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Vacancy – Shop Manager


Female shop manager needed for a boutique in Lekki. Interested and qualified candidates should send CV to recruitment@coinboxlimited.com.ng with email subject ‘shop‘ mail body should be application for employment.

Must demonstrate interest and knowledge of fashion industry.
Minimum of one (1) year work experience required.
Must demonstrate good communication skills and good use of social media.
Minimum qualification of 1st degree from any recognized university.
Not more than 32yrs as at December 2020.
Candidates based in Lekki or environs have an edge.
Pay is up to 60,000 depending on experience and qualification.
Application deadline – February 29, 2020.


Happy Wednesday

Wednesday has been referred to as “Hump Day” for decades, and for good reason! It has found itself in the middle of the workweek, perfectly aligned with beating the Monday Morning blues and getting into the weekend mode. It is the day that ideally should be the happiest day, but is often ignored by #ManicMondays, #ThirstyThursdays and #FreakyFridays. Wednesday deserves more recognition as #HappyWednesday! Wednesdays are the best to make some super savings too!

Here are some reasons why your Wednesday is a Happy Wednesday:
# Wednesdays have been proven to be the most efficient days to get work done.
# Surveys show that Wednesday is the ideal day for dates, because both parties have recovered from the weekend and need a nice break during the workweek.
# If your goal is weight loss, the best day to weigh yourself is Wednesday. You fluctuate the least in the middle of the week.
# It helps you plan for the Weekend.
# Because we believe it’s a happy day for you.

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Coinbox Limited on behalf of a client is in need of field agents called Direct Commission Officers called DCOs.
The person will be carrying out field marketing jobs introducing a new product to the public and getting them to sign up.
The product is an online product but very useful for everyday life.

Ideal candidate is expected to:
– Be a people person
– Be very comfortable with direct marketing
– Be a team player and leader
– Very I.T savvy
– Good and active on social media with followership to show for it
– Good with basic use of Microsoft office tools like word, excel, PowerPoint, projects
– Good with spoken and written communications
– Stay in Lagos state

– Minimum of OND
– 1 year experience in marketing or similar role

100,000 per month divided into fixed and variable portions.
Employment is immediate.

Qualified candidates should send their resume with their picture and social media handles on it to
recruitment@coinboxlimited.com.ng with email subject “DCO”
Body of email should be an application for employment.
Application closes by noon on Friday, February 8, 2019.
Only shortlisted candidates will be contacted.


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I Have Been in Fashion Since 2003; Voice for SME interview with Samuel Musa

Vincent Gath Clothing Company manufactures premium quality product for ready to wear off the rack. A Nigerian brand that has made its way into the market that is dominated by western products, with a goal to become Nigeria’s largest garment manufacturing and retail brand company in & out of Nigeria. Established in 2008, after the founder Samuel Musa, who also is the creative director, graduated from Covenant University same year. He studied Estate Management.

The name Vincent Gath was coined from the combination of Musa’s parents’ names: Vincent, for his father, and Gath for ‘Agatha’, for his mother. The brand houses an interesting production process which begins with Musa himself, the chief creative director. He conceptualizes the designs and creates sale-able product, then illustrate the design into visuals, which is communicated to the team of tailors, who then go to the market to source for suitable fabrics for the design.

Once the fabrics are sources, there would be further discussions on the designs and tailors, and patterns will be created, and a sample is produced. The sample is now subjected to a market feasibility review, which once approved, will undergo for mass production, where it will then make its way to the retail stores where the products are sold.

The brand is retailing in over 4-5 stores in Lagos and Abuja, and currently in South Africa

Vincent Gath office is at 7 Oladeinde Street Anthony Village lagos

You can reach Vincent Gath on phone at  +2348092195904



What is Easter?

What is the first thing that comes to mind when you think of Easter? If you are a Christian, the first image might be the cross, the empty tomb, resurrection or the celebration of life. For other religious sects, Easter is festive period where they could visit their Christian friends and have fun of the moment.


