Have you ever started a new job and realized you hate it? Are you finding it hard to get your dream job or even a job? Would you like to know how to position yourself as the best job candidate?
The Confidence in Action Summit helped the Nigerian Motherland Moguls discover how to build their professional brands and answer the questions above. It was juiced up with the boss-level talk that elevates careers and took place on the 12th of February 2022.
SLA partnered with Darling Nigeria to bring the summit to 3 African countries. It kicked off in South Africa, came to Nigeria and now is headed to Kenya.
More than 2,900 Nigerian queens showed up to the free, 3hrs of masterclasses, workshops, networking sessions and the keynote speech ‘Bouncing Back From Rejection’ given by Dr Chinny Ogunro.
All attendees had direct access to some of Nigeria’s high profile career experts, and it was epic.
The career expert speakers and coaches included Isioma Coker, an HR Advisor Team Lead at Shell. Nwamaka Okey-Aguorun, Senior HR Manager at Diageo – Guinness Nigeria. Toun Tunde-Anjous, founder & CEO of The People Practice. Tiwalola Ogunlesi, international speaker, author and founder of Confident and Killing it.
If you missed the South African and Nigerian summits, register for the Kenyan summit taking place on the 19th of February 2022. You wouldn’t want to miss out on another chance to build the professional brand of your dreams and grow your network.
Here are the Boss-Lady Conversations You’ve Missed
We learnt how to revamp our professional profile, make a strategic career plan and build our network.
The attendees had the option to be in a masterclass or networking session each hour before the keynote speaker. They were also coached on how to harness communication skills needed to negotiate job offers, ace job interviews and gain strategies to propel their career forward.
Masterclass 1: Getting Unstuck When You Feel Trapped In A Job with Isioma Coker.
Masterclass 2: How to Position Yourself As The Best Candidate For The Job with Nwamaka Okey-Aguoru.
Workshop 1: Do Things & Tell People: Develop Your Professional Brand to Land Your Dream Job with Tiwalola Ogunlesi.
Workshop 2: How To Find A Job That You Actually Care About with Toun Tunde-Anjous.
We lit things up with Confidence in Action and showed our boss ladies how to launch powerful professional brands!
We were captivated by world-class information, tips and advice on owning our careers and being intentional about our career moves, from the beginning to the end.
Here’s to raising a glass to all our boss ladies who showed up for the Nigerian summit. They came out in numbers to take in the career gems we had prepared for them, and it was an experience worth watching again. You can watch the masterclasses and keynote speeches on YouTube to get a snippet of how the summit was.
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
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.
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.
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 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.
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.
There’s a common saying in the business world: “A business is only as good as its people.” This is why a high employee turnover rate, especially for good employees, can be detrimental to a business.
So what happens when one of your key employees wants to quit? This is not a piece of news any business owner wants to hear but it’s an inevitable part of doing business. I’ve learned that exits are always challenging for teams, their leaders, and for the company as a whole– and costly.
Here’s how you can handle exit/team member’s resigning in the start-up environment:
Study the employee turnover pattern
To understand how to stop a wave of departures from happening, you first need to understand why these waves happen in the first place. Are they leaving as a result of wages, minimal growth opportunities or culture?
In startups, most times whatever is bugging one person is usually bugging the others; they just haven’t told anyone yet (or you missed the signs). Over time, issues build on one another enough to lead people to consider leaving.
Create a habit of regular pulse check
Make a continuous habit of checking in with team members. Conduct anonymous surveys using tools that allow for this and regular coffee check-ins to discuss a variety of topics about how you are doing as a leader, things going on in the company, and so on.
You will be shocked at what people have to say. When you address the issues, you find that you are fixing something that everyone will appreciate.
Change your Mindset
Assume everyone is leaving and interviewing. Don’t set the standard that the only way to get attention is if you fear they’re interviewing. Realise as well that even those that stick around may only be doing it out of necessity.
