A few weeks ago, we spent some time with the CEO of Fifi’s Food House, Onimim Fifi Karibo, at her kitchen hub in the city of Port Harcourt where she treaded us to a three-course meal. While we sat in her office, we noticed her people were at work preparing the meal. At some point, a customer called to order a meal, Fifi was still with us all the while as her people brought the message that the meal was ready. Evidently, she had taught her people how to prepare the meals the same way she does.
About a year ago, Mapemond had multiple training jobs at the same time for various clients. We delegated different team members to each of the training and they all did a great job. One of the training had about a hundred and fifty participants and it was handled by a Staff, not our principal.
Even if you are a one-man business, for now, develop the consciousness of raising others to do what you do because you cannot keep doing it all by yourself and you cannot be everywhere at the same time. Yes, some people you train will disappear without first giving value to the system that raised them, but that is not a valid excuse to not raise others at all.
Some people you train will falter and make mistakes, especially if you have the traits of a perfectionist, but be patient with the grooming process and they will become well-primed. Instead of finding reasons and justification to do it all by yourself all the time, fight those excuses and raise your army unless you are fine with being a one-man business perpetually.
If your dream is to build an amazing brand, you cannot escape building people, against all odds.
Build your people. And trust them with the work.
The quality of people involved with a brand from the founder to the management team, team members/employees will ultimately shape what the brand becomes.
What you can do.
a) Work on yourself. Don’t be an obstinate entrepreneur or executive. Provide quality leadership. We helped a client recruit and onboard a team of smart young people but they are ALL on the verge of exiting because the Boss makes the work environment very toxic.
b) Profile your desired team. Determine the kind of team you want to build and the kind of persons who will best fit into the team in terms of experience, character and all other essential qualities.
c) Position your brand rightly. Put the necessary things in place to attract, onboard, and retain the right persons for the brand. Your brand should also be appealing and inspiring to employees, not just customers. Sell your brand to the people you want to build it.
d) Provide growth opportunities. If the quality of your team will grow, then you must take training and growth seriously. You can organize in-house training and also engage external trainers. Give responsibilities to team members, so they can learn and grow.
e) Provide mentorship. If you are a small business or startup, chances are that most of your people will be millennials. For you to get the best out of them, you have to mentor them and help them navigate their path to success.
f) Set guidelines. Decide the direction you want for the brand and set the guidelines for every team member to align. Everything that matters to the brand and cannot be compromised, spell it out clearly.
This is why as a brand consulting agency, we also work closely with Clients on talent recruitment and development. We work with a lot of young people and in the process, we prime them for whatever brand they may get involved with.
Building profitable and reputable BRANDS is what we love doing. Let’s help you build yours.
More lessons coming on what makes a solid brand.
For most people, creating stability in all spheres of life comes to them with ease, but for others it is a daunting task and the end result is worrisome.
For those struggling with finding work-life balance, be assured that you are not in this alone.
Balance is your ability to gain stability and fulfillment and if you are unable to create a balance, you stand the risk of having constant health issues, frequent exhaustion, financial loss, steady stress, and the feeling of underachievement.
For your sanity, productivity, health and clarity we have come up with these tips to help you achieve a work-life balance.
- The first step is to figure out who you are, your values, your goals (work, relationship, spiritual, financial, and so on).
- Track your time by prioritizing and keeping a log book.
- Create a “you” time.
- Leave work back in the office
- Take out time for outdoor activities
- Constantly do a self-evaluation exercise
- Read articles on other subject matters beyond work
- Attend social events or just hangout
Being a workaholic is counterproductive in the long run, but finding balance boosts your productivity eventually.
Empower your team members with this knowledge to get best from them.
We could help you improve your employee relations to boost productivity while minimizing staff turnover. Send an email to email@example.com
One of the toughest parts of being the head of an organisation is having someone whom you trust to oversee the affairs of the business whenever you are absent. Most employers and heads of departments would agree that trustworthy employees or team members are hard to come by these days. A lot of organisations have been ruined by dubious staff who take pleasure in pilfering or watching the organisation lose revenue.
Oblivious to the cunning activities of the employees, some employers continue to feed on the lies of their staff. When the company’s sales deteriorates, they bear the blame thinking they are incompetent or ineffective. Asides from the worries it brings to the employer, it drives some businesses to their untimely end and puts the employer in emotional distress.
Often, we conclude too easily that only junior staff are involved in these despicable acts but most times when uncovering the truth, senior staff are usually involved in such deeds. This revelation most often than not leaves the employer in shock, wondering the reasons behind the perpetrators’ decision. In the passing of time, these employers or top-level managers become distrusting of virtually every staff.
