How to Spot and Manage Employee Personalities

We all say that we want to be leaders but many times we forget that to be a successful manager, you must learn to adapt your leadership style to suit different types of employee personalities.

Employees have a range of behaviours ranging from normal to extreme. When confronted with these different personalities, managers sometimes aren’t quite sure how to manage this. In this article, we look at seven types of employee personalities and how best to manage them. 

The Employee Personalities

The Slackers

They can be found lingering in the break room, openly surfing the net, or parked in someone’s cubicle for a lengthy chat (which proves that slacking off can be contagious). They may find legitimate reasons to leave the office, then take time to run lengthy errands. This personality may be as a result of an under-developed work ethic and lack of good role models or they don’t just like their jobs so have trouble bringing any energy to it. 

The Space Cadets

These employee personalities frequently seem to be lost, thinking of something else except the subject matter. They make seemingly off-the-wall comments in meetings and may start discussions in the middle of a thought. They may come up with ideas that, at least on the surface, seem rather impractical. They are usually abstract thinkers who are more focused on the future than the present. 

The Power Takers

These employees tend to get into power struggles with their bosses. They often act like they’re managing you, instead of the other way around. These employee personalities would naturally take over a meeting or quickly step into the lead role on a project, brag about their accomplishments, so titles, perks, and public recognition are important to them. A strong fear of failure often lies behind this bravado.

The Loners

They are quite easy to spot. Look out for those who prefer to spend the day working on the computer and talking to no one in a little corner they carved out for themselves. They never want to attend conferences, meetings or workshops, because they look for any excuse to duck out. They don’t dislike people – they just don’t find social interaction to be a very enjoyable activity.

The Drama Queens (or Kings)

The dramatic ones thrive on excitement and attention, so spotting them is easy. A calm, peaceful workday is just not very rewarding, so they try to spice things up with dramatic pronouncements, juicy gossip, ominous rumors, personal traumas, or emotional breakdowns. When talking with others, they are expressive and animated. More subdued coworkers find the dramatic employees exhausting and try to avoid them. They thrive on emotional stimulation, regardless of whether the emotions are positive or negative.

The Challengers

Challengers are programmed to be oppositional. When presented with a proposal, suggestion, directive, or idea, they automatically point out flaws, obstacles, and potential problems. In fact, they enjoy challenging management, because they feel it establishes their independence. They resent authority and never show respect just because the person has a title. Their focus is on winning arguments, not resolving the problem. Challengers have a high need for control. 

The Clingers

The major quality of people with this personality is dependence. They like clear instructions, ongoing communication, and frequent positive reinforcement. Uncomfortable making independent decisions, because they are afraid of doing the wrong thing. Clingers are reluctant to express disagreement because they fear making others angry and losing their support. As a result, they sometimes withhold their opinions or harbor resentments that they never express. The Clinger’s main need is to feel safe.

Management Techniques

Management may differ for each personality but here’s a brief summary of tips that may aid in effectively managing employees that fall in these categories listed above:

  • Clearly define expectations in terms of results that must be accomplished.
  • Help the employee break down large projects into smaller implementation steps.
  • Set regular times for feedback and follow-up to ensure that work is on track.
  • Explain why more mundane or tedious tasks are important.
  • Provide regular feedback to encourage more concise verbal and written communications. 
  • Stress the importance of each team member to the overall organizational success.
  • Take time to understand individual ideas, as sometimes they often have benefits that are not immediately apparent.
  • Provide opportunities to be creative.

It is important to note that in any organization or sector, asides from identifying the multiple personalities within you must first define the culture and type of leadership as a step to effectively manage for success. To be categorized as a Great leader, you must actively listen, build rapport, ask questions and give constructive feedback. Communication and flexibility are key.

Visibility In The Workplace – The Why and How

Do you believe that out of sight is out of mind? Is remote work affecting your visibility in the workplace? When remote work was introduced, it was perceived as a step in the direction of work-life balance.