Employees could also be staying due to any of the following reasons:
Visa or immigration restrictions
Big life event approaching–wedding, baby, buying a house, etc
The promotion they are hoping for before leaving so they can get a better title and salary elsewhere.
When multiple team members are leaving, it’s a sign that change is needed. Accept that this change must start with you and embrace that mindset. If your employees are leaving, it’s a huge signal fire that there are problems to be dealt with.
Be open to their feedback and the issues they bring up (especially if they’re about things you do) It may be difficult to hear, and the solutions may be difficult to implement, but realise that the situation is dire.
Follow-through & take action
The best way to build trust with employees that might leave or as a whole is to swing into action on the feedback they give you. You may not be able to fix all the problems, but even small, incremental progress can improve morale and decrease employee turnover.
Make a counteroffer when necessary
If the employee is extremely valuable to your business, you may consider making a counter-offer depending on the situation (it could be that they have opted for a career change that you cannot accommodate).
When making a counteroffer, you must consider your budget, do the right market research and compare this with the cost of hiring fresh talent. The good news is that counter-offers are not only about money as they might be leaving for different reasons. So you can get creative and think of ways to solve that person’s problem in a way that helps them to stay with you.
Fix your processes
An example of a process could be your onboarding methods. Research shows that new employees are 58% more likely to stay longer at their employer if they had an effective onboarding experience. Make them feel welcomed and accepted as a new team member. Give them everything they need to get off to a fast start.
Set clear objectives and expectations
Clear objectives and key results (OKRs) on a company-wide level will enable aligned clarity and prioritization throughout the organization. Share long-term product roadmaps, to enable greater visibility (and excitement) about growth trajectory and development plans. This encourages team members to feel like a part of the business development and success story.
Reform your Human Capital Initiatives
This involves taking a closer look at the people you are working with. Proactively weeding out low performers and people whose skills/goals were misaligned with the company’s needs/goals plays an important role in reducing future turnover rates.
In summary, If you’re working on a huge employee turnover problem, you’re probably under a lot of stress and have a lot on your plate. The best thing you can do to help yourself and reduce your employee turnover rate is to be attentive to issues within, intentional, and diligent in your communication methods.
In reality, all startups are built on change, and change is good. To create something where nothing existed before, growing companies need to experiment, to give new ideas a chance to fuel exponential growth. What this means is that the focus of the business might change often.
As much as hiring new talent at a startup can bring a new level of skill and expertise, if you aren’t making the most of the talent you have at each stage, it can leave a negative impact on your business.
Catherine Lesetedi is a graduate of Statistics from the University of Botswana. She has built a career in the insurance industry since she joined it in 1992. Currently, Catherine is the Group Chief Executive Officer of Botswana Insurance Holdings Limited (BIHL).
She has built her career from scratch, and over the years, she has been adamant that adopting a flexible style of leadership is beneficial for leading an organization and getting the best out of her team.
Her career so far…
Looking at Lesetedi’s career, nothing about her story and her leadership principles and philosophies are ‘textbook’. Her style of leadership is pliable and acrobatic. It lends itself to whatever situation she and her team are in.
She’s extremely driven, open and open-minded, preferring to lead from behind, pushing her team forward, encouraging their gifts and honoring their intellect, allowing them to innovate, to grow and give to the business what she cannot.
Catherine maximizes on their strengths and makes sure that wherever there are gaps, there are people who are passionate, willing and able to execute and fill them.
Her journey there…
There is nothing predictable about Catherine Lesetedi. Even her choice of Statistics as a field to study at the University of Botswana (UB) was a bit of a wild card, even for her.
She describes it saying, “when we were making choices about what to study at varsity, we didn’t really know much about careers, to be honest with you, I didn’t know anything about Statistics until I got to the Department of Student Placement at the Ministry of Education.”
