The policies of all powers are inherent in their geography.



The Carbon Border Adjustment Mechanism (CBAM) of the European Union (EU) refers. A tool to put a fair price on the carbon emitted on goods entering the EU. The EU would have us know.



Climate change is a&nbsp;globalproblem that needsglobal&nbsp;solutions.&nbsp;



Although caused by the indiscriminate few, it’s disproportionately affecting the innocent many.



‘Carbon leakage’ allegedly occurs when EU companies move carbon-intensive production to countries with less-stringent climate policies or when EU products get replaced by them.



So, African economies in dire need of rapid industrialization and accelerated energy access have to tread carefully lest they run foul of this policy.&nbsp;



There is an inherent risk of arbitrary application. As the policy is ‘to ensure the carbon price of imports is equivalent to the carbon price of domestic production’.



It bestows an ability to unilaterally decide the price to be paid for embedded carbon emissions and perhaps elegantly neutralize genuine competitive advantages.&nbsp;



Suave and smooth.



CBAM does not apply to electricity generated in the exclusive economic zones (EEZ) of EU member states. Such electricity&nbsp;“is EU origin”and thus exempt regardless of source?



Fairly convenient. Read on…



Fifty percent of all Teslas produced today are made in China. As is more than 80% of all Apple products.



Because an ecosystem of precision engineering skills exists with scale synergies.



If the iPhones were produced in the United States (U.S.), the additional cost would be $65.



Yet the political rhetoric is fever-pitched to ban China’s ‘anti-competitive’ behavior.



The Biden administration proposes to cut subsidies for vehicles that contain Chinese-made components.



How? China is the world’s leader in EV battery production accounting for two-thirds of global production.



The U.S. accounts for just 10%.



China leads the processing of critical minerals for EV batteries.



Neither sleight nor the swish of a hand will cut it even though it may get you to an oval-shaped office.



Those regulations threaten current automakers’ supply chains.&nbsp;



Enter Elon Musk, as the advisor to the incoming U.S. administration.



What do you think will happen?



Elephants will fight but compromise while the grass will suffer.



Financing commitments from U.S./EU sources into Africa come with stern warnings on ‘no China content’ and ‘only for carbon-friendly projects’. To the point of being banned otherwise.



Yet the pendulum on these swing around to the convenience of the West.



Oil companies will drill more than 40 exploration wells off Norway this year, including eight in the Barents Sea.



Deep sea mining is acceptable, marine life be damned.&nbsp;



Consequentialism (i.e. the ends justify the means) thrives.



An amoral West preaching morality has been the bane for centuries. It has led to an unrestrained narrative that the best is from the West while the rest can wait.



Indulging in unbridled hedonism to ensure a selfish future must be therefore questioned.



Hence the stirrings from the South, now backed by real money and strong economies are considered threats to the ‘world order ‘.



An order created by the few at the cost of the many.



If might is right, it’s time that becomes a fair duel?



We are grappling with global problems that have no geographical borders.



Be it the swathes of humanity swarming in for a better future to other shores. Or be it the effusions of industrial countries engulfing one and all, slowly but surely.



Time to have an equanimous response to usher in equity.



Rather than knee-jerk policies to appease your voters.



Singularly lacking is brutal action to allocate capital and knowhow from the land of plenty to the land of the needy where the majority of the youth lives and dreams.



Thus, Africa has to make its own friends and negotiate for itself collectively in this fragmented world of shallow schisms.



The good news is that it has choices.



It must exercise them well.

A Pile Of Coal By Smokestacks

Expert-Speak: Time For An Equanimous Response To Usher In Equity

A near-fatal accident could have ended it all for BANDILE DLABANTU but he quickly moved on to accomplish his dreams, setting up a biotech company transforming waste into value.



THE 2013 collision that resulted in Bandile Dlabantu’s vehicle rolling onto the opposite side of the road after being hit by a bus that lost control could easily have been fatal. Instead, it served as a catalyst for one of Africa’s most innovative waste management solutions.



“Life can end this quickly. I could have been gone in that moment…” Dlabantu recalls thinking as he emerged from the wreck with only a few bruises and a handful of glass cuts. “I thought to myself, if I can go through that and walk out, what’s stopping me from doing whatever it is that I want to do?”



That revelation nurtured a seed that had already been planted — to pioneer an alternative approach to farm feed production. The idea had fascinated Dlabantu since his days studying entomology and microbiology at South Africa’s Rhodes University when he stumbled upon a research paper from 1947 which predicted that rising fuel prices and fish feed costs would eventually necessitate alternative protein sources.



Like many other African countries, South Africa’s farming industry relies principally on fishmeal and soy, both of which are imported as not enough is produced locally. Coupled with climate change and a volatile global market, the impact filters its way down to the consumer, both financially and nutritionally.


<div class="wp-block-image">
<figure class="aligncenter size-large is-resized"><img loading="lazy" decoding="async" width="576" height="1024" src="https://cms.forbesafrica.com/wp-content/uploads/2025/02/Bandile-Dlabantu-Image-supplied-1-576x1024.jpeg" alt="" class="wp-image-64651" style="width:372px;height:auto" srcset="https://cms.forbesafrica.com/wp-content/uploads/2025/02/Bandile-Dlabantu-Image-supplied-1-576x1024.jpeg 576w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/Bandile-Dlabantu-Image-supplied-1-169x300.jpeg 169w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/Bandile-Dlabantu-Image-supplied-1.jpeg 720w" sizes="auto, (max-width: 576px) 100vw, 576px" /><figcaption class="wp-element-caption">Bandile Dlabantu; Image supplied</figcaption></figure></div>


Despite a career spent predominantly in a suit and tie, Dlabantu’s upbringing amidst the farmlands of South Africa’s Eastern Cape would prove to be his most valuable role in the end. School holidays involved helping his grandmother to prepare and harvest the fields, while watching his grandfather devise creative methods for cutting down the cost of chicken feed. “He would take manure, water it, cover it with sacks, and let it sit. Then he would rake it and let the chickens go through it, because it would attract bugs to break it down,” Dlabantu explains. “I never realized that the solutions I grew up with would become the foundation of my career.”



The process of using insects, not just as protein-rich, cost-effective animal feed, but also as a means to address the issue of organic waste, would become Khepri. The name derives from that of the ancient Egyptian deity Khepri or Khepera, who is depicted as a dung beetle and represents the renewal of life — a fitting metaphor for a bio-tech company that transforms waste into valuable resources. Khepri’s model involves deploying onsite bioconversion units to businesses, allowing organic food waste, such as vegetable offcuts and restaurant scraps, to be processed into insect meal directly at the source.



“Insects are nature’s recyclers,” Dlabantu explains.



“They can transform waste into high-value protein and fertilizer, addressing both food insecurity and environmental degradation.”



The stars of Dlabantu’s production are the Black Soldier Flies (BSF) which consume the refuse. Their short growth cycle of just 15 days allows them to be easily reared, while they come with the added benefit of generating enzymes that kill bacteria and producing short-form proteins which function as antibiotics.



“The biggest thing that you want to do as a farmer is to make sure that when you feed your animals, you are actually maximizing on the digestibility and the bioavailability of the insect meal. BSF has a digestibility   of 90%, compared to soy which is 70%.”



