments to strengthen leadership capacity, succession planning and institutional effectiveness.
According to the NSC boss, the Council’s evolving mandate as Nigeria’s Port Economic Regulator and trade facilitation institution requires officers who are disciplined, innovative, adaptable and results-oriented.
He noted that ongoing initiatives, including trade facilitation reforms, digital transformation programmes, the National Single Window project, economic regulatory interventions, cargo interest protection mechanisms and inland connectivity projects, depend heavily on the commitment and leadership of middle-level managers.
“As we pursue the objectives of the Nigerian Shippers’ Council Strategic Plan 2025-2029, we must recognize that strategies alone do not produce results. Results are achieved through effective execution.
“It is at your level that plans become programmes, policies become actions, and aspirations become achievements. You are therefore expected not only to manage tasks but also to champion change, drive performance, foster collaboration, and inspire excellence within your respective departments and units, ” he said.
He identified discipline, professionalism, integrity, accountability and innovation as core values required for effective leadership, urging participants to demonstrate punctuality, diligence and adherence to established procedures.
The NSC boss also called on officers to cultivate a strong sense of ownership and responsibility for institutional outcomes, encouraging them to focus on solutions rather than excuses when faced with challenges.
He further stressed the need for teamwork and cross-functional collaboration, noting that no department can effectively deliver the Council’s mandate in isolation.
According to him, middle managers must also serve as mentors and role models for younger officers by transferring knowledge, building confidence and preparing the next generation of leaders within the organization.
Highlighting the Council’s ongoing transformation efforts, Ukeyima urged participants to continually upgrade their skills and remain open to new ideas, saying continuous learning would be essential for career advancement and institutional growth.
“I do not merely see Grade Level 12-14 officers. I see future Assistant Directors, Deputy Directors, Directors and future leaders of this institution.
“The habits you cultivate, the values you uphold, and the leadership qualities you develop today will shape not only your individual careers but also the future of the Nigerian Shippers Council,” he told the participants.
Speaking on the Council’s new Governance and Performance Management Policy, Akutah said it will serve as the institutional framework for the planning, execution, implementation, monitoring and evaluation of all strategic and middle management retreats within the organization.
“This policy is intended to strengthen the linkage between the Council’s Strategic Plan, organizational Key Performance Indicators (KP|s), departmental deliverables, and individual PMS targets, ensuring that retreat resolutions are translated into measurable actions, improved organizational performance, and sustainable institutional results.
“Accordingly, all approved retreat resolutions, communiqués, and action points shall be incorporated into departmental work plans and performance assessment frameworks, with clearly assigned responsibilities, timelines, performance indicators, and reporting obligations.
“Furthermore, a Retreat Steering Committee shall be constituted under my supervision, to coordinate the planning, execution, documentation,
implementation, monitoring, and evaluation of all retreat outcomes. The Strategic Planning and Research Department shall maintain a Retreat Implementation Scorecard and submit periodic implementation reports to Management, while the Human Resources Management Department shall monitor compliance and ensure that approved retreat outcomes are fully integrated into departmental work plans, leadership development programmes, and the Council’s Performance Management System, ” he said.
Ukeyima expressed confidence that the retreat would equip participants with practical skills, fresh insights and renewed motivation to contribute more effectively to the realization of the Council’s mandate and strategic vision.
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