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Jemal, Belayneh face legal challenge over Sectoral Associations Council Leadership

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The election of MIDROC Investment Group CEO Jemal Ahmed as President of the National Chamber Sectoral Associations, with Belayneh Kinde as Vice President, has triggered a fierce legal dispute over new eligibility criteria and alleged violations of the law governing chambers of commerce and sectoral associations.

The controversy centres on a general assembly held on April 7, 2026, which installed the new leadership under recently issued Ministry of Industry guidelines. The rules require candidates to possess registered capital of at least one billion birr and to manage a minimum of two operational manufacturing plants.

Former Vice President and Acting President Abebayehu Girma, joined by Oromia Regional Council representative Woyuma Gemese and other plaintiffs, filed a lawsuit at the Federal First Instance Trade and Investment Court seeking to invalidate the election results. The court, established in 2022 to handle complex commercial, banking, insurance and construction disputes, has reviewed the case file and adjourned the matter until October 2026.

Plaintiffs argue that the new financial threshold directly contradicts Proclamation No. 341/2003, which governs the establishment of chambers of commerce and sectoral associations. The proclamation was originally designed to amplify the voices of small and medium-sized manufacturing enterprises across all regions, rather than concentrating leadership in the hands of large conglomerates.

“This is not a chamber of commerce; it is a council of sectoral associations,” Abebayehu said, criticising the criteria for sidelining regional manufacturers with smaller production capacities. “After working for 16 years under the previous foundational framework, the co-founders cannot fathom why such criteria were suddenly introduced.”

Beyond the financial barriers, the lawsuit contends that the election bypassed the legal framework governing leadership selection. Under Proclamation No. 341, the Sectoral Associations Council functions as an umbrella organisation encompassing regional councils from Oromia, Amhara, Tigray, Afar and Somali regional states, alongside national sectoral associations.

The plaintiffs assert that the new leadership breached the mandatory bottom-up representation system. To legally compete for any federal board, presidential or vice-presidential position, an individual must first serve as a board member within their respective regional council. However, they claim the recent election bypassed regional manufacturing representatives through handpicked individuals appointed via ministerial directives.

The lawsuit further highlights an alleged violation of Article 23 of Proclamation No. 341, which stipulates that candidates running for sectoral association board or presidential seats must be actual business owners rather than appointed managers or employees. The plaintiffs maintain that the election is illegal, noting that a majority of the newly appointed board members fail to meet this ownership criterion.

The National Chamber Sectoral Associations operates as a constituent member of the Ethiopian Chamber of Commerce and Sectoral Associations (ECCSA), which comprises nine regional chambers, two city chambers, one national sectoral council and six national-level sectoral associations. ECCSA acts as a bridge between the government and the private sector, advocating for an improved business environment. Established under Proclamation No. 341/2003, the council serves as the apex body for manufacturing-related councils in Ethiopia, tasked with promoting the country’s manufacturing sector globally and fostering industrial investment.

The current dispute reflects deeper tensions within Ethiopia’s business support architecture. In early 2024, the Ministry of Industry reportedly drafted legislation to split ECCSA into separate industrial and commercial lines, arguing that manufacturing industries were not receiving adequate focus under the existing multi-sector framework.

Compounding the legal battle is an administrative vacuum that has paralysed the institution for five months. Although the disputed election took place in late March, no formal handover of power or assets has occurred. Normally, a handover takes place within days of an election concluding to safeguard organisational assets, maintain ongoing certification programmes, update signature cards to prevent banking disruptions, and preserve institutional history.

The former administration reported that repeated attempts to establish communication with the new leadership yielded no response. While sources close to the new leadership claim the appointees delayed the handover to conduct a comprehensive study of the institution’s operations, the former group views this as a stalling tactic.

“How can they audit an office without knowing what information exists?” Abebayehu asked, arguing that institutional membership services and industrial support should not be halted under the guise of an audit.

The outcome of this legal battle carries profound implications for Ethiopia’s manufacturing sector, particularly for small and medium enterprises (SMEs). According to information from Ethiopian Enterprise Development (EED), there are currently 4,177 registered medium manufacturing enterprises operating in Ethiopia. Additionally, over 25,000 total enterprises have been registered across the country’s small and medium manufacturing sector.

While the new financial thresholds risk effectively sidelining smaller enterprises from leadership roles and muting their policy voice, supporters of the criteria argue that high-net-worth manufacturers are better positioned to tackle sector-wide challenges — such as foreign exchange shortages and logistical bottlenecks — while building robust supply chains and market linkages for smaller producers.