“I was late; my father and I had run out of fuel. By the time we arrived, I was out of breath, and I had forgotten my initial course choices. My brother, who I really admired, had studied Public Administration and Political Science, and that’s what I wanted.”
“They said that that weird combination didn’t exist, and told me that I was going to do Statistics and Demography.”
“If you think something is difficult, it becomes really difficult. If you think you can do it, sometimes you even surprise yourself.” – Catherine Lesetedi, CEO, BIHL Group
Her life experiences…
She studied Statistics at the University of Botswana, and even though her journey into that field was incidental, once there, she made the best of her situation, excelled and gleaned many things that she took forward with her into the rest of her life.
Certain experiences and her mindset set the stage for her early career and propelled her forward.
According to her, “in terms of decision-making, logical thinking, the confidence, and aptitude to learn; the program grounded me.”
“I may not use the formulas every day, but there are skills that I gained that I apply on a daily basis, even if I don’t recognize that ‘this is Statistics.”
The mathematical element empowered her to be able to engage with budgets and numbers, and not shy away from that aspect of whichever job she did.
Her philosophies for life…
All of the disciplines in the world are interrelated, so having a good understanding of what is going on across the board is beneficial for one; especially if a young woman wants to build herself up and build her career.
This is something she practices herself because, throughout the course of her career, she has gradually improved upon her leadership skills, attending leadership courses and taking on the responsibility of self-improvement.
Doing this has encouraged her to take a deeper look at herself; what drives her and pushes her beyond her own limitations. This outlook has put her in good stead as a leader, as someone who encourages others, ensuring that they are able to get the best out of what they need to do.
As a mentor, both personally and professionally, the story that she tells, the example that she sets, is one of “show up and do your best.”
Ms. Lesetedi is big on recognizing talent and putting it to good use within the BIHL Group. These are some of the elements that make her up as a woman, as a leader, and these are some of the things that she has imparted to her mentees.
Botswana is one of Africa’s success stories, from one of Africa’s poorest countries to a vibrant, developed, middle-income African state.
A highly diversified workplace comprises of people from different culture and backgrounds.
This gives room for increased exposure as employees learn from each other.
Inclusive companies are 1.7 times more likely to be innovation leaders in their market. You can never run out of ideas when you have a diverse team.
Why? This is b Juditecause they all bring something to the table. Having different cultural backgrounds means the way they think differ; the beliefs that shape their thoughts are not the same.
This vast difference, even between gender breeds innovation.
Creative concepts are born out of each one offering a solution or suggestion. People from different backgrounds have different experiences and perspectives. This leads to creativity.
3. Grows the organization’s talent pool
Embracing diversity means you’ll attract a large number of candidates from all walks of life. These are people well versed in different diverse skills set and knowledge.
As the number of candidates increases, the chances of finding a suitable candidate will increase too.
4. Employee retention
Who doesn’t want to work for a company that embraces diversity? They don’t discriminate but accept employees from all backgrounds. In the long run, this promotes quality and boosts the morale of the employee.
5. Employee performance
The chances of being happy in an environment that is open and inclusive are higher than one which isn’t.
Employees are more likely to feel comfortable, happy and safe in an organization that embraces diversity. This boosts the confidence of the employee as they feel confident in putting their best.
The higher your employee’s morale, the more productive he or she is.
Organizations who have a range of employees enjoy the benefits of having a broad skill set and experience. All of these gives the company an advantage over others.
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For any job posted out there, there are several candidates interested in it. Some of these candidates will be as qualified as you are, others are less qualified than you are, while several others are even more so.
So how do you stand out from the crowd?
With such a myriad of challenges, you need to sell yourself by indicating why the company should consider you than your competitors.
Most people feel uncomfortable with the notion of selling themselves, but it is very essential. If you don’t fight for yourself, who will?
Here are a few pointers on how to place yourself at the top of the ladder when searching for a job.
Set your USP
What is that unique thing that you promise to bring to the organization that other candidates don’t have?