Kwani’s story depicts a typical scenario of what happens in most known organisations. Here is a narration of Kwani’s tempting experience.
It was dusk and everyone was clearing his or her work desk, ready to shutdown for the day’s work. Kwani who was new in the company curiously watched some staff speak in hush voices and act in suspicious ways. He had noticed these same moves over the past weeks and had enquired from one of his colleagues why they usually stayed behind after the close of work. As expected, his colleagues gave a casual response that only raised Kwani’s curiosity. His colleagues had said, “We carry out some confidential assignments for the company. Only those involved get to know. If you are interested. Let me know.”
Rather than ask them again, Kwani decided to sneak up on them to find out what the confidential task was. Tracing their steps but maintaining a reasonable distance so he is not sighted, Kwani followed them into the dark warehouse, and he became more perplexed. While three persons took out fifty cartons of the company’s products, two others dashed out to open the back gate for some strangers who drove in with a truck.
He silently observed as they loaded the vehicle with the products and received some amount of cash in return. They chatted and cheered as they carried out their transaction. Kwani stood in a corner, confused about his next step. As they were rounding up, Kwani quickly walked out. He spent the next day torn apart, part of him wanted to report the perpetrators and the other part wanted to join them at least to earn more money for himself. After dealing with the dilemmatic intrapersonal conversation, he decided to report the act.
That day, he contacted the HR manager and informed her about his findings. She thanked and assured him of an immediate action against those were working against the progress of the company. Unfortunately, two months later, Kwani was rewarded for his integrity but got fired some weeks after. When he made enquiries about why he was sacked, he found out that one of the Managers was spearheading the operations. Kwani continued to blame himself for exposing those behind the act, maybe joining them would have been the best option.
Knowing that no business ever thrives without the right set of persons working behind them, what remedy can you proffer for staff disloyalty and pilfering? Once again, the need for effective systems and processes cannot be overemphasized.
Written by Jennifer Chioma Amadi
Do you need help with setting up your systems and processes? We can get it done for you professionally. Send us an email at firstname.lastname@example.org
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The ideology that one can only be a master in one field has been proven wrong, repeatedly. Sandra Ginikachi Stephen is one of those who have broken out of the norm. From being a trained Animal and Environmental Biologist, she veered off to an entirely new field where she currently works as a Visa Processor in a destination company.
Sandra, exploring more options available to her, is also involved in event styling and utilises her paper craft skill for interior and outdoor decoration. She has, through constant practicing, developed and mastered these skills for profitability.
Sandra acknowledges that her experience during work has instilled some indispensable values in her. “Working has impacted me in diverse ways. It has given me a sense of responsibility to my community and nation at large. Now I want to learn more, so I could give more. Working has also taught and is still teaching me patience.”
During the course of working, Sandra has also acquired some level of direction socially. “It’s brought some sort of focus to my social life. Now, I always have a target concerning my circle. How would this person assist in actualizing this? What solution can he/she proffer? How passionate is he/she with giving back to the nation and so on?”
Due to her remarkable career advancement, Sandra could be easily mistaken as one who had a background in her chosen field. However, she is quick to clear this perception. “What I do presently is way different from my course of study, I must say. I studied Animal and Environmental Biology but currently I am doing the job of a hospitality and tourism person. Not related in any way one would say.”
Regardless of the fact that Sandra may have deviated from her course of study, she indicated she still has interest to explore career options in that line and considers her experience so far as an advantage. “Even though I still look forward to taking up a career in my field, I count this a plus.”
In fact, she refers to career switch as a turn that could eventually lead one to their required career destination. “I wouldn’t call it a change in career but with reference to the word ‘career path’, my current job is one of those turns we take.”
Speaking about her work benefits, Sandra highlighted that asides the financial rewards, her job also creates an opportunity to build skills for personal growth. “There’s a whole lot of growth and benefits accompanied with my job. Here, if you are focused, you’d develop skills that would help you successfully start up your own destination management firm with massive financial benefits attached”
Spotting tolerance as one of the major lessons she has learnt at work, Sandra noted that it is a vital quality one needs to survive in any organization. “Tolerance. Working in any organization requires a measure of tolerance and this one is not exempted. Experiences have taught me to be tolerant. Whatever happens at the workplace ends at the workplace.”
Sandra also identified lessons that have contributed to her personal development. These lessons have equipped her with a wide range of skills and ethics that are relevant to her both as an individual and especially as an employee. “In my course of working, I have developed character. I have learnt and still learning the art of professionalism both within and without the work environment. My job is “risk”. The first thing I learnt on resumption was learning to unlearn whatever I thought I knew. Even those occupying managerial positions still learn on the job. I have also learnt team work.”
