The-Academy-Vol.-4-No.2.Pdf

The Academy, December, 2019

TheCentre for DepositAcademy Insurance System Training & Education The bi-annual publication of the NDIC Academy Vol. 4 No. 2 December, 2019

Cryptocurrencies and The DNA of Human Notes from the The Skills That Disruptive Financial Capital: Trends Companies Need Chief Learning Technologies Report 2019 Most in 2020 Officer –Pg 2 –Pg 5 –Pg 8 –Pg 10

L-R: Prof. Paul Omaji, Dr. Olurotimi Olokodara, Dr. Lucy Newman and Dr. VISION Azubike Okoro (D/CLO) having a discussion during the Leadership Training at the NDIC Academy on Monday, December 9, 2019 To become a model deposit insurance training institute Innovative Instructional Approaches: in Africa and Asia regions by 2020 Key to Impactful Learning and

MISSION Enhanced Workplace Performance he processes associated learners. It is technology-centric To promote and with the liberalization of in all ramifications. Conceptually, the world economy and it is a new process to learning foster individual and T the great achievements recorded experience, design and delivery for organizational effectiveness in information technology have improving the competence of the by developing and offering indeed, brought dynamic changes workforce. Instructional approaches an array of innovative in many organizations today. are rapidly changing from simple and diverse training The dominant concern of most classroom to web-based learning programs in support of the organizations currently is the using simulation and computerized Corporation’s commitment adoption of innovative training and tutoring. to employee development, work practices which are targeted 1.0 Instructional Design partnerships and towards overall performance. More Learning and development organizational enrichment. than ever, learning and development involves the acquisition of skills, practices have recorded tremendous changing attitude and obtaining EDITORIAL BOARD improvement in the mainstream knowledge that is targeted at of corporate functioning and are improving performance. There is contributing proactively towards strong opinion among researchers Dr. Azubike Okoro the attainment of organizational and practitioners in the industry Chairman objectives. Lather, A., N. Sharma., that learning is of little or no Chinenye Akinlade H. (2009). importance or consequence unless it Editor-in-Chief The phrase “innovative is transferred in some way to actual instructional approaches” is one performance in the workplace. Over Vincent Ajah of the contemporary concepts in the years, learning and development Managing Editor learning and development that is has witnessed an increase in Hadiza Modibbo used to describe the systematic interest among academics, theorists Secretary and innovative ways in which and researchers which led to technology-driven and flexible Contd on Page 3 processes address the needs of 1 The Academy, December, 2019

t is indeed another a couple of reports conducted exciting opportunity Notes from the by some of the best research Ito deliver to you, our organizations globally. The esteemed readers, the latest first report titled “The DNA edition of The Academy, Chief Learning of Human Capital: Trends our online newsletter which Report 2019” was conducted chronicles the activities Officer by HR. Com, and it focuses at the NDIC Academy bi- the Academy becoming the on the transformative value annually. For reasons beyond leading training institute on of human resources in our control, particularly deposit insurance system in creating appreciable growth our pre-occupation with the Africa and Asia regions by in organizations, and the relocation of the school to a 2020. We shall quickly settle best practices that firms can new facility, this edition is down and devote full attention adopt to retain top talents. behind schedule. However, to effective training of staff of The second report, which this has not in any way the Corporation as well as local was compiled by LinkedIn diminished its characteristic and international stakeholders. Learning, attempts to project quality and freshness. his edition features some of the skills that would he period from July a couple of articles rule the market in 2020. to December, 2019 on Learning and o ensure that our Trepresented an TDevelopment, as well as readers get maximum enduring landmark in the emerging trends in the Tvalue, we have culled Academy’s tale of successes, financial services industry. the key learning points from as the institute recorded many These are products of in- these reports and published milestones in the execution depth researches conducted them here in. As usual, the of its training plan. A total of by some of our experienced objective of this medium is to twenty-five (25) courses were Subject Matter Experts add immense value to all our mounted this period, with the (SMEs). The first article – stakeholders, individuals and remaining two shifted to the Innovative Instructional organizations alike. As you beginning of 2020. On the Approaches: Key to Impactful browse through the pages whole, a total of seventeen Learning and Enhanced that follow, I really do hope (17) technical and ten (10) soft Workplace Performance – that you will find it enjoyable. skill courses were executed aims at equipping readers Cheers and Happy New Year in 2019 training cycle, with with the basic knowledge of in advance! 4031 participants trained, the trends in Learning and representing a 20% increase Development, and how these from the previous year’s innovative instructional record of 3353 trainees. approaches can be leveraged et me, with a true sense to positively impact workplace of delight, announce the performance. The second Limpending relocation article discusses the nature and of the NDIC Academy from impacts of crypto-currencies its former office at Utako and other disruptive financial to the Central Business technologies and how they District, Abuja. Indeed, can potentially affect banking this movement has long and supervision. I have no been awaited, following doubt that you will find both Management’s commitment articles quite interesting and Azubike Okoro, DBA, FCTP to upgrading the standards enlightening. of our training facilities, and Director/CLO Finally, we took time to review NDIC Academy consistent with the vision of 2 Features The Academy, December, 2019 Innovative Instructional Approaches: Key to Impactful Learning and Enhanced Workplace Performance Contd from Cover the development of models and approaches to instruction. Some of the prominent theories and models include the following: i. ADDIE ii. The ASSURE Model iii. The Bloom’s taxonomy iv. The ARCS