For many people, it allowed them to combine carrying responsibilities and work more easily while others struggled with remaining visible. In this article, I will be sharing the importance of increasing visibility in the workplace and some of the potential ways to achieve this.

The importance of standing out from the crowd at the Workplace


Exclusive access to opportunities

If you are constantly hitting those numbers, delivering results and solutions, everyone would want you on their team. Let’s face facts, everyone wants to work with the 5-star performer. It gives you that reassurance of success. If you have exhibited great skills and abilities and other people in the organization are aware of them, there’s a high likelihood that you will be picked for the next opportunity in your company and beyond. I speak from experience when I say, great work reputation travels fast in the job market. So work hard on building that visibility so when next there is a big-money event, you are top of the list.


Continuous learning and improvement

Good work requires that you work with people often. Most times, you might be working across teams with different people and this, in turn, exposes you to more learning opportunities. As you work on something new or take on new projects, you can acquire valuable learnings that add to your experience.


Stellar Appraisal Ratings

When an employee gets very good appreciation and job appraisal after working for the year, the chance of their stability involuntarily increases alongside promotions. People would always advocate for you during those meetings and this helps your manager justify your performance. The quality of work comes first i.e. your performance on tasks will get more weight but an endorsement from other managers in the organization can go a long way in your cause of getting a good rating or promotion.

In summary, the benefits include exclusive access to opportunities, stellar ratings, promotions, and an opportunity to learn. 


Tips on how to go from invisible to visible

Speak up in Meetings


A closed mouth during meetings does not provide recognition or visibility. Do your research well in advance before team meetings, ask good questions, make solid recommendations, push back on ideas that you do not find feasible during meetings. Contribute, speak up, and let your voice be heard.


Participate in Learning Opportunities

Make time to be part of team learning sessions, individual training sessions, and utilize resources that have been made available to the team. Acquiring more knowledge would not only improve your ability to function effectively but improve your expertise in a particular product, service, or process. Once you’re an expert on something, people will always come to you to ask for help in that matter. This is effortless visibility. 

Demonstrate Your Expertise

Most organizations admire employees who can bring something unique to the company. If you have some creative idea/skill which could improve organizational processes, reduce cost, bring more revenue, increase employee satisfaction, or reduce cycle time, etc. do not hesitate to bring your skills to bear. If the idea is implemented, you become a star in the organization. There are chances the idea may not be implemented, don’t feel discouraged because management will appraise the fact that you’re making an effort to do something different and unique.

Strengthen your relationship with your boss

A good relationship with your boss is one of the most important parts of your success story. It may be helpful to align on goals and see things from their perspective. Understand their priorities and preferred mode of communication. Focus on the positive, everyone has something worth respecting. Try to get to know your manager on a personal level by engaging them in conversation on topics beyond work. 

Participate in team activities

You might work or an organization where different teams are working on different projects/tasks. Try to find an opportunity to collaborate (on a specific project/task) with other teams than your existing one. You can seize this opportunity to highlight your skills and abilities in different teams. Besides, this will show your drive for initiatives and developing a positive image for yourself.

In the world today, being good at your job isn’t the only requisite for getting ahead in your career. If key people aren’t aware of you, you’ll likely miss out on opportunities to improve your skills and take on interesting assignments, despite your hard work and good performance. This is especially important if you work remotely because people might forget about you if they don’t often see you in person.

FCMB Commemorates World Women’s Entrepreneurship Day with Loan Facilities in Ogun State

FCMB SheVentures Ogun State Program

This article is sponsored by the FCMB SheVentures proposition. FCMB SheVentures is empowering female entrepreneurs, helping them build their businesses, and improving the overall success rate of businesses owned or run by women. Please click here to learn more about how FCMB SheVentures can support you and your business.

 

 


In commemoration of this year’s World Women’s Entrepreneurship Day, FCMB SheVentures in collaboration with the Office of the First Lady of Ogun State, has granted zero interest loan facilities to women business owners in Ogun State.

