A & D Mentoring Academy

My little daughter has always been full of energy, always looking for what to do.

So, I thought of how best to channel the energy productively. Then in the count down to her 6th birthday, I promised her that I will formally employ her and place her on salary once she turned six.

So on that day, when I got to the office,
I typed a simple Offer Letter for my 6-year-old daughter.

It had:

Her role (Family Support Assistant 😄)

Her job description (Washing of plates, Sweeping the house, Arranging the children’s room, and Arranging daddy's books)

Her monthly (N1,000 per week)

And her KPIs 😅 (Do your tasks without being reminded)

I even assigned my wife as her immediate supervisor whom she must have to report to.

And I signed it with seriousness.

She held that letter like she had just been employed by Microsoft. You needed to see the smile in her face and how proud she was.

Her confidence changed immediately.

What followed in the next few weeks shocked me.

Here are 7 stunning developments I saw in her that will inspire ANY parent to introduce Kidpreneurship and leadership early:

1. Her Confidence GREW Overnight

The moment she read, “We are pleased to offer you this role…”
Her shoulders straightened.

She walked around with this aura of importance.

Children rise to the level of responsibility you give them.
Not the level you shout at them for.

2. Her Sense of Responsibility Increased Dramatically

I didn’t remind her.
I didn’t nag her.
I didn’t shout “Come and pack your toys!”

She knew she had a job.
She knew what was expected.
And she showed up.

Give a child clarity,
and you will be shocked at how they transform.

3. She Became More Organized Than Ever

Before the offer letter?
Her room always looked like a small “war zone.”

After the offer letter?
She arranged her toys like a mini-storekeeper.
She folded her towels with pride.
She even started arranging my shoes for me when I came home.
The plates were never dirty again.

Leadership starts with organizing your immediate environment.

4. She Developed a Business Mindset Without Me Teaching It

By the second week she asked,

“Daddy, if I do extra work, will you increase my salary?”

I almost fainted.

That’s negotiation.
That’s value creation.
That’s basic entrepreneurship 101.

Even her then four year old brother told me to assign him some responsibilities also, so that he can earn like his sister.

Children learn business faster than adults—
when you put it in practical form.

5. She Became More Disciplined

She started waking up and doing chores before school without being asked.

Why?

Because children respect systems more than shouting.

She had a job.
She had expectations.
And her brain adjusted.

6. She Became More Careful With Her Own Money

The first salary I paid her?
She didn’t rush to buy biscuits.

She asked me,
“Daddy, what can I do with my money so it will grow?”

You see that?
That is the beginning of financial literacy.
That is the seed of wealth creation.

When children EARN money,
they treat it differently than when they receive money.

7. Her Leadership Instincts Began to Show

One day, her younger sibling scattered toys everywhere.

Normally she would run away.
But this time she said,

“Come, let’s arrange it together. It is part of my work.”

That is leadership.
Taking responsibility even when you didn’t cause the problem.

That is the mentality of people who rise in life.

THE BIG LESSON FOR PARENTS

Children are not too young to:

learn leadership

understand responsibility

earn money

manage tasks

build discipline

practice problem-solving

learn the value of work

What they need is a simple structure…
not pressure.

Give them:
✨ a role
✨ a responsibility
✨ a reward system
✨ and a little respect…

…they will surprise you.

Most parents complain about children being unserious.
But the truth is:

A child who is treated like a leader will behave like one.

In summary,

If you want to raise a responsible, confident, focused child…

Stop shouting.
Stop threatening.
Stop waiting for “when they grow.”

Give them a simple offer letter.
Give them a small salary.
Give them clear tasks.
Give them a sense of ownership.

Because leadership is not taught by talk—
It’s built through real-life practice.

And if you are looking for a place where their mindset can be trained to think of value creation and solving problems, then enrol them at

One more thing,

When I shared the letter and story online, I got a call from several parents across the globe that they tried it on their children and it worked perfectly.

I will like you to try it as well.

10 THINGS YOU SHOULD NEVER INCLUDE IN YOUR CV (Stop Losing Opportunities!)

I have talked about each of these over and again but I decided to put them together in one post.

If you’re sending out CVs and not getting callbacks, the problem may not be your experience, it may be the unnecessary information you’re adding.

As a Professional CV Writer, I’ve reviewed hundreds of CVs from job seekers, graduates, professionals, and even senior executives. And the truth is this:

Many people are losing opportunities because of avoidable mistakes.

Here are 10 things you should NEVER include in your CV

1️⃣ Age or Date of Birth

Recruiters don’t need it, and it can lead to unconscious bias. Focus on your skills instead.

2️⃣ Marital Status

Being single or married doesn’t affect your ability to perform in a role. Stop putting it in your CV, unless you are looking for a husband or wife not job.

3️⃣ Religion or Tribe

Your faith or ethnic group has nothing to do with your competence. It's not a fellowship. Keep your CV professional.