Financially, Sandra admitted she has had an impressive progression of income. “My work has helped me maintain a consistent financial lifestyle. Coupled with other financial benefits accompanying.”
Despite her regular job, Sandra has her side hustle to back her up. She stated that her side hustle is birthed from her love for paper crafting. “I am a creative person. I love crafting. And taking it as a side hustle has had this way of keeping me active. It makes me ask questions like “how can this/that be done more creatively”. I even apply this to my regular job.”
She added that having a side job has liberated her from any chance of monotonousness that could lead to boredom and at the same time provides another source of income for her. “More so, for someone that gets bored easily, it helps me see the brighter side. I wouldn’t also leave out the juicy feeling of having an extra flow of income.”
In the aspect of work disadvantages, she stated that they were minute compared to the advantages. “More advantages than any disadvantage I can think of. My job bears up so much risk that could cost the company a lot of money. But you’d admit that every other job does too.”
A challenge that Sandra classified as a positive one is the competitive spirit of workers in the organization who have given themselves to self-development in order to retain relevance. “I wouldn’t call it a challenge or should I say it’s a positive challenge. It is an organization where all or most of her staff are fighting to maintain relevance. Everyone working to be better every day in his or her different sections. More like positive energy.”
Sandra advised young people to seek continuous growth and not dwell on past knowledge. She recommended constant improvement for anyone aspiring to advance career wise. “We all are still finding our feet. No one, even those at the top would ever admit that they have reached the apex. Everyone is trying to do more and be more. That is all you need to do – do more everyday. Do not settle. People are watching, opportunities are lurking and looking for the relentless. It will all work out someday. Even better than you ever imagined it.”
Having read Sandra Ginikachi Stephen’s interview, we hope that more people will work towards building themselves and mastering their craft to the highest level.
Written by Jennifer Chioma Amadi
Do you need a team to grow your brand? We can help you recruit the best set of people. Send us an email at email@example.com
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Beyond working and earning monthly salary, there is a deeper desire for most workers, which is Self-sufficiency. Most people aspire to live above insufficient funds, daily toil, and tirelessly strive to attain a certain level of financial freedom. When the desire for self-sufficiency is not attained, dissatisfaction creeps in and then work becomes a tedious monotonous act.
This week’s guest, Ezeugwa Gerrard, strongly believes that self-sufficiency comes through one means, deliberate and consistent hard work. To drive his point home, Gerrard shared some personal experiences during his interview. Brace yourself as we get to know more about this young driven man.
Ezeugwa Gerrard, is a Software Engineer who specializes in building software, developing websites and deploying them. “I write programs in modern programming languages and I maintain best practice in all that I do,” he emphasized.
Having made critical changes along his career path, Gerrard is not your regular kind of worker. He has courageously explored different career options all in different industries. “I had series of changes in my career. From the Oil and Gas sector to Banking Sector then finally Information Technology, the journey has been breathtaking and eventful.”
Gerrard indicated that he had no initial plan to divert from his course of study to his present profession. “I mean I never set out to be a Software Engineer. I have a Bachelor’s Degree in Gas Engineering but today, here I am.”
He went further to express his thoughts concerning academic pursuit, indicating that the school environment served as a platform for self-discovery. “I feel going to college was just a mere certification exercise that laid the foundation for self-discovery. I feel I went to school just to find out who I am, my strengths, weaknesses and what I can do happily even without income.”
From his exposure, Gerrard now views the workplace as a school that facilitates all round personal growth. “Working is a school. It teaches you how to grow and do that very fast. You learn time management, personal development amongst others.”
He explained further giving an instance of an experience that stood out for him with focus on the lessons he has learnt from it, “For example, last year I worked in a Nigerian multinational bank. My most remarkable experience here thought me how to be patient. The most discouraging task involved parsing and rearranging business files that could sometimes take weeks to complete. I took the job just to fund my dream of working as a Software Engineer. I did not give up. I knew it was just a phase.”
Gerrard shared some tremendous ways his job has enriched his personality, “Working has given me the opportunity to understand the individual differences that exist among people and how to manage them. It has made me patient, more bold, outspoken and emotionally intelligent. I now know how to patiently and intelligently work my way to the top while leveraging the various situations I find myself.”
Financial wise, working has made Gerrard fiercer in his pursuit for self-sufficiency. He indicated that he has become more cautious in his choice of activities in order to earn more income. “Work has made me self-sufficient. It has also given me the ability to be of assistance to those who genuinely need assistance. I mean no one wants to be a liability, or stay around a liability.
