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2020: Six things anyone involved in Youth Development must take note of

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It is about four days to the end of 2019. As the year ends, it marks the end of another decade. Children born in 2009 are now ten years old. Those born in 1999 are now 20 years. There are a lot of implications of this on the agents of socialization in the society. Parents, teachers, school administrators, proprietors, religious institutions and other people involved in moulding the lives of the youth must be aware of the nature of the youth they now train or mould as well as their problems. Times are changing. It is the turn of a decade. We need to pay attention so that we could know where the shoes of these young adults hurt. And as well provide the necessary succour in counselling, training and admonition. As a youth development advocate, I have taken time to compile this list of six areas  we have to pay attention to as a new decade begins. Here is a rundown:

 

#Welcome to the World of Millenials and Gen Z. One major development youth advocates must accept is that the demographics have changed. The generation of youths that would be under our care now from 2020 onwards are mainly of these two types. Either Millenials or Gen Z. Whichever one that is represented, the two generations mean they were born shortly before or after the millennium. Find out more about these two here. There are negative perceptions about them. They are seen to have a high sense of entitlement. They are considered unfocused and generally unmotivated. To make them maximize their God given talents, youth development advocates must make them realize the realities of their lives.

#Appreciate the huge distractions before them. One thing that is common to the two generations is a huge load of distractions. They live in a multimedia environment. Everything for them is continuous. They are exposed to content online and offline. They are the generations that are beginning to experience media convergence. This opens them to limitless opportunities. And may spell doom for them. To them, the internet is the best gift this generation has received. They have unfettered access to videos, photos and global platforms where they could pitch themselves and get the needed attention. Yet, it is the biggest source of distractions for them.  They found it difficult to cope and manage their time with it. If you are relating with the youths at any level from 2020, bear this in mind. One of the biggest challenges they are facing and which has a high tendency to become more adverse is time management. Youth trainers need to talk more about time management more than they have ever done. It is the sign of the beginning of a new decade.

#Problems are internet related.  For youth handlers, there is an urgent need to pay attention to issues these youths will continue to encounter. If we have noticed the issues before, there is a probability of their escalation. They will be confronted by issues such as internet addiction, cyber bullying and sexual solicitation. They are also open to online isolation as well as  excessive gaming, and obsessive social networking. But beyond that, they get easily depressed and have a higher tendency to commit suicide. When their mates display a problem free life online, the pressure gets to these young people. For youth trainers, we must talk about these issues to make the youths live out their potentials from 2020 on.

#Lower Emotional Strength. Emotional strength is regarded as the ability to cope with life challenges and obstacles. One feature of life is that it throws impediments and obstacles the way of human beings. However, the major weakness of these two generations is that they have little or no strength to cope with issues of life. There have been young  people who kill themselves simply because they fail examinations or lose a relationship. They find it  extremely difficult to find inner strengths in the face of adversity. For youth nurturers, there must be an attempt to focus on this from 2020 and beyond.

#Learning Patterns have changed.  This particular one is for teachers and trainers. These are millennials who have lived with their smartphones all their lives. Before their attention could be secured, the teaching process must change. Videos, slides and other interactive methods of passing knowledge should be adopted. Interesting games should also be introduced. To get the attention of the 2020 youths, trainers must understand the changing learning patterns.

#Access to information. One major advantage of the internet is that it brings information closer to its users. As  a result, loads of information that are previously not readily available or that could not be easily obtained  are now available. But, it is not the volume of the available information that matters but its use by the concerned people. Trainings on how to make use of available information should be a priority from 2020 upwards. It is not the volume that is important but the extent of its use.

In 2020, anyone who is involved in youth development needs to be abreast of these issues for a more impactful youth development programmes.

 

Winning Locally Internationally

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To win big on the international scene, I always tell people you need to export your own culture and package it properly in the form of art. It is your culture that the international scene doesn’t have.

You can’t go and expect a Nigerian rapper to go far rapping in English; how does he expect to compete with a Kendrick, Cole, Kanye or Hov? Or expect to do a movie in English and expect it to compete favorably with the likes of movies having a Bullock or Aniston? Our culture is what they don’t have, and it’s the only thing that keeps them looking into us because our culture is our uniqueness that we ought to sell to the world.

I write this because of the recent disqualifications of some Nigerian movies by the Oscars due to language barriers. Perusing through the list of African Grammy Winners, one thing is certain, all of them hardly or never sing in English and they all won under the World TRADITIONAL Music Category – this is evident that foreigners need to learn more about our culture because they love it. It is already evident with the collaborations between foreign musicians and the Nigerian musicians: we only get to win big locally internationally when we export our cultures.

The same goes for movies; check out movies that have performed very well on the international scenes, they are all deeply talking about happenings in Africa that the outside didn’t know about.