1.1 Old/Traditional Approaches : a) Classroom/instructor led Training b) Apprenticeship c) Job Instructional Training (JIT) will improve their current or future variables include learner’s d) Role-play performance. Organizations use demographics, delivery styles, e) Team-based learning training to bridge performance gaps learning environment, activities (TBL) and to give new knowledge, skills that support learning and clear f) Project-Based Learning and experience required to perform learning objectives. These variables (PBL). particular tasks. There is abundant are briefly listed below: literature on the contribution of a. Learner’s demographics 1.2 Innovative Approaches: training to the job performance of b. Delivery Methods Advancement in information employees (e.g.; Bhat, Z., H. 2013; c. Learning environment technology has improved Afshan, S., Sobia., I., Githinji, A.. d. Activities that support significantly the way we impact 2012; etc.). Degraft O., e. (2012) learning learning in the workplace. Through K. Richard, C., Anis, M., K (2014 e. Learning objectives. the use of the internet and smart Melfin, L., Eshehu, A. (2016). computers, the world has become a 3.0 Discussion much smaller place where learning 2.0 Theoretical Framework: It is necessary for organizations can be impacted from any part The theoretical framework adopted to carefully select a suitable of the world in real time through is designed to illustrate the instructional design and delivery various platforms listed below: relationship between innovative approach when planning a leaning a) E- Learning instructional approaches, intervention that is innovative, b) Blended learning instructional designs (independent cost effective and which addresses c) Gamification variables) and performance the needs of the learners if the d) Talent Management (dependent variable) with some objectives of the training are to e) Digital Learning moderating variables as shown be achieved. As depicted in the f) Audio conferencing below. We hypothesize that sound theoretical framework of the study, g) Video conferencing instructional designs + innovative there is need for careful selection of h) Intelligent learning instructional approaches will the design and delivery approach Environment (ILE). produce impactful learning which that would be impactful and that may positively impact employee depends on the objectives, needs 1.3 Training and performance and productivity. and budget of the organization. Performance The traditional /old approaches The role of training is to 2.1 Moderating Variables provided in the framework include, provide employees with requisite Muller, D., Judd, C. M., & Yzerbyt, but not limited to classroom, knowledge, skills and attitudes that V. Y. (2005) described a moderating apprenticeship, Job instructional variable(s) as the one that show design, role play, job support, team magnitude of the relationship and project-based. Learning never between the independent and However, with so many innovative dependent variables. In this instructional approaches available, exhausts the mind study, our independent variable it is daunting task to determine a - Leonardo Da is innovative instructional suitable approach given limited approaches/instructional designs time and resources, when and how Vinci while the dependent variable is Contd on Page 4 performance. The moderating 3 The Academy, December, 2019 Features Innovative Instructional Approaches: Key to Impactful Learning and Enhanced Workplace Performance

Contd from Page 3 to be critically researched and compared to traditional/old to use them. In this study, we approaches in terms of impact have highlighted several methods and cost effectiveness. It will be and techniques, advantages and interesting to see which approach disadvantages and the moderating best suites contemporary factors that have the capacity to organizations (service or product- alter the envisaged objectives based). Researchers need to of training. Before choosing further explore this phenomenon an instructional approach, it is by classifying innovative important to ask what new skills approaches into categories that or techniques that would be would be easily identified by acquired? Who is being trained? organizations. It will be interesting What is the training budget? to see a research on why innovative The answers to these questions approaches succeed or fail across would determine the kind of organizations in the public and approach and method that would private sectors, as it would help to taken care of. The conclusion is be adopted. There is no doubt, improve knowledge in this area. that instructors must understand even with the many technological Our discussion has been mainly how to manage the training advances in the training industry to see a relationship between process. This includes everything today, that the traditional instructional designs, innovative from designing and delivering approach remains the most widely instructional approaches and impactful training, to dealing with used, but that does not mean that workplace performance. Extensive the challenges associated with the it is the most effective. literatures on the phenomenon moderating factors. were reviewed and theoretical Azubike B. Okoro & 4.0 Conclusion framework that support the study Abdullahi M. Kabeer, NDIC In today’s organizations training established. The likely impact Academy, Abuja. plays a central role in equipping of certain moderating variables employees with skills thus, it is were also highlighted and the fact Edited version of paper key to the continued existence stressed that if training is to impact presented at NITAD 27th and productivity of businesses. organizational performance Annual Trainers Conference As such, innovative approaches positively, these variables must and 30th Anniversary in the delivery of training need be identified and adequately celebration

4 Features The Academy, December, 2019 Cryptocurrencies and Disruptive Financial Technologies: A Real Threat to Banking or a Storm in a Tea Cup?

By Eluwah H. Alaekwe foods in the dry season and if you announcement of Bitcoin in late have ever observed the ants at work, 2008, that he developed “A Peer-to- he human mind is perhaps you will learn a thing or two about Peer Electronic Cash System.“ the greatest thing that cooperation and resilience. Satoshi’s exploratory invention Tdistinguishes man from other There were earlier attempts in the has since been followed by many creations. Its restlessness and will to 1990s by Digi Cashand Cybercash others with divergent improvements probe further had led to inventions cyberpunks to create a digital money and genre. Today popular brands unimaginable. The ants, yes those system but Satoshi Nakamoto a of cryptocurrencies like coinye, small miniature creatures, may be pseudonymous developer, we were dogecoin, etherun, ripple and litecoin the nearest things to humans when told, started the first decentralized are holding sway. Cryptocurrency it comes to thinking long and deep. crypto currency in 2009. Nakamoto is ‘a digital currency in which When the ants believed they who till date remained Anonymous encryption techniques are used to have had enough of human and was also the one that mined the regulate the generation of units of other invasions of their privacy first block of cryptocurrencies, the currency and verify the transfer of and needed greater security, they Genesis Block, that resulted in the funds, operating independently of a built the ant hill, so says an African creation of 50 bitcoins. central bank.’ (Google). folklore. The same folklore told us Nakamoto’s intention was not that the ants knew there will be a to invent an alternative money. Contd on Page 6 rainy day, and so they gathered their He was quoted as saying in his Navy names Omaji pioneer VC for Admiralty Varsity

