Onaivi Dania is a mentoring strategist and company coaching facilitator captivated with advancing structured, scalable mentoring throughout Africa. With a strong background in Data Know-how, Information Analytics, Enterprise Intelligence, and Human Capital Growth, he leads Precepts & Mentors, a pan-African mentoring community with footprints in Nigeria, Ghana, Kenya, Rwanda, and Dubai.

Beginning his entrepreneurial journey at 22 whereas learning Pc Engineering on the College of Benin, Onaivi based Xploits Precepts Restricted, launching empowerment initiatives which have helped a whole bunch of younger professionals transition into productive entrepreneurs and workplace-ready abilities.

Onaivi’s strategy to mentoring embraces rising traits, together with digital platforms, peer and group mentoring, and AI-supported studying paths, aiming to make mentoring an integral a part of management and expertise improvement methods throughout the continent. By way of his ongoing Mentorship Masterclasses, hosted in cities like Lagos, Nairobi, and Harare, he empowers center and senior managers, educators, and company groups with instruments to guide confidently in a quickly altering digital economic system.

On this interview with Chisom Michael, Onaivi candidly discusses the challenges going through Nigeria’s younger workforce, together with gaps in training, confidence, and publicity. Drawing from his expertise as a mentor, he explains how mentoring evolves from motivation right into a structured, measurable software that develops abilities and mindsets. He additionally highlights the significance of cultural adaptability in cross-border mentoring and the way integrating mentoring into enterprise methods can improve organisational resilience and development throughout Africa. Excerpts:

What core challenges do you see in getting ready younger folks for office productiveness in Nigeria?

One main problem is the hole between what’s taught in class and what the office truly calls for. Many younger persons are sensible and impressive, however they lack publicity to actual work environments early on.

One other situation is delicate skills- issues like energetic listening, problem-solving or constructing strategic relationships. These aren’t at all times emphasised sufficient in our academic system.

Lastly, there’s a confidence hole. Quite a lot of younger Nigerians underestimate themselves as a result of they haven’t had mentors or platforms that may affirm their potential. So, I deal with bridging these three areas: mindset, publicity and abilities.

You based Xploits Precepts whereas nonetheless in college. What gave you the boldness to start out that early?

To be sincere, I used to be bored with the established order. I didn’t need to be like my mates. Most of their ambition was tailor-made in direction of graduating from college and getting a well-paying job. Whereas that was noble, I felt I had a lot potential that I simply couldn’t wait till I wanted to graduate. As for me, I needed extra. I knew I had one thing in me that the world wanted.

I began Xploits Precepts as a private improvement firm, then later, the corporate pivoted right into a tech enterprise, and I finally handed over the whole property of the corporate to a serious investor. That have taught me quite a bit about life and creating worth that clients would wish. It was additionally a seed that grew into a world affect a few years later.

Are you able to stroll us by means of how your background in information analytics influences your mentoring strategy?

I’ve discovered that good mentoring isn’t nearly instinct or empathy, although these matter immensely. There’s one thing highly effective about bringing construction to the method. When somebody involves me feeling caught, we don’t simply discuss by means of emotions, we dig into patterns.

However right here’s the thing- I don’t deal with folks like spreadsheets or dashboards. The numbers merely give us a place to begin for deeper conversations. They assist lower by means of the noise of what we predict is occurring versus what’s taking place.

Setting objectives has modified, as a substitute of imprecise aspirations like “be extra productive,” we create particular, trackable milestones. There’s one thing amazingly motivating about seeing tangible progress, particularly once you’re within the messy center of development. Information has made me a extra intentional listener. I take note of behaviours and patterns in what folks say, how they body challenges, and the place their power shifts. It’s helped me transfer past surface-level recommendation to one thing extra personalised and actionable.

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How do you guarantee your mentoring and company coaching programmes stay related throughout international locations?

Early in my profession, I made the traditional mistake of imagining that nice content material interprets universally. I’d journey to a brand new nation with my tried-and-tested materials, assured it could land the identical method it did again house. Every nation has their distinctive methods of receiving

Now, I strategy every new metropolis or area as if I’m studying a brand new language—not simply the phrases, however the cultural rhythm behind them. Typically, I have a tendency to make use of their accents in a delicate method, I spend time in espresso outlets, work together with locals, eat good meals, attend native enterprise occasions, and have conversations that go method past work. So, this provides me sufficient materials to interrupt the ice and heat up with my viewers.