Additionally, the beneficiaries received the opportunity to participate in capacity building initiatives, to ensure they scale up and become positive contributors to the growth and development of the Nigerian economy.

At the presentation event which held on Thursday, November 19, 2020 in Abeokuta, the First Lady of Ogun State, Mrs. Bamidele Abiodun commended FCMB for its commitment to ensuring that female business owners are not left out in the success story of the Nigerian economy.

 

FCMB SheVentures Ogun State Loan FacilitiesSimilarly, the Executive Director, Business Development, FCMB, Mrs. Bukola Smith assured the female entrepreneurs that they can count on FCMB’s continued support as they pursue the growth and profitable expansion of their businesses.

Also present at the event were the Former Deputy Governor of Ogun State, Alhaja Salmot Badru; Former Speaker of the State House of Assembly and Commissioner for Trade and Investment, Mrs. Kikelomo Longe; the Iyalode of Yorubaland, Chief (Mrs.) Alaba Lawson; The Regional Director, FCMB South-West, Mr. Emanuel Comla; and Head, FCMB SheVentures, Mrs. Yetunde Moito.

3 Life-Changing Tips On How To Juggle Your Side Hustle And Full-Time Job From Dios Dlite Founder, Adebimpe Osanyintuyi

This feature article on Adebimpe Osanyintuyi is sponsored by the First City Monument Bank (FCMB) SheVentures proposition. FCMB SheVentures is empowering female entrepreneurs, helping them build their businesses, and improving the overall success rate of businesses owned or run by women. Please click here to learn more about how FCMB SheVentures can support you and your business.

 

 


If there is anything Adebimpe cares about intensely, it is business- talking about it, running it and growing it. The normally introverted business founder comes to life when she is asked about her experience as a business owner or about healthy mouth-watering treats. 

Adebimpe Osanyintuyi is the founder and CEO of  Dios Dlite– a healthy food company with outlets in Lagos, Nigeria. Dios Dlite’s products include healthy yogurts, salads, sandwiches, fresh juices, and so much more.

Before leaving the corporate world in 2018, she worked in marketing and branding for companies like GlaxoSmithKline and Nutricima Limited.  

In this article, she shares her wealth of experience with Dios Dlite and gives valuable tips on how to manage a demanding business and a full-time job amongst other things. 

Hungry? Check out these delicious treats from Dios Dlite, sis!

What inspired you to start your Dios Dlite?

Starting the business was not out of a financial need because when I started Dios Dlite in 2015 I had a great corporate job. I ran the business for three years before I decided to resign in July 2018.

I have a sweet tooth so I wanted to have healthy alternatives for all the sweet things I enjoy. Most times, when we think of healthy food, what comes to mind is boring food- food that doesn’t look or taste nice. I wasn’t going to settle for that.

Frozen yogurt appealed to me because it is a healthy alternative for ice cream which is delicious but has way too many calories. So I started with frozen yogurt and we kept to that for over a year.

It was going well but along the line, our customers started requesting fresh yogurt. They wanted to be able to take it to their homes and not have it melt or spoil. So we decided to cater to this and along the way, we were getting helpful feedback from our customers.

You mentioned that you were working a corporate job when you started Dios Dlite, how were you able to manage both commitments?

The processes I put in place made it easy for me to manage both. On some days I was too tired from work to stop by the store and see what was going on. Other times, the outlet may have closed before I am done with my work for the day.

Some of the major things I did to manage this was:

Invest in software

One major thing that helped was sales-tracking software. With this software, my staff would punch in their sales and I could easily look at the numbers. I could see which products were slow and which products were doing well. That software helped me to have a hold on what was going on in the store without necessarily being there.

To learn more about Adebimpe’s journey, read the rest of this article on the FCMB Business Zone

FCMB Supports Women Led Businesses With The She-Ventures Program

This article is sponsored by the FCMB SheVentures proposition. FCMB SheVentures is empowering female entrepreneurs, helping them build their businesses, and improving the overall success rate of businesses owned or run by women. Please click here to learn more about how FCMB SheVentures can support you and your business.