It made me a purpose driven person. I am now time cautious and every activity I indulge in has to be a money maker else I abandon it.”
He also mentioned some benefits that accompanies his job. “On my current job, I became a full time staff within a short space of time. Free lunch, accommodation on request, and others are my benefits. Since then my growth trajectory has been on the y-axis.”
Gerrard shared some of his challenges with underpayment topping the list. Nevertheless, he proposes that working regardless of poor remuneration was better than being idle. “Remuneration is very poor. Opportunity for employee growth is also very poor, but I am patient because I have a goal. I know where I am going. I cannot say because the job pays a penny, then I sit back at home like a King, waiting for manna from heaven. God will bless the works of our hands, but when he sends his angels down to come and bless us, what does he find us doing? selling groundnuts? working in a construction site? or relaxing like the Sultan of Sokoto at home?”
Despite the disadvantages of his job, Gerrard remains optimistic about the future. “I’m blessed. A better move is on the cards and soon, the whole story will change. The story of poor remuneration and opportunity for growth will become history,” he said.
Gerrard admitted he has several side hustles which gives him some level of sustenance. “I have side hustles. I do quite a lot to keep my pockets friendly all the time. Most times I end up earning triple the amount I earn in my work place.”
Backing his reason for relying on other sources of income, Gerrard said, “As a young person starting out life, I learnt that hard work is the key to self-sufficiency and satisfaction. Hard work truly pays. If I depend solely on my work place earnings, it will not fund most of the courses I take for personal development. I mean, I have to grow, and do that very fast.”
Gerrard sternly admonished young career beginners on the need to scout for or create opportunities for themselves as against the watching and waiting attitude. “Don’t stay at home. Go out there and do something. Learn a trade or volunteer at events. Opportunities don’t come by staying at home but they come when you step out and get involved, meet people and learn new things.”
He advised that they start with the available jobs in their reach while they continue to aspire for the bigger paying jobs. “It is a common trend today where young people hold out for the job with the perfect pay, rejecting potential life changing offers along the way. The perfect job will most likely not come. Time is of the essence to any purpose driven person. Take that job, build yourself from there and move when its time. Do not sit back comfortably like all is alright. It might be too late when you realize your mistake.”
What is your route to self-sufficiency? Would you rather sit and wait for the ideal job or would you be a goal getter like Gerrard and make things happen?
Written by Jennifer Chioma Amadi
Are you looking towards recruiting a solid team? We have got you covered. Reach out to us at firstname.lastname@example.org
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Age is often considered as just a number and one of the common assumptions about it in the corporate world is that people concern themselves with work goals and never who is older. Like we know, the workplace comprises of different age generations of people who are expected to work together with mutual respect. However, at some point, there is set to be a clash between colleagues in different generations and even those in the same age bracket. This could affect communication thereby stifling work efficiency.
Most times age diversity in the workplace is considered the best recruiting strategy despite the strife it causes. It remains an inevitable fact that the corporate world is made up of a mixed multitude who will never have the same features. Due to this, people, whether young or old, would constantly find ways to deal with work relationships.
In every organisation, there are different demands each age generation makes to another but one thing they all seek from each other, is respect. Both old and young colleagues desire to be respected by their team members. Often times, the older generations tend to seek more respect and usually detest being answerable to a younger colleague whose attitude they find unpleasant. Most of them consider taking orders from a younger person very insulting and could even resign if their boss is younger than they are.
On the other hand, the younger generation most likely would prefer if the age constraint is removed from the picture and everyone considered as equals. They would prefer to express themselves and relate with everyone on the same level without age being a barrier. With this mentality, when they are promoted to higher positions, they often do not give preference to age and could easily be seen as rude. Either ways, people in the workplace are left to deal with this dilemma every working day.
Here is a short story to drive home the point.
Kachi watched her supervisor, Miss Ibinabo, walk in majestically in that her noticeable Christian Louboutin heels that always announced her arrival. She grimaced as she heard her lashing out at everyone who seemed to be slacking on their task. Whenever she yelled at one person, her voice echoed over the entire place as though she was addressing everyone. When she spoke she expected a rapt attention which most of them gave subconsciously because of her commanding voice.
Though Miss Ibinabo was promoted to the supervisory position on the basis of her exposure and her creativity at work, she remained one of the youngest in the firm. She was barely twenty-eight and didn’t have as much experience as Kachi and the rest of the employees. Kachi who was ten years older than her always felt degraded whenever she had to sit and listen to Miss Ibinabo speak or assess her work. It wasn’t the things she said that pissed Kachi and other workers but her poor approach towards handling crises and the disrespect in her voice.