I’ve additionally stopped making an attempt to be the knowledgeable on all the pieces. I deal with my core talents, after which I collaborate with native facilitators who deliver cultural nuance I may by no means totally grasp as an outsider. They assist me regulate examples, case research, and even the tempo of supply.

The content material stays present as a result of I keep curious. Each program teaches me one thing new about what works in that particular atmosphere.

What function does enterprise intelligence play in enhancing worker efficiency in African companies?

Enterprise intelligence helps firms transfer from guesswork to sensible choices. When firms observe key efficiency indicators like gross sales traits, buyer suggestions, or worker output, they’ll see what’s working and what’s not. This permits leaders to handle points early, recognise prime performers and in addition allocate their sources extra effectively.

In African companies, the place sources are generally restricted, BI turns into much more priceless. It ensures that each choice is backed by perception, not simply intuition. When workers know that their work is being measured pretty and used to drive development, it motivates them to do higher.

In your view, how can mentoring be built-in into enterprise development methods in Nigeria?

Mentoring shouldn’t be handled as a “good to have”; it’s a enterprise tool- a strategic lever. When achieved proper, it helps firms develop from the within out. In Nigeria, the place expertise retention and management continuity are huge points, mentoring can grow to be the bridge. It’s the way you switch data, form tradition, and groom future leaders.

For instance, new hires will be paired with skilled employees to shorten studying curves. Excessive-potential workers will be mentored into management roles. When folks develop, the enterprise grows. It’s that straightforward. The bottom line is to construct mentoring into your HR and efficiency systems-not as an afterthought, however as a working technique.

May you share how Precepts & Mentors measures the affect of its interventions?

At Precepts & Mentors, we take affect critically. We measure in three most important methods: earlier than, throughout, and after every engagement. First, we assess the wants of the organisation, what issues are we fixing? The place are hidden alternatives situated?

In the course of the programme, we use instruments like participant suggestions, engagement metrics, and facilitator observations to gauge studying in real-time. However the true check is after. We comply with up with shoppers to trace adjustments in behaviour, efficiency or outcomes. For instance, if we educated a workforce on Enterprise Presentation or Dashboard Reporting, we need to see how their reviews and displays enhance over time. Affect for us isn’t simply within the supply—it’s additionally felt within the outcomes.

You’ve facilitated coaching for each private and non-private organisations. The place do you see the largest ability gaps?

The largest hole I’ve seen just isn’t technical- it’s in considering and communication. Many professionals know their job however battle to speak concepts clearly or adapt to alter.

Within the public sector, the problem is usually agility—find out how to be proactive, not simply reactive, whereas within the non-public sector, the hole tends to be folks skills-collaboration, management, and emotional intelligence. And throughout each, digital literacy continues to be a piece in progress. We’d like individuals who can use instruments, make sense of knowledge, and work effectively in groups. These are the true drivers of productiveness immediately.

How can mentoring be used as a software for enhancing organisational resilience in risky enterprise environments?

Mentoring builds folks—and it’s individuals who carry firms by means of robust instances. In a risky atmosphere like ours, mentoring creates stability. It permits expertise to be handed on rapidly, retains morale excessive, and helps groups navigate uncertainty.

As an example, when junior employees are mentored by senior colleagues, they achieve confidence and readability. That issues quite a bit when the market is unpredictable. Mentoring additionally helps retain institutional data, so when folks go away or groups shift, the enterprise doesn’t lose its footing. It’s a quiet however highly effective option to keep grounded.

What classes have you ever learnt from working with monetary establishments just like the Central Financial institution of Nigeria and the Growth Financial institution of Nigeria?

One key lesson is that management issues at each stage. In each establishments in addition to different organisations I’ve consulted for or educated, I noticed that technical ability alone isn’t sufficient—you want individuals who can assume strategically, lead with readability and handle change.

One other factor I learnt is the significance of construction. These organisations thrive on programs, however additionally they worth innovation, particularly now. So, you must strike a steadiness between following processes and driving new concepts.

Lastly, I’ve seen how highly effective cross-functional collaboration will be. When departments really work collectively, not simply facet by facet, it creates room for smarter choices and stronger outcomes.