Check out a few of those movies:

  1. Cairo Station (Egypt, 1958) …
  2. Sambizanga (1973, Congo/Angola) …
  3. Chronicle of the Year of Embers (Algeria, 1975) …
  4. The Wind (Mali, 1983) …
  5. Hyenas (Senegal, 1992) …
  6. Guelwaar (Senegal, 1993) …
  7. The Silences of the Palace (Tunisia, 1994) …
  8. Keita, The Heritage of the Griot (Burkina Faso, 1996)

 

Don’t Cry for Me Africa (and Nigeria) – An unSporting Faux Pas

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I was just watching the British 2019 Sports Personality of the Year Awards, and was thinking to myself, how much of this really goes on in Africa.   

Considering that the most populous sport on the continent happens to be football, I crave your pardon for the bias on this sport. However, I must acknowledge the the Cricket Nations such as South Africa and Zimbabwe and Athletics (notably marathon) Nations such as Ethiopia and Kenya. 

In the case of cricket, the likes of Dwaine Pretorius are more recent acknowledgments, as his decision to stay with the team rather than pursue a career with Nottinghamshire in English county cricket is a ringing endorsement for South African cricket’s apparent new dawn. 

Similarly in Zimbabwean cricket of the late 1990s and early 2000s, Henry Olonga, the country’s first-ever professional black cricketer,  stands tall as one of the most audacious figures of the game having played 30 Tests and 50 ODIs in a career spanning eight years, picking up 126 wickets across both formats. 

Coming back to Football, there have been numerous vilifications of unpatriotism as far as commitment to the National Teams goes, such as “the boys are not as committed to the country as they are to their club sides.” This goes to those that have managed to venture to higher paying British and North American club sides.

Staring with the most recent case of  the Golden Ball winner at the 1987 U17 World Cup, Philip Osondu, who passed away recently, there has neither been any detailed reporting on the cause of death or national support for the family. 

What exactly is the message for African Sports and especially the African Football. Obviously, this requires a situation of “all hands of deck”, and not just the football or other sports federations but also the media and opportunities for documentaries and possibly even movie scripts to celebrate these unsung heroes. 

In my 2016 article on the Nigerian Football league, I mentioned the dismal use of brand ambassadors citing the likes of the late Stephen Keshi as a case in point. 

So there we have it, African personality of the year award is a worthy imperative. Recognition comes in numerous forms and we are well aware that financial remuneration at the country level is clearly no match for what obtains at the club level and especially in the case of those that ply their trade in the West. 

Moving on, it is looking very likely that there would be more convergence between Africa and the Middle East from 2020 onwards hence more research attention should be paid to such a looming convergence imperative.

An Interview with Sohaib Hasan on How to Get Jobs on LinkedIn and Transition from one Career to Another

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The rate at which job seekers complain about failed job interviews and their resumes being snubbed is appalling. It seems the recruiters and hiring managers derive pleasure in hurting the job seekers.

Who knows?

You can’t treat job seekers like a piece of trash simply because they are looking for jobs. Considering the fact that we are all job seekers at some point in time.

However, we could rant from now till the end of the world, it won’t change anything. Rather, this will continue to go on until we provide a lasting solution to this problem. That has propelled me to search for help from a Career Coach like Sohaib Hasan. 

Sohaib Hasan is a career advisor that offers a worldwide service for job seekers and those looking to transition into another career. 

Hello Sohaib! Can you please share your journey on how you started and grow to become a career advisor?

Thank you for the opportunity to showcase my interest and be the voice of job seekers. It all started back in 2013, in Germany, when I helped a friend of mine land at a job opportunity. I can still echo my excitement at that time and how I felt. I realized that God wants me to be the servant to job seekers’ entire community. It took a while though but I started to grow my audience and since then it has become a passion.

I do come across your posts most times on LinkedIn, and I must admit that they are really golden nuggets. Can you talk more about your advocacy for job seekers and those looking to make a career transition?

LinkedIn has evolved so much in the past 5-7 years that I may not be able to summarize here. But yes, the tools which are available now on LinkedIn I call them as Success Tools. Those who are looking for a career change or are unemployed should begin using LinkedIn to its fullest potential. You will never know how things will connect and a simple click can give you the career break.

Looking at the complaints from job seekers about not getting jobs or scaling through the interview session, what do you think is wrong with their job search process?

I will be honest here, unless the applicants do not tailor their resumes/profile for the job they are applying for; it is unlikely that they will be contacted. It is as simple as when you go to shop to buy a shirt; you make sure it fits on your body and yes it looks good as well. Similarly, make sure the resume is skin tight with the job description. I usually say – that if you have amazing communication skills, you can drive any interview to success and win it.

You have worked with many employees looking to transition into another job, what can you say is the most likely problem that would face them at the initial stage?

People usually come up and say – I wish to change my industry, employer or region etc. The most important thing here is to identify if these wishes are influenced or you actually see the career breakthrough taking this step. The biggest challenge is for those who have worked for many years in one industry and now they want to change the industry. I would say this is the initial stage challenge for anyone then who is moving from an industry to another that their applications may not be seen very promising.

How can they overcome this problem especially at the initial stages?

Can I say in two lines:

  • Build your network who can talk on your behalf that you are the best fit,
  • Be able to showcase your passion for this change (and not just for the sake)

How can someone who wants to work in a foreign country write his/her CV to suit a foreign company?