The case now rests with the Federal First Instance Trade and Investment Court. Observers note that the court’s adjournment to October signals a prolonged legal contest. The plaintiffs have formally asked the court to void the election results on the grounds that the new structure violates fundamental legal principles, disrupts established regional representation hierarchies, and has created an administrative vacuum.

Ultimately, the court’s ruling will determine whether the new financial thresholds and election processes align with the objectives of Proclamation No. 341/2003. Balancing the inclusion of small and medium manufacturers against the leadership aspirations of capital-rich actors underscores a foundational debate in Ethiopian industrial policy, one that will shape not only the leadership of the Sectoral Associations Council but also the representation and future trajectory of Ethiopia’s manufacturing sector.

Surging heavy machinery rental rates threaten fixed-price contracts

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Rising heavy machinery rental rates, driven in part by the growing presence of international construction firms, are threatening the viability of fixed-price contracts and squeezing local contractors across Ethiopia’s infrastructure sector, industry leaders warned at a recent forum.

The concerns were highlighted during the launch of the Physical Performance Measurement Standard for the construction industry, co-organised by the Ethiopian Construction Authority (ECA), the Construction Management Institute (CMI), and MIDROC Investment Group alongside its affiliate MIDROC Consulting Architects and Engineers.

Participants said foreign contractors, often backed by international financing and capital-intensive operational models, are setting procurement and machinery rental benchmarks that far exceed domestic baselines. Because these firms can absorb or pass on higher rental costs, they are effectively establishing a distorted market ceiling that ripples through the entire sector.

The impact is being felt most acutely by smaller, lower-grade contractors, who make up the bulk of Ethiopia’s construction industry. Research presented at the event indicated that the vast majority of local operators have limited annual capacity and are especially vulnerable to market shocks and price distortions.

Operating under tight fixed-price contracts or with narrow capital buffers, domestic firms are struggling to compete in a machinery rental market where prices have diverged sharply from national economic realities. When project evaluations rely on these inflated benchmarks, overall cost structures become distorted, exposing mid-tier local contractors to severe financial liabilities.

Industry experts said machinery-centred operational models play a decisive role in performance evaluations. In a sector where physical performance metrics have long been overshadowed by financial expenditures, the absence of standardised, localised baselines leaves contractors exposed to undue risks and, in some cases, contract termination.

“When international pricing standards are imposed on a domestic market grappling with local inflation and foreign exchange shortages, the financial equilibrium required to sustain a fixed-price contract collapses,” one participant said. Many attendees pointed to unregulated spikes in machinery rental as a key driver behind widespread project suspensions and delays.

The foreign exchange crisis has intensified these pressures. The birr has lost substantial value against major currencies in recent years, making it harder for contractors to import materials, spare parts and equipment or to service international machinery leases.

Discussions at the forum also underscored broader regulatory gaps and weak coordination among stakeholders. Although major state-backed and private enterprises are driving urban corridor developments, housing projects and infrastructure expansions, speakers said the absence of synchronized accountability networks routinely generates friction among clients, consultants and contractors.

Representing the Ethiopian Contractors Association and the Association of Ethiopian Architects, Girma Habtemariam argued that performance evaluations and regulatory monitoring disproportionately target contractors, while institutional gaps and compliance failures by clients and consultants often escape scrutiny.

“When evaluating performance, we talk exclusively about time, budget and execution from the contractor’s side,” Girma said. “What about client authorities and consultants? Their legal limitations, responsibilities and occasional breaches of public procurement regulations should likewise be incorporated into any rigorous structural study.”

He added that macroeconomic volatility further exacerbates operational strains. Amid daily fluctuations in material and operational costs, standard weighting formulas used in project evaluations quickly become outdated. Contractors are often the first to bear the consequences of economic instability, absorbing price shocks, currency devaluation and supply chain disruptions largely beyond their control.

The absence of flexible adjustment mechanisms means rapid price escalation is not adequately captured, undermining the financial health of executing firms. In a context of limited institutional oversight and documentation gaps, recurring questions about the credibility of progress reports continue to weaken project management.

In response, the newly introduced National Construction Projects Physical Performance Measurement and Reporting Framework aims to address longstanding distortions between physical performance and financial costs. Its objectives include ensuring accurate data and measurement, implementing man-hour and machine-hour benchmarks, producing reliable reporting, and strengthening time and cost control.

By establishing localised baselines for physical performance, the framework seeks to create a more level playing field where domestic contractors can compete based on actual capabilities rather than against distorted international benchmarks.

Mesfin Negewo, Director General of the Ethiopian Construction Authority, said the authority is working with stakeholders to establish uniform quality standards and regulatory systems. He stressed that coordination is critical, as the construction industry involves multiple actors whose collective performance — not just that of contractors — determines project success.