what it is today into a world-class institution of higher learning,” Ibas said. He said the university is expected to have uninterrupted quality education, research, academic excellence and discipline. “While basic infrastructure and human resources have been provided, it is expected that you will be highly resourceful in mobilizing necessary support to drive an innovative process that would transform ADUN holistically. “As you ponder on the way forward, be assured that the founders and indeed, the Board of Trustees of ADUN will hand Prof. Paul Omaji and Dr. Azubike Okoro (D/CLO), exchanging pleasantries you specific key performance during the Leadership Training at the NDIC Academy on Monday, December 9, indicators and control measures 2019 which you will be obliged to meet and be held accountable for he Nigerian Navy presented (CNS), Vice Admiral Ibok-Ete Ibas, periodically,” he added. a letter of appointment to while congratulating Omaji on his Professor Paul Omaji as the appointment, said he sits on the https://www.dailytrust. T com.ng/navy-names-omaji- pioneer Vice-Chancellor of the Navy threshold of history. Admiralty University of Nigeria “He would play a pioneering role pioneer-vc-for-admiralty- (ADUN). The Chief of Naval Staff in positioning the university from varsity.html 5 The Academy, December, 2019 Features Cryptocurrencies and Disruptive Financial Technologies: A Real Threat to Banking or a Storm in a Tea Cup?

Contd from Page 5 to mainstream banking in a business customers with their finances, using to business ( B2B) relationship and technology for faster and easier ikipedia puts it more some of them still largely do so: delivery of service. succinctly as it describes cloud-based platforms and even They now exist in form of cryptocurrency as ‘a customer-relationship management Crowdfunding Platforms. Companies W services like Salesforce (CRM-Get like Kickstarter, Patreon, GoFundMe digital asset designed to work as a medium of exchange that uses Report) provide B2B services that and many others are Fintechs strong cryptography to secure allow companies to interact with operating outside of traditional financial transactions, control the financial data to help improve their banking. creation of additional units, and services. lockchain and Cryptocurrency, verify the transfer of assets’. Fintechs have also continued to Mobile Payments, Insurtech, The world has gone literally provide business to client (B2C) BRobo-Advising, Stock-Trading frenzy about the advent, possible services. For instance, Cash Apps like and Budgeting Apps are other forms impact and danger posed by Venmo and Apple Pay allow clients or of Fintechs now competing rather cryptocurrencies to banking and customers to transfer money through than complimenting modern banking fiat money as we know them today. the internet or mobile technology, Observers believe that the danger Financial technologies (Fintechs) just as budgeting apps like ‘Mint’ lies more on what today’s Fintechs are infrastructures and systems allow customers to manage their can do against the system rather that help to provide improved finances and expenses. But Fintechs than what they can do for the system. and automated financial services have now moved out of the back-end There is no doubt that modern delivery. In the early days of fintechs and come front door. banking cannot function without they were basically those computer Modern Fintechs are now the complements of Fintechs but equipment and servers that banks companies using the internet, mobile delineation of functions is very employed back-end to process devices, software technology or cloud important. transactions faster and deliver services to perform or connect with timely financial reports. Fintechs at financial services. Their products the time provided support services are designed to connect or link their Contd on Page 7