 

We’ve seen time and time again that we are only going to be able to move forward as a community, if we all use our skills and talents to support each other. 

Over the past three months, several incredible women served as mentors for the FCMB SheVentures Program. These experts shared, connected, and bonded with the fourth cohort of this mentorship program supporting women-led businesses in Nigeria.

FCMB She-Ventures 2020 Mentors

 

Some of the feedback from the mentees, shows how impactful this program was to entrepreneurs across Nigeria.

 

 

 

To learn more about how SheVentures supports the growth and aspirations of Nigerian women in business, visit www.fcmb.com/she-ventures.

Performance Appraisal: A death sentence or a means to do better

I remember my first ever performance appraisal calendar invitation and the 35-page document I was asked to fill out before the chat with my manager.

I can tell you for a fact that I had a mini heart attack upon receipt of that email; primarily because I was convinced that I would complete that document and still get fired. 

Recent trends, however, include a less formalized process focused on more feedback and coaching, rather than a time-consuming paper trail. This article debunks the myth that performance appraisals are a death sentence and provides you with tips on how to measure performance in an effective way. 

Performance appraisals include setting clear and specific performance expectations for each employee and providing periodic informal and/or formal feedback about employee performance relative to those stated goals. A well-structured performance appraisal should do the following:

  1. Provide adequate feedback to each person on his or her performance
  2. Serve as a basis for modifying or changing behaviour toward more effective working habits
  3. Provide data to managers with which they may judge future job assignments and compensation. 

There is a great deal of evidence to show how useful and effective performance appraisal is to any employer. If your appraisal system does not serve any of the functions listed above, then these tips will be of great value to your team.

Effective goal setting 

This is a process of establishing objectives to be achieved over a period of time. It is the performance criteria an employee will be evaluated against keeping in mind that each goal should align with the organization’s goals.

Types of goals include:

a. Job description goals: Goals expected to be accomplished continuously until the job description changes. 

b. Activity goals: These goals may be based on the achievement of a project or objective. They may be set for a single year and changed as projects are completed. 

c. Personal development goals: Goals can be based on certain behaviors. These goals are expected to be accomplished continuously. Behavioral goals are “how” things need to be accomplished.

d. Stretch goals: Goals that are especially challenging to reach and usually used to expand the knowledge, skills, and abilities of high-potential employees. 


In addition to the above, effective goals should be Specific, Realistic, Measurable, Attainable, Relevant and Time-bound. Most importantly, both managers and team members should be involved in the development of goals to ensure understanding and commitment.

Goals should be documented, available for review, and managed continuously by providing regular feedback. Goals should be flexible enough to account for changing conditions.

Feedback!

An effective performance review process should include a feedback process that is continuous and timely throughout the review period so that team members know how they are performing and what is expected.

Also, there should be a process for acknowledging the outcomes of the performance review process (checklist) that is documented between the manager and the employee. Regular one-on-one sessions that allow for feedback, coaching and mentorship cannot be overemphasized.

I would recommend using collaborative tools that allow for transparency, keeping information in one place, scheduling regular calls and tracking progress. Tools such as Slack, Google Calendar, Google Docs/Sheets, Trello and Zapier.

Include the Performance Improvement Plan

Many employees see this as a step to getting fired but what I see this to be is a progressive discipline process regarding performance level, a guide to improvement and an opportunity to do even better than before.

The first step in planning a PIP chat involves creating a document used to guide the process. This will help in facilitating performance discussions, recording areas of concern and ways to correct them, and serve as legal and decision-making documentation. 

The format of the PIP should contain the following components:

a. Employee information.
b. Employment start dates
c. Description of performance discrepancy/gap.
d. Description of expected performance.
e. Description of consequences.
f. Action points and timelines for review
g. Signatures of the manager and the employee.