So what can you do at Easter?

Easter is celebrated around the world in surprising variety of ways with traditions differing from country to country according to their ethnic and cultural origins.


For example, in Australia, children look forward to participating in Easter egg hunt, where eggs are painted in bright colors.


In France, a giant omelet made with 4,500 eggs that feeds 1000 people is served in the town’s main square.


Here in Nigeria, Easter is a very solemn period for Christians following the observation of Palm Sunday and Good Friday(the day Jesus was crucified), three days later is what brings us to Easter Monday.  For other religious sects, Easter is just another public holiday to rest, do house chores, shopping and do other things, since it falls on short break for schools and the holiday is a three weeks break.

Every celebration period naturally has a way of connecting every one, such that no one (even businesses and organizations) are not left out. For example retail businesses use this moment to promote products and offer discounts

This is also one holiday people travel to see family and friends.

Others could spend time together at home or go out for different events and places like amusement parks, musical or comedy shows, shopping malls and cinemas.

However you choose to celebrate Easter, I hope you include delicious dishes to commemorate the resurrection of Christ.

At COINBOX we celebrate Easter with friends and family and you are one of us.




From all of us at COINBOX LIMITED.


Good Friday is a Christian holiday commemorating the crucifixion of Jesus Christ and his death at Calvary. It is also known as Holy Friday.
Here is a list of places you can go to with the family to celebrate Good Friday:
*Church: if you are a Christian, I am sure this may be on your schedule, so go for it.
*Visit an Eatery: Every Nigerian knows that you can’t celebrate an event or holiday without jollof rice and chicken. Waste no time getting down with your ‘jollo’.
*Cinema- In case you haven’t watched Black Panther, this might be a good time, you can watch tomb raider, deadpool 2 or Red sparrow. All good movies, with good reviews. Catch one of them
*Beach- If you are based in Lagos, you could go to Elegushi beach, Eleko beach, Tarkwa bar beach. There are lots of relaxation centers all over Nigeria. Here are some of the places you can go to in some states in Nigeria:
*Yankari Game Reserve at Bauchi State
*Zuma Rock at Abuja
*Agodi Gardens at Oyo State
*Kajuru Castle at Kaduna State
*Obudu Cattle Ranch at Cross River State
*Osun Sacred Grove at Osun State
*Kano City Walls at Kano State
These are just few places you can go to in some state for relaxation.
*Mall- You could do window shopping with friends and family or go for lunch or dinner with friends etc. This is the best time to just have fun and be happy. You can also pay up for lost times.
Whatever you choose to do, make sure you enjoy your holiday. Happy Good Friday.

How to create a storage area underneath your TV

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How Women Can Develop — and Promote — Their Personal Brand

We all know developing a personal brand is valuable, since a strong reputation can put you on the radar for exciting career opportunities. When your true talents are understood, it’s far more likely you’ll be tapped for relevant and interesting assignments — and it helps you stand out in a field of competitors. Research by Sylvia Ann Hewlett at the Center for Talent Innovation shows that cultivating your personal brand is one of the best ways to attract a sponsor — and professionals with sponsors are 23% more likely than their peers to be promoted. Your brand is also a powerful hedge against professional misfortune. If there are layoffs or cutbacks at your company, being recognized in your field makes it far more likely that you’ll be snapped up quickly by another firm.

But personal branding has some unique challenges for female professionals. Research has repeatedly shown that women are subject to a phenomenon known as the “likability conundrum.” Gender norms presume that women should be agreeable, warm, and nurturing, and when they violate these norms — such as when they step up to make a tough decision, share a strong opinion, or promote themselves — they’re often penalized for that behavior in a way that men wouldn’t be. We can all think of examples of women who have been publicly criticized for being “too aggressive” or labeled an “ice queen” or the “b-word.”

So how can you, as a woman, navigate this conundrum and develop a robust personal brand? Here are three strategies that can help ensure your talents are recognized.