Your Unique Selling Proposition (USP) is part of your brand name.
As such, you need to be careful when picking what exactly makes you tick and stand out in a pool of competitors.
Develop your brand
There is no better way to emphasize the need to develop your brand.
While you could go all out with witty tweets and posts, you do not have to feel pressured to do this. A few tricks, such as having a career statement/ objective could work.
Your statement might be as follows: “A highly motivated and technically competent communication expert with strong interpersonal skills and proven record in writing, and editing seeking to empower individuals and communities through storytelling”.
In an effort to build your network, be clear about your goals and what you are searching for.
Depending on your background, you can create your career statement to complement your brand. You could use this statement on your CV or on your LinkedIn profile.
Create an online presence
Ensure that you create an online presence that supports your brand.
One good example is LinkedIn – where you not only have an opportunity to sell your skills and talent but also expose yourself to those who are hiring.
If you are a writer, photographer, or a person who needs a portfolio create shareable samples and post on your social media.
You have the option to create a blog or a website that details your experiences and credentials. Alternatively, you could utilize free-to-use platforms such as LinkedIn’s Medium among others.
Get yourself referred
With the world becoming interconnected (a global village), more and more people are relying on recommendations to get what they are seeking.
Recommendations can come from family, friends, colleagues, classmates, or acquaintances.
If you are interested in a particular job within a particular industry, find out among those that you associate with who could recommend you.
In an effort to build your network, be clear about your goals and what you are searching for.
Attend job fairs, alumni events, or workshops that could expose you to even more people.
We all want things to go according to our plan. Unfortunately, this always isn’t the case.
Don’t give up though. Accommodate flexibility in your plans to avoid disappointments.
Initially, you might not get your desired salary, but instead of rejecting the job offer try negotiating it.
If you are sure the value you are bringing to the company can fetch you a good package, then stick to the salary package.
As you seek a job either as a graduate or just changing jobs, apply these to convince your employer that you are the right candidate for the job.
“A woman is the full circle. Within her is the power to create, nurture and transform”.
Although each woman has the power inside her to be able to achieve all these things, they can also be dependent on her environment.
Filmhouse cinemas creates the environment to allow women to easily create, be able to nurture and to transform into the best we can be, and not see our gender as an impediment…but rather as an advantage.
At Filmhouse cinemas, women are equally positioned for opportunities, growth, all-round progress and each of them plays crucial parts in driving the success of the business. Therefore, celebrating women goes beyond just a day earmarked to celebrate women.
However, International Women’s Day is the day to crown all our women who are visionaries, dogged, ambitious and would not settle for less.
With phenomenal women maintaining the helms of leadership at various levels of the business, to working countless times with female movie executives, it is impossible to overlook how impactful the women are in spearheading groundbreaking movie marketing campaigns, to co-producing box office hits, human resource management and guest services to match international standards, the Filmhouse woman is able to manage personal life and work is able to “Balance for Better”. In celebration of International Women’s day, the ladies of Filmhouse share their experiences and advice for women looking to dive into the movie marketing industry.
Lolu Desalu – Head of Marketing
“I serve a team of 17 people within 6 spheres of the marketing department of Filmhouse Cinemas. The design, sales, digital marketing, brand marketing, media marketing, and events management teams.
The most interesting part of my work is…
Working closely in partnership with some of the biggest and best companies in the world and brainstorming with my amazing team members.
If you’ve seen marketing teams in films/sitcoms during their brainstorm sessions, that is just a tip of an iceberg in comparison to ours. It’s seriously one of the best parts of my week.
Ladun Awobokun – Co-Head, Theatrical Distribution
“We’re shifting a mindset, and that, no matter how you think about it, is revolutionary. However, that is our superpower – the fact that we as women, can actually work ten times harder, twenty times smarter, and multi-task through it all, in sky-high heels.
It doesn’t matter what industry you want to work in or how many caps you want to wear. You can do it all”.