6 Features The Academy, December, 2019 Cryptocurrencies and Disruptive Financial among themselves. The Libra, as the new Facebook Technologies: A Real Threat to Banking or a crypto will be called, will be linked to Storm in a Tea Cup? about ten major currencies around the globe and it promises to do Contd from Page 6 their greatest undoing. Disruptive money transfer within a minute for technologies are credited with a charge of over three dollars or free ost have argued that providing better, cheaper products if the customer can wait for three Cryptocurrencies and and more accessible services because to five days. The American Senate Mother Fintech products most often they evade bureaucracies is not completely sold to this idea are appealing because they cut off and policy governance. yet. Though Facebook has agreed protocols and bureaucracies to Modern financial services run on to surrender to full regulation, deliver efficient and cheap services to trust and confidence in the providers trust in its ability to maintain user clients. of service. The confidence stems from confidentiality has reverberated Working outside established world the system’s ability to self- correct given its proven history of abuse of financial services order, disruptive and Supervisors’ ability to properly customer rights. technologies like Robo-Advising and supervise and regulate participants. he banking industry around Stock-Trading Apps, insurtech, Apple The argument here is that the world are not unduly (AAPL-Get Report) and Alibaba cryptocurrencies are currently worried. Operators agree (BABA-Get Report), Coinbase and T running without proper governance that technology has added massive Gemini ( which connect users to and have no support of sovereignty. improvements to service delivery buying or selling cryptocurrencies Apart from new attempts in and will continue to play vital like bitcoin or litecoin) and Jurisdictions like Japan to roles in the way financial services crowdfunding Companies like commence some form of regulation, are packaged and delivered. Most Kickstarter, Patreon and GoFundMe the activities of disruptive Fintechs however do not see the competition are today offering services to willing and blockchain miners are largely posed by Fintechs as something customers and providing returns unregulated. that would last. Their argument was that are mind boggling. So what confidence do you place that without any form of sovereign The entry of some powerful in a currency not regulated nor support cryptocurrency have no industry giants like Amazon, supported by any sovereign state? chance and will remain at best a Alibaba, Apple, Uber, Airbnb and Modern financial services with store of value, not an acceptable lately Facebook (Libra) into multi its avalanche of regulatory and means of exchange. -sector businesses including Fintech supervisory organs have gone further The major concern is the risk is beginning to worry governments to provide fall backs in form of those disruptive technologies do and regulators around the world. deposit insurance outfits. This gives pose to the financial system and Observers like ‘Marsh’, have hope to stakeholders that all will not the banking industry in particular pointed at mismanagement, design be lost if everything goes wrong. The and this is where some form of vulnerabilities, accidents, and current operating mode of Fintechs regulation is required to protect the unforeseen events as clear areas of leaves customers high and dry if financial system. danger that disruptive technologies anything goes wrong. For now the argument as to can pose. Product defects, misuse, Disruptive technologies will whether cryptocurrency and other malicious acts, or lack of maintenance continue providing better, cheaper disruptive technologies will thrive can result in mass injuries, cyber- products and more accessible as major competitors to traditional attacks, and system disruptions. services to customers as long as banking or remain “A Peer-to- The 2017 Global Risk reports they continue to evade regulation. Peer Electronic Cash System” as identified Artificial intelligence (AI) A regulated Fintech will operate Nakamoto first contemplated will and robotics, The Internet of Things within boundaries created by laws, continue to rage on. But do not be (IoT) and 3D printing as some rules and guidelines and loose some fooled, the raging war is not a storm of the key emerging technologies of ‘its freedom to do things as they in tea cup. that can create new markets and deem fit’. Herein lies the question: disrupt traditional business models. If Fintechs get regulated, will they as Eluwah H. Alaekwe is a Include in all these the fact that independent operators still remain Deputy Director, Bank cryptocurrencies operate outside appealing, profitable and responsive? Examination Department. national central banks and Fintechs It really depends on how long do not need any government or governments around the world are regulatory authority to commence willing to allow Fintechs run riot. Leadership and or operate their businesses, and you The US National Assembly recently begin to imagine the implications commenced investigations into learning are of their operations to financing the move by Facebook to go into inseparable to each terrorism. cryptocurrency. Facebook says its Perhaps what is considered the aim is to allow its over two billion other. greatest asset of the ‘new money’ and subscribers to carry out financial - John F. Kennedy the disruptive technologies is actually services including funds transfer 7 The Academy, December, 2019 Features The DNA of Human Capital: Trends Report 2019 Forget tangible assets. They are yesterday’s news!