Network both inside and outside your organization. Too many professionals over-index on “bonding capital,” to use a term popularized by Harvard sociologist Robert Putnam, and underinvest in “bridging capital.” In other words, they have too many connections who are like them (working in the same company or the same industry) and not nearly enough who are dissimilar.

When only a select group knows about your talents and abilities, you put yourself in jeopardy. You have fewer people who can speak to your contributions or provide support, whether that’s help in securing additional resources for an important project or moving up to a new role. And if your department is reorganized or your company has layoffs, the people who understand your talents won’t be in a position to help.

Instead, consciously cultivate a broad network, so if your situation changes or you need backup, you have options. For instance, you could make a point of building professional connections with people you meet through hobbies, relationships of proximity (for instance, neighbors or parents at your kids’ school), or friends of friends.

Control your narrative. We often assume that if we work hard, people will notice it over time, or that if we’ve made a transition, it will make intuitive sense to others. Because people are so overstretched these days, that’s unfortunately almost never true. They’re simply not paying close enough attention to us or our professional trajectory to formulate a coherent narrative of us. Worse, they may make inaccurate assumptions — say, that your skills must be wildly out of date since you took time off after having a child, or that you shifted to functional roles because you were bored or “couldn’t hack it” — which could cause you to miss out on growth opportunities.

Help others understand the truth about your journey by developing a clear and concise elevator pitch that explains how your previous skills connect with. and add value to, what you’re doing now. Make that connection explicit, rather than hoping others will figure it out on their own.

To start, chart it out on paper. On one side, write down your past position or experience. On the other side, write down the job you currently hold. Then find the connective tissue that links them.

For instance, your past might be “HR director” and your present might be “regional sales leader.” An outsider may have no idea what connects these two positions and assume your career path is somewhat random. But you know that your experience in HR taught you about how to listen empathetically, understand what motivates people, and develop win-win solutions — all of which are perfect ingredients for sales success. When you’re able to share this with others, they’ll almost always get it and recognize the unique skills you bring to your position and the organization.

A crisp elevator pitch isn’t useful just for times when you’re job hunting. There are often opportunities to shape the way you’re perceived by others, but most people miss them. For instance, new acquaintances will often ask how long you’ve been at your job or how you came to your current field. Having a pithy answer ready means you can turn their question into an opportunity to subtly highlight your skills: “I started out in HR and worked my way up to director. But I became fascinated by the sales process, and realized the listening skills and ability to connect with people that I’d developed in HR would enable me to add real value to the company, so I transitioned last year and am now the head of northeast sales.” You haven’t just laid out your job titles; you’ve provided context that conveys a strong personal brand.

Similarly, during performance reviews, you can make a point of reminding your boss about how you’re leveraging key strengths you’ve developed over time. For instance, you could connect this year’s increase in client upsells to your work developing your team’s listening skills so that they’re more attuned to client needs.

Share your ideas publicly. If you keep a low profile and let your work speak for itself, you may indeed develop a good reputation among the people you work closely with. But that’s a relatively limited number of people. Individuals in other departments or leaders many levels above you may not be aware of your contributions. And any staffing changes might disrupt the hard-fought reputational capital you’ve built. Your new boss or colleagues, lacking personal experience with you, may have no idea whether you’re any good.

Many women may feel uncomfortable talking about their accomplishments and promoting themselves directly. But there are other ways to show your areas of expertise when building a brand. Content creation is a good way to share your ideas and build a positive reputation at scale. The precise mechanics will differ based on company policies (your ability to use social media may be limited in certain regulated industries, for instance), but in almost any organization, there are ways that you can you demonstrate your knowledge and help others.

For instance, you could volunteer to host a lunch-and-learn about a topic you’ve been researching, start writing for the company newsletter, or offer advice or respond to queries on the corporate intranet. Many professionals ignore these opportunities, assuming they’re distractions that take them away from their “real work” or scoffing that no one really pays attention to them. Even if these opportunities are not popular among your colleagues, higher-ups are almost always paying attention, since they view these channels as important vehicles for transferring knowledge and sharing best practices. One college friend of mine, for example, while working as a sales clerk at a large retailer, got into a private message exchange with the company CEO — eventually winning a trip to headquarters — as the result of one of her posts on the corporate intranet.

