IBRAHIM OGUNJIMI M.Sc,Tech IOSH,MISPN,CSCS CARD的动态

Yesterday, I had the pleasure of facilitating a session on "How to Create Inclusive and Safe Training Spaces" as part of the Young Orators Academy's ( Debate Institute Africa's educational and training arm) Coaches Boot Camp. It was an enlightening experience to engage with passionate coaches, and trainers dedicated to shaping impactful learning environments. The session focused on the pivotal role that inclusivity and safety play in fostering effective learning and collaboration. Whether in the classroom, boardroom, or debate stage, the principles of inclusivity and safety remain universal and transformative. Key Takeaways from the Session included: 1. The Power of Psychological Safety. Research consistently shows that psychological safety is a game-changer. For instance, Google's Project Aristotle revealed that teams with high psychological safety are 43% more likely to succeed. This same principle applies to training spaces where participants feel free to express ideas without fear of judgment. 2. Inclusivity Fuels Performance A statistic from Gallup highlights that 70% of learners perform better when they feel included and supported. This data underscores why we must design spaces where every voice matters and diverse perspectives are celebrated. Coaches must maintain professional boundaries, model ethical behavior, and establish transparent reporting systems to protect the well-being of all participants. As coaches, educators, and leaders, our greatest responsibility is to create environments where everyone feels valued, respected, and empowered to thrive. Maya Angelo put it this way "I have learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel." I am grateful to Debate Institute Africa(DIA) for the opportunity to contribute to this important conversation and for the active participation of all attendees. Let’s continue to champion spaces where people can learn, grow, and shine! YALI RLC EA - Alumni Chapter of Uganda

Teaching Management: Some thoughts on this process: In the days gone by, management was part of the process called living. We managed our resources and ourselves by observing the happenings in our environment. No one taught us how to manage. It was a natural process of being. People who managed well , invariably were those who understood how to do it the right way. It was a process of trial and error and the person who focused on getting the process right were more successful in implementation. It was the American management guru, Peter Drucker, who introduced the idea of teaching management in order the speed up the process of learning to manage. The early practice of management, beginning with the Scientific management model, was not very successful because of the manner in which one critical resource, the human resource, was managed. All the resources were treated the same. This was the primary reason for the conflict between the workers and management. In the natural process of human relations, people are treated with respect and care. They were special, like our children, neighbours, friends, others. Somehow, when we entered the work environment, thinking changed and people reporting to us were only mechanisms to work with in order to improve productivity. Here was the problem. Since management is part of what we do to be effective in our day-to-day life, management education, to be effective, should be built around the day-to-day realities of our existence. Concepts need to be taught to understand why things happen, as we experience them. The bulk of the learning experiences should center around what is happening around us. Management education is primarily needed to help provide an understanding as to why the different behaviours demonstrated by people at work happen. When we understand why, we are in a better position to anticipate likely behaviour in future and prepare for the same. When the teacher enables the student to connect with their experiences and share it with others, the learning will be better and more effective. The students will have a better understanding of concepts and processes. They will more likely involve themselves in the deliberations and, eventually, implement what they have learned. Hence, the focus of management teaching should be less on systems and methods and more on understanding the ground realities of the moment; sharing their real problems and experiences and learning from how others have done it. The teacher / facilitator should blend the experience sharing with the concepts taught. This will help the student clearly understand different situations as they arise. They are adequately prepared to face similar situations in the future with confidence. Today, the students are in the know of things most teachers would not know. Hence, I presume, our job, as teachers, is not to tell them what to learn but to help them understand what they are learning and connect it with their situations in life.