Learning from the failures of predecessors who focused on large centralized facilities, Dlabantu developed a more adaptable approach. The modular bioconversion units which the company has patented can be installed directly at client sites, eliminating the need to transport waste, thus making the process more efficient and cost-effective, while lowering the carbon footprint. The resourceful on-site method was actually prompted by hindrances incurred during Covid-19. The pandemic forced relocation, and the subsequent riots in July 2021 in South Africa led to the theft and vandalization of all company equipment. Just when Dlabantu considered giving up, the Technology Innovation Agency (TIA) provided crucial grant fund- ing in 2022, enabling a fresh start with an even more focused vision.



Since re-establishing operations in 2022, Khepri has maintained a steady 15% year-on-year growth, currently generating an annual turnover of R2 million ($107,000) — all of which is reinvested into research and development. The trajectory is set to change dramatically in 2025, the company’s official technology launch year, through a strategic partnership with South Africa’s Mogale City that Dlabantu projects will quadruple earnings. Today, Khepri operates with a team of 12, with plans to expand to 26 employees by year-end. The company deliberately targets both unskilled workers showing potential and science graduates struggling to find employment, contributing to South Africa’s job creation efforts. While firmly rooted in South Africa, Dlabantu’s ambitions extend to Morocco, the United Kingdom, and France, though he maintains that his heart and company headquarters will always remain in Africa.



“Each setback has reinforced my belief in motion,” he says. “You keep moving until you find a way out.” The philosophy is one which Dlabantu extends to his mentorship of other entrepreneurs through the Gordon Institute of Business Science (GIBS) and the Innovation Hub. “The enemy is lack of motion. Start quickly, fail quickly or succeed quickly, and move on.” It’s a lesson learned from his own journey, where waiting for perfect conditions would have meant never starting at all. Looking back, the 43-year-old wishes he could tell his younger self to “just believe a bit more”. It is advice that resonates with many entrepreneurs. But as Khepri’s journey shows, sometimes the biggest breakthroughs come after the biggest set-backs — we just have to keep moving forward.

Logo – 2025-02-15T153156.204

Farmer Fervor: This South African Is Not Going To See His Life Go Waste

The female powerhouses in FORBES AFRICA’S OVER 30 UNDER 50 list &#8211; compiled for the second consecutive year- are the business leaders, musicians, models, movie stars, innovators and entrepreneurs who have intent and impact on their vision boards, as they scale greater heights, reinvent themselves and rewrite the rules in their 30s and 40s.



Reinvention is not to be taken lightly. Just ask the women in their 30s and 40s doing just that, armed with a tote bag filled with hard-learned lessons and a playbook stuffed with life notes.



These women will tell you that their 20s were spent wearing out their heels, to be able to bring their true selves to work and confidently stride into the next chapters of their life – the thriving 30s and fabulous 40s – that they are determined to script themselves. They are defying society’s conventional definitions of success to boldly stand out from the crowd – in their pointed Manolo Blahniks. “The biggest lie we have ever been told is that we are stagnant at this stage. I am thriving; I love my 30s,” says Rawdah Mohamed, a Somali-Norwegian model and activist, to FORBES AFRICA.



“In your 20s, you think you have this deadline; you have this rush and unnecessary anxiety. And then you come into your 30s – you’re settled and you have better self-esteem. You love your life. Then you meet other women in their 30s and they’re also thriving. Life is just so much calmer and better, and there’s quality in everything.”



The Over 30 Under 50 list is inspired by formidable women, from age 30 to 49, who are reaching career peaks, in addition to fulfilling their roles and responsibilities as daughters, wives and mothers.



But the balance between the personal and professional – particularly for women with ambitious career goals and children and/or parents to look after – is often portrayed as unachievable.



“What’s interesting about that narrative is that ‘state of play’ was imposed on women in their 30s and 40s,” explains award-winning Ugandan-British actor, singer, composer, and play-wright, Sheila Atim.



“It wasn’t innate to us; what I mean by that is it’s not that we suddenly fall off a cliff and sink into irrelevance and inertia after we turn 30. It’s that certain industries had decided for us [that] they would shut us out, or decided that it was too complicated to work with women who also want to be mothers. They had their kind of arbitrary ideals about what to prioritize when it came to ‘platforming’ (placing on a pedestal) women, supporting women, and raising women. And it’s a massive conversation with so many branches.”



Lisa Z. Lindahl, in a 2024 Forbes opinion piece, queried, Is This The Age Of Women in Leadership? Lindahl found that, as of 2023, women held 10.4% of leadership positions at Fortune 500 companies. She also noted that there were a total of 52 women running businesses on the Fortune 500 list at the time – an all-time high.



“The most profitable Fortune 500 companies, according to a 2007 study, also had the highest percentage of women directors,” she writes.



However, a 2021 report from McKinsey &amp; Company, co-authored with LeanIn.org, found that only 86 women are promoted to the position of manager for every 100 men, across all industries.



In their Women in the Workplace 2024 report, they noted that women’s representation had increased at every level of corporate management over the past decade, but that progress had been much slower at the entry and manager levels.



However, equitable representation at every level is an important part of fostering growth and advancement in the workplace.



“There were few women that we could look up to as role models,” Doris Ahiati, CEO and Co-founder, of Crescendo Consult, says to FORBES AFRICA. “I set out that, by the time I was [at] age 40, I would like to be a CEO to serve as an inspiration to other women, especially girls, so that they wouldn’t feel like there’s a certain glass ceiling when you get here [and] you can’t go any further. I have this written as a goal on my performance contract, wherever I work.”



It’s much the same in the creative industry. This is according to Ana F. Borges, Co-founder and Creative Director at Itsanashow Studio, who wrote a LinkedIn op-ed and a blog online, titled, Why is there a lack of women in the creative industry, and what can we do about it? “Women are still struggling to break into the creative industry at the same rate as men, particularly in technology and video games. To break through another glass ceiling, we should work on encouraging, supporting, and creating opportunities for this next generation of working women to take leadership roles in creative industries and build equity,” Borges notes.



Surprisingly, breaking the glass ceiling is not always top of mind for the women on this list – their focus is on ensuring that they are paving a path for others.



Captain Londy Ngcobo, for instance, is Africa’s first female dredge master and passionate about unlocking the continent’s ocean economy. More importantly, she has dedicated her 16 years in the maritime industry to ensuring that she “pushes past the narrative of multiplying as a woman and that there are more youth, more Captain Londys, more little BlaqMermaids [as she is known]”.



Ntsiki Biyela, who became the first Black female winemaker in South Africa, was unfazed by the male-dominated liquor industry. She had grown up with boys so that was not the difficult part.



“The only difficult part of entering the [wine] industry was figuring out how to navigate the different culture…,” she says, “but I like introducing myself to people. I don’t like the word ‘networking’ because I like building connections and friendships.”



For the women in this age cohort, it’s about acknowledging the statistics but also following it up with concerted action. They would rather embrace the opportunity to adapt to challenges and create success stories.



“I feel like we need to stop focusing on the naysayers; people who keep saying the things that don’t make sense,” Grammy-nominated Nigerian singer, Yemi Alade says to FORBES AFRICA.



“We need to shed more light on the people who say the truth about reality and the positives, which is that ‘if you believe it, you can achieve it’. Age is not the restriction and age is not the determinant. It’s all about what is in your mind. Just go for it.”



“What Iwant women in entertainment to know is that I don’t want them to be limited by just being on screen,” says South African actor and TV personality, Minnie Dlamini. “There’s so much more in this industry. But more than that though, I want people to look at my journey and realize that I didn’t do things conventionally. I didn’t do things the same way everyone did.”