The best is to google and read about the cv formats used in that region. You can also google the job portals available in that region and then check out the BLOG section. It is likely that you would get so much information that it will not only save your time but you get different perspectives on the same question / topic. This will help you build further action plans.

Do you think LinkedIn can play a good role for job seekers in landing jobs?

Absolutely yes!

How do you think job seekers can apply for a job with at least 70 percent success?

This is a good question. Now when you say with 70% success, here we talk about the efforts that will be required to put in:

  • tailor resume to the job ad
  • put keywords in the resume and make sure your resume is ATS (Applicant tracking system) compliant
  • reach out to your network if they can push your application
  • do not forget to follow up after you have submitted job application (no matter how many, chase them)

If you would advise a job seeker and an employee looking to transition into another role, what would your advice be?

Be genuine and honest with yourself for the role that will satisfy your wishes and help you achieve your dreams. Do not just do any job, if you do, you are more likely to leave it soon.

How people can reach out to you?

They can connect and follow me on LinkedIn.

Also I run a telegram channel where my subscribers get the latest updates on jobs, career tips, networking events, videos and LinkedIn Lives. To join simply download telegram app and search for “SohaibHasanOfficial”. Alternatively you can logon here.

Thank you, Sohaib Hasan, for your time. I wish you great success in your career.

AfriOne Unveils Cygnus X Smartphone

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AfriOne has launched its latest smartphone into the Nigerian market. The phone, Cygnus X came as bait in the company’s quest to win more market space in Nigeria.

The phone came with a large 6.53-inch-high resolution water drop full display with Lumia Gradient cover. It is powered by a strong octa core 2.0 Ghz processor with 4GB RAM and 64GB internal memory for a smooth and fast multitasking switch operation and supports up to 256GB expandable storage. Cygnus X came under the Cygnus series, and is designed with customers’ satisfaction in view.

Among the exciting features of Cygnus X are a high-end AI camera with 20mp selfie camera and rear dual 20mp plus 2mp camera, a 4000mah battery capacity, facial unlock ID, finger sensor.

The brand manager, AfriOne Nigeria Limited, Bunmi Yagba said the new designed was produced with customers’ satisfaction in mind.

“Cygnus X is making its debut in the market and we are confident it will meet our customers’ needs that will be a delight experience for them and satisfy the users in many ways. It is one phone that consumers will enjoy and they won’t regret owning it,” she said.

The phone also came with attractive price, at N44, 600, it is affordable to attract end users with low budget.

Sahir Berry, CEO AfriOne Nigeria Limited, noted that affordability together with features that will meet modern trend is a way to ensure customers’ satisfaction.

“Customers’ satisfaction remains our key focus while maintaining upgraded technology, quality and after sales service across the nation through our wide network of Service Centres which is our key strength by servicing our customers on any post sales challenge they may face with a minimum Turn Around Time,” he said.

Berry also stated that the company is expanding its market share with music accessories through the introduction of ‘Afrione Beats.’ A range of music gadgets rolled out to target the youth; they include Bluetooth speakers, headsets, wireless ear pods, earphones, power banks etc.

Yagba also disclosed the company’s vision to localize and expand the use of cutting-edge technology for manufacturing in mobility space in Nigeria. She said the vision when implemented in the near future will create job opportunities for the Nigerian youth.

AfriOne Limited was incorporated in 2016. It’s the first mobile device, tablet PC assembly plant in Nigeria under the brand name AfriOne is Situated in Lagos in a 20, 000 sq.ft. factory. The company is equipped with sophisticated lab for testing and quality control. The brand has partnership with the Federal Government of Nigeria under the N-power umbrella.

In April 2017, the company was inaugurated in Lagos as the first phone assembling plant in Nigeria, with the capacity of producing 300, 000 products in a month on its four production lines.

Upon its inauguration by the former Governor of Lagos State, Akinwunmi Ambode, the managing director Contec Global, Rohen Berry, said that the firm will not only serve as a tech corporation, but also as education center for entrepreneurship empowerment for Nigerian youth.

“In adherence to the AfriOne and Contec Global in-house Agenda, young men and women have the opportunity to be involved in product development and strategic management programmes.

“We are tangibly investing in Nigeria’s future through AfriOne, while providing a valuable skill set to its workforce that will facilitate continued innovation in Nigeria’s emerging markets,” he said.

Over the past two years, AfriOne has produced many brands of phones and increased its workforce beyond the 5oo it used to be. Sahir revealed that the company will soon extend its space of work to assemble computers, an addition that will make room for further opportunity of employment.

However, the challenge remains lack of capacity to go beyond assembly to manufacture the actual components needed to produce smartphones in their entirety. But Sahir said that plan is underway to facilitate the production of the components in the near future.

“For now, we import components to assemble the mobile devices, but that is going to change in the nearest future, even closer than anybody anticipated. For instance, the plastic battery cover of the phones can be produced right now in Nigeria, and we will start there,” he said.