Organizational Development and System Strengthening (ODSS) Curriculum Development Co-creation Exercise The opportunity to collaborate on the development of the ODSS (Organizational Development and Systems Strengthening) training materials, which was arranged by Amref Health Africa, was both a professional accomplishment and a fulfilling experience. My participation in the co-creation effort for the ODSS training guide was quite successful. The united effort resulted in a high-quality training resource that will benefit both businesses and communities. The experience also provided me with valuable skills and knowledge, which I plan to apply in future endeavors. Organizational Development and System Strengthening (ODSS) trainings and mentorship are critical expenditures for any organization that wants to improve its efficiency, adaptability, and overall performance. ODSS training includes a variety of approaches and technologies that aim to enhance an organization's processes, structures, and culture. It focuses on: (1) diagnosing organizational difficulties, (2) designing strategic interventions, (3) implementing change initiatives, and (4) evaluating outcomes to ensure continual improvement. ODSS training is a transformative process and my own experience with ODSS training as a facilitator and consultant has been deeply beneficial, giving unique insights and practical skills that have helped many organizations succeed. Investing in ODSS training is critical for any organization looking for excellence and long-term growth. https://lnkd.in/dE9zUQMV

Being a learning organization also means being aware of the gaps in the system and continuously making efforts to nurture creativity, improve, develop, renew and have a sense of achievement. For this to be feasible, ?? Leadership needs to be intentional about development and learning, ?? People need to leverage learning opportunities, ?? People need to be continuously empowered for a collective vision, ?? Learnings need to be captured and shared systematically. So how can a learning organization foster a culture of knowledge creation and continuous learning at all levels? ?? Promote internal knowledge transfer activities ?? Prioritize personal and professional development ?? Constantly adapting and transforming to meet [people] learning and business needs ?? Continuously creating and sharing new knowledge (implicit) ?? Valuing and and encouraging people’s learning efforts ?? Encourage people to discuss across functions and levels ?? Capturing and sharing lessons from failures ?? Include learning in key decision making processes for operational and programmatic activities. So, how can we become a learning organization? ? Management needs to have it as a priority ? Define what you want to be as an organization and reflect on actions ? Learning and development needs to be part of the organization’s strategy and culture ? Conduct an assessment to evaluate the status of the culture, gaps, strengths, opportunities and readiness for change ? Design a road map and a RASCI action plan for the Learning culture ? Make learning part of job descriptions, KPIs, professional objectives with accountabilities for people and their supervisors ? [Leadership] Provide time for formal and informal competence and knowledge sharing via training, coaching & mentoring initiatives ? Promote sharing of failures and recommendations ? Link learning efforts to organizational values, strategy and goals ? Dedicate periodic moments for learning in various business aspects ? Reward and celebrate individuals’ and teams’ learning successes ? Share key learnings among and across teams (or organization) ? Produce learning indicators and a Monitoring & evaluation framework to help continuously improve learning processes and outcomes. #knowledgemanagement #learning #organisationaldevelopment #KM ??: dry season in Northern Cameroon

How My UniAthena Course in Environment Health and Safety Management is Shaping My Future ?? In today’s world, standing still means falling behind. I’ve always believed that growth is a journey, not a destination, and the key to staying ahead is through continuous learning. Whether you’re honing existing skills or diving into new areas, self-growth is about investing in your potential and transforming challenges into opportunities. That’s why I enrolled in the Diploma in Environment Health and Safety Management with UniAthena—an online learning platform that empowers professionals to advance their knowledge and skills while balancing the demands of a busy life. Why UniAthena ?? UniAthena is known because of its flexibility, quality content, and learner-focused approach. As anyone interested in pushing their career forward, you can take any course of your interest on UniAthena. What I've Learnt So Far ?? The Diploma in Environment Health and Safety Management has been a game-changer. From mastering critical health and safety regulations to understanding environmental management practices, I’ve gained practical knowledge that I can directly apply to real-world scenarios. The course connects theoretical learning with actionable insights, ensuring I’m well-equipped to make informed decisions in both workplace safety and environmental sustainability. Growth is My Constant Goal ?? For me, education is more than just acquiring knowledge—it’s about expanding my vision for the future. This course has empowered me to rethink my approach to environmental health and safety, refine my strategies in sustainable construction, and sharpen my project management skills. With UniAthena’s supportive community of learners, I’m constantly inspired to keep pushing my boundaries. Final Thoughts ?? In an ever-evolving world, those who commit to continuous learning are the ones who thrive. I highly recommend UniAthena’s Diploma in Environment Health and Safety Management to anyone looking to upskill or deepen their expertise in this critical field. It’s an investment not just in knowledge but in the growth that propels your career and enriches your life. #LifelongLearning #Sustainability #EnvironmentHealthSafety #ProjectManagement #RealEstate #ProfessionalGrowth #UniAthena #ContinuousGrowth