Some of the most common problems with appraisal systems these days include:

a. Lack of top management support
b. Perception of the process as time-consuming “busywork”
c. Failure to communicate clear and specific goals and expectations
d. Lack of consistent and constructive feedback

Oftentimes, the performance review process can be viewed as uncomfortable, unfair and uninspiring. In order to improve the fairness factor and ensure employees accept the feedback, managers must accept that we all have a role to play when it comes to the overall performance of the organization.

There are intentional and unintentional biases inherent in appraisals and being aware of them and training managers may be useful in dealing with some of them.

When it comes to money, A Little Extra goes a long way

Most of the time, the people we think are extraordinary are actually quite ordinary. The difference in most cases is the discipline and consistency they’ve applied to achieve their goals. This includes millionaires. Rolling your eyes already? Well just listen, I’m going somewhere with this.

The Book “Everyday Millionaires” by Chris Hogan sheds a bit more light on this. While doing the research for this book, Mr. Hogan assessed more than 10,000 people whose net worth was over $1 million, and what was interesting is that most of these people were pretty ordinary folk that applied these two qualities to their money habits.

The outcome of his research was in contradiction to most of the perceptions held by Americans about millionaires. 

These millionaires realised that they could not depend on the government, their employers or their families to attain financial independence.   Click To Tweet

Contrary to popular belief, only 3% of the millionaires he studied had received an inheritance at, or above $1 million. Actually, the vast majority of the millionaires he studied did not get any inheritance at all. It turned out that most of them held ordinary jobs – they were teachers, farmers and lawyers. No fancy titles! No fancy education! Just simple ordinary folk. 

Mr. Hogan found that these “ordinary people” who had built wealth over time had focused on these four things to achieve their financial goals

Taking Responsibility

millionaires

The people who participated in the study were driven by the fact that they are solely in charge of their financial destinies. They realised that they could not depend on the government, their employers or their families to attain financial independence.  

Practicing Intentionality

This category of people recognized that how they live and the decisions they make daily have a direct impact on their financial independence. As such, 94% of them lived below their means and 95% of them planned ahead and saved for big expenses compared to 67% of the general population. 

Being Goal-Oriented

Millionaires

The men and women who participated in this study had a vision of their future lives and consequently put the necessary plans in place to get them to this desired future. This vision helped to steer them everyday, to keep them working towards their goals. This vision restrains them from buying the next shiny object that comes into the market. 

Being Consistent 

Consistency is what brings it all together. Day by day, month on month, year on year the participants in the study invested a portion of their income, saved a portion of their income and stuck to the budgets they created. They put in the relevant mechanisms to ensure this happens on a monthly basis. 

Seems easy, doesn’t it?

It’s easy to say that this is an American based study and is therefore not applicable in the African context.  But in my opinion, this could not be further from the truth. I am sure that each of us knows or has heard of ordinary people who hold ordinary jobs in our own communities, yet have excelled financially.

To drive the point even further home, some of these people we know or have heard of, do not have a formal education. 

Invest only in things you understand. Click To Tweet

Isn’t it amazing what discipline, consistency and commitment can do for your financial goals? We unnecessarily complicate financial matters by getting entangled in jargon and “big investments” we do not understand. In the quest to obtain wealth, some of us even end up getting caught up in ponzi schemes. 

You can start small. Develop a budget. Live within your means. Make sure you save a portion of the income you make. Invest only in things you understand. Have a financial plan. 

Just a little extra discipline, goes a long way!

“The difference between ordinary and extraordinary is that little extra."- Jimmy Johnson. Click To Tweet

Want to do business with the United States from Africa? DO NOT MISS THIS VIRTUAL SUMMIT

Over the years, the United States Government has funded a number of agencies and platforms to support African companies to do business with both the U.S. government itself and with the U.S. private sector.  

To provide more clarity on ways in which the U.S. can assist in growing African businesses and entrepreneurs through trade, investment, and technical assistance, Africa.com is organising a one-day Virtual Summitif you are a Motherland Mogul looking to expand your business into the United States, this is not the one to miss!