Mohamed Abdu, Chairperson of the House of Peoples’ Representatives Standing Committee on Urban Infrastructure and Transport Affairs, said implementing such scientific frameworks is essential to modernising the construction sector and building domestic capacity. He urged stakeholders to adopt the standards with a sense of ownership.

While the initial orientation session focused on major industry players, organisers said further awareness-raising platforms will follow to operationalise the framework nationwide in collaboration with regional administrations and professional associations.

Addera takes majority stake in historic Castelli Restaurant

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A new chapter is beginning for Castelli Restaurant, one of Africa’s oldest and most iconic dining establishments, as investment firm Addera injects fresh capital and assumes majority ownership and management control. The founding Castelli family will remain involved as minority shareholders, marking a carefully managed transition for a business that has operated continuously since 1948.

Sources close to the deal told Capital that the Castelli family, which has run the restaurant for three generations, is gradually stepping back as the owners grow older. An uncle in the family is retiring due to old age, and the younger generation has opted to bring in external capital and professional management to secure the restaurant’s future.

Under the new arrangement, Addera has injected capital into the business and taken over day-to-day management. The Castelli family will continue as minority shareholders, while Addera becomes the majority shareholder and assumes responsibility for running the restaurant. The sources declined to disclose the size of the investment.

According to the insiders, the investors’ stated intention is to preserve Castelli’s traditions and culinary identity while addressing operational and infrastructural issues that have accumulated over the decades.

Castelli Restaurant, located on Mahatma Gandhi Street in the historic Piassa district of Addis Ababa, was founded in 1948 by Francesco Castelli, an Italian soldier who arrived in Ethiopia in the mid-1930s as part of the Italian military occupation. When the colonial era collapsed, he chose to stay rather than return to Italy.

Housed in an unassuming 1930s building with a plain exterior and no flashy signage, Castelli has become a landmark less for its façade than for what lies within. Stepping inside reveals a timeless, old-world interior: small wood-floored rooms, white tablecloths and classic furnishings that have changed very little over the decades.

The kitchen specialises in authentic, scratch-made Italian dishes, serving signature homemade pastas, fresh seafood salads, osso buco and an expansive antipasto display. Over the years, the establishment has grown from a humble local tavern into a world-famous culinary institution, frequented by international diplomats, writers and celebrities—including Hilary Clinton, Bob Geldof, Bono, Angelina Jolie and Brad Pitt.

Run across generations by the Castelli family, the restaurant remains a deeply cherished symbol of the unique historical ties between Italy and Addis Ababa.

News of the ownership change has sparked conversation in Addis Ababa’s culinary and business circles, where Castelli is viewed not only as a restaurant but as part of the city’s heritage. For many longtime patrons, the key question is whether new management can modernise operations without diluting the character that has defined Castelli for more than seven decades.

The sources who spoke to Capital emphasised that the investors are aware of the restaurant’s symbolic value. They said the plan is to “continue with the traditions of the restaurant” while fixing underlying issues that have emerged over time.

Details on the structure of the deal, the exact shareholding split and the identity of Addera’s ultimate beneficial owners were not disclosed. The parties have not yet issued a joint public statement.

The Shoe Paradox

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Business management has an enduring fascination with the idea of fit. We recruit the right person for the right job, design strategies that fit market conditions, create cultures that fit organisational values and develop products that fit customer needs. At first glance, this appears self-evidently sensible. After all, an ill-fitting shoe is uncomfortable, inefficient and ultimately damaging. Yet herein lies what might be called the Shoe Paradox which is the management practices that create a perfect fit today can become the very constraints that prevent an organisation from moving successfully tomorrow.

The paradox is simple. A shoe that fits perfectly is valuable because it provides support. But a shoe designed for walking is not necessarily suitable for running, climbing or dancing. The problem is not that the shoe is defective; the problem is that circumstances have changed. Business leaders repeatedly make the equivalent mistake of assuming that because a structure, employee, strategy or process once fitted the organisation, it should continue to fit indefinitely.

This is a particularly important lesson in modern management. Organisations increasingly operate in environments characterised by technological disruption, shifting consumer expectations and uncertain competitive conditions. The traditional managerial instinct is to reduce uncertainty by strengthening systems, clarifying roles and standardising behaviour. Yet excessive standardisation can create organisational rigidity. As Harvard Business Review has argued in discussing changing organisational structures, modern firms have increasingly moved away from rigid hierarchies towards more flexible arrangements because adaptability has become a critical managerial capability.

