Feedback is a cornerstone of workplace success. Whether it’s a pat on the back for a job well done or constructive advice for improvement, effective feedback has the power to inspire employees, enhance performance, and drive organizational growth. Feedback is more than just a conversation; it’s a tool for growth and engagement. Studies show that employees who receive regular, meaningful feedback are 80% more likely to feel engaged at work, leading to higher productivity and job satisfaction. When done right, feedback aligns individual goals with organizational objectives, fostering a culture of trust and collaboration.

How Feedback Motivates Employees
Positive feedback acknowledges employees’ efforts and contributions, boosting morale and reinforcing desirable behaviours. For instance, praising an employee for their proactive problem-solving not only motivates them but also sets an example for others to follow. Recognition fosters a sense of belonging, making employees feel valued and respected.
Additionally, constructive feedback provides employees with actionable insights into their performance. By focusing on specific behaviours rather than personal traits, it helps workers understand their strengths and areas for improvement without feeling attacked. This clarity empowers them to set achievable goals and take ownership of their development.

Feedback creates a two-way dialogue between employees and management, making workers feel heard and involved in decision-making. Engaged employees are more likely to go above and beyond in their roles, bringing creativity, dedication, and initiative to the table.
It also goes without saying that constructive feedback encourages continuous learning by highlighting opportunities for skill development. Employees who receive regular coaching are better equipped to adapt to challenges, enhancing their confidence and competence over time.

The Productivity Boost

1. Improved Performance
   Feedback helps identify inefficiencies and resolve issues quickly. When employees know what is expected of them and receive timely guidance, they can focus on delivering quality work more efficiently.
2. Stronger Collaboration
   A feedback-rich culture promotes open communication and mutual respect among team members. This leads to smoother collaboration, fewer conflicts, and greater overall productivity.
3. Higher Retention Rates
   Employees who feel supported through feedback are 1.2 times, according to studies, more likely to stay with their organization. Retaining skilled workers reduces turnover costs and ensures continuity in operations.

When delivered effectively, feedback is a powerful motivator that drives employee engagement, fosters professional growth, and boosts organizational productivity. By creating a culture where feedback is welcomed and valued, companies can unlock the full potential of their workforce while cultivating a positive work environment. After all, motivated employees are the key to long-term success.

In Kenya, as in many parts of the world, leadership roles are predominantly held by men. A recent survey by the Kenya Institute of Management revealed that only 32% of CEOs and managing directors in Kenya are women, while 67% of these positions are occupied by men. Despite this disparity, the percentage of women in leadership is gradually increasing, signalling progress. However, achieving diversity in leadership is not just about representation—it is a strategic necessity for organizations aiming for long-term success.

Why Diversity in Leadership Matters

Diversity in leadership goes beyond gender; it encompasses differences in race, ethnicity, age, cultural background, and other attributes. Diverse leadership teams bring varied perspectives and experiences to the table. This diversity fosters creativity and innovation by challenging groupthink and encouraging fresh ideas. Studies show that organizations with diverse leadership are better equipped to identify opportunities, solve complex problems, and adapt to market changes.
Additionally, research consistently links diversity at the top with better financial performance. Companies with inclusive leadership often outperform their peers because they are more likely to understand and meet the needs of diverse customer bases. This alignment can lead to higher revenues and stronger market positioning.

Challenges to Achieving Diversity in Leadership

1. Unconscious Bias

Unconscious biases are deeply ingrained stereotypes that influence decision-making without individuals realizing it. These biases can affect hiring, promotions, and daily interactions, often favouring majority groups over underrepresented ones. For example, the “halo effect” or “beauty bias” may lead to preferential treatment for certain candidates based on superficial traits rather than merit. Organizations must implement training programs to help employees and leaders recognize and mitigate unconscious biases during recruitment and promotion processes.

2. Resistance to Change

Many organizations struggle with entrenched cultures resistant to diversity initiatives. Employees and leaders accustomed to the status quo may view diversity efforts as unnecessary or disruptive. This resistance can manifest as passive opposition or active pushback against policies aimed at promoting inclusion. Leadership must actively champion change by setting an example and integrating diversity goals into the organization’s core values.