4️⃣ Full Home Address

City and state are enough. Full address exposes your privacy and makes your CV look outdated.

5️⃣ Irrelevant Work Experience

Don’t list every job you’ve ever had. Tailor your CV to the role you’re applying for.

6️⃣ Unprofessional Email Address

If your email still looks like cutegirlnancy@… or baddestboss@…, please create a new one.
Use: [email protected]

7️⃣ Salary Expectations

Your CV is not the place for this. Save the discussion for negotiations.

8️⃣ Pictures/Passport Photos

Unless you’re applying for modeling or acting roles, photos are unnecessary. Most companies actually frown at it.

9️⃣ False Information

Recruiters verify details. Lies have cost many people offers. Be honest always.

🔟 Long Paragraphs and Unclear Formatting

Recruiters don’t have time. Keep your CV clean, simple, and ATS-friendly.

Your CV is a marketing document, not an autobiography.

Remove clutter. Remove noise. Remove anything that does not add value to your application.

A clean CV = More job opportunities.

Need a Professional CV That Gets You Interviews?

I help job seekers create powerful, ATS-friendly CVs that get results.

Collaboration Tips:

• Understand the purpose of the collaboration
• Define the goals of the work
• Define the roles for the team
• Identify the strengths of the team
• Encourage a creative environment
• Build a desire for cohesion
• Relationships are key

Your career isn’t defined by just one thing—it’s the intersection of three pivotal elements:

• Skills – The proficiencies you’ve honed through deliberate practice.
• Talents – Your innate strengths and natural abilities.
• Experiences – The lessons and insights gained from real-world application.

Cultivating all three creates a powerful, holistic foundation for career growth. To complement this, check out this video from Lean Six Sigma Training that outlines 10 Habits of Highly Successful People. It reinforces many of the same principles—from proactive learning and ex*****on to thoughtful reflection and intentional act

10 SIGNS THAT SHOW YOU ARE EMOTIONALLY INTELLIGENT (EQ)!

Takeaway tips:

Here are 10 signs that show you are emotionally intelligent (EQ):

1. You’re self-aware

You recognize your emotions and understand how they affect your thoughts and behavior.

2. You manage your emotions well

Instead of reacting impulsively, you pause and respond thoughtfully.

3. You show empathy

You can sense and understand the feelings of others.

4. You’re a good listener

You pay attention, ask questions, and validate others’ perspectives.

5. You handle conflict calmly

You seek solutions rather than escalating disagreements.

6. You’re adaptable

You adjust smoothly to changes and challenges without losing balance.

7. You’re motivated from within

Your drive comes from personal growth and purpose, not just external rewards.

8. You give and accept feedback gracefully

You learn from criticism without defensiveness, and you offer feedback respectfully.

9. You build healthy relationships

You nurture trust, respect, and clear communication.

10. You practice self-control

You don’t let anger, stress, or impulses control your actions.

ELIGIBILITY SOFT SKILLS

WHAT ARE ELIGIBILITY SOFT SKILLS?

Eligibility soft skills are personal qualities and people skills that help you work well with others, handle challenges, and succeed in any job or career. These are not about technical know-how or certificates. Instead, they are about your attitude, behavior, and how you relate with people in your workplace.

Simply put, while your qualifications can get you a job, your soft skills will help you keep that job, grow in it, and stand out from others.

As Nigerian HR expert Prof. Chioma Nwachukwu once said, “Hard skills get you hired, but soft skills get you promoted.”

WHY SOFT SKILLS MATTER

In today’s changing world, employers are no longer just looking for people who can do the job. They are looking for people who can communicate well, think clearly, work with others, solve problems, and adapt to new situations.

According to a report by McKinsey, soft skills like being flexible, being emotionally smart, and solving problems are now more important than ever. This is because many jobs are changing fast due to technology, and machines cannot do the “human part” of the job. That’s where soft skills come in.

VIEWS FROM DIFFERENT PARTS OF THE WORLD

IN NIGERIA

With high competition for jobs and tough economic conditions, Nigerian employers are now paying more attention to soft skills. According to Dr. Fola Adeniyi, a respected HR expert, Nigerian companies want workers who can stay calm under pressure, be creative, and work well with others. Many banks, telecoms, and oil companies now include soft skills training in their staff development programs.

IN EUROPE

In many European countries, especially Germany, soft skills are now part of school and job training programs. Employers value skills like being able to communicate across cultures, solve problems, and negotiate peacefully. A recent report by LinkedIn showed that over 90% of employers in Europe say soft skills are just as important as technical ones.

IN AMERICA

In the U.S., companies like Google and Microsoft have found through research that their best workers are not just those with strong technical knowledge. Their top workers are those who can lead others, think critically, and show care for teammates. Emotional intelligence is especially important in the American workplace today.