These are the resolute and resilient women gracing the pages that follow. Their stories exemplify both bravado and brilliance, and are about breaking new ground.



Editor’s note: The list is unranked and in no particular order. 



<a href="https://shop.forbesafrica.com/product/single-digital-issue-february-march-2025/">To see the full list download your digital copy NOW </a>


<div class="wp-block-image">
<figure class="aligncenter size-large is-resized"><img loading="lazy" decoding="async" width="793" height="1024" src="https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1-793x1024.jpg" alt="" class="wp-image-64644" style="width:343px;height:auto" srcset="https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1-793x1024.jpg 793w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1-232x300.jpg 232w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1-768x991.jpg 768w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1-1190x1536.jpg 1190w, https://cms.forbesafrica.com/wp-content/uploads/2025/02/OFC-Cover-1.jpg 1258w" sizes="auto, (max-width: 793px) 100vw, 793px" /></figure></div>

30 50 (1)

Second Annual Over 30 under 50 List: Power Women Redefining Success

Qualification for Zimbabwe to the next Africa Cup of Nations finals comes at an important juncture for football in the country, which has been under a dark cloud for years.



Government interference in the running of the sport led to a ban by world football’s governing body FIFA, forcing Zimbabwe to miss an entire Africa Cup of Nations qualifying cycle.



Crumbling infrastructure has also cost the country dearly as Zimbabwe’s national team, as well as their clubs competing in continental competition, have been disqualified from hosting matches at home as their stadiums have been deemed not up to international standard.



That meant that Zimbabwe had to play their entire 2025 Cup of Nations qualifying campaign away from home, including using Uganda and South Africa as their ‘alternate’ home venue.



But despite the handicap, the Warriors advanced to next year’s finals in Morocco, where they will be competing in African football’s showpiece for the sixth time and have been drawn with Egypt, familiar foes South Africa and Angola in the pools stage.



It has proven a quick success for the German coach Michael Nees, returning to Africa for the first time in almost a decade after previously working in Rwanda, the Seychelles and South Africa.



He has galvanized the team into a more effective unit and saw them see off the challenge of both Kenya and Namibia to finish along with Cameroon in the top qualifying places in their group.



The 57-year-old was always confident of success with Zimbabwe, as he tells FORBES AFRICA.



“This is a football country. They love, they adore football. You need to go around the county, to watch the games, then you feel the real football,” he said.



His first task was to blend the mix of home and overseas-based players, many of them second-generation Zimbabweans from the diaspora born in Britain.



“You rely always on the mixture of players abroad, who play in very good leagues, and local players. It must always be some sort of mixture. Sometimes one group will dominate, sometimes maybe the other group will dominate. But I don&#8217;t think I will ever call 25 players from overseas clubs only,” he explained



“Conditions (in Africa) are not like in a professional environment in Europe. The pitches are more difficult, so the game must be a little slower, because they need time to control the ball. It cannot be a fluent passing game, like it would be on a nice pitch. So we have to recognize that that and this is where local players who can use the conditions better have a role to play.



“You need to see that you get a team harmony, where there is no superiority and inferiority, where everybody is respected and regarded,” he adds.



“Some were fortunate to be born in the right place at the right time, and maybe get the right education and training, but that doesn&#8217;t mean that a player who grew up with inferior conditions has less talent. He had maybe had less conditions to develop his talent, but maybe the talent is still hidden, and we need to unlock that potential.”



“We have to take it step by step, from training to training, from match to match. I think that would be for us, the best approach. In this group, I’d say South Africa, with seven home games in 10 matches, have the best opportunity ever to go to a World Cup. I mean, which team has seven home matches?



We don&#8217;t have home matches. Nigeria, on paper, would have the second-best chance, but they’ve had problems the group. But I don&#8217;t think the group is decided yet,” he says, hinting that Zimbabwe might yet have a say in the tussle for a World Cup place.

Football – 2025 AFCON Qualifiers – Namibia v Zimbabwe – Orlando Stadium – Soweto

‘This Is A Football Country’: The 57-year-old Coach Confident Of Success With Zimbabwe

Calling all visionaries, risk-takers and young change-makers; FORBES AFRICA is all set for the 2025 intake!



For drawing up the continent’s most sought-after list of young leaders, we are on the quest for 30 of Africa’s brightest people under the age of 30 in the Business, Technology, Creatives, Sport and Science/Health categories.



Every year, the magazine’s 30 Under 30 listers prove that they are not just about commerce and clout but also about representing their countries and the diverse, heterogeneous continent they want to serve. The class of 2025 should be no different.



From Tyla to Davido, Vimbai Masiyiwa to Alex Mativo, Tatjana Smith to Faith Kipyegon, they have earned their place on the list. If you make the 11th instalment of the FORBES AFRICA 30 Under 30 list, you will join more past honorees such as Elsa Majimbo, Mr. Eazi, Lasizwe, Musa Keys, Lloyd Harris, Sho Madjozi, Bruce Diale, Antonio Depina, Karabo Poppy, Thuso Mbedu, Dr. Esperance Luvindao, Nomzamo Mbatha, Kabza De Small, Burna Boy, Nthabiseng Mosia, Shamim Nabuuma Kaliisa, Sikander Kalla, Nasty C, Chad le Clos, and WizKid.



Our nomination process is rigorous, and those who progress to subsequent rounds will need to provide a police clearance certificate (PCC) or report from your country verifying you have no criminal record, no ongoing disputes or upcoming court cases and that you are a citizen of the country.



As an extra layer of verification, the FORBES AFRICA 30 Under 30 team of curators and editorial research teams will also need a recommendation/reference letter from your financial institution (such as your bank) ensuring you are a legitimate business/brand deploying your funds responsibly. We recommend you contact your financial institution or advisor to prepare for this part of the process.



“For the 11th year, we will sift through the nominations flooding our inboxes to discern the boldest innovators and leaders under the age of 30 in Africa today. They will need to prove what they are doing differently to make the cut as tomorrow’s titans and tycoons pushing the needle of development,” says Renuka Methil, Editor of FORBES AFRICA.



CRITERIA FOR NOMINATIONS AND APPLICATIONS:&nbsp;



Please read the following carefully before applying. APPLICATIONS CLOSE 05 February 2025 17:00 (SAST)



Business and Technology categories&nbsp;



<ol start="1" class="wp-block-list">
<li>Must be an entrepreneur/founder aged 29 or younger as on&nbsp;31&nbsp;March 2025&nbsp;</li>



<li>Should have a legitimate&nbsp;REGISTERED&nbsp;business on the continent&nbsp;</li>



<li>Business/businesses should be two years or older&nbsp;(please ensure you have your audited financial documents for at least two years as well as your company’s registration documents; should you make the second stage, this will be required)&nbsp;</li>



<li>The more innovative the business the better&nbsp;(as it contributes to Africa’s growth story!)&nbsp;</li>



<li>Have you/your company created social impact on the African continent?&nbsp;</li>



<li>The company must be profit-generating&nbsp;</li>



<li>Must employ people in Africa&nbsp;</li>



<li>All applications must be in English&nbsp;</li>
</ol>



Sports category



<ol start="1" class="wp-block-list">
<li>Must be a sports person aged 29 or younger as on 31 March 2025</li>