How I promote the brand with my role…
One of the key focus areas in my role is empowerment and mentorship. The Filmhouse Group is known for its people.
Without people, there is no brand. In addition, critical to my role is managing and growing our existing relationship with industry stakeholders; in particular, our licensors Warner Bros & Fox.
The opportunity of partnering with these parties on such a broad scale provides much value exposure to the brand, and in turn, strengthens our offering and ensures a service that is based on trust, reliability, and excellence.
Mimi Bartels – Head of Accounts, Nollywood & Independent Films
“My job is really not about the glam. Do I meet amazing celebrities? Yes. Do I go to premieres? Double Yes! But the amount of work that goes behind the business of film is NOT glamorous at all”.
One interesting fact about me, and my job role…
Most people see me and don’t know I handle a One Billion Naira generating account or handled 70-90% of Nollywood’s most successful films of 2016-2018 and such films like – Wedding Party 1/2, Chief Daddy, Merry Men, King of Boys.
All these films were under my account and my job was to make sure we hit those targets”.
This job has taught me to be humble, to be diplomatic, to be fierce, to be honest, and most importantly to be me. I have the best and most supportive line managers and the best team.
Ozioma Sammie-Okposo – HR Manager
“We cannot talk about strategy at Filmhouse without delving into our values which are – Trust, Passion, Ownership, and Innovation.
These are the guiding principle that has helped my department in shaping the Filmhouse limited and pushing the brand”.
How my work impacts society at large…
My work does have a rippling effect because we help create jobs and reduce unemployment in the society as we have sites in Lagos, Akure, Dugbe, Samonda, Benin, Port-Harcourt and Kano.
Also, our team across the site helps with guests and giving guests good services. We are also driven by the need to continue discovering new and innovative ways of creating inspiring experiences, delivering world-class service and bringing the magic of cinema to life.
Tolu Senbore – Branch Manager at Filmhouse Cinemas, Lekki
“I don’t think the reason I need to work harder in the industry is based on my gender. It’s not even a criteria for me. I only want to work harder because there is relevance that my person and role as a business manager requires and must communicate and it is one of the ways I appraise myself”.
My one advice to females who hope to start a career in the cinema industry…
Behind the lights, cameras, glitz, and glam lies HARD WORK! Be open to all the opportunities and do not be afraid to ask for help.
Tomilola Bukola Ayeni – Legal Officer
“There is pressure coming from all sides to be the best you can be, both at home and in the corporate world, this is why women should celebrate themselves and society should also celebrate them as well.
“Pop that champagne girl, you deserve it”.
The most interesting part of my work…
Every day I am faced with a new set of challenges I think I cannot overcome. But when members of my team push me to act on those things, and I eventually overcome them it gives me an abundant sense of accomplishment which is so fantastic.
The free tickets to shows and movies do not hurt either LOL.
Osho Vivian Olajumoke – Branch Manager
“Build up yourself in every way to prepare for achieving great things and while at this try not to think about being a woman too much but rather try to be the best person you can be and being the best at your job”.
Key strategies my role plays in pushing the Filmhouse brand…
I’m into core operations in one of our biggest sites, and basically the first line of contact with the customers.
The key strategies include upholding our company’s values, delivery high standard of customer service, creating “Filmhouse memorable experiences” In the minds of our customers thereby garnering customer loyalty and influencing repeated visits.
Itohan Izugbokwe – Sales Lead and Accounts Manager
“Some journeys are incredible. You start out in one place, believing you have a complete sense of where you’re headed, then you end up in another place”.
How my background prepared me for my current role…
It’s been 9 years of acceleration and sharp bends. From starting out in customer service in a mid-size establishment in New York to coming back to Nigeria and starting off in Oil & Gas, to ICT, to Digital Media.
And now, to Filmhouse Cinemas. While paths change, the vehicle that has stayed with me in all this time is client relationship skills. Nothing as propelled me throughout my career than the obsessive need to fulfill one purpose. Always providing value.