s of the late 20th century, value became far more dependent Aon intangible assets such as brand, propriety data, research and development, trade secrets and all the other things that are derived from people. A skilled employee’s talent represents a potent asset. Such skills and talents are the mother of all other intangible assets. According to Forbes, intangible assets account for up to 80% of today’s corporate balance sheet. The way we manage our human capital not only drives the performance of our organisations, but the real value of those organisations. Smart technologies and corresponding employee expertise are factors that will significantly working across multiple functions will strive for gender diversity at every impact the workforce in 2020. become far more important in 2020. leadership level, in order to set Networks are changing business urthermore, analytical thinking the pace for a future of effective models, organizational structures will be an increasingly essential leadership. and work practices. Traditional Fskill. This speaks to the ability of Learning and Development (L & D) hierarchies are not completely employees to harness the volumes of has emerged as a crucial factor in the disappearing, but they are largely information and data at their disposal corporate growth and advancement of being replaced with more networked and then turn them into shareable every organisation. While instructor- structures. This is due to the change insights. Such necessary skills are in led training remains the single most in the flow of information both within short supply in many organisations. commonly-used learning modality, and outside organizations, and the Organisations must necessarily no single training method works fact that today’s tasks and projects prepare in order to thrive. Radical as a stand-alone approach. Hence, are more complex than in previous disruption will change our business blended learning is crucial to L&D eras, hence requiring teams to work models and, in turn, the nature of efforts and technology-based learning across boundaries, quickly making work in virtually every single industry. such as online courses and videos are their own decisions. The only path to success is to prepare common to a wide range of learners. New technologies and expanding for the uncertainty. Organisations Further to this, personalised learning networks require new skills and that intentionally builds a workforce is essential towards making L&D much expertise. That expertise needs to be capable of meting 2020 goals would more effective as it leads to higher deep in both specialty areas and broad invariably enjoy better financial learner engagement, better outcomes, across multiple functions. In fact, performance than their less prepared more insights into leaner needs, and counterparts. the ability to deliver training more Employee engagement remains a quickly. Thus, organisations should Successful people invest problem in most organisations, and strive to deliver learning via multiple in their education, poor leadership is largely to blame. modalities. Hence, trust in leadership as well as Studies have shown that most development and an employee’s relationship with their organisations have a performance personal motivation- immediate supervisor are serious management system in place. drivers of employee engagement. In owever, only few of these knowing that these are line with this, organisations ought are effective, and fewer still the tools to success. to create longer-term leadership Hare driving better employee strategies, migrate from speculations performance and retention. – Grant Cardone to data-driven decisions, turn every leader into an effective coach and Contd on Page 9 8 Features The Academy, December, 2019 diversity. Hence, organizations The DNA of Human Capital: ought to embrace and entrench D & I practices in their work culture in order to derive the most benefits Trends Report 2019 thereof. Contd from Page 8 quest are more likely to lose the latest Despite the fact the relevance war for talent. This then requires such of human engagement has been Consequently, performance proactive organisations to review their emphasized by professionals for the management is seen as a necessary overall talent acquisition process, past two decades or more, it is still so evil, rather than a way to improve improve on existing practices and abysmal in so many organizations. organizational performance. technologies and adopt novel ones This is because many organizations Hence, in order to turn the tides, where necessary. This will ensure that fail to appreciate that there’s a lot organizations need to determine the they constantly acquire and retain an of data indicating a relationship primary purpose of their performance array of talented employees which is between employee engagement and management system, whether critical to organisational growth. various other measures of business procedural or motivational, revamp Diversity and Inclusion (D&I) success, and partly because they do the processes and improve employee has become a somewhat higher not understand what engagement engagement so as to get the best out organisational priority over the past truly is, or how best it works. Hence, of the system. several years in light of a combination organizations need to move from Based on studies carried out by of changing legislation, the need for adversarial to dynamic leadership the hr.com, many organisations workforces to reflect the demographics in order to create the enabling do not make use of talent analytics of the consumers generally, and the conditions for effective engagement at all, and only very few leverage bottom line benefits of D & I itself. to thrive. predictive analytics. The rest only As Mahatma Gandhi aptly puts it, As the fourth Industrial Revolution use data to describe or assess current “Our ability to reach unity in diversity glides by, one factor remains trends. This suggests that there is will be the beauty and the test of our constant–talent is the most crucial a huge talent analytics skills gap in civilization”. factor driving business success. The many organisations, especially in the owever, most organizations key to ensuring that organisations most essential areas of workforce have not yet reached a higher have enough of the right talent is planning, employee performance and maturity level when it comes Workforce Planning, but effective skills assessment. Talent analytics H workforce planning in the long-term to D & I practice. This is exemplified proactively influence positive change by the obvious gender disparity in the is very difficult due to the speed in organisations, hence the need workforce and in leadership roles, and volatility of change. Hence, in to invest extensively towards its as well as the poor representation of order to guarantee future supplies development. many ethnic minorities in important of talent, organizations must think In recent times, the emergence of work positions. To a large extent, creatively towards workforce new technologies and the rise in their a big part of the problem is that planning, succession planning and usage in most organizations have organizations are simply not taking career planning. This three-pronged necessitated the quest for talented D & I seriously enough. In fact, it approach will assist to ensure that employees. Organisations, then, that appears that managers have few organizations continuously have an fail to stay ahead of the curve in this tangible incentives for increasing abundant supply of talent–the most crucial of commodities. n the whole, business models and work paradigms are Orapidly changing, largely due to digital advancements. Bureaucracies are giving way to structures that put decision making power in the hands of highly skilled and empowered front-line teams. To make this work, however, employees must have the right skills, organizations need to have the skills of their employees, recruit new talents where necessary, modify their systems and processes to flow with emerging technological trends, and ultimately position themselves for future challenges and opportunities, if they must stay ahead of the game. www.hr.com/en/recources/ Mrs. Isiaka M.B (DD, SIID), flanked by Dr. Sani Saidu, presenting End-of-Course research/dna_of_human_ Certificate to a Kenyan participant, at the closing ceremony of the Bank Resolution capital Simulation program held in Orchid Hotel, Lagos on Thursday, December 5, 2019 9 The Academy, December, 2019 Features 1. CREATIVITY Organizations need people who The Skills That can creatively approach problems and tasks across all business roles, from software engineering to HR. Focus on honing your ability to Companies Need bring new ideas to the table in 2020.

2. PERSUASION Most in 2020 Leaders and hiring managers value individuals who can explain the “why.” To advance your ost organizations globally creativity, collaboration, persuasion, career, brush up on your ability desire to stay at the top, and and emotional intelligence—all to effectively communicate ideas Mhold a competitive edge in skills that demonstrate how we work and persuade your colleagues and their sector of business. To achieve with others and bring new ideas to stakeholders that it’s in their best this, however, they require a highly the table. Four of the five most in- interest to follow your lead. skilled workforce that can proffer demand soft skills remain in their solutions to emerging challenges. top spots year over year, further 3. COLLABORATION Based on a research by LinkedIn reinforcing that these skills are High-functioning teams can Learning, there are some 15 soft and evergreen—they’re likely to remain accomplish more than any hard skills that would be most in- the top skills that companies want in individual—and organizations demand in 2020. star employees. know it. Learn how your strengths Whatever your goals are for 2020 The one variation in the most in- can complement those of your — to take on a bigger project, start a demand soft skills list indicates that colleagues to reach a common goal. new job, lead a team — learning these companies are gravitating toward skills can help you stand out for that talent with interpersonal and people- 4. ADAPTABILITY next opportunity. oriented skills. ‘Time management’, The only constant in life—and in a more task oriented skill, fell off business—is change. To stand out THE SOFT SKILLS the top soft skills list. ‘Emotional in 2020, embrace that reality and intelligence’ took its place. While show up with a positive attitude Soft skills are the essential task-oriented skills remain critical to and open-minded professionalism, interpersonal skills that make or our success at work, the data shows especially in stressful situations. break our ability to get things done that employers value our ability to in our current jobs and take on new work well with colleagues. opportunities ahead. The top 5 most in-demand soft Contd on Page 11 Topping this year’s list are skills are:

L-R: Adejoke Abdullatif-Saro (SIID), Olanrewaju Bello (ESTAB), Olushola Ogunbanjo (CPAU) and Hassan Yusuf (ETSD) at the Induction Programme on Tuesday, August 13, 2019

10 Features The Academy, December, 2019 The Skills That Companies Need Most in 2020

Contd from Page 10 5. EMOTIONAL INTELLIGENCE Emotional intelligence is the ability to perceive, evaluate, and respond to your own emotions and the emotions of others. New to the most in-demand skills list this year, the need for emotional intelligence underscores the importance of effectively responding to and interacting with our colleagues.

