E-Business
Managing Millennials: Adapting to Changing Workforce

By Kehinde David Folarin
Millennials are thriving in the workforce today.
They are the next generation to be leaders in the workplace and will be the generation that shapes the future of leadership.

Kehinde David Folarin
There are not many millennial role models that potential leaders can follow and emulate.
Thus, we must attract leaders for the new generation. This means that it is time for a change in leadership style and approach.
Millennials are multiplying into the workforce population today as they are reaching their peak employment years. They are giving new insight into office life and the structure among employees and employers.
Senior management at many organisations is seeking the right steps to recruiting and developing millennials into leadership roles.
The first step is to create a successful plan to help millennials transform into a leader.
Best practices to enhance number of millennial leaders
To cultivate and enhance the number of millennial leaders, it is important first to understand the attitudes and behaviours of the generation.
“The primary traits of the millennial generation that may manifest as elements of millennial leadership styles are collaboration, integration, multitasking, experimentation and nomadic behaviours.” There are three things leaders can do to assure these millennials will achieve success on the job, despite generational differences.
The first is giving them the big picture. Millennials want to contribute their part in the workplace.
By making sure that they understand goals, mission statement, and how the company works together as a whole, a whole new understanding will be created.
Second, leaders need to help the millennials find the “me” in team. From team sports during youth to classroom projects, millennials are no stranger to teamwork.
Team performance expectations need to be laid out for a supreme understanding.
They can bring knowledge of technology that will be helpful in ways such as social networking and virtual environments.
Lastly, millennials need to be mentored on career-building behaviours. Career-building is one area in which beginning workers may be deficient compared to the older or more experienced employees.
The future of any company is founded on good leadership.
Many good leaders have a great understanding of the company activities and are dedicated to achieving the goals of the company.
Young leaders, especially the millennials, are innovative, and flexible to new ideas.
These future leaders are willing to work longer hours since they understand the importance of developing into a good leader.
It is important that the organisation recognise and develop the millennials into leadership positions.
For millennial leaders to be successful, there are some ways that management can support them in their leadership development.
- Help them understand the “why” of their job – why they are asked to do something and why it is important to the overall cause of the company.
- Give them regular feedback, so they understand their progress.
- Help them understand that they may need to demonstrate to their team how using technology can improve productivity.
- Help them understand what credibility looks like for the team members they lead and help them modify their leadership style when needed.
Recruiting Millennials
Sixty per cent of our current workforce is made up of millennials and as the older generation continues to retire, that number will continue to increase.
We must start training and promoting the millennial generation to ensure the company’s future.
The millennial generation is different than those that came before it and we must take that into consideration when it comes to their motivation and engagement.
To do this we must we must make an environment which they want to work in and that promises growth in a supportive environment.
Life outside of the workplace is also very valuable to millennials so we must make an environment that provides a balance of both work and personal life.
Millennials can benefit the companies in many ways. Their leadership role is today’s generation is outstanding, they understand their weaknesses and strengths.
Millennials have changed the role of leadership and creating a new trend in leadership where a manager would direct and not command.
Millennials treat everyone in the company equally, which can create trust and loyalty within company’s employee.
They have taken a strive towards inclusive leadership instead of authoritarian leadership to create to equal opportunity for everyone.
Another way we can benefit from millennials is the way they would collaborate and brain storm with each other in the company.
It is one of their main priorities when it comes to handling big projects.
They would consult with many trusted people in the company to push the project forward, such as managers, mentors, peers, and other advisors.
In today’s world, millennials value flexibility and work-life balance. We must keep this in mind and provide them with many benefits from our company.
Millennials can be reliable to work from home as well, which can make a job a lot easier for them.
They been raised along technology, digital communication, and other tools to understand how to work remotely.
Millennials can switch job quickly, providing them with these options would convince them to stay with our workforce.
Millennial care about trust, we should share every decision or announcement from our workforce and keep it less confidential.
This can increase the rate of job satisfaction from our workforce. This is another way that convince millennials to stick around the company.
We need to be open and honest with all our employees and make sure they all understand their role.
Also, give opportunities to grow and allow them to earn bigger roles in the company. When it comes to the millennials they would love to be able to have a job that supports them with a great environment.
I know for a fact they would be looking for a new career, they love employee engagements in any office setting that will engage with their workers, showing them that you actually care about them and their employment at your company.
Work outings, work parties, and work gathering I feel like will build the culture better around the working environment for the millennials and they love having those type of engagements.
Some practices we could implement to create this culture would be:
Flexible work hours and schedules
Employee engagement: Work parties, Work outings, work event and gatherings, incentives
Clear career path and opportunities
Open communication
Give them purpose
Acknowledge their work.
Conclusion
Analyzing the motivations, behaviors, and characteristics of the millennial generation is a critical first step when designing a leadership development program.
Millennials have many positive leadership traits of which a company should take advantage; they are great multi-taskers, embrace diversity, innovative, flexible, innovate, and willing to put in the extra hours to move toward success.
Incorporating these factors while also providing the future leaders with a strong sense of the company’s programmes, goals and vision are all important when developing this generation of leaders
About the Author
Kenny (Kehinde) Folarin is a Success Coach, Teacher, Conference Speaker, Certified Management Consultant, Lean Six Sigma Master Black Belt and Strategic Leadership Expert.
He bagged his Ph.D. at Regent University, Virginia Beach, Virginia USA, in Strategic Leadership.
He is also an Executive Pastor and currently the Chief Operating Officer at Daystar Christian Centre, Lagos, Nigeria.
He has worked with some of the most successful leaders to grow their business and organization exponentially by focusing on people and leadership development.
His trade tools include people empowerment, dispensing leadership principles and institutionalising personal development to fast-track individual goals and transform organisations.
He can be reached through Email: [email protected].
E-Business
Jumia Seeks for Payment Harmonisation, Stronger Policies to Boost Africa’s Digital Trade