3. Lack of Diverse Role Models

The absence of diverse leaders at the top creates a cyclical problem: underrepresented groups struggle to envision themselves in leadership roles when they see no one like them in those positions. This lack of representation also limits mentorship opportunities for aspiring leaders from diverse backgrounds, hence the leadership pipeline remains homogeneous, perpetuating inequality. Organizations should prioritize promoting diverse talent into visible roles and establish mentorship programs to support underrepresented employees.

4. Insufficient Training and Development Opportunities

Many organizations fail to provide tailored development programs that address the unique challenges faced by diverse employees. Without access to leadership training or growth opportunities, these employees are less likely to ascend to executive positions. This leads to a leadership pipeline that does not reflect the diversity of the broader workforce. Companies can implement targeted training programs and succession planning that focus on developing diverse talent.

In Kenya, the disparity in leadership roles is stark but improving. For instance, women hold only 6% of CEO positions in companies listed on the Nairobi Securities Exchange (NSE), highlighting significant room for growth. Diversity in leadership is not just a moral imperative; it is a strategic advantage that drives innovation, enhances decision-making, and improves organizational performance. While challenges exist, they can be overcome through deliberate actions such as setting clear goals, fostering inclusive cultures, and addressing unconscious biases. In today’s evolving corporate landscape, embracing diversity will not only bridge existing gaps but also position organizations for sustainable success in an increasingly competitive environment.

In a bold step toward redefining labour law education in Kenya, CHRM College is setting a new standard by combining theoretical learning with real-world experiences. The recent cohort of students in the Executive Certificate in Labour Laws Compliance program had an extraordinary opportunity to witness labour law in action during a live court session at the Employee and Labour Relations Court on 13th March 2025. This innovative approach is part of CHRM’s commitment to equipping HR professionals with the skills and knowledge necessary to navigate Kenya’s ever-evolving labour landscape.

As part of the final unit in the three-month program, students attended a Labour Relations Court session, where they observed real disputes being deliberated and resolved. Accompanied by their lecturer, CHRP Raphael Olala, and a team from CHRM College, the students gained firsthand insights into how labour laws are applied in real-world settings. From understanding how disputes are managed to observing the judiciary’s role in ensuring workplace fairness, this experience brought classroom concepts to life.

The learning experience did not end at the courthouse. To further deepen their understanding, students participated in a networking lunch where they connected with peers and industry professionals. This formal setting provided an opportunity to exchange ideas, share experiences, and build relationships that could prove vital for their future careers.

The afternoon featured a guided clinic session led by experienced tutors, including CHRP Raphael Olala, CHRP Odhiambo Ooko FIHRM, CS Japheth Alande, and CHRP Lillian Mirie. During this interactive session, students were encouraged to ask questions and seek clarification on complex topics that weren’t fully covered in class. The personalized guidance from seasoned experts helped solidify their understanding of key legal principles and prepared them to tackle challenges in workplace compliance effectively.

The program culminated in a grand certificate award ceremony held on March 13, where students were officially recognized for their dedication and achievements. The event was graced by CHRM College Principal, CHRP Margaret K. Kinyanjui, who praised the graduates for their commitment to excellence in labour laws and employee relations.

CHRM College’s approach to education reflects a growing trend toward experiential learning, an approach that prioritizes practical exposure alongside academic rigor. By immersing students in real-world scenarios and connecting them with industry leaders, the college is preparing its graduates to become trailblazers in creating equitable workplaces across Kenya.

With enrolment now open for the next cohort of the Executive Certificate in Labour Laws Compliance program, aspiring HR professionals have a unique opportunity to gain industry-driven training that equips them for success in this dynamic field.

As this latest group of graduates embarks on their professional journeys, they carry with them not only certificates but also invaluable experiences that set them apart as future leaders in labour law compliance and employee relations.

For those ready to take their HR careers to the next level, CHRM College offers more than just education; it offers a transformative experience that bridges the gap between classroom learning and real-world impact.

In a groundbreaking move to equip HR professionals with cutting-edge AI skills, CHRM College, in partnership with TechMindset Africa, has successfully completed the first Executive Certificate in AI Integration for HR Professionals program.