This Virtual Summit will bring thousands of c-suite executives and decision-makers of African businesses together with high ranking U.S Government and business officials. It will be held on Wednesday the 14th of October 2020 with the following panel sessions:

Register for The Virtual Summit Here

Panel 1: View From The Very Top
The Summit kicks off with keynote remarks by the highest-ranking U.S. government official responsible for relations with Africa, U.S. Assistant Secretary of State for African Affairs, The Honorable Tibor Nagy. Then, the Chairman of the U.S. President’s Advisory Council on Doing Business in Africa (President and CEO of GE Africa) Farid Fezoua, will deliver keynote remarks from the private sector perspective.

Panel 2: Hear It From The Agency Heads
A panel discussion featuring the Chief Operating Officer of Prosper Africa, a new U.S. government initiative that brings together the resources of over 17 U.S. Government agencies to connect the U.S. and African businesses with new buyers, suppliers, and investment opportunities. Joining this panel are the ‘Africa heads’ of some of the key U.S. Government agencies that do business with Africa, including the International Development Finance Corporation (formerly OPIC); The Export/Import Bank; USAID; and the U.S. Africa Development Foundation.

 

Panel 3: Hear It From African Business Heads
The third portion of the summit is a panel of very senior African business leaders who have done business with the U.S., who will provide their perspectives on their experiences and guidance to those who seek to follow their footsteps.

Panel 4: Views From Ambassadors Country-by-Country
The fourth portion of the summit is a panel of U.S. Ambassadors to several key African countries who will speak about the resources available specifically in their markets to support African businesses.

This event is free so don’t miss this opportunity to take your business international! 

Register for The Virtual Summit Here

“I LEFT THE USA TO PURSUE MY PASSION IN NIGERIA.” MEET UGOCHI NWOSU, FOUNDER OF RELIANCE CLINICS

ugochi

Not everyone owns up to their purpose especially when it takes you from one continent to another. Ugochi left the United States to pursue purpose in Nigeria.

Ugochi is the founder of Reliance Clinics. She’ll be sharing insights into her life as a medical practitioner, health tips, the numerous challenges she faced and how she was able to overcome them. 


Who is Ugochi Nwosu?

I was born in Nigeria and lived there until I was 7 before my family immigrated to the United States. That was where I did all my schooling. After my undergraduate degree, I did my residency training in the States also until I returned back to Nigeria in 2019. This kick-started my goal to start a business that provided quality private healthcare services. 

What are you passionate about?

Healthcare! I really want to live in a world where everyone has full access to adequate healthcare. In Nigeria, the rate at which people in their early 40s and 50s die is really alarming. All of these can be avoided. 

I just want to help people live healthy and productive lives where they get to see their grandchildren and even great-grandchildren. Although this would be beautiful, it’s not easy. If people want to live till their late 80s, it starts from now. So, I want to keep educating people about this. 

What ignited the spark to start Reliance Clinics?

For me, the inclination to work in healthcare came since my undergraduate studies. I learnt about the possible challenges, the requirements and mapped out the areas to make an impact. It was important to be properly grounded in what I was planning to do to avoid making any silly mistakes.

I also worked with a whole lot of NGOs to ensure I had a feel of what I was about getting myself into. I didn’t really plan to start a business for myself. The decision to do that came after I kept searching for an NGO to work with but couldn’t find any at that point. This made me start looking for other possible opportunities

During my residency training, I met people who were interested in digital healthcare services and connected with them. They encourage me to just do what I need to do because no one makes actual change by talking and observing. It was great for me because I didn’t see myself as someone that could take up that level of responsibility upon myself. The plan had always been to work for someone who was already doing the things I needed to do. That’s basically how the business came alive. 

How was the startup phase of your business?

I’m not going to deny the fact that everything was new to me. Firstly, we had to scout for a suitable location, then we had to figure out a way to get supplies for the clinic and basically test these supplies yourself because everything had to be reliable 100%. 

