A little over a decade ago, I was immersed in the world of asset management and financial advisory within a versatile economic think tank and niche investment boutique in Nigeria.
Sharp suits, long hours, fast decisions, and financial models that ran late into the night. It was an exhilarating ride, and I learnt a great deal. It was also my first big break into the corporate world, and I had the incredible honour of working with the “Oracle.”
However, deep within me was a quiet call towards something different: a more human-centred space where I could shape culture, influence behaviour, and equip people with the tools they needed to thrive. That calling led me into Human Resources, specifically Learning and Development (L & D), and it has been one of the most rewarding pivots of my career.
Career mobility, particularly in dynamic and sometimes volatile business environments like Nigeria, is not for the faint-hearted. It requires clarity, courage, and consistency. But most of all, it demands a clear career plan.
Building the long and short of it: Career planning
I often tell my mentees that a career is not a destination. It’s a journey with pit stops, detours, and sometimes U-turns. Creating a long-term plan means asking yourself some soul-searching questions: What kind of impact do I want to make? What industries am I drawn to? Where do I see myself in 10 or 20 years?
The short-term plan is about tactical steps. It’s the internship you take at a local HR consulting firm in Lagos, even though your friends in tech seem to be “cashing out.” It’s the online course you take after hours to understand the future of work or the CIPM or SHRM certification you pursue to deepen your HR credibility.
In my case, I drew a roadmap that combined both. I knew I wanted to influence institutional reform and shape human capital development in Africa, so I took steps in that direction.
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Mind the gap: Skills inventory and closing the gap
It’s important to ask: What skills do I need to transition into my dream role? Many of us often feel stuck because we haven’t audited our capabilities against the demands of the new roles we seek.
I had to invest in both hard skills (like learning instructional design, policy analysis, and people analytics) and soft skills (like facilitation, storytelling, and executive presence). In some cases, it meant going back to school, such as enrolling in advanced leadership and development programs and earning a master’s degree in management, innovation, and change.
At other times, it meant interning in organisations where I could learn the ropes practically, even if it was for little or no pay. As I make another big career push for my next decade, I will be undertaking a PhD in Management. In a sense, the learning and career pivot journey is a continuum. You can change career paths at any time with the same focused steps.
As a practical example, a friend of mine in Port Harcourt moved from a background in geology to organisational development by volunteering as a project manager on a CSR youth program. That “low-profile” opportunity opened doors to global consulting assignments in the development sector.
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Strategy for the switch: certifications, degrees, and internships
Many Nigerians are now realising the power of strategic credentials. Whether it’s a CIPM, PMP, HRCI, SHRM, or a degree from a local or international university or a short course from Harvard Online, these programs can help build credibility, especially when pivoting.
But more than certifications, experience matters. When I transitioned, I looked for roles where I could demonstrate value quickly, from delivering learning sessions to coaching managers to developing L&D strategies that aligned with business goals.
Internships and “stretch assignments” are underrated. Even within your current role, raise your hand to take on something new, manage a training, lead a team, or write a proposal. Visibility comes from action.
Reputation capital and the currency of relationships
In today’s world, your reputation is your CV. People remember how you made them feel, how excellent you were, and how you delivered under pressure.
In Nigeria especially, where a large percentage of opportunities are accessed via referrals, managing relationships becomes a form of career insurance. I’ve been invited into rooms I didn’t even know existed simply because someone remembered how I showed up five years ago.
You must play the excellence game consistently. Deliver more than is expected. Show thought leadership. Be the one people want in the room when the stakes are high.
Visibility and the job market
Let’s be honest, applying for jobs can be brutal, but it doesn’t have to feel like a black hole. Tailor your applications. Make your CV achievement-based. Use platforms like LinkedIn to showcase your thinking, values, and expertise.
Speak at local events, write articles, host webinars. These things build what I call “brand equity.” People start associating you with a niche or thought space. That’s how headhunters find you. That’s how organisations seek you out.
Final thoughts: Owning your career narrative
The career story I tell today didn’t write itself. I chose to author it intentionally. From an asset management firm to a very impressive learning and development career, from suits to service, every chapter has been crafted with vision and perseverance.
So, whether you’re a young graduate in Abeokuta trying to break into tech, a public servant in Kano eyeing a move into policy, or a mid-level manager in Abuja feeling stuck, know this: your career can evolve.
It starts with a clear plan, strategic execution, continuous learning, strong relationships, and an unwavering commitment to excellence.
You are your best investment.
Precious Imuwahen Ajoonu is a learning and development expert, pioneer director general of a public service academy, and founder of SkillzHQ, a management consulting and transformation company democratising access to skills-based education across Africa.