IN ASIA

In countries like Japan and South Korea, soft skills such as respect, teamwork, and humility are key values in companies. Workers are expected to maintain harmony and avoid conflict. These skills are considered more valuable than even being technically excellent in many Asian companies.

DIFFERENCE BETWEEN SOFT SKILLS AND HARD SKILLS

Soft skills and hard skills are both important, but they are very different.

Hard skills are the things you learn through training, schooling, or practice. Examples are how to operate a machine, write a report, drive a car, use a computer, or design a website. These skills can be tested, measured, and certified.

Soft skills, on the other hand, are about how you behave, how you treat people, how you think, and how you manage your emotions. They can’t be measured by a test or certificate, but people can clearly see them through your actions.

For example, a person may know how to use Microsoft Excel (hard skill), but if they cannot work peacefully with their team or they always come late to work, then their soft skills are lacking.

HOW ARE THEY SIMILAR?

Both soft and hard skills are:

Needed to succeed in any job

Learnable through practice and training

Important during hiring and promotions

But while hard skills help you do a specific job, soft skills help you stay in that job, build relationships, and lead others.

TYPES OF ELIGIBILITY SOFT SKILLS

1. COMMUNICATION SKILLS
This means being able to speak clearly, listen carefully, and write well. It also means using the right tone and body language. Good communication helps you avoid confusion and build good relationships.

Example: A customer care agent explaining things politely to an angry customer and calming them down.

2. TEAMWORK AND COOPERATION
This means working well with other people. It’s about sharing ideas, helping others, and being willing to put the team’s goals before personal pride.

Example: A group of workers planning a project together and helping each other meet deadlines.

3. ADAPTABILITY AND FLEXIBILITY
This is your ability to adjust to new situations, changes in plans, or new ways of working without getting upset or stuck.

Example: An employee who quickly switches to remote work when the office closes and continues to do well.

4. PROBLEM-SOLVING AND CRITICAL THINKING
This means being able to find smart and practical solutions to problems. It also means thinking things through and not jumping to conclusions.

Example: A store manager who finds a new way to attract customers after sales drop.

5. EMOTIONAL INTELLIGENCE
This is knowing how to manage your own emotions and understand the feelings of others. It helps you stay calm under stress and work well with all kinds of people.

Example: A leader who listens with patience to team members during a disagreement.

6. LEADERSHIP SKILLS
Being able to guide and motivate others, take responsibility, and make decisions that help the team succeed.

Example: A supervisor who encourages their team to work hard and celebrates their success.

7. TIME MANAGEMENT
This is about using your time wisely, setting priorities, and meeting deadlines.

Example: A student who balances school, part-time work, and personal study without falling behind.

8. INTERPERSONAL SKILLS
This means getting along with others, showing respect, and being friendly and supportive.

Example: A nurse who makes patients feel calm and safe by being kind and caring.

9. WORK ETHIC AND INTEGRITY
This means being honest, responsible, and committed to doing your job well.

Example: An employee who always arrives early and finishes their tasks without being reminded.

10. CREATIVITY AND INNOVATION
This is about coming up with new ideas and finding better ways to do things.

Example: A small business owner who creates new products based on customer feedback.

REAL LIFE EXAMPLES

In Nigeria, many companies now look beyond certificates. They want workers who can communicate well, solve problems, and adjust quickly. At Access Bank, applicants with strong people skills are often hired faster than those with only technical knowledge.

In the U.S., Apple and Google value workers who can work as a team and think outside the box. Technical skills alone are not enough.

In Germany, companies train their workers to develop patience, planning, and teamwork skills.

In Japan, respect and group harmony are top priorities. Workers who disrupt teamwork, no matter how smart they are, may not last long.

CONCLUSION

In today’s world, Eligibility Soft Skills are very important for anyone who wants to succeed and grow in life and career. It’s not just about what you know, but how you treat people, how you solve problems, and how you handle change.

If you want to be truly qualified for any job or leadership position, you must build your soft skills along with your hard skills. Learn to speak clearly, work well with others, be honest, manage your time, and stay calm in hard times.

Jobs and industries will keep changing, but people with strong soft skills will always be needed everywhere.

As Dr. Stephen Covey said, “Soft skills are the real human advantage in today’s world.”

REFERENCES

McKinsey Global Institute. (2020). The Future of Work After COVID-19

LinkedIn Talent Solutions. (2023). Global Talent Trends Report

Bradberry, T. & Greaves, J. (2009). Emotional Intelligence 2.0

CEDEFOP (2021). Soft Skills and Employability in Europe

CIPM Nigeria. (2022). Annual HR Competency Framework

Google. (2017). Project Oxygen: What Makes a Great Manager

Yamamoto, K. (2020). Workplace Harmony in Japanese HR Models

Covey, S. (2004). The 8th Habit: From Effectiveness to Greatness

Dr. Chris Nwachukwu