For funding, I met the founders of a health insurance company during my residency training so things sort of worked out for me in the sense that they needed a trusted clinic that they could send patients to so they kind of gave me the initial funding for the clinic. 

What business challenges have you faced and how have those challenges shaped your mindset?

One major challenge has been hiring and training staff. For those in healthcare, the quality of services offered has to be nothing but excellent. Most times, doctors, pharmacists, nurses etc expect some things to be done in some certain way based on what they’ve seen before or something which might not necessarily be the right thing. 

When you tell this category of people that there’s a standard that should be met and we’re not going to overlook that standard just because we’re operating in Nigeria, it turns into a situation where it feels like you’re telling them that they’re not properly trained or something so that was a major challenge for me. 

Another challenge we had, in the beginning, was dealing with patients and staff who were used to things being done in certain ways and then we do them in totally different ways. For instance, most patients that come to our clinic are used to being given so many drugs even for not so serious cases. When we give them just 1-2 drugs, they feel like we’re not treating them the right way or we don’t really care about their wellbeing which is why we’re given them little amounts of drugs and that’s not the situation at all. 

What have you learned so far from running this business?

When it comes to hiring, you have to ensure that those people actually have the skills they claim to possess. It’s mandatory that you do. I’ve learnt over time that you have to be very intentional when deciding who to bring on board, how to evaluate their skills and how to train them so that from day 1, they can actually deliver. 

 

Ugochi is a participant in the High Growth Coaching Program 2020. Catch up on her business journey on Instagram, Facebook and Twitter.

“At the age of 12, I was already selling.” Meet Feligold Food and Spice owner, Felicia Ogumah

Felicia Ogumah is the brains and strength behind Feligold Food and Spices, a food company based in Warri, Delta State that began in October 2019. They package and sell food items like dry fish, crayfish, prawns, melons and local spices. Felicia’s business skill is something that has been cultivated since childhood. She says, “I grew up selling. At the age of 12, I was already selling. I think it is something that is a part of me. My friends tell me ” Feli there is nothing you can not sell. Even if they package stick and give you, you will sell.”

This article covers Felicia’s experiences running Feligold food and spice and valuable lessons you can take away from it.

Warning: Checking Felicia’s Facebook and Instagram page, will make you buy something.

What is the inspiration behind Feligold Food and Spice?

It, first of all, came as an insight, an inspiration from God. When I first started, it was something I really just wanted to do with everything that I have and am. God was stirring it in my heart to do it and so far it has been very profitable. God has been involved in the sourcing to get my products. I had no level of experience, I had no one putting me through, I did not go for any offline or even online training on Food and Spice. Divine connection came in. God was strategically connecting me to people. In fact, I am amazed!

If it is just crayfish you want to sell, put all your effort into selling that crayfish. Don't jump into doing everything at once. Pick one thing and try to get the best out of it before moving to something else. Click To Tweet

How do you manage Feligold Food and Spice?

For now, we ship to Benin, Enugu, Port Harcourt, Anambra. We have even shipped to a customer in Europe. That particular customer contacted me through Instagram. In fact, I get most of my customers online. The lockdown affected us because most of my clients are outside Delta State.  When the roads were eventually opened, the cost of the way-bill was high. Doing business right now is not the way it was before the virus. I pray everything goes back to normal”

If you choose to do something, let it be something people identify you with because you are passionate about what you are doing. Click To Tweet

From her business experience with Feligold Food and Spice, Felicia has three major business tips.

  1. Have a good reason for starting your business. Don’t go into the food business only because you think it is something that must sell. Everybody is into food business now. You have to have a passion for it and know why you started. It is important to know your why!
  2. Be focused. If it is just crayfish you want to sell, put all your effort into selling that crayfish. Don’t jump into doing everything at once. Pick one thing and try to get the best out of it before moving to something else.
  3. Be known for something. Let people know you for something. If you choose to do something, let it be something people identify you with because you are passionate about what you are doing.

Continue reading ““At the age of 12, I was already selling.” Meet Feligold Food and Spice owner, Felicia Ogumah”