People often ask me what it takes to build a successful HR function in a technology company. My answer is always the same: stop thinking about it as an HR function.
- +How leadership drives growth across African markets
The moment you frame what you are doing as HR, a support function, a compliance mechanism, or a people administration operation, you have already limited what is possible.
The moment you frame what you are doing as HR, a support function, a compliance mechanism, or a people administration operation, you have already limited what is possible. What I have spent my career trying to build is something different. A people strategy.
A system for developing, deploying, and retaining talent in a way that directly serves the organisation’s growth ambitions.
That distinction between an HR function and a people strategy is the difference between a business that manages its workforce and one that leads with it.
Inlaks does not succeed solely because of its technology. It succeeds because of the people who operate, implement, and improve that technology every day.
Leadership development is one of the most important growth decisions any business operating across African markets can make. As organisations expand regionally, scale is not sustained by strategy documents alone; it is sustained by the quality of leaders who can translate vision into execution within different business, cultural, and market realities. Across Africa, companies are leading in environments that require agility, contextual intelligence, resilience, and strong people leadership.
This is why leadership development cannot be treated as a soft initiative or a future consideration.
When I look back at the years I have spent building people systems at Inlaks, what I am most proud of is not any single hire or any single training programme. It is the architecture and the underlying systems that make talent development consistent, scalable, and aligned to what the business needs to achieve.
That means structured talent management frameworks that do not just assess people but actively develop them. It means performance management systems that create genuine clarity, where every person in the organisation knows what excellent performance looks like in their role and how they are tracking against it. It means leadership development pipelines that identify high-potential talent early and build the capabilities those individuals will need to lead, not just to execute.
None of this happens by accident. It happens because someone has made a deliberate decision that building these systems is worth the investment of time, attention, and resources. And it happens because that investment is treated as a strategic priority, not a nice-to-have that gets cut when budgets tighten.
With digital transformation, AI adoption, and operational restructuring, the pressure to adapt and innovate is enormous and coming from every direction simultaneously. And most of those transformation efforts are struggling.
In my experience, transformation efforts do not fail because of bad strategy. They fail because of poor change management. Because the people who are supposed to adopt the new system, the new process, the new way of working, were never genuinely brought along. They were told. They were not involved.
Effective change management is not a communications plan; it is a sustained effort to build understanding, address resistance, create genuine involvement, and hold people accountable for new behaviours consistently, over time. It requires transparency about what is changing and why. It requires empathy for the difficulty of change. And it requires consistency, the same message, the same expectations, the same standards, applied across the organisation without exception.
When those three things are present: transparency, empathy, and consistency, transformation actually works. People adopt. Accountability takes hold. The organisation moves. Without them, you get compliance on the surface and resistance underneath, and the transformation quietly stalls.
From my experience leading talent across multiple African countries, one thing is clear: strong regional businesses do not happen by accident. They are built through deliberate investment in people, especially leaders who can perform across borders while staying grounded in local realities.
The most effective organisations are not only focused on attracting talent but on creating structured pathways for leadership growth, performance, and succession. This becomes even more important in a fast-changing business environment shaped by digital transformation, evolving workforce expectations, and increasing pressure for sustainable results.
Organisations that invest in building real talent systems, structured development, strong performance cultures, leadership pipelines, and genuine change-management capability are more resilient. They execute the strategy more effectively. They retain their best people. They attract the talent they need to grow, and they build the institutional capabilities that allow them to compete not just today but five and ten years from now.
Nigeria’s private sector has enormous potential. We have the talent. We have the ambition. What many of our organisations need to improve on is the discipline to build the people systems that make that potential real.
For African companies looking to scale successfully, leadership development is not just about preparing the next generation of executives; it is about building the capacity, consistency, and confidence that growth across markets truly demands.
Mrs Adetokunbo Ogunsanya is Group Head of Human Resources at Inlaks. She is a strategic HR leader with 20 years of extensive experience driving organisational transformation, talent development, and workforce performance across Nigerian and African organisations.