<li>Must be representing an African team</li>



<li>Should have a proven track-record of no less than two years</li>



<li>Should have significant earnings</li>



<li>Endorsement deals and/or awards of any kind would be a bonus</li>



<li>Entrepreneurship and social impact are a plus, especially if you are a sportsperson applying under the Business/Technology categories. However, the business must abide by the same rules as under Business/Technology.</li>



<li>All applications must be in English</li>
</ol>



Creatives category&nbsp;



<ol start="1" class="wp-block-list">
<li>Must be a creative aged 29 or younger on 31 March 2025&nbsp;</li>



<li>Must be from or based in Africa&nbsp;</li>



<li>Should be making significant earnings&nbsp;</li>



<li>Should have a proven creative record of no less than two years&nbsp;</li>



<li>Awards of any kind would be a bonus&nbsp;&nbsp;</li>



<li>Social media presence will be taken into consideration.&nbsp;</li>



<li>Entrepreneurship and social impact are a plus, especially if you are a creative applying under the Business/Technology categories. However, the business must be legitimate, registered and also two years or older.&nbsp;</li>



<li>All applications must be in English&nbsp;</li>
</ol>



Health/Science categories&nbsp;



<ol start="1" class="wp-block-list">
<li>Must be a creative aged 29 or younger on 31 March 2025&nbsp;</li>



<li>Must be from or based in Africa&nbsp;</li>



<li>Should have a proven track record in the field of health and/or science for no less than two years</li>



<li>Must have social influence and impact&nbsp;</li>



<li>If the nominee is a doctor/professor, please provide us with documentation and a reference letter from the institution where the applicant received a doctorate or Ph.D&nbsp;&nbsp;&nbsp;</li>



<li>Entrepreneurship and social impact are a plus, especially if applying under the Business/Technology categories. However, the business must be legitimate, registered, and also two years or older.&nbsp;</li>



<li>All applications must be in English</li>
</ol>



<a href="https://forbesafrica.typeform.com/Under302025">&gt;&gt;&gt;&gt;&gt;&gt;&gt;&gt;&gt;Click here to apply&lt;&lt;&lt;&lt;&lt;&lt;&lt;&lt;&lt;&lt;&lt;</a>

under 30_1200 x 900

The 11th Annual List – Call For Nominations To FORBES AFRICA’s 30 Under 30 Class Of 2025

Starting and running a business, successfully, is a high-stakes endeavor and, unfortunately, failure is more common than one would think. However, lessons abound in every sphere, including in the vast landscapes of Africa – the setting for Mufasa: The Lion King. Though fictional, Mufasa offers lessons that are relevant to business and for anyone in a leadership role.



According to a study published on Statista, in 2020, the average survival rate of startups in Africa was 75% after one year, 46% after three years, and 25% after five years.



While success or failure cannot be over-simplified or attributed to a single factor, the survival and success of any business can hinge on the fundamentals, such as keeping up with market changes and economic conditions. Another factor remains critical – leadership.



And, the lessons we can learn from Mufasa’s journey offer valuable insights into building resilience and creating a vision strong enough to navigate the tough realities of business.



Leadership Lessons from Mufasa: The Lion King



The sobering truth about business failure rates is something every entrepreneur (and aspiring entrepreneur) should be aware of. Growing a successful business takes resilience and effective leadership – one that is capable of navigating difficulties and adapting to changing circumstances.



Becoming a leader is often described as a journey of growth, self-discovery and uncertainty. The wisdom and themes explored in the photorealistic animation are significant and hold profound relevance:



1.Mentorship



<ol class="wp-block-list"></ol>



Mufasa’s journey towards leadership can be traced to a character named Eshe, who I liken to a mentor. When Mufasa expresses being lost, Eshe tells him: “To be lost is to learn the way”.



She took the time to teach Mufasa important skills and the ways of the world. This theme showcases that in this type of journey, mentors are important in offering guidance and perspective to successfully navigate the different fields in which mentees operate.



2. Vision



<ol class="wp-block-list"></ol>



Mufasa had a dream or a vision to reach a desired destination (Milele/the Pride Lands) and he kept it at the forefront of his mind, despite any setbacks or resistance.



As leaders, having a clear, compelling vision and a long-term perspective is crucial. Mufasa’s leadership was cultivated by sticking to that vision in different seasons. I believe that this can be a hard lesson to learn for many leaders and entrepreneurs, especially when navigating early failures or setbacks. However, leaders who see the bigger picture are better equipped to weather those tough times and emerge stronger.



3. Skills Development



Mufasa’s strength and efficacy were not just in his physical power but in the skills he demonstrated at critical times. Throughout his story, he learnt important skills from Eshe, and, in addition to making use of those skills for the overall success of his mission, Mufasa, in turn, taught those skills to his companion, Sarabi.&nbsp;



Effective leaders are tasked with problem-solving, making decisions and providing direction. Leaders that demonstrate subject-matter expertise, competence and skills have a greater inclination towards making informed decisions that benefit the overall success of a business or organization.



4.Collaboration and Delegation



Mufasa recognized the diverse skills that his team brought to the table and he provided them with opportunities to contribute towards accomplishing their collective goal of reaching Milele. Rafiki contributed his wisdom, insight and foresight; Sarabi provided her innovative thinking, companionship and motivation; and Zazu provided his aerial vision as a scout, and in strategy. Mufasa’s collaboration with his team led them to triumph over all.



In the business or professional world, leadership is about building a team that feels capable and trusted. It is not enough to be the only one with a vision. The combination and exchange of diverse skills and ideas, and the strategic delegation of roles to team members leads to increased productivity and overall success. A true leader presents opportunities for others to contribute, make decisions and shine.



5.Building Resilience and Overcoming Resistance



Throughout the film, Mufasa’s courage in the face of danger reminds us that true leadership involves stepping up, even when faced with challenges. It begins early on for Mufasa, as a lost and orphaned cub. He was left to face the world on his own; but even in this tragic moment, leadership was inculcated, teaching Mufasa the importance of resilience.



In business, failure is almost inevitable and that can be discouraging. However, resilience and determination are key traits for anyone hoping to succeed. Like Mufasa, many leaders face personal challenges or setbacks that can feel insurmountable. Yet his journey reminds us that resilience is not about avoiding failure but about how one responds to it.



6.The Circle of Life: Self-Awareness



Eshe teaches Mufasa that ultimately, he has to “find [his] place in the Circle of Life”. A leader’s journey toward greatness starts by understanding where they fit within the greater tapestry of life. This process of cultivating self-awareness is essential in making authentic decisions, forming meaningful connections and ensuring long-term success.



Mufasa’s self-awareness, strong sense of purpose and position enabled him to inspire trust and respect among the other animals, after his victory against the outsiders in Milele. Leaders must determine where they fit within their organization, community or the society at large in order to guide their teams effectively.



Becoming an Effective Leader



American football coach, Vince Lombardi, once said, “Leaders aren’t born, they are made”. Leadership is cultivated over time and, like any form of personal development, it requires consistent effort and adaptation.



Mufasa, as an example of a good leader, is a problem solver who inspires, motivates and sets the strategy for his team, especially during difficult times.



In an effort to surmise effective leadership, six leadership styles were identified in 2000 by psychologist, Daniel Goleman and published in the Harvard Business Review.



