Stage: Scale
Training & Capacity Building
Capability that stays after we leave
The problem
Why this work exists
Consulting that does not transfer capability guarantees its own repeat business, which is a poor deal for the client. And conventional training rarely transfers anything: a generic course, a certificate, and no measurable change in how the work gets done on Monday. The test of training is not attendance. It is whether the error rate falls.
Practical training in financial management, tax, controls, audit and systems, delivered on your own data so it transfers to the job.
How we work
The method
Durations are typical rather than promised. They depend on the state of your records and how quickly decisions can be made internally.
- 011-2 weeks
Capability assessment
We establish what the team can currently do against what the role requires, and identify the gaps that are actually costing the business money.
- 021-2 weeks
Programme design
Curriculum built to the identified gaps and to your sector, using your own documents, transactions and systems as the working material.
- 031 day to 12 weeks
Delivery
In-person, virtual or blended, structured around practical exercises rather than lecture. Cohorts are kept small enough for every participant to be assessed individually.
- 041 week
Assessment and certification
Competency assessed against the standard set at design, with certification on demonstrated capability rather than attendance.
- 053-6 months
Reinforcement
Post-programme support, refresher sessions and on-the-job coaching, because capability decays without use.
What this covers
Capabilities
Financial management
Budgeting, forecasting, working capital management, cash flow control and financial analysis for finance and non-finance managers.
Financial system development
Chart of accounts design, close process, reconciliation discipline and management reporting construction.
Tax management and advisory
Companies income tax, VAT, PAYE, withholding tax and capital gains: computation, filing obligations and compliance calendars under current Nigerian law.
Internal control
Control design, segregation of duties, fraud risk indicators and practical control testing.
Managerial and financial audits
Audit planning, evidence gathering, working paper discipline, findings and reporting.
General capacity building
Leadership, performance management, customer service and operational excellence programmes tailored to the organisation.
Deliverables
What you actually receive
- Capability gap assessment against role requirements
- Custom curriculum and facilitator materials
- Participant workbooks built on your own data and documents
- Competency assessment results by participant
- Certification for participants meeting the standard
- Reinforcement plan with scheduled refresher sessions
Outcomes
What changes in the business
- 01Measurable reduction in error rates and rework in the trained function
- 02Reduced dependence on external advisers for routine work
- 03A documented internal standard that new joiners can be trained against
Sector context
Where this pillar does the most work
Questions
Before you get in touch
Do you offer open courses or only in-house programmes?
Is the certification professionally recognised?
Can training be delivered remotely?
What usually comes next
Related pillars
- Control
Financial Consulting
Investment advisory, financial systems, tax, internal controls, audit and transaction monitoring: the governance layer that protects margin and satisfies scrutiny.
- Staff
Recruitment & Staff Seconding
End-to-end talent: recruitment, managerial and operational staffing, structured onboarding, development and seconded professionals who work under your direction.
Talk to someone who does this work
A first conversation is diagnostic, not a sales call. We will tell you what we think the problem is, and whether we are the right people for it.