Jumia Nigeria has reaffirmed its role as one of the leading forces driving the adoption of e-commerce in Nigeria, saying sustained investment in consumer trust, local logistics and digital infrastructure has helped expand online shopping while laying the foundation for Africa’s broader digital commerce ecosystem.

Speaking during a panel discussion at the AfCFTA Digital Trade Forum 2026, the Chief Executive Officer of Jumia Nigeria, Temidayo Ojo, said the company’s experience over the years shows that building consumer confidence remains the single most important factor in accelerating e-commerce adoption across the continent.
According to him, while millions of Nigerians have embraced online shopping, significant opportunities still exist to bring many more consumers into the digital marketplace through stronger consumer protection, seamless payment systems and supportive public policies.
Ojo noted that Jumia’s growth has mirrored the increasing acceptance of e-commerce in Nigeria, with the company consistently investing in technologies, logistics capabilities and customer experience initiatives that have made online shopping more accessible, convenient and reliable for consumers.
He explained that one of the biggest challenges facing digital commerce remains consumer trust, particularly among first-time online shoppers who are unable to physically inspect products before making purchases. To address this, Jumia has continuously strengthened its customer experience through reliable delivery, transparent order tracking, quality assurance and responsive dispute resolution processes that encourage repeat purchases and long-term confidence in online retail.
“Trust is the currency of digital commerce,” Ojo said, adding that stronger consumer protection frameworks across African markets would further accelerate the growth of the sector by giving consumers greater confidence whenever issues such as payment disputes, delayed deliveries or product quality concerns arise.
Beyond consumer confidence, Ojo identified fragmented payment systems as one of the major obstacles limiting intra-African digital trade. Despite significant innovation within Africa’s fintech ecosystem, varying regulations and limited interoperability continue to make cross-border transactions more complex than necessary.
He called for greater harmonisation of payment frameworks across the continent, noting that seamless digital payments would make it easier for businesses to scale beyond their domestic markets while allowing consumers to transact effortlessly across borders.
Ojo also emphasised the importance of stronger collaboration between governments and the private sector in creating an enabling environment for digital businesses. According to him, coordinated policies and regulatory certainty would accelerate investment, encourage innovation and strengthen confidence in Africa’s digital economy.
As one of Africa’s largest e-commerce platforms, Jumia sees regional integration as a significant growth opportunity. The company already connects tens of thousands of merchants with consumers across several African markets and believes improved cross-border trade policies would enable many more local businesses to reach new customers beyond their national boundaries.
Such integration, he said, has the potential to unlock access to a combined consumer market of more than 500 million people, creating new opportunities for African enterprises to trade with one another and strengthen the continent’s digital economy.
He added that while many first-time shoppers initially prefer cash-on-delivery because of perceived risks, their confidence in digital payments increases significantly after experiencing reliable service, quality products and efficient deliveries.
According to Ojo, Jumia’s journey reflects the broader evolution of e-commerce in Nigeria, one driven by sustained investments in trust, technology and local partnerships. He maintained that with stronger consumer protection, harmonised regulations and deeper collaboration between governments and the private sector, Africa is well positioned to unlock the next phase of digital commerce growth.
E-Business
TD Africa Sponsors Check Point Secure 360 Summit to Boost Cybersecurity in Nigeria

Africa’s leading technology distributor Powerhouse, TD Africa, has reaffirmed its commitment to advancing cybersecurity awareness and digital resilience by sponsoring the 3rd Annual Secure 360 Summit Nigeria 2026, hosted by global cybersecurity leader Check Point Software Technologies, as Gold Sponsor.