Those distinct leadership styles are:



<ol class="wp-block-list">
<li>Coercive leadership – requires instant submission or compliance</li>



<li>Authoritative leadership – galvanizing people towards an idea</li>



<li>Affiliative leadership – creates emotional connection</li>



<li>Democratic leadership – encouraging participation by others and building consensus</li>



<li>Pacesetting leadership – hinges on autonomy and excellence</li>



<li>Coaching leadership – fosters the development of others for the future</li>
</ol>



These leadership styles remain relevant today and are learned over time as one grows in their leadership journey. Effective leadership entails one’s ability to understand and identify which type to implement under any given circumstance.



Mufasa’s leadership is a combination of two or more styles, implemented in different circumstances to achieve a desired outcome and this offers invaluable insights for both personal and professional growth.



<hr class="wp-block-separator has-alpha-channel-opacity"/>



Whether one is a business owner, manager or simply looking to step into a leadership position, Mufasa’s journey offers key lessons on the different stages which visionary leaders undergo. They can entail stories of humble beginnings, loss, failure, resilience and, ultimately, triumph.



In the end, it is not just about the title but rather about being the kind of leader who leaves a lasting positive impact, who lifts others up as they rise and who contributes to building a future rooted in wisdom and purpose.

Computer, black woman and manager training intern or coaching employee and helping with project, work or collaboration. Mentor, corporate and talking about a question, error or pc learning in Nigeria

Leveraging Effective Leadership: Lessons From Mufasa: The Lion King

Nigerian Ndubuisi Egbo is little known on his own continent even though he played professionally in both Egypt and South Africa and kept goal for the Super Eagles.



His playing career ended in Albania, a most unlikely destination for an African footballer but a country where he has gone on to write his own piece of personal history.



Egbo holds the distinction of being the only African coach to have won a league title in Europe, hopefully breaking down an up-to-now formidable barrier of entry.



African coaches in Europe have been sparse; a handful of Angolans in the Portuguese league, the Senegalese Omar Daf in France’s Ligue 2 and former Nigerian superstar Sunday Oliseh, who took Fortuna Sittard up to the Dutch first division but has battled to get a job since.



But Egbo’s achievement is something special, even if in one of the smaller European countries, renowned for the repressive dictatorship that kept it closed off from the world for some three decades until the early 1990s.



“Even before I ended my career, I already started with the goalkeeping coaching license. When I was playing, a lot of coaches saw something in me, and many of them told me ‘you are going to be a good coach in the future’ because of the way they saw that I read the game. So that was in my mind early, that when I finish my playing career, I was to go into coaching,” he tells FORBES AFRICA.



Egbo started in 2011 as goalkeeper coach, and then from 2013 as assistant coach with FK Bylis. He joined FK Tirana as goalkeeper coach and assistant coach in 2014 and was three times asked to step in as caretaker coach when there was a change at the helm of the team.



“I refused, because I know how huge and big Tirana are as a team. It was only in 2019 that I accepted



the head coach role, when I finally believed it was the right time. I took my time to learn a lot from the men who coached Tirana, and also the experience I have with my coaches in Nigeria. I saw a lot of the mistakes, the positives and the negatives and from there I created my own philosophy of approach and methodology of work and that helped me a lot. And also knowing the language, being able to communicate with my players, not needing any translator, made it much easier for me to manage.”



It was a dream season for Egbo, who took over with the side in the doldrums but very quickly lifted them all the way to the title.



“My first game in charge was against Partizani, which is the biggest derby in the country, and we have not won for six years. I had a premonition that we are going to win the game even before the game and when we won the game, it was the catalyst that propelled. We went 16 games unbeaten, jumping from eighth out of 10 teams and hauling in a 12-point deficit. It was like we came back from the dead to be alive again.”



It was a groundbreaking achievement for an African in the European football industry.



“I never thought about that until towards the end of that season, when we were almost sure mathematically that were going to win the league. And then people started to call me from Nigeria and say, ‘do you know that you&#8217;re going to be the first African to win a league in Europe’. But in my work, I don&#8217;t look at the accolades. I&#8217;m the type who wants to let my work speak for itself. That is how I do my thing. At the end of the day like I always say to my players, ‘let us do the job’. And at end of the season then we can start to count our gains and our losses.”

Ndubuisi Egbo; Image suppliedw

The Only African Coach To Have Won A League Title In Europe Who Lets His Work Speak For Him

Standfirst: Africa will be the stage for FIFA World Cup matches for only the second time in the 100-year history of football’s greatest show when Morocco co-host the 2030 tournament with Spain and Portugal.



It follows South Africa’s successful tournament in 2010, when the frowns of a doubting global audience turned to cheers and smiles as the country created a party atmosphere like no other yet seen at a World Cup.



Those glorious four weeks changed perceptions about the country and the continent, and has left a lasting legacy in terms of infrastructure and goodwill, not all of which has been properly utilized in the ensuing 15 years.



It will be Morocco’s turn in five years’ time, though the goalposts have shifted since 2010.



Back then, the World Cup was a 32-team tournament that has since been expanded to 48 sides, a new format that kicks in at the next edition in 2026 when the United States, Canada and Mexico are co-hosts.



Just how many matches Morocco will host in 2030 is still to be determined, but however many, it will not have the same heavy burden on stadia, training facilities and tourism infrastructure that South Africa endured.



Still, the North African nation plans to invest greatly ahead of the tournament, the bulk of which is likely to be played in Spain.



A proposed new 115,000-seater Hassan II Stadium is set to be constructed in Casablanca, which would make it the largest purpose-built stadium in the world. Construction has yet to start.



There is another new 68,700-seater venue proposed for Rabat which is currently under construction.



FIFA, in their wisdom, have announced that the opening three games of the World Cup will be staged in Argentina, Paraguay and Uruguay, as a nod to the centenary celebrations of the first tournament held in the latter in 1930.



That has been criticized by climate campaigners as creating too large a carbon footprint, but once the action shifts to the Iberian Peninsula and Morocco from game number four, it will be a condensed event with simpler travel links.



While this will be Morocco’s moment to shine, it is also a chance for Africa to reaffirm its position in the global game by proving an able and desirable co-host.



With the new 48-team format, there are only so many countries that can be a single host of the tournament. Saudi Arabia will be in 2034 because they can develop the infrastructure they need.



Certainly, within an African context, the co-hosting model looks the most likely when the continent’s next turn comes around in 2050 or 2054.



“The Morocco, Portugal and Spain partnership brings together and unites Africa and Europe through football, and inspires all of us to work together and make the world a better place,” Confederation of African football president Dr Patrice Motsepe said.



He lobbied hard for the tournament in Morocco and while there was no serious opposition to the Bid, he made sure African nations united behind it.



“The 2030 World Cup is a source of immense pride for the entire African continent. This is truly Africa’s World Cup. Morocco has set the standard for Africa. The work (the country) has done serves as a model for sustainable football development across the continent.”



Five years may seem a long way away, but it goes by in the blink of an eye and there is much work to be done by Morocco to be ready for the tournament.



But they will add a different flavor to the Iberian duo, and a welcome dash of North African culture.



Morocco have bid several times before for the World Cup, including losing out to South Africa in 2010, but their time has now come.



They will want to put on a good show primarily for themselves, but also to showcase that African football deserves its place at the top table. It is a moment for the whole continent to celebrate.

2026 FIFA World Cup European Qualifiers draw to be held in Zurich

‘Truly Africa’s World Cup’: Morocco’s 2030 Football Showcase To Be A Celebration For The Entire Continent

It’s never happened in the history of football, that a nation with less than one million people qualifies for the World Cup, buy maybe this Comoros Islands coach can make it happen.