Odezi Onyeke – Business Manager Filmhouse, Surulere
“One of the most interesting parts of this job is meeting new people daily, it is both exciting and challenging and the movies too. I have now become the encyclopedia of movies to families and friends. Need an update about movies? I’m your girl”.
On how to become successful in this line of work…
The only way you can be successful in this line of work is through dedication and passion. I’m very passionate about what I do and this drives me to want to succeed more.
Also having a very supportive and understanding partner who is tuned with your goals plays a huge role in your success.
“If I could say anything to my younger self, I would tell her to stop tracking the A’s. She should focus on finding ways to improve herself so as to gain a competitive advantage”.
On how my career at Filmhouse began…
I began my career at Filmhouse cinemas as a Guest Services Executive. Over time, I was promoted to the Guest Services Manager position for Filmhouse cinemas Lekki.
Starting off at Filmhouse cinemas, I had the best support system; in all my years of experience, I’d never seen people genuinely go out of their way to make sure you succeed.
Senior management regularly called to ensure I was transitioning into my new role properly, I was asked whether I was satisfied with my job so many times that I almost panicked thinking I was giving the wrong answers.
I am now the Branch Manager at the newly opened Filmhouse cinemas Oniru-Twin Waters, in addition to my role as the Guest Services Manager for Filmhouse Cinemas Lekki.
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The Nigerian Tech industry has grown in leaps and bounds over the years. Many innovative ideas, platforms and more have been developed, which have provided more job opportunities.
However, certain infrastructural gaps created a need for affordable tech spaces and enabling environment where tech start-ups can thrive, collaborate and share ideas without having to deal with exorbitant overhead costs.
To address those gaps, FCMB has created Hub One, a tech-themed co-working space. Hub One is a space that allows for partnerships, collaborations, and possible investments.
It is a professional office space with unlimited internet, constant power supply, free coffee and a community of like minds. Speaking at the official launch of Hub One, Adam Nuru, Managing Director of FCMB, said the Bank recognizes and believes in the power of technology and youth-driven enterprises. He assured the public that FCMB will continue to invest in initiatives that support and develop Tech start-ups in Nigeria.
According to Bukola Smith, Executive Director, Business Development, FCMB “Hub One is designed to engage the Tech ecosystem as a means of providing solutions for today and the future’’.
She further stated that the Bank intends to create physical and virtual hubs across the nation over the next few years.
Situated in the heart of Yaba, Lagos, Hub One which is created in partnership with Passion Incubator, is a conducive environment designed to foster collaboration and drive creativity within Nigeria’s tech start-up ecosystem.
Olufunbi Falayi, CEO of Leadspace by Passion Incubator commended FCMB for the initiative. He disclosed that “Hub One provides the necessary infrastructure for tech start-ups, as well as capacity building events, to enable them to focus their limited resources on their business development.
Routinely, Hub One will host several incubation programmes, hackathons and pitches to support and provide a platform for tech start-ups”
For FCMB, Hub One is more than just a physical location, it’s a vision. A vision that supports the aspirations of Nigeria’s tech start-ups to attain their full potential.
First City Monument Bank (FCMB) Limited is a member of FCMB Group Plc, which is one of the leading financial services institutions in Nigeria with subsidiaries that are market leaders in their respective segments.
Having successfully transformed to a retail banking and wealth management-led group, FCMB expects to continue to distinguish itself through innovation and the delivery of exceptional services.
Across colleges all over the world, students are encouraged to take educational transfers to other schools or gain work experience through a number of programs.
All geared towards building new skills, meeting new people and improving on coursework. Doing an internship serves many purposes, including giving you real-world experience that will serve you well when youfinish college and enter the workforce.
While considering the right place for your internship, you should ensure to examine all opportunities available to students which can make up their Internship semester.