Content creation may also open up completely unexpected opportunities, including new jobs. Miranda Aisling Hynes, whom I profile in my book Stand Out, self-published a book about creativity that she gave to a friend who worked at an arts organization. He liked it and passed it along to his supervisor; when Hynes later applied for a job at the organization, she was a shoo-in because the book had already established her credibility in the field.

Personal branding is fraught for many professionals — no one wants to look like a craven self-promoter. And with the likability conundrum, building meaningful connections and a strong reputation at work is even more complicated for women.

But if we don’t control our own narrative and show the world what we can contribute, odds are very few people will actually notice. By following these strategies, you dramatically increase the odds that your true talents will get known, recognized, and appreciated.

Originally shared by HRB

You Can’t Hire Your Way to the Future. Instead, Leave No One Behind.

It’s the conundrum of the digital age: almost as soon as your company has fully implemented a new digital initiative, it’s on the verge of becoming obsolete. Should you just move faster? Hire a more digitally savvy workforce and force them to move at lightning speed? Maybe. But the first step—and the most important—is to look closely at, and invest in, the human capital you already have.

Call it a “leave no one behind” strategy. If it sounds drastic, it is—for the future of your company. Your employees probably don’t have the skill sets they’ll need to successfully take on the digital and technological change ahead—change that is ever evolving.

You could have the best strategy and the latest technologies, but you can’t execute if your people lack the right digital skills. As it stands, 84 percent of CEOs are concerned about the pace of technological change; 76 percent are concerned about the availability of key skills among employees.

Change Your Mindset About Your Workforce

You’ll need to change your organizational capabilities in order to thrive in an environment where change is the only constant. It’s nerve-wracking, frightening, anxiety-inducing. You’re not the only executive feeling that way. That’s why it’s imperative to step up and build the capability to innovate and be agile across the entire enterprise.

To do that, begin to shift your thinking. Don’t focus on hiring people who have cutting-edge skills; instead, develop a “no man or woman left behind” philosophy. Start by preparing your workforce by filling in tangible skills gaps, extending their knowledge of all parts of the organization, changing their mindsets, and creating new ways of working.

Be Purposeful, Not Trendy

Determine what skills your employees need and how you’re going to deliver them. Look beyond technology itself. Yes, employees might need training in data analytics and coding, but they also need to learn design thinking, empathy mapping, and how to turn data into insights. From accountants to retail analysts to supply chain experts, functional specialists will need to know how to prepare and contextualize data.

Assess where your people are now, compared with where they’ll need to be. You’ll probably need to implement behavioral and structural changes, not just fill in skills. Start with yourself and your leadership team. Employees need to see senior leaders make the transition first.

Hire for Gaps, Not Buzzwords

Ask yourself: Am I missing creative, design, and ethnography skills—which will be valuable to making AI human-friendly? Do I have employees who are skilled in blockchain? What about solution architects who can balance creative thinking with practical technology? You need such experts to weave together the fabric of your new way of working.

Fight Through Discomfort for a New Culture

Finally, you need to ensure you’re building a culture that supports the type of digital transformation you want to achieve. That means breaking down silos and not letting hierarchies get in the way of solving problems. Your senior leadership team needs to model a thinking process that is faster and more agile, with decisions made more quickly. To do that, you’ll have to—perhaps uncomfortably so at first—embrace new ways of working.

This isn’t just about creating a better way for the employees you have. Those gap-filling new hires need to be able to operate within an environment and culture that is designed to foster and boost innovation. Otherwise, you’re not able to fully tap their talents—and they might leave.

Thriving in the future means embracing a big truth: Change and adaptation will be the only real constant. If your workforce, processes, and pacing don’t keep the company at the leading edge of that, you’re destined to fall behind.


Culled from HBR