Chioma Chimere, Coordinating Managing Director, TD Africa
This year’s summit was held in Abuja and Lagos, bringing together key stakeholders from across Nigeria’s technology ecosystem.
Now in its third edition, the Secure 360 Summit has evolved into one of Nigeria’s premier cybersecurity forums, bringing together Chief Information Security Officers (CISOs), Chief Information Officers (CIOs), IT Directors, and senior technology leaders from the financial services, telecommunications, enterprise, energy, and public sectors to address today’s rapidly evolving cyber threat landscape.
Speaking on the significance of the summit, Kingsley Oseghale, Country Manager, Check Point Nigeria, emphasized the need for stronger collaboration in tackling emerging cyber risks. “Cybersecurity has become a business priority rather than just an IT concern.
“Through the Secure 360 Summit, we continue to provide a platform for industry leaders to exchange insights, strengthen partnerships, and explore innovative approaches to securing today’s digital economy.
“We are pleased to have TD Africa as a valued partner in driving cybersecurity awareness across Nigeria.”
In her remarks, Chioma Chimere, Coordinating Managing Director, TD Africa, applauded Check Point for creating a platform that addresses one of the most critical challenges facing businesses and individuals. “Cybersecurity is everyone’s business. We owe it to ourselves, our organisations, and our communities to remain security-conscious in an increasingly connected world.
“At TD Africa, innovation drives everything we do, and innovation can only thrive in a secure environment.
“This is why we are proud to support initiatives like the Secure 360 Summit that promote knowledge sharing and strengthen our collective cyber resilience.”
The summit featured expert-led sessions on emerging cyber threats, artificial intelligence, cloud security, ransomware, and strategies for building resilient digital infrastructures, equipping participants with practical insights to navigate today’s cybersecurity landscape.
Through its continued partnership with global technology leaders like Check Point, TD Africa remains committed to empowering businesses across Africa with world-class cybersecurity solutions, fostering industry collaboration, and driving the continent’s secure digital transformation.
E-Business
Tinubu Orders NIMC to Enrol Every Nigerian by End of this Year – DG

President Bola Tinubu has directed the National Identity Management Commission (NIMC) to ensure that every Nigerian is enrolled in the national identity database before the end of 2026, according to Abisoye Coker-Odusote, director general and chief executive officer of the agency.

Abisoye Coker-Odusote, director general and chief executive officer, NIMC
Coker-Odusote, who appeared on Channels Television, said the directive forms part of the federal government’s efforts to establish a comprehensive national identity system capable of supporting effective governance, planning, and service delivery.
“The President has given us till the end of this year to make sure that we capture every single Nigerian,” she said.
According to her, NIMC is working with partners under the World Bank-supported Identification for Development (ID4D) project to accelerate nationwide enrolment.
“What we have done is we have partnered through the World Bank ID4D project with front-end partners. They are part of the digital identity ecosystem. These are private citizens that we’ve enabled and given jobs to enrol citizens on our behalf,” she explained.
She stressed that the National Identification Number (NIN) remains a unique identifier, ensuring that every individual is registered only once.
“That’s why it’s called a unique identifier, so that you’re only enrolled once,” the NIMC DG added.
Coker-Odusote said Nigeria’s actual population remains uncertain, with estimates ranging from 200 million to 250 million, making a comprehensive identity database essential for national planning.
“It is estimated that we’re 200 million. When we’re done enrolling, we will then know the actual numbers that we have. Some estimates say 230 million, while a few people say 250 million.
“Your identity is basically the foundation for effective governance and service delivery. How can you plan if you don’t know the total number of persons that you have? We have been mandated by Mr President to go down to the community levels to enrol every single Nigerian”, she said.
Responding to concerns about whether an individual could obtain multiple identities by registering in different locations or under different names, the NIMC boss said the commission’s biometric verification system prevents such occurrences.
She explained that while the previous system could accept duplicate enrolments before detecting them later, the current process automatically identifies and invalidates multiple registrations.
“The legacy system had no way of verifying at the front end whether you had already been captured. Once the record comes into the system, it flags it as a duplicate or that the person already exists in the database.
“You would only have one identity generated for you. The other record goes into a deduplication bucket where it is invalidated,” she said.
The NIMC DG added that biometric verification, including fingerprints and facial recognition, makes it virtually impossible for one person to maintain multiple identities.
“Absolutely. One of the things that this Act has done is to cement our role in capturing biometrics. Private and public sector organisations will no longer capture biometrics independently. They will validate identities through API integration with NIMC.
“The telcos are already doing that with us. If you need a SIM card, they capture your facial biometrics, which are matched against our database in real time to confirm that you are who you claim to be. We’re using biometric validation to tighten security around identity confirmation,” she said.
The remarks come weeks after Tinubu signed the National Identity Management Commission (NIMC) Act 2026 into law on June 26, repealing the 2007 legislation.
The new law reinforces the “One Person, One Identity” policy by making the NIN the country’s foundational identity credential for accessing government and essential private services, including banking, passport applications, tax administration, pensions, land transactions, and consumer credit.
It also introduces stiffer penalties for identity theft, multiple registrations and unauthorised access to personal identity data, while strengthening data privacy protections and granting NIMC wider powers to investigate identity-related offences.
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