THE HARD SKILLS While the most in-demand soft skills are all about how we work together, the most in-demand hard 3. ANALYTICAL REASONING company partnerships or influencers skills are the ones changing what Data has become the foundation of that are hyper-targeted to a particular we’re working on. every single business. Organizations audience. Many of these skills will continue want talent who can make sense of it 8. SALES to evolve rapidly. For example, for and uncover insights that drive the You’d be hard pressed to find a the first time this year, Blockchain best decisions for the business. company that doesn’t need great sales not only made the list of top skills, people—those who can effectively but equally topped it—highlighting 4. ARTIFICIAL INTELLIGENCE manage a sales team, understand an increasing awareness and Artificial intelligence (AI) the sales funnel, work with cross- demand for the wider applications augments the capabilities of the functional partners, and sell into the of this skill. human workforce. The people highest levels of the business. Trending data also reveals that who can harness the power of AI, data-driven decision-making skills machine learning, and natural 9. SCIENTIFIC COMPUTING like business analysis, are essential language processing are the ones Scientific computing skills are in today’s workforce. As companies who will help organizations deliver held by data science professionals, continue to collect and analyse more relevant, personalized, and engineers, and software architects, more data than ever before, they innovative products and services. and others. Companies need more need people who can help interpret professionals that can develop and take action on that data to drive 5. UX DESIGN machine learning models and apply growth for their businesses. It seems like the average attention statistical and analytical approaches The top 10 most in-demand hard span of consumers decreases every to large data sets using programs like skills are: year and they have little patience Python, MATLAB, and more. for products that aren’t intuitive. 1. BLOCKCHAIN Organizations need more expertise 10. VIDEO PRODUCTION Blockchain was born in 2009 to to help them build more human- Consumers have an insatiable support the use of Cryptocurrency. centric products and experiences. appetite for video content, so it But Blockchain’s novel way to store, makes sense that video production validate, authorize, and move data 6. BUSINESS ANALYSIS continues to be a priority for across the internet has evolved Business analysis made the most companies. Cisco estimates that to securely store and send any significant jump of any skill on our video will account for 82% of global digital asset. The small supply of list. It’s one of the few hard skills internet traffic in 2022. professionals who have this skill are every professional should have, as We hope that with insight into in high demand. most roles require some level of what companies need today, you feel business analysis to make decisions ready to cultivate these essential soft 2. CLOUD COMPUTING and hard skills, and empowered to Today, companies are built and 7. AFFILIATE own your career. run on the cloud. They need talent MARKETING who have the skills to help them With the decline of traditional Culled from https://www. drive technical architecture, design, advertising and the rise of social linkedin.com/pulse/skills- and delivery of cloud systems like media, affiliate marketing is companies-need-most- Microsoft Azure. rapidly rising as a must-have hard 2020and-how-learn-them- skill. Affiliate marketing leverages lazzaroni-pate

11 The Academy, December, 2019 Foreign News Look Behind Germany’s Surprise Call For Deposit Insurance far missing third pillar. Scholz actually calls not for a European deposit insurance scheme to replace national schemes but rather for a new European deposit reinsurance scheme to enhance those national arrangements. n the event of a bank failure, the first resort for depositors Iwould be to national insurance schemes; then, only if those funds are exhausted, to a European fund providing limited additional liquidity through repayable loans. Should further financing still be needed, the relevant sovereign would then step in. If this is meant to signal a new breakthrough, it is so hedged around as to dampen any celebrations. It may be that Scholz is mindful of his domestic audience. German Finance minister Olaf Scholz has laid out Germany’s negotiating position for the voters are hardly likely to completion of banking union, a pre-requisite for much-needed consolidation. welcome the notion of putting their money on the hook to bail nrea Enria, chair of different country at the first signs out depositors of troubled banks the supervisory board of stress. The single-currency in what they see as profligate of the ECB, gave a project itself remains incomplete. southern European countries A What a surprise then that one speech in London at the end of October celebrating some of week later, Olaf Scholz, finance https://www. the successes of banking union minister of Germany, the country euromoney.com/article/ – establishment of a single regularly blamed for blocking b1j00pfymhqgg4/ supervisory mechanism for large such a scheme, should lay out in look-behind-germanys- banks, NPLs brought down from the FT his ideas for the completion surprise-call-for-deposit- €1 trillion to €600 billion in of banking union, along with its so insurance the last five years – while also lamenting its failures, notably the lack of a European deposit insurance scheme. Without this, IADI welcomes its a euro deposited in a country with weak banks might easily flee to a stronger bank in a 92nd member

“Develop a passion for he Association welcomes learning. If you do, its 92nd Member, the TBermuda Deposit Insurance you will never cease to Corporation https://www.iadi.org/ grow.” en/news/the-association- – Anthony J. welcomes-its-92nd-member- D’Angelo the-bermuda-deposit- insurance-corporation/