The Shoe Paradox therefore challenges one of management’s most comfortable assumptions that consistency is always a virtue. Consider the employee. Recruitment frequently focuses on “cultural fit”. Organisations seek people who share existing values, communicate in familiar ways and appear comfortable within established norms. This can improve cohesion in the short term. Teams with shared assumptions often experience less friction and can make decisions more quickly. However, taken too far, cultural fit becomes intellectual conformity. The organisation stops hiring people who challenge its assumptions and instead recruits increasingly similar individuals.

The shoe fits, but eventually everyone is walking in the same direction. A healthier management philosophy is therefore to balance fit with productive misfit. Organisations need employees who can work within the system but are also willing to question it. Leadership research similarly warns against the simplistic imitation of successful managerial personalities. Effective leadership requires authenticity rather than the mechanical adoption of someone else’s style. A leadership approach that fits one individual, organisation or moment may be entirely inappropriate elsewhere.

The same paradox applies to organisational strategy. Companies often become successful because they identify a distinctive business model and execute it exceptionally well. The danger begins when managers confuse a successful strategy with an eternal truth. The organisation develops routines, performance indicators and incentive systems around yesterday’s winning formula. Gradually, strategic discipline becomes strategic blindness.

History is full of businesses that failed not because they lacked competence but because they became too competent at something the market no longer valued. Their shoes were extremely well made. Unfortunately, they were wearing them to the wrong destination.

This is why managers should distinguish between core capabilities and core rigidities. A capability is valuable because it enables an organisation to create value. A rigidity emerges when that same capability prevents managers from recognising alternatives. Operational efficiency, for example, can become an obstacle to experimentation. A powerful brand can discourage diversification. A strong corporate culture can make dissent appear disloyal.

The managerial challenge is not simply to choose between stability and change. It is to manage both simultaneously. This is the deeper significance of paradox in management. Many organisational problems cannot be permanently “solved” because they involve competing demands that remain interconnected. Businesses must pursue efficiency and innovation, global consistency and local responsiveness, employee autonomy and managerial control. Research on organisational paradox has emphasised the importance of working through such tensions rather than assuming they can simply be eliminated.

The Shoe Paradox offers a practical metaphor for this approach. Managers should not ask, “Which shoe is correct?” They should ask, “What journey are we taking, and what capabilities will we need along the way?” This shift has significant implications for performance management. Traditional systems frequently reward predictability. Employees are praised for meeting targets, following procedures and minimising deviation. These measures are useful, but they can unintentionally punish experimentation. An employee who follows an established process efficiently may receive a higher performance evaluation than one who identifies a better process but experiences temporary failure while testing it. The result is a dangerous organisational message: stay in your shoes, even when you can see the road changing.

Managers must instead create what might be called adaptive fit. This means designing roles and systems that provide enough structure for accountability while preserving enough flexibility for learning. Roles should define responsibilities without becoming prisons. Strategy should establish direction without eliminating experimentation. Corporate culture should create shared purpose without demanding identical thinking.

The innovation challenge is particularly revealing. Large organisations often struggle to balance the advantages of scale with the need for entrepreneurial experimentation. Management literature on innovation has long argued that leaders must learn to embrace apparently contradictory demands as “and” challenges rather than treating them as simple “either/or” choices. The question is not whether a company should be efficient or innovative. It must determine how to remain sufficiently efficient to survive while sufficiently innovative to remain relevant.

There is also a personal lesson for managers. Leadership itself can become an ill-fitting shoe. A management style that succeeds during a crisis may be destructive during a period of stability. The decisive, centralised leader who saves an organisation from collapse may later prevent capable employees from exercising initiative. Conversely, the collaborative leader who thrives in a creative environment may struggle when rapid and unpopular decisions are required.

Good managers therefore practise situational humility. They recognise that success does not permanently validate their methods. They understand that experience is valuable, but experience can also become a filter through which new realities are misinterpreted. The most effective organisations are not those that constantly throw away their shoes in pursuit of novelty. Nor are they those that insist on wearing the same pair forever. They are organisations capable of knowing what to preserve, what to modify and what to abandon.

Ultimately, the Shoe Paradox exposes a fundamental weakness in conventional business thinking. The tendency to treat fit as a destination rather than a temporary condition. The right organisational structure, strategy or leadership style is rarely universally right. It is right within a particular context.

Managers should therefore become suspicious of anything that fits too comfortably for too long. Comfort can be evidence of competence. But in business, it can also be evidence that the organisation has stopped moving. The future belongs not to companies that find the perfect shoe, but to those capable of recognising when the journey has changed and having the courage to change what they are wearing.