IGBO BUSINESS STRATEGIES

The Power of Community, Apprenticeship, and Resilience

By Charles Nnukwu Ogbaa  (Author of ‘Business Strategy from Igbo Fathers’ and ‘Business Strategy from the Parables of Jesus)

The Igbo people of southeastern Nigeria are renowned for their entrepreneurial spirit and business prowess. Over generations, they have developed effective business strategies that focus on community-driven development, mentorship, and the passing of knowledge through generations. Central to this is the Igbo apprenticeship model, a system of mentorship and business training that has helped build some of Nigeria’s most successful entrepreneurs. However, despite their entrepreneurial success, the Igbo face challenges, particularly with business succession and marginalization in government appointments.

The Igbo Apprenticeship Model: A Tradition of Empowerment

The Igbo apprenticeship model, known locally as “Igba-boi”, is one of the most well-known and respected entrepreneurial systems in Africa. It is a model based on mentorship, where a young individual (the “boi” or apprentice) is taken under the wing of an experienced businessman (the “oga” or master). Over several years, the apprentice learns the ins and outs of the business, developing valuable skills and gaining hands-on experience in running an enterprise. Typically, the apprentice lives with the master and works in the master’s business for about 5 to 7 years. During this time, the apprentice becomes an integral part of the business operations and learns everything from sourcing goods to managing finances, interacting with customers, and making business decisions. At the end of the apprenticeship, the master settles the apprentice by providing start-up capital, inventory, or both. This allows the former apprentice to start their own business, creating a cycle of wealth creation and entrepreneurship within the community.

Success Stories from the Igbo Apprenticeship System

Many of Nigeria's most successful businessmen passed through this apprenticeship model and are now captains of industry.

Some prominent examples include:

1. Chief Innocent Ifediaso Chukwuma, the founder and CEO of Innoson Vehicle Manufacturing, West Africa’s first indigenous car manufacturer, started his business career through the Igbo apprenticeship system. His mentor helped him establish his first company, which dealt with motorcycle spare parts. Today, Innoson Motors is a significant player in the Nigerian automotive industry, producing cars, trucks, and buses that are in demand across the continent.

2. Dr Cosmas Maduka, the founder and CEO of Coscharis Group, one of Nigeria’s leading automobile companies, also went through the Igbo apprenticeship system. After losing his father at a young age, Cosmas became an apprentice to his uncle. Through hard work and persistence, he saved enough to start his own business, which has now grown into a conglomerate with interests in automobiles, agriculture, and more.

3. Chief Augustine Ilodibe, the founder of Ekene Dili Chukwu Transport, one of Nigeria’s largest transport companies, also started through the apprenticeship system. He worked under a prominent businessman before establishing his transport company, which became synonymous with long-distance travel in Nigeria.

These success stories highlight the power of the Igbo apprenticeship model in producing resilient entrepreneurs who dominate their industries today.

Business Succession: Sustaining a Legacy

As successful Igbo entrepreneurs retire, a pressing challenge is business succession. Traditionally, the apprenticeship system groomed young people to take over businesses or establish new ones. However, the issue of passing down businesses within families or preparing trusted successors can be more complicated in modern enterprises.

Many Igbo business leaders now face the question of how to pass on their businesses to the next generation, especially in cases where their children may not be interested in or prepared for leadership roles. While some entrepreneurs integrate their children into business operations from an early age, others set up formal structures such as family trusts or professional management teams to ensure business continuity.

Successful business succession is crucial to maintaining the legacy of these enterprises and ensuring that they continue to thrive across generations. Without a clear succession plan, the survival of many family-owned businesses is at risk, particularly in industries that require highly skilled management.

Marginalization of the Igbo in Government Appointments

Despite their economic success, the Igbo people face marginalization in government appointments. Since the end of the Nigerian Civil War in 1970, the Igbo have often been underrepresented in key federal positions. This marginalization has had far-reaching consequences, limiting the influence of Igbo entrepreneurs on national economic policies and access to government resources, such as contracts and development funds. Prominent Igbo businessmen and political leaders have frequently called for greater inclusion in Nigeria’s political landscape, arguing that their exclusion stifles not only economic development in the southeast but also undermines national unity. Many Igbo entrepreneurs believe that equitable representation in government is necessary for the long-term growth of their businesses and the region as a whole. A lack of political influence means that Igbo businessmen often struggle to secure the same level of government support that is readily available to their counterparts from other regions. For example, access to government loans, favourable policies, and contracts can be disproportionately allocated to other ethnic groups, placing Igbo businesses at a disadvantage.

Charting the Future for Igbo Entrepreneurs

The Igbo business strategies—rooted in community, mentorship, and resilience—have created a network of successful entrepreneurs who dominate industries ranging from manufacturing to transportation. The Igbo apprenticeship model has proven to be a powerful system of wealth creation, empowering young people to become self-sufficient business owners. However, challenges remain. The issue of business succession requires careful planning to ensure that successful enterprises remain viable across generations. Furthermore, the marginalization of Igbo people in government appointments remains a significant barrier to the full realization of their potential, both politically and economically. For the Igbo people, the path forward lies in building stronger business structures, advocating for political inclusion, and continuing to embrace their rich tradition of entrepreneurship. As they do so, future generations of Igbo entrepreneurs will be well-positioned to overcome these challenges and continue their legacy of success.

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