The TAXMAN

URA trains Managers
in Leadership.
Doreen Nansamba, the
Ag. Manager Human
Resource Development
shares some insights with
the Taxman team.
Q. What is genesis of the -
Get Engaged and Reinforced
program GEAR?
A. In the past, URA placed greater
emphasis on systems, procedures
and technology as a way of achieving
the organization’s mandate. During
the period 2008-11, the Authority
experienced a high staff attrition rate of
7.6% mainly due to low staff motivation,
limited career and development
opportunities, and wanting leadership
skills especially at the middle
management level as indicated by the
Employee Value Proposition (EVP)
report 2011.
In March 2013, an organizational
climate survey was carried out and
the results indicated that among areas
assessed, career management and
leadership development still remained
major challenges. URA also has a very
young and dynamic workforce which
is attuned to continuous learning
and always seeking more career
development opportunities. This
requires seasoned and experienced
line managers with the ability to coach,
mentor, develop and harness talent.
In line with the need to reinforce the
key EVP pillar of visionary leadership,
the authority also intended on building
transformational and visionary leaders
that will deliver her strategic agenda
building on the successes of the
executive leadership program covering
the senior management team - Fired Up
For Effective Leadership (FUEL).
What is the future of the
program?
The plans are to have continuous
engagements between senior
management and middle managers on
various areas of leadership as may arise.
The GEAR class just like the FUEL
class will continue with post GEAR
programs for continuous development.
We also hope to implement a
mentoring relationship between senior
management and middle managers.
Why the program?
The program was intended to
a) Develop visionary and insightful line
managers.
b) Build capacity for effective
mentorship at peer and subordinate
level.
c) Elevate the line management
leadership to meet the growing business
demands.
d) Develop and institutionalize the
Authority’s leadership brand.
e) Strengthen the management skills
and competencies.
What was the duration of the
program?
The Program ran for one year.
How was the program