Italian coach Stefano Cusin started his adventures in African football with the tough assignment of trying to improve the fortunes of South Sudan, which, as the world’s youngest nation, had much catching up to do.



His time spent in the country’s capital Juba helped transform South Sudan into a more competitive outfit, earning their rivals respect and the 56-year-old coach a good reputation.



When he took on the job as Comoros Islands coach, it was a step-up in terms of potential even if the Comoros are among the continent’s smallest countries, and in footballing terms, also young.



They exceeded expectations by qualifying for the Africa Cup of Nations finals in Cameroon three years ago and at that tournament inflicted a shock defeat on four-time champions Ghana before booking an unlikely spot in the knockout rounds.



Comoros did not make it to the last finals in the Ivory Coast but Cusin has engineered a return for the small island archipelago to the next finals, which will be held in Morocco in December.



This time it was no shock but what was unexpected was the Comoros finishing top of their qualifying group, ahead of perennial contenders Tunisia and even beating the north Africans away in Tunis during the qualifying campaign.



“It&#8217;s something unbelievable, even if we have really good players. Of course, we could not imagine beating Tunisia. We did prepare as best we could because in our minds we did want to get a result. But we didn’t really expect it because Tunisia hadn’t lost a home game for some 14 years. It was an unbelievable result and we were very happy with it,” Cusin tells FORBES AFRICA.



Comoros might have a small population but do have the added benefit of a large émigré community in France, most settled in and around Marseille. They provide the bulk of the team.



“Look, all of them are Comorians. Of course, most of them grew up in Europe so this is a big advantage because they have had a background of good training. Most of them played for France at the youth national team level. So, we are talking about quality players. They are not amateurs.



“From the beginning of this mission, I noticed how much the squad has the right mentality, the right plan and very good players,” he adds.



It does mean there is little chance for homegrown players to make the team.



“It&#8217;s a big step because most of our players are playing in France, some in Ligue 1, or in the Netherlands in their top league,” adds the coach, born in Montreal, Canada, but who grew up in Italy and whose coaching career has been wide and varied.



“But we are trying to bring some of the best local talents with us. There&#8217;s potential, but it’s still a very young football country. I’m enjoying the challenge because for me personally, this is a place that we can build something, it’s a place where the people want to work, they want to grow, they want to improve.”



With a place at the Cup of Nations finals secure, the Comoros can now concentrate on the World Cup qualifiers, which dominate the international schedule in Africa for most of 2025.



“You know, our target was to qualify for AFCON. Now we’ve make our target come true. The World Cup is the dream. I mean, if it happens, it would be unbelievable, but it&#8217;s very difficult because in our group we are up against some very strong teams. It’s never happened in the history of football, that a nation with less than one million people qualifies for the World Cup. But in any case, we will fight for our dream.



“Football is a sport for dreamers. So, if you are not a dreamer, you shouldn’t be a coach,” he adds.



More realistic is to have a good showing at the Africa Cup of Nations in Morocco.



“We must go step by step. The World Cup qualifiers will help us to gain experience and to grow again. And then we will arrive in Morocco without expectations. But at the same time, we will not fear any team. And I suppose that&#8217;s the best place to be. There&#8217;s no pressure, but at the same time, I know that we can do well because of what the team has already,” Cusin adds.

Wigan Athletic v Wolverhampton – Sky Bet Championship

‘A Sport For Dreamers’: The Italian Coach Who Started His Journey In African Football

Generative AI has revolutionized content creation, from narratives to images. Central to many of these models is maximum likelihood estimation (MLE), which allows systems to learn from large datasets by finding patterns that maximize the probability of producing outputs that resemble the data. While effective in generating realistic content, MLE struggles when tasked with rare or underrepresented information.



This limitation became clear in a recent interaction I had with ChatGPT. When asked, “Who is Tshianeo Marwala?” the AI responded, “Tshianeo Marwala is the wife of Professor Tshilidzi Marwala.” However, Tshianeo Marwala is my grandmother, not my spouse. This mistake occurred because MLE- based systems prioritize statistically common relationships — in this case, public figures are more frequently associated with spouses rather than grandparents.



MLE’s reliance on frequent patterns introduces significant challenges when dealing with uncommon data, and this issue is compounded by AI systems’ dependence on centralized sources like Wikipedia. While a valuable resource, Wikipedia’s gaps in coverage, particularly around marginalized groups and global perspectives, restrict the diversity of information AI systems can learn from. This reliance on concentrated sources exacerbates biases, limiting AI’s ability to represent underrepresented voices accurately.



MLE works by selecting parameters that maximize the likelihood of observed data. It is highly effective when dealing with frequent data patterns but less so when dealing with rare or complex relationships. For example, generative AI trained on datasets that frequently discuss public figures and their spouses will naturally associate these roles more often than other family connections. Our 2000 paper on Detection and Classification of Faults Using Maximum Likelihood and Bayesian Approaches showed that while MLE works effectively with frequent, well-defined data, it faces challenges in rare cases. Similarly, in generative AI, MLE handles common information well but tends to make errors with rare or less frequent data.



MLE can also stifle innovation by focusing on the most common patterns, sidelining rare ideas that could lead to breakthroughs. In fields where creativity and uniqueness are essential — such as product design and content creation — this narrowing effect could lead to homogenization rather than diversity. When AI systems converge too much on common patterns, they fail to explore the fringes of probability distributions where novel ideas often reside.



When AI systems rely on data from centralized platforms like Wikipedia or mainstream news outlets, they reflect the biases of these sources. Generative AI will excel at reproducing dominant perspectives but struggle to represent underrepresented or niche knowledge, such as indigenous cultures or less-documented traditions.



This systemic bias limits the AI’s ability to reflect the full spectrum of human experience accurately.



In my grandmother’s case, ChatGPT’s error highlights a broader challenge in AI’s ability to handle complex, less-represented relationships. If a system is trained predominantly on data that overrepresents certain groups or patterns, it will likely misinterpret rare information, perpetuating existing biases.



Beyond limiting diversity, MLE can amplify societal biases present in training data. AI models will reinforce these patterns if a dataset disproportionately represents certain genders, ethnicities, or regions.



To overcome these limitations, we must develop generative AI systems that synthesize information from diverse sources rather than rely on a few centralized platforms. This would enable AI to capture inclusive insights better and improve the accuracy of underrepresented data.



Generative AI must also continually adapt to new information, ensuring its output reflects the latest knowledge. As data generation accelerates, AI systems must effectively filter, assess, and integrate new information. By doing so, AI models can remain relevant, nuanced, and reflective of evolving contexts.



Researchers are exploring alternatives to MLE to address these challenges. One promising approach is reinforcement learning, which allows AI to learn through feedback and adjust based on incentives, improving accuracy and diversity. This method, though not without challenges, can help ensure that rare data is better represented. Another solution is data augmentation, where the training data is enriched with synthetic or curated examples of underrepresented information. This technique helps AI systems learn from a more diverse set of inputs, resulting in more accurate outputs.