I ANSWERED SOME OF THE QUESTIONS I FREQUENTLY GET AS A CONSULTANT/ TRAINER AND MANAGING PARTNER FOR Splendid Trainers Zambia ???? . Q1: What inspired you to start Splendid Trainers Zambia? A1: I saw a gap in the market for high-quality corporate training tailored to the unique needs of Zambian businesses. I wanted to help companies unlock their full potential through effective training programs. Q2: How do you determine the specific training needs of a company? A2: We use terms of reference provided and sometimes conduct assessments through surveys, interviews, and performance reviews to identify the skills gaps and areas for improvement within an organization. Q3: What makes Splendid Trainers Zambia stand out from other training providers? A3:Our local expertise and experinece in what we do combined with international best practices sets us apart. We customize our training to address the specific challenges faced by companies. Q4: Can you share a success story where your training significantly impacted a client? A4: Certainly. We have plenty but, here is one - We worked with a large manufacturing firm that was struggling with leadership and productivity issues. After implementing our tailored training program, they saw a 45% increase in productivity and improved leadership skills across the board. Q5: What trends are you seeing in corporate training right now? A5: There's a growing emphasis on soft skills, such as emotional intelligence and communication, alongside technical skills. Companies are also increasingly interested in digital and remote training solutions. Something we are happy to offer. Q6: How do you measure the effectiveness of your training programs? A6: We use a combination of feedback surveys, performance metrics, and follow-up evaluations to assess the impact and effectiveness of our training programs. Q7: What advice would you give to companies looking to invest in corporate training? A7: Invest in training that aligns with your strategic goals and involves employees at all levels. Ensure the training is practical and relevant to their roles. Q8: Where do you see Splendid Trainers Zambia in the next 5 years? A8: We aim to be the leading training firm on the continent of Africa, known for our innovative programs and exceptional results. Our goal is to expand our reach and impact across the region. But first - We have a lot of work to do in Zambia. Emmanuel Mukula - Managing Partner. Splendid Trainers Zambia ???? EMPOWERING INDIVIDUALS, TRANSFORMING ORGANIZATIONS.

I TOOK TIME TO ANSWER SOME OF THE QUESTIONS I FREQUENTLY GET AS A CONSULTANT/ TRAINER. Q1: What inspired you to start Splendid Trainers Zambia? A1: I saw a gap in the market for high-quality corporate training tailored to the unique needs of Zambian businesses. I wanted to help companies unlock their full potential through effective training programs. Q2: How do you determine the specific training needs of a company? A2: We use terms of reference provided and sometimes conduct assessments through surveys, interviews, and performance reviews to identify the skills gaps and areas for improvement within an organization. Q3: What makes Splendid Trainers Zambia stand out from other training providers? A3:Our local expertise and experinece in what we do combined with international best practices sets us apart. We customize our training to address the specific challenges faced by companies. Q4: Can you share a success story where your training significantly impacted a client? A4: Certainly. We have plenty but, here is one - We worked with a large manufacturing firm that was struggling with leadership and productivity issues. After implementing our tailored training program, they saw a 45% increase in productivity and improved leadership skills across the board. Q5: What trends are you seeing in corporate training right now? A5: There's a growing emphasis on soft skills, such as emotional intelligence and communication, alongside technical skills. Companies are also increasingly interested in digital and remote training solutions. Something we are happy to offer. Q6: How do you measure the effectiveness of your training programs? A6: We use a combination of feedback surveys, performance metrics, and follow-up evaluations to assess the impact and effectiveness of our training programs. Q7: What advice would you give to companies looking to invest in corporate training? A7: Invest in training that aligns with your strategic goals and involves employees at all levels. Ensure the training is practical and relevant to their roles. Q8: Where do you see Splendid Trainers Zambia in the next 5 years? A8: We aim to be the leading training firm on the continent of Africa, known for our innovative programs and exceptional results. Our goal is to expand our reach and impact across the region. But first - We have a lot of work to do in Zambia. Emmanuel Mukula - Managing Partner. Splendid Trainers Zambia ???? EMPOWERING INDIVIDUALS, TRANSFORMING ORGANIZATIONS.