Outside the work environment Kachi could bet on her life that she would never succumb to taking orders from anyone younger than she is. She was certain Miss Ibinabo would never dare to speak to any older staff the manner she did if they had met outside the work environment. Everyone one knew her authority ended around the four walls of the company. Once Mr Fred in Kachi’s department, who was in his early fifties, had threatened to slap the madness out of her and termed her childish when she talked down on his work.
Severally Kachi had felt the urge to confront Miss Ibinabo and talk some sense into her but she feared she might be misinterpreted as being envious of the younger lady. So each day, while Miss Ibinabo strolled from desk to desk with those her silence breaking heels, and begin to prove to everyone that she was the one in charge, Kachi would bite her tongue, swallow her words and let things slide. Today was one of those days, she would let peace reign.
Can you work for an employer or work under a supervisor who you are older than? Would the case be different if the supervisor was older? Let’s know your thoughts in the comment session.
Written by Jennifer Chioma Amadi
Do you want to train your employees on work ethics? We can help! Send us an email at email@example.com
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One of the scarcest and presumably the hardest things to find these days in Nigeria is the ‘right’ job. In fact the concept of a right job have far been erased from the minds of many and overtime people apply for any available job. Every now and then thousands of unemployed people steadily cast their net broad and wide hoping to catch a job from the deep blue sea of companies. Asides from being open to any type of job, some people would do anything to get the job.
Due to this high desperation in job search, some recruiting agencies consider it to be a money making venture thereby exploiting many job seekers. Often times, some job opportunities these recruiter present are fake and just a deceptive means of enriching themselves. So while they present irresistible job opportunities to the desperate unemployed crowd, they enlarge their pockets.
In most occasions some job seekers are left indecisive, dangling between missing out and grabbing the seemingly life changing job offer. Several cases have been reported by victim who had the unpleasant experiences. From our research, we spotted a list of companies from the Ngcareer platform who have exploited many job seekers.
Shifting our focus away from exploiting recruiters, job seekers are also part of this as most are usually the first to strike a deal. They literally lure either the recruiting agency or the HR personnel in order to buy their favour.
With this development, it seems as though the job sector is slightly turning into a market where people trade, continuously buying and selling jobs. If things continue to play out this way we then ask the question, do the qualified ever get the jobs right for them or are the spaces sold out?
Let’s know your thoughts.
Written by Jennifer Chioma Amadi
Are you in need of dedicated hands to build your brand? We have a pool of people who are ready to work. Send us an email at firstname.lastname@example.org
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“Remember not only to say the right thing in the right place, but far more difficult still, to leave unsaid the wrong thing at the tempting moment.”- Benjamin Franklin
An unknown tool instrumental to the growth of a business, which most employers and employees fail to recognise, is spoken words. Many times, the words we speak might seem inconsequential to us to the point we fail to pay attention to what we say. We frequently underestimate the power of our words both to ourselves and to our colleagues at work.
In some corporate firms, a boss or senior staff uses the name-calling approach towards a junior staff to address an offense or a mistake. In addition, colleagues exchange hurtful words. “You must be blind not to have seen this mistake!” “Only idiots make lame moves like this,” “fool, leave my office”, there are endless examples that could be cited to show the unpleasant attitude displayed in the workplace. All these are termed ways of expressing oneself, in the process ignoring the other person’s feelings.
Some people brag about being vocal and therefore believe they have the right to lash out irrespective of who is involved. Never does it cross their minds to examine the weight of their words and the aftermath. In the end, there are a lot of many bruised emotions and disconnected people in the work environment.
When people are disconnected, there is a nosedive in productivity. It is important to note that words can either make or mar and even destroy professional relationships. No client would appreciate having abusive workers execute their job. This makes the work toxic and less efficient.
The opening quote made by one of the founding fathers of America, Benjamin Franklin, explicitly suggest how best to speak at every point in time regardless of how we feel. Benjamin Franklin obviously must have worked with all types of people with different characters. Yet in the midst of them, he learned a better way to handle human relationship. This is what we often refer as emotional intelligence.
Unlike Franklin, in our present time, many leaders of organisations have not quite understood how to relate excellently which has been a major flaw on their part. Knowing that the words you say to your team could either encourage or discourage them, more of them may become cautious with their choice of words.
Employees are not exempted. They too must learn to control their words and speak right. The organisation functions better when everyone has a knowledge of what is acceptable and what is not. Proper communication between people within the workspace should be included as part of the work ethics of any organisation. This way everyone shares the responsibility of building the company.
Written by Jennifer Chioma Amadi
Would you like to run a training on emotional intelligence for your organisation? We’ve got you covered! Send us an email at email@example.com
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When we understand that words could either