12 News The Academy, December, 2019 Know Your Facilitators –Internal & External r Aliyu is a pioneer staff of NDIC who started his working career with the Corporation as Management Assistant Min September, 1989. Over the period of 30 years, he has worked in different Desk and capacities in the Bank Examination Department and has participated in numerous bank examinations. He has been a Team Lead and also Head of Investigation Unit of BED. He is presently a Deputy Director and Group Head. Mr. Aliyu has also participated in various bank liquidation exercises as closing and pay centre manager and also headed the Credit Unit of the defunct Allied Bank Consolidation centre from 1998 to 2002. He was redeployed to Kano Zonal Office in 2012 as Head of Bank Examination Unit and later served as acting Zonal Controller during which he represented the Management of the Corporation in different capacities. He graduated from Bayero University Kano, BUK with B.Sc. (Economics) in 1988 and also obtained a Masters Degree in Banking and Finance from Delta State University, DELSU in 2000. An associate member of the Certified Institute of Pension of Nigeria (ACIP), he has also attended various in- house and external trainings within and abroad over the past three decades. Mr Aliyu is happily married to his beautiful wife, Zainab and they are blessed with 2 lovely boys – Ahmad (13) and Aliyu Jnr (5). He is a fan of Arsenal football club, London, easy going and likes Abdulhameed M. Aliyu (Internal) making friends. Mr. Aliyu facilitates in most of the Academy’s flagship courses.

inuke currently oversees the affairs of Stance Consulting Ltd., a training and organisational Tconsulting company. She is a subject matter expert in developing Strategic Plans for execution; leadership development; performance re-engineering; entrepreneurship education; health and safety management; high profile networking, designing and implementing training needs assessments for clients; course curriculum design and content development. She facilitates at both local and international trainings, workshops, seminars and conferences. In her capacity as an Organization Development Professional, she works to support senior leaders in finding systemic solutions to critical business and organisational challenges. And as an executive coach, she passionately works with high performing people in leadership roles to improve results in ways that are sustained over time. Tinuke is a member of faculty of The Institute for Ethics and Professional Studies (IFEPS), ROVA College of Healthcare Executives, African Business School and a host of others. She also serves as an independent consultant to development partners like the United Nations. Tinuke has a background in Software Engineering; she is a Microsoft Certified Professional, a Microsoft Certified System Administrator and also, a certified Mind and Body Fitness coach. She is a member of the Tinuke Obikoya (External) International Society for Performance Improvement and facilitates in most of the Academy’s Management courses. 13 The Academy, December, 2019 News Highlights of NDIC Academy’s 2019 Training he Academy executed 27 stakeholders (CBN, SEC, AMCOM, trained which constituted 12% of the courses in 2019, trained 4,031 FMF, EFCC, ICPC, DIS agencies in total population. Most of the courses Tparticipants as against 3,353 in IADI Africa, etc.). The ED operations were examinable and assessment 2019, a 20% increase. The composition Division had the highest number of criteria included attendance which of employees trained included 104 2,168 (54%), followed by MD/CE’s was taken twice daily, participation Executive staff (3%), 3,832 (96%) Division with 983 (24%) and ED CS in syndicate sessions, performance in Senior and 66 (2%) Junior Staff. Division with 851 (21%). In Kano case studies and end-of-course tests, 29 were staff of local and foreign and Enugu locations, 475 staff were amongst others.

14 News The Academy, December, 2019

15 The Academy, December, 2019 Photo News

Mrs. Ronke Shokefun (Chairman, NDIC Board), addressing the new intakes at the Induction Ceremony on Monday, August 5, 2019

L-R Mary Enyi (NDIC Academy), Joy Karim (KDIC), Aliyu Abdulhameed (BED) and Purity Obago (KDIC) at a visit to NDIC Bank Examination Department in Lagos on Wednesday, September 18, 2019

16 Photo News The Academy, December, 2019

Some participants having a discussion with the facilitator, Mr Aliyu Abdulhammed (BED) at the Fundamentals and Practice of DIS programme at Avenue Suites, Lagos on Tuesday, Sept 17, 2019

R-L: Dr. Azubike Okoro (D/CLO) NDIC Academy, Dr. Lucy Newman, Dr. Olurotimi Olokodara, Prof. Paul Omaji, Mr. Sadiq Ibrahim (Head, Programme Delivery Unit) and Mrs. Amina Yakubu (Head, Learning Management Unit) having a discussion during the Leadeship Training at the NDIC Academy on Monday, December 9, 2019 17 The Academy, December, 2019 Photo News

A cross session of participants during the Competency Framework for Banks Training at the NDIC Academy on Monday, November 4, 2019

Mr. Maitambari (D, ERMD) welcoming participants during the opening ceremony of the Enterprise Risk Management Programme at the NDIC Academy on Monday, October 14, 2019

18 Photo News The Academy, December, 2019

Participants and facilitators in a group photograph at the Leadership Training Programme at the NDIC Academy on on Monday, December 9, 2019

Mr. Sadiq Ibrahim (Head, Programme Delivery Unit) and Mr J.J Etopidiok (D/SIID) at the opening ceremony of the Competency Framework Programme at the NDIC Academy on Monday, November 4, 2019 19 The Academy, December, 2019 Photo News

Dr. Okoro (D/CLO) NDIC Academy and Ibrahim Kudu (DD,CPAD) at the Induction Programme for new staff on Monday, August 12, 2019

Prof. Paul Omaji, anchoring a session at the Leadership Training, at the NDIC Academy on Monday, December 9, 2019