The first cohort of graduates, who completed the six-week online program that ran from January 14th to February 21st, celebrated their achievement in a prestigious certificate award ceremony held on March 11th at CHRM College, Nairobi. This initiative underscores CHRM’s commitment to prepare HR professionals for the future of work, where AI-driven decision-making and automation are transforming human resource management.

The program provided a practical and immersive learning journey, exposing participants to real-world applications of AI in HR. Under the guidance of industry experts, participants mastered key areas such as:

✔ Data Management for AI ; Understanding how AI processes HR data for enhanced decision-making.
✔ AI in Recruitment ; Learning how AI optimizes candidate sourcing, screening, and hiring.
✔ AI for Employee Engagement and Retention ; Leveraging AI-powered analytics to improve workplace satisfaction.
✔ AI in Performance Management ; Using AI tools for real-time employee performance tracking.
✔ AI for HR Analytics and Decision Making ; Enhancing strategic HR decisions through AI-driven insights.
✔ AI in Learning and Development ; Exploring how AI personalizes employee training experiences.
✔ Ethical Considerations and Future Trends ; Addressing responsible AI implementation in HR.

Through live case studies, interactive discussions, and AI-powered HR simulations, participants gained a hands-on understanding of how AI is revolutionizing HR practices across industries.

The certificate award ceremony, held at CHRM College, was a momentous occasion that brought together HR leaders, AI experts, and industry professionals to celebrate the achievements of the graduates.

The event was graced by key industry leaders, including:  CHRP Margaret K. Kinyanjui – Principal, CHRM College, Joan Mbesya – Founder & CEO, TechMindset Africa Ltd and Dr. Lucy Manyara – Non-Executive Program Training Quality Advisor, TechMindset Africa. In her address, CHRP Margaret K. Kinyanjui emphasized the need for HR professionals to embrace AI-driven solutions, stating:

“AI is not replacing HR; it is enhancing it. The professionals graduating today are not just HR specialists—they are AI-empowered change-makers who will lead organizations into the future.”

This event reinforced CHRM’s position as one of the best colleges in Nairobi offering industry-relevant HR courses that prepare professionals for modern workplace challenges. Following the success of Cohort 1, CHRM College is excited to announce that enrolment for Cohort 2 is now open, with classes commencing in April 2024.

For HR professionals, employers, and L&D managers looking to gain a competitive edge, this program offers a unique opportunity to harness AI for HR innovation.  Don’t miss your chance to be part of the next generation of AI-ready HR leaders! Visit CHRM College today to explore our Executive Certificate programs, CHRM Training Calendar, and other HR courses tailored for today’s professionals.

In the world of business, one certainty is change. Employees retire, leaders transition, and unexpected departures happen. Without a robust plan in place, these changes can disrupt operations and stall growth. This is where intentional succession planning becomes critical—it ensures organizations are prepared for leadership transitions while nurturing a pipeline of capable talent.

What is Succession Planning?

Succession planning is a strategic process that identifies and develops future leaders to fill critical roles within an organization. It goes beyond just filling vacancies; it’s about building a sustainable leadership framework that aligns with long-term business goals.

At CHRM, we support businesses in creating effective succession strategies through specialized HR courses and HR trainings that are practical and results-oriented.

The Business Case for Succession Planning

1. Ensures Business Continuity
   When key positions are unexpectedly vacated, the ripple effects can be costly. Succession planning mitigates these risks by ensuring the next generation of leaders is ready to step in seamlessly. This guarantees operational stability and preserves stakeholder confidence.
2. Aligns with Learning and Development
   Succession planning is deeply intertwined with learning and development. It provides a framework for identifying high-potential employees and grooming them for leadership roles. This not only benefits the individual but also strengthens the organization as a whole.
3. Encourages Employee Retention
   Employees are more likely to stay with organizations that invest in their growth and offer clear career advancement opportunities. Succession planning demonstrates a commitment to nurturing talent, which directly impacts employee satisfaction and loyalty.
4. Promotes Diversity and Inclusion
   By intentionally identifying and developing talent from diverse backgrounds, businesses can foster more inclusive leadership. This leads to a richer variety of perspectives and better decision-making at the executive level.