Participatory training, the way to go. Having learnt from my experience with the use of participatory training methodologies for the past 20+ years, I will always recommend this approach in all disciplines. When learners are actively involved in the training and capacity building process, they become part of the process, accepting capacity development as a journey towards self improvement, rather than a mere certificate acquisition endeavour. I have seen my trainees and mentees becoming hands on experts, after short periods of training, sounding and looking so well motivated and capable. The strategic blending of participatory and theoretical teaching approaches enhances the effectiveness of capacity building interventions, creating a richer learning experience, which results in learners who are capable of applying what they learn, in every day life. This is in addition to this approach's eradication of dozing and drowsiness in the classroom, which is a serious scourge, trainers have to contend with. Through participatory training, our non-profit Trust, the Training and Development International Trust(TDI-T) managed to build a critical mass of change champions across Zimbabwe and parts of Zambia, who are proud of their participatory training abilities and can easily apply them at any level, from Community to corporate levels.

Did you know the first psilocybin facilitator training programs are starting to receive state approval in Colorado? A few short weeks after Colorado’s state application portal opened for psilocybin facilitator training programs, five programs have already applied. Facilitator training is integral to safety in the state-regulated model. Licensed facilitators support clients through screening and intake, understanding their unique risk profiles, deciding whether psilocybin is the right fit, and supporting the psychedelic experience itself. While psychedelics can foster healing and transformation, they can also elicit intense emotions including anxiety, sadness, confusion and fear. A facilitator’s supportive presence and skill in helping participants move through and process these experiences can impact progression towards transformation and healing or destabilization and distress. Guided in part by recommendations convened by HAF, Colorado’s rules have increased required training hours for psilocybin facilitators relative to Oregon in areas such as trauma-informed care, screening, and ethics while expanding hands-on experiential learning prior to full licensure. Colorado is in the process of certifying its first programs, and we expect several will be approved within the next few weeks. These programs are also finalizing their plans to offer accelerated training options for those that are eligible based on equivalent prior training and experience—more information to come as it becomes available. You can learn more about training requirements for the Colorado by watching our free webinar on the Colorado program. Watch: https://lnkd.in/gzwGsrgw

MANAGEMENT FROM HEART TOXICITY AND EDUCATION... Eureka! Education is the key. It all starts from the Top... Case study: I reached management level at the age of 25 in 1990. It was steel manufacturing - heat, dust, noise and abusive language was what I was trained for and educated into. "If you cannot shout, use *@#...language, nobody is going to listen to you and take you seriously." This was the key success mantra that my Seniors, including the Top Management, Owners, CEOs, all told me 24X7, 365.25 days. Needless to say, I followed. And, I climbed up the ladder too. Nine years later, I met Mr. Kela, a General Manager whose gentle demeanor and respectful communication shattered my beliefs. His success was undeniable, and his style transformed my perspective. Experiential Education again. From that moment, I embraced this new approach and never looked back. Toxicity was replaced by positive education. Eureka! Mis-management is a result of poor Education, obsolete systems and mi's-information. The correction requires updated, right Education in the current context. Education is the key. It all starts from the Top. Keep imparting good, relevant Education to yourself and your Associates, always... Education is not restricted to parental and institutional Education but is always continuing. Societal and Organizational Education is so strong and profound that it can over-run the impact of parental and institutional Education too. Let us build great Organizations. AB-MFH (#managementfromheart) "We all are role models for the next generation. Be aware." .