Below are 9 options and opportunities for IT students and for parents looking to recommend these upcoming opportunities below to recommend to your college kids for their Educational exchange or IT semester.
Use a Job Board
Job boards and forums like Indeed and NGCareers list opportunities available by companies looking for interns.
These are easy to apply to and provide a slew of opportunities from all over the country and the world.
Art noise residency programs also offer a number of programs for students graduate and postgraduate alike throughout the year. You can sign up to either of these to get alerts on new residency opportunities.
Online Experience/working from home
Websites like fiverr.com and upwork.com provide opportunities for people who want to earn money from home. While these tend to give more freelance options, they also serve as great options for IT students.
Platforms like The Sole Adventurer and She Leads Africa have regular openings for volunteer writers. Having such brands on your resume can help boost your CV and give you the opportunity to publish your thoughts and hone your writing skills.
You can also intern at She Leads Africa, and gain hands-on experience on how to work with a diverse team and navigate the training period in a fast-paced company.
Short Practical Courses
Another option for your IT semester is to take a short-term course in a practical course like baking, catering or fashion design that not only allows you an opportunity to learn practical skills, but also a great opportunity for you to earn an additional skill that can make you money immediately.
You can become a United Nations volunteer through the UN Volunteers platform which provides a slew of opportunities for students and graduates alike to volunteer and gain work experience as well as meet new people from different parts of the world.
With business registration now easier than ever, your holiday period presents a good opportunity for you to try your hand at entrepreneurship!
Look into setting up a small scale business and creating an opportunity not only for you but for others.
Cryptocurrency is currently at an all-time high, with bitcoin getting to over $30,000 = B1 during the end of 2017. Try your hand at trading in this new way for little to nothing and explore the opportunity of making more.
There are varying classes on meetup offering free bitcoin classes and meetings to get you started.
Investing is also another opportunity to learn and earn money. While this is significantly more difficult and requires some money on hand, there are investment options that anyone can hop on.
Pork money which is a great way to invest in agriculture, gain new experience in investment as well as make more money.Not to mention pork agriculture investment runs a fairly short cycle.
These are a number of options that would ensure that students do not miss out on or waste their Internship Training opportunity as the skills, knowledge, and experience you gain through an internship are fast becoming one of the most important things that employers consider when they hire.
You’d be doing yourself a real disservice by not seeking out an internship opportunity before you graduate.
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On-boarding is a process of integrating a new employee into the organization. We all mistake Induction for On-boarding, while the former ends in one day. Onboarding usually lasts for about six months till a year depending on the company.
1. A good Induction is the first step to retaining your employee.
Induction shouldn’t be just a storytelling session about the company rather it should integrate the staff to the company’s vision which will enable them to run with it.
You would save yourself a lot of headache in micromanaging your employees if you can ensure they are well aligned with the vision. Induction shouldn’t be one-off, there should be a frequent induction program which should cascade to each department and roles.
2. It helps employees think like a business owner
Empowering an employee through an effective onboarding process to think and act like the CEO would go a long way in retention and business growth.
The mindset of a CEO is much more than completing tasks or meeting up with deadlines; it’s about the growth of the business.
Each employee should be able to align their functions with the growth and success of the company.
3. It protects and improves your company culture
A good company culture improves employee productivity which in turns drives business growth. An underlying factor for an organization’s culture lies in its Values and purpose.
I’m talking about the REAL core value that forms the basis of major decisions and strategy. A proper communication during the onboarding process will prevent future cluelessness by an employee in the future.
4. Having a documented process to drive uniformity makes it more effective.
It’s not enough to assume to think that line managers are helping the employees integrate better. Documenting the process starting from the induction and ensuring line managers are held accountable for following the process makes it effective.
I have realized that the competency of the person managing the process goes a long way so Training is advised.
With this points of mine, I hope I’ve been able to convince you why you need to revisit your onboarding process or create one if you never one before now.