20 Photo News The Academy, December, 2019

Mary Enyi, participants from Kenya Deposit Insurance Corporation and Mr Sadiq Ibrahim (Head, Program Delivery Unit), at the Fundamentals and Practice of DIS programme at Avenue Suites, Lagos on Tuesday, Sept 17, 2019

Gabriel Ukpata (KZO), making a point at the Management Appreciation Program at the NDIC Academy on Monday, October 14, 2019

21 The Academy, December, 2019 Photo News

Group Picture of participants at the Enterprise Risk Management Programme at the NDIC Academy on Monday, October 14, 2019

A cross session of participants during the Management Appreciation Programme at the NDIC Academy on Monday, October 14, 2019

22 Photo News The Academy, December, 2019

Participants at the Enterprise Risk Management Programme at the NDIC Academy on Monday, October 14, 2019

A cross session of participants during the Management Appreciation Programme at the NDIC Academy on Monday, October 14, 2019

23 The Academy, December, 2019 Photo News

A group photo of participants at the Bank Resolution Simulation Program at Orchid Hotel, Lagos on Thursday, December 5, 2019

Mr. Ugheoke Emmanuel E. (DD, CRD) flanked by Mr. Sadiq Ibrahim (Head, Program Delivery Unit, NDIC Academy) right, presenting End-of-Course Certificate to a Kenyan participant, Mr. Thomas Osama Edgar, at the closing ceremony of the Bank Resolution Stimulation program held in Orchid Hotel, Lagos on Thursday, December 5, 2019 24 Photo News The Academy, December, 2019

Mr. Olusegun Ojo, delivering instructions to participants during a practical session at the Bank Resolution Simulation Program at Orchid Hotel, Lagos on Thursday, December 5, 2019

Mrs. Isiaka M.B (DD, SIID), acting as the MD/CEO of a Bank requesting a Bailout from the CBN and NDIC officials during a practical session at the Bank Resolution Simulation program held at Orchid Hotel, Lagos on Thursday, December 5, 2019 25 The Academy, December, 2019 Photo News

A cross section of NDIC staff and training delegates from Kenya Deposit Insurance Corporation (KDIC) and Central Bank of Kenya during their visit to the NDIC Head Office, Abuja on Wednesday, February 6, 2019

Participants at the Management Aprecciation program held at NDIC Academy, on Monday, October 14, 2019

26 Photo News The Academy, December, 2019

Participants at the Management Aprecciation program held at NDIC Academy, on Monday, October 14, 2019

27 The Academy, December, 2019 Photo News

A cross sesion of participants during the Competency Framework for Banks course held at NDIC Academy, on Monday, November 4, 2019

A cross sesion of participants during the Competency Framework for Banks course held at NDIC Academy, on Monday, November 4, 2019 28 Photo News The Academy, December, 2019

Mrs Amina Yakubu (Head, Learning Management Unit), and Dr. Alasia Tamunodeim (AD, ERMD), at the opening ceremony of Enterprise Risk Management Program at the NDIC Academy on Monday, October 14, 2019

M. Y. Umar (D, ISD) exchanging pleasantries with Javan Omondi Ndonga (KDIC), during the visit of the delegates from Kenya Deposit Insurance Corporation (KDIC) and Central Bank of Kenya to the NDIC Head Office Abuja, on Wednesday, February 6, 2019 29 The Academy, December, 2019

- NIBSS-NDIC Lecture Series - Fundamentals and Practice of DIS - Bank Regulation and Financial Stability

30 The Academy, December, 2019 feedbackfeedback FFromrom TTrainingraining At the NDIC Academy, we love feedback! It helps us improve on the standards of our facilities, programmes and processes. Please find below some thoughts from our colleagues across the Corporation:

The training was well articulated, laying emphasis on areas each staff needs to pay more attention in order to Overall, it has been a rich and value-adding program. be a valued employee in any organization. I am overflowing with knowledge of RBS and I have – Onipinla Olubusola, AMD (Sustaining a Winning a whole new level of respect and appreciation for our Culture Programme) Examiners, the NDIC Academy for this wonderful opportunity and gratitude to Management for This was an excellent course in every way. The encouraging us to take advantage of opportunities facilitators, especially Dr. Bello, were all superb presented to us. – Obiageli Alor, Fin Lag (Sustaining a Winning However, the session has been tasking, long duration Culture Programme) of hours in the class for lectures and syndicate sessions which have been helpful to our understanding, but no The course was very well handled. I learnt a lot and time at all. Participants as adults need not more than 2 totally appreciate the experience hours of lecture at a time. – Ekeng Bassey, CRD (Risk-Based Supervision Lastly, I will like to suggest a day off for participants, Programme) especially those from outside locations to get a day’s rest before resuming office work. Thank you ACADEMY! - Maryam Zaki, Internal Audit (Risk-Based Supervision Programme)

I find the course adequate enough. I am better prepared for Bank examination. l NDIC Academy trained 4031 – Oboshenure Rhoda, BZO ((Risk-Based Supervision people across 27 programmes in Programme) 2019

l There is a Quality Assurance The course was well-articulated. Review Committee that assists the – Braah Biterefie, PHZO (Setting Goals and Academy to review its curricula Managing Priorities Programme)

l The Academy trained 29 local The participants of the Intermediate ICT Course and foreign stakeholders in 2019 should be recommended to attend the advanced ICT programme. Thank you. - Musa Dahiru, SIID (Intermediate ICT Programme)

One of the best programs I have attended so far. – Mohammed Abba, Fin Unit, Lagos (Intermediate ICT Programme)

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