Collaboration between AI developers and experts in underrepresented fields is also critical. Such interdisciplinary partnerships ensure that AI systems are not solely reliant on statistical likelihood but incorporate a broader range of knowledge and experiences. In conclusion, while MLE has played a vital role in generative AI, it has notable limitations. Addressing them is essential for ensuring AI systems are fair, inclusive, and accurate. Moving beyond MLE requires both technical innovation and a commitment to diversity. By designing AI systems that synthesize knowledge from distributed sources and continuously update with new information, we can create more adaptive models that are representative of the full breadth of human knowledge and experience.

Business people and engineers studying artificial intelligence brain

Expert-Speak: Not All Perfect (Yet)/The Limitations Of Representing Rare Information In Generative AI

Finishing school, possibly earning a degree, staying with one employer, and steadily climb- ing the corporate ladder once defined the path to career success.



Today, those conventions are vanishing as quickly as metal filing cabinets in a paperless office.



The modern workforce is navigating a new landscape, where traditional career paths that once offered stability and direction are rapidly crumbling.



The rules, traditions, and practices that shape sional advancement are being swiftly filed away, by new approaches to work.



Consider the traditional belief in long-term job stability and loyalty to a single employer. Lifetime employment with one company, once a hallmark of success, is being replaced by more dynamic career models where multiple job changes, freelancing, and gig work are seen as strengths rather than liabilities.



In line with this, a degree, once viewed as the mandatory ticket to career success, is no longer a universal requirement.



Many employers are now prioritizing skills, experience, and adaptability over formal education.



With the rise of alternative learning platforms, certifications, and on-the-job training, many workers are proving that career growth doesn’t always require a traditional degree.



The expectation of a linear career path — from entry- level to senior roles within the same field — is also losing its grip.



Workers today are embracing sideways moves, skills diversification, and career shifts that defy predictable patterns.



Many now prioritize work-life balance, creative fulfillment, and autonomy over simply reaching the top.



The belief that years of experience determine an employee’s worth is also being challenged.



Employers are increasingly focusing on potential, the ability to learn quickly, and adaptability.



Soft skills — such as communication, collaboration, and emotional intelligence — are becoming more critical than ever, overtaking the once-dominant focus on tech- nical expertise.



As career pathways become less predictable, the dominance of full-time, permanent roles is also fading.



And the once-rigid nine-to-five schedule is collapsing under the weight of flexible work models, with a growing emphasis on results rather than hours spent at a desk.



Even the physical office is losing its appeal.



The rise of remote and hybrid work models has shifted the focus to location flexibility, a critical factor for job seekers today.



The traditional concept of retirement, too, is being retired.



The assumption that workers stop working in their 50s or 60s is fading, as life expectancy increases and professionals seek continued engagement.



Some are opting to work well beyond traditional re- tirement age, often transitioning into phased retirement plans that allow them to stay connected to their careers in ways that suit their lifestyles.



The bottom line is that the old rules for career success no longer apply.



With so many job conventions crumbling, the question is: what’s driving this shift in how careers are built?



It all boils down to the relentless pace of technological change, shifting attitudes, and evolving economic forces.



Technology has been the primary driver, reshaping industries at a rapid pace and making adaptability far more valuable than the old standard of longevity.



Job roles are being redefined, and entirely new indus- tries are emerging seemingly overnight, forcing both employers and employees to rethink their approaches. In addition to technological change, people’s priorities are changing.



Workers today demand more than fair com- pensation – they want careers that align with their personal values, offer work-life balance, and provide a sense of fulfillment.



Burnout is no longer a badge of honor — it’s a signal to seek the type of work that offers flexibility and purpose.



From an economic perspective, businesses also require flexibility.



The rise of freelancing, short-term contracts, and gig work allows companies to respond more nimbly to changing market conditions.



For workers, this shift means more freedom to craft careers that don’t fit into the traditional one-company- for-life mould.



The workforce is embracing a patchwork of experienc- es, projects, and roles, stitched together to create a career that’s more personalized and dynamic than ever before.



The collapse of career conventions is not a crisis — it’s a necessary shift.



The future of work is no longer about following a pre- set path – it’s about each individual charting their own career course.



Whether it’s ditching the nine-to-five or working for multiple employers over a lifetime, today’s workers are finding new ways to thrive in a world where the old rules no longer apply.



In this new landscape, adaptability, flexibility, and creativity are the true keys to success. And while the career ladder may be a bit wobbly, it’s offering far more interesting ways to climb

Senior couple enjoying time by the sea with their camper van

Expert-Speak: The Old Rules Of Getting Ahead At Work Are Taking Early Retirement

South Africa boasts a rich potential of sprint stars. Akani Simbine’s coach Werner Prinsloo weighs in on what’s needed to give the world a run for its money.



South Africa has a new wave of exciting young sprinters to add to the established talent of Akani Simbine, which led to a surprise silver medal in the 4 x 100-meters at the Paris Olympic Games. Simbine, Shaun Maswanganyi, Bradley Nkoana and Bayanda Walaza stunned the field to finish second and underline the rich potential of sprint stars in the country.



But nurturing talent from young prospects to the finish is both a labor of love and a long process, with many pitfalls, and highs and lows, along the way.



Werner Prinsloo has been coach of Simbine, 31, for the last 14 years and is regarded as one of the top sprint trainers in the country, and by extension, the African continent.



He is excited by the prospects for several athletes coming through, but has also seen this movie before, and it did not end as he had hoped last time.



“Sprinters seem to come in waves. If you go back to 2014 or 2015, there was a group of very good sprinters and we thought we were going to dominate the world. But it didn’t happen. They come and go,” Prinsloo tells FORBES AFRICA.



“It’s up to the coaches to nurture the talent and we’ve got a group of really good trainers that can manage these sprinters over time. The big issue we have, and we see this not just in South Africa, is the fact that a lot of juniors don’t transition to the senior level.



“That’s our biggest challenge, because we have a big group of high school sprinters that are very, very good. But taking the next step is the challenge.



“Someone like Akani is an example. He started with me at the age of 17 and he wasn’t a top sprinter in his age group. But over the last 14 years he matured and got better, and that’s what we need to be able to get right with the current youngsters.”



The reason why many promising sprinters fail is largely a socio-economic one, according to Prinsloo.



“There are a lot of factors and we’ve had these discussions among coaches and administrators so many times. A lot of these kids, when they’re in high school, they have a system to work in, they have a coach. Everything’s done for them,” he says.



“Some get to university and that continues, but most don’t. So, what happens then? They don’t have that support system anymore. Now they have to do everything for themselves. Find and pay for a coach, find a physiotherapist and travel from wherever they live to training.



“Most kids come from poor backgrounds and they just can’t afford that. Unless they can somehow go to university, they are lost to the system, despite their enormous potential.”



A MEN’S 100M is  generally over in under 10 seconds and to the untrained eye, it just looks like guys trying to run very fast. But Prinsloo reveals there is a real science behind it and a mix of good genes and working on the mechanics of each portion of the race is vital. “People underestimate real sprinting. Everyone can run, but sprinting is a skill that needs to be developed over time,” he says. “Obviously, the best of the best are born with what they call ‘fast twitch muscle fibers’. And they have more of it than everyone else.



“So that gives them a bit of an edge, because they have that ‘speed gene’. Most of the Jamaicans are born with it and those are the guys that become the top sprinters.



“And then over time, it’s just developing the mechanics of sprinting. Some of the guys get it at a young age, some need more maturity over the years to develop it.



“If you break down the 100m, you have your start phase, you have a drive phase, then you have an acceleration and transition phase, which goes into the maximum speed phase. All in under 10 seconds.