Key Steps to Successful Succession Planning

1. Identify Critical Roles
   Focus on positions that are essential to the organization’s success. These could include senior leadership roles or specialized technical positions.
2. Assess and Develop Talent
   Use performance reviews, assessments, and HR trainings to identify employees with leadership potential. Provide targeted development opportunities to prepare them for future roles.
3. Create a Succession Roadmap
   Document the succession plan, outlining timelines, key milestones, and development strategies for identified candidates.
4. Monitor and Revise
   Succession planning is not a one-time event. Regularly review and adjust the plan to account for organizational changes and employee progress.

How CHRM Can Help with Succession Planning

CHRM offers a suite of programs designed to make succession planning a seamless process. Through our CHRM Training Calendar, organizations can access a variety of HR courses tailored to succession planning and leadership development. These include:

• Identifying high-potential talent
• Building leadership skills through practical exercises
• Designing succession frameworks that align with organizational goals

Our HR trainings are built for business professionals at all levels, ensuring that every participant gains actionable insights and strategies.

Conclusion

Succession planning is about more than filling roles; it’s about preparing your organization for sustainable success. By investing in intentional succession planning, businesses can navigate leadership transitions with confidence, retain top talent, and remain resilient in the face of change.

Explore how CHRM’s tailored programs, HR courses, and CHRM Training Calendar can help you design and implement an effective succession strategy. Together, we can build a future-ready organization.

In an era of rapid technological advancements and shifting market demands, businesses are no longer viewing learning and development (L&D) as a supportive HR function. Instead, it has emerged as a strategic driver that directly influences business performance, innovation, and long-term growth. Organizations that prioritize continuous development at all levels reap the rewards of a more skilled, engaged, and productive workforce.

What is Learning and Development?

Learning and development encompasses activities that enhance employee skills, knowledge, and competencies. From technical upskilling to leadership training, these initiatives are designed to align with both individual and organizational goals.

At CHRM, we believe in making L&D a cornerstone of business strategy. Our CHRM Training Calendar offers a wide range of HR courses and HR trainings tailored to the needs of today’s professionals, ensuring businesses stay competitive.

Why Learning and Development is Critical for Business Success

1. Closing the Skill Gap With industries evolving at an unprecedented pace, many organizations face skill shortages. L&D helps bridge these gaps, ensuring employees remain relevant and productive. By proactively addressing skill deficiencies, businesses position themselves as industry leaders.
2. Enhancing Employee Engagement and Retention Employees value opportunities to learn and grow. Research consistently shows that organizations investing in L&D see higher employee satisfaction and retention rates. Workers are more likely to stay loyal to companies that prioritize their professional growth.
3. Driving Innovation and Creativity A culture of continuous learning encourages employees to think outside the box. It empowers them to innovate and contribute new ideas, directly impacting the organization’s ability to adapt to market changes.
4. Improving Leadership Capabilities Strong leadership is the backbone of any successful organization. L&D programs focusing on leadership development prepare future leaders to take on critical roles, ensuring a seamless transition during periods of change.

How CHRM Supports Learning and Development

At CHRM, we recognize the transformative impact of well-structured L&D programs. Our offerings cater to professionals at all levels, with an emphasis on both foundational and advanced skills.

1. Customized HR Courses
   Our HR courses are designed to address specific industry challenges, whether it’s improving employee engagement, enhancing recruitment strategies, or mastering compliance.
2. The CHRM Training Calendar
   The CHRM Training Calendar provides a roadmap for organizations to plan employee development initiatives throughout the year. With flexible options and diverse topics, businesses can tailor L&D programs to their unique needs.
3. Practical HR Trainings
   Our HR trainings go beyond theory, focusing on actionable skills that professionals can immediately implement. From leadership workshops to team-building exercises, CHRM ensures real-world relevance.

Conclusion

Learning and development is no longer optional—it’s a necessity for businesses that aim to thrive in today’s competitive landscape. By integrating L&D into your strategic vision, you’re investing in the future of your organization. At CHRM, we’re here to guide you every step of the way. Explore our CHRM Training Calendar and unlock the potential of your workforce today.