A business coach is more than a consultant or mentor—they are a partner who helps entrepreneurs and executives set goals, build strategies, and stay accountable. Learn what business coaches do, why they matter, and how to choose the right one.
Building a global career from Nigeria is a practical goal, but it requires preparation. The successes of Nigerians at institutions like NASA, the WTO, and multinational corporations prove that the pathway is already established. The challenge for today’s professionals is not whether the door is open, but whether they are ready to step through it.
Employee loyalty is no longer about perks or pay alone. Drawing on data from Gallup, case studies from Andela and Access Bank, and global insights, this article explores how Nigerian companies can retain top talent by embedding recognition, growth opportunities, and authentic leadership into their culture.
The U.S. has introduced a $100,000 annual fee for new H-1B skilled-worker visas, a move the Trump administration says will protect American jobs but critics warn could hurt tech firms and foreign professionals.
The Future of Jobs research from the World Economic Forum shows that many workers must refresh significant parts of their capabilities between 2025 and 2030. This is not abstract forecasting; it affects promotion, employability and strategic impact inside organisations.
Below, I present 10 courses that should form the core of any professional’s development plan.
Negotiating salary without undervaluing yourself is not about conflict—it’s about clarity, preparation, and confidence. In a competitive market, it’s those who understand their worth, research thoroughly, practice their ask, and approach negotiations strategically who shift outcomes.
Nigeria’s job market may be crowded, but strategic clarity, action, and mindset make all the difference. However, with demonstrable skills, crafting real-world experiences, building genuine networks, and persisting with purpose, job seekers transform from passive candidates into demanded professionals—and open doors even where paths seem limited.
The fear of public speaking is common, rational and, with method, tractable. Treat it as a leadership challenge, not a private flaw. Reframe the arousal, steady the body, rehearse the essentials, expose yourself to the work, and build rooms where clarity can win. Your organisation needs your voice. So do your ideas.
Promotion is never guaranteed, and it should not be. But when competent employees are repeatedly stalled for reasons unrelated to their capability, both individuals and institutions lose. Recognising and addressing the hidden triggers that hinder advancement is not simply an act of fairness; it is a matter of organisational survival.
Management tension is not an anomaly to be eradicated but a constant to be managed. The question is whether organisations allow it to corrode culture or channel it into productive balance.
The workplace of the future will be defined by how organisations manage the quiet pressures borne by their leaders.
The first step is acknowledging that job loss is more common than many realise. For some, job loss prompts a direct return to a similar role. For others, it is the opening to test new paths—consulting, entrepreneurship, or shifting industries.
Stop treating credentials as ends. Degrees and certificates help, but over the next decade the differentiator is evidence: shipped projects, measurable results, references who will vouch for your execution under constraint.
For decades, academic degrees in Nigeria served as a reliable indicator of professional competence. However, this perception is shifting.
Developing resilience doesn’t mean you merely survive challenges. The most resilient professionals emerge better: more adaptable, more self-aware, more confident.
LinkedIn serves as a primary resource for recruiters and business partners seeking potential candidates and collaborators. Having a robust profile can enhance your visibility for job…
