For decades, our profession has rightly encouraged HR practitioners to pursue professional qualifications. I have done the same throughout my career because I believe learning is non-negotiable. Certifications expose us to global best practice, deepen our technical knowledge and demonstrate our commitment to professional excellence.
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Let me start with a question: Have you ever delivered a training that everyone loved, but 6 or 12 months later, the same request comes? I mean, the energy was great, strong participation, and excellent feedback forms. And yet, performance is the same, behaviors haven’t shifted, and leaders are still asking, “So what changed?”
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What actually happens in your breakout rooms once you click ‘Open’? Silence? Confusion? One person doing all the talking? Or real learning? Breakout rooms are not off-stage time. They’re where online learning either comes alive… or quietly dies.
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The manager had been rehearsing the conversation in her head for three months. Every morning in the shower. Every commute home. But the words never made it out of her mouth.
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Over the years, my understanding of Learning and Development has shifted significantly. It is no longer about organising training programmes, workshops, or issuing certificates. In today’s workplace, organisations are under increasing pressure to demonstrate that learning leads to real change in behaviour, productivity, performance, and business outcomes. In my experience, leaders are no longer impressed by how many people attended a session. What they want to know is whether people are working differently because of it. This expectation is not misplaced. Research shows that organisations that invest strategically in learning are better positioned to adapt, innovate, and remain competitive in uncertain environments (Deloitte, 2024).
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When there are training opportunities, both management and employees get excited about it. For management, training is often perceived as a solution for skill and knowledge gaps. It’s also seen as an investment that will yield returns in the form of better performance, innovation, and competitive advantage.
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Having sponsored over 600 youth, teens and young adults to attend WordCamp Conferences across Africa alone since 2016. The rise of Africa has continued to influence continental growth across the youngest ages with the average age of 19 years old. The growth of developers, bloggers, content creators, artists and innovators is drawing the attention of Europe, United States, China and other nations. These African youth and teens are the "soul and soil" of Africa. They are becoming more valuable than the precious minerals of the African landscape. The potential for content and data to be stolen must be made aware of African creators, educators, business, and entrepreneurs. The greater potential for African people to be lured away from their homes and taken to far distant worlds. The growth of AI is sharing international and inter-continental data that has the potential to earn billions.
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Let’s be honest. How many of you have spent months crafting the perfect annual training plan, complete with a shiny catalogue of courses, only to see half of them get cancelled and the other half met with a collective sigh from employees who see it as just another item on their to-do list?
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"Learning is not the product of teaching. Learning is the product of the activity of learners.” — John Holt Across Africa, Learning & Development (L&D) is being redefined. The post-pandemic era has ushered in a new standard, hybrid facilitation.
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At Rainbow Consult, we always carry the following items: two flipchart stands, at least five bundles of flipchart sheets, and printed copies of our presentations complete with trainer notes for every training we facilitate.
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