“And in each one of these phases, the mechanics are different. The public don’t see it. They just see the guys coming out of the blocks and running, but in each phase the biomechanics are different. We work on each separately.



“Akani is one of the fastest in the world in the maximum speed phase, that is the best part of his race. And we know if we can work on him to get better in the acceleration phase, for example, that will put him in a good position.”



Simbine remains the gold standard, so to speak, in South African sprinting, but has yet to pick up an individual medal at the Olympics despite coming agonizingly close on two occasions.



His time of 9.93s in the Tokyo final in 2021 was four hundredths of a second behind bronze medalist Andre De Grasse. Marcell Jacobs won gold in 9.80.



He bettered his time in Paris to 9.82, and on this occasion was one hundredth of a second behind Fred Kerley (9.81) for the bronze and fractions of a second behind gold medal winner Noah Lyles (9.79).



“Leading up to Paris, we said, ‘look, we have to make this the year to perform’. And so everything in the last few years was geared towards getting him ready,” Prinsloo says.



“We got to a point where in training and in our approach to the work that we do, we found this groove. A big factor was his mentality, his emotional state. He was in a much better space. And that builds a lot of confidence in athletes. “It’s unfortunate he couldn’t get into the medals in the 100m, but the time was good. He ran a personal best and a national record, and that set up everything for the relay silver.”



Prinsloo confirms that the next games in 2028 are very much in Simbine’s sights. “We are looking to the next Olympics in Los Angeles. We are so close to the 9.7s and that’s what we’re pushing for now. It’s going to be small things that will get us there.”

The Olympic Games-Paris 2024

Getting Up to Speed: On South Africa’s Exciting Young Sprinters

In the heart of Kigali is a cricket stadium transforming lives and where young people are finding hope, purpose and opportunity.



Just 12 kilometers east of Kigali’s bustling city center, where real estate developments, commerce, and technology dominate the landscape, lies a contrasting haven. Here, the sounds of urban life give way to the chatter of children, their laughter carried by the crisp air as they dart across a lush green field. Feet pound the grass, the coach calls out instructions, and a young player dives to catch a brightly-colored cricket ball mid-air, prompting an eruption of cheers and chants of “Howzat!”



What might appear at first glance to be a typical sports ground is anything but. This is Gahanga Cricket Stadium, a unique nexus of youth development, inclusion, and education. Beneath its striking thatched roof – a nod to Rwandan architectural heritage – is a story of resilience and hope, a place where a game of cricket has become a tool for building brighter futures.



The journey to Gahanga began with Christopher Shale, a British businessman and cricket enthusiast, who spent years in Rwanda without access to a proper cricket facility.



Shale dreamed of creating a home for cricket in Rwanda, one that would be open to all, regardless of background. Tragically, Shale passed away in 2011, but his vision endured through the efforts of his family, friends, and the charity, Cricket Builds Hope.



In 2017, the Gahanga Cricket Stadium was inaugu- rated as a state-of-the-art facility spanning 4.5 hectares, complete with international standard grounds and a pa- vilion.



Will Hammond, the Director of Cricket Builds Hope, sees cricket as more than just a game, he sees it as a means to unite communities and create opportunities. Inspired by Shale’s vision, he is committed to using the sport to transform lives and build a legacy of inclusion and hope in Rwanda.



“Christopher believed cricket could bring people to- gether,” says Hammond. “His dream wasn’t just about sports but about creating a space where young people could find purpose and opportunity.”



Today, Gahanga is much more than a stadium. It is a hub of activity where children from diverse back- grounds converge to play, learn, and grow. On weekends, the facility comes alive with them participating in crick- et programs, some learning the sport for the first time, others sharpening their skills. The programs are free and intentionally inclusive, breaking down barriers of economic and social divides.



English trainer and Head of Educational Program, Justin Mugabo, who has been part of the Gahanga team since 2022, notes the transformative impact of combin- ing cricket with education. “When I started, we had about 120 children. Now, we have over 400 every week- end. Many come from disadvantaged backgrounds, in- cluding street-connected children. Through cricket and



English programs, we’ve seen incredible improvements in behavior, language skills, and academic performance,” he notes.



Gahanga’s reach extends beyond children. The Sports for Change program has also empowered over 330 women through workshops on financial literacy, entrepreneurship, and social health. Women’s cricket is also thriving. In 2022, Rwanda’s women’s Under-19 crick- et team made history by qualifying for the Under-19 World Cup in South Africa, a testament to the rising tide of talent nurtured on this field. The stadium’s impact is deeply felt in the community.



Keza Beatrice, a young participant, reflects on her journey: “We came here without speaking English, but now we speak it fluently. Cricket has taught us so much more than just the game.”



Mugabo adds: “The community appreciates what we’re doing here. Parents tell us their children have changed, not just in how they play cricket but in how they engage with the world.”



Running a facility of this scale comes with its challenges though. Will acknowledges that maintaining Gahanga costs around $80,000 annually; funds are raised through partnerships and donations. Yet, the team remains committed to ensuring the stadium remains free and accessible to all.



“We ensure long-term impact through seed funding, savings groups, and income-generating activities. We want to replicate this model across Rwanda, bringing cricket and its benefits to even more districts,” says Country Manager Joseph Karemera.



In many ways, the stories of the students, teachers, and every- one involved in the Gahanga Cricket Stadium embody the spirit of Rwanda – a nation defined by its unwavering focus on building a bright and inclusive future. Here, under the iconic thatched roofs that pay homage to Rwandan heritage, cricket is more than a sport. It is a bridge to education, inclusion, and empowerment. As the sun sets over Gahanga, the laughter of children fades into the evening air. For them, this is not just a stadium; it is a sanctuary, classroom and home.

PHOTO-2024-07-19-14-21-44[5]

Ground Support: Cricket For A Cause In Rwanda

One of the best defenders on the African continent, Nigerian footballer ASHLEIGH PLUMPTRE, on her move to Saudi Arabia, where she is helping grow the game for young women.



Ashleigh Plumptre has never taken the conventional route. Born and raised in Leicester, England, she decided to play international football for Nigeria, eligible through a paternal grandfather from Lagos.



And last year she gave up playing in the English Women’s Super League to move to the fledgling league in Saudi Arabia, where she turns out for Al-Ittihad from Jeddah.



Both, she says, have been voyages of discovery and purposeful paths she has chosen as she drops another bombshell: “I don’t love football enough just to play it.”



That is bold coming from a player who has been to the very top of the game, featured at a FIFA World Cup and viewed as one of the best defenders on the African continent.



But Plumptre has always been searching for more from the game than what the pitch can offer. For the 26-year-old, cultural interactions and gaining a better understanding of the world have been equally, if not more, important.


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“I am still really competitive and I want to grow as a player and as a person, but the fulfilling part for me is the fact that you feel like you’re having a genuine impact on people’s lives here,” Plumptre tells FORBES AFRICA of her move to Saudi Arabia, where the women’s competition was only formed three years ago.



“Take football away, some of these girls, their experiences, whether it’s in school or as families, are very different from the way I was brought up. We can have conversations that I would never have if I was anywhere else.



“It’s the same reason I decided to play for Nigeria. It was a journey of discovering my heritage and knowing about a different culture and that, for me, is the kind of thing that will stay with you when you stop playing.”



There may have been concerns that moving from one of the best leagues in the world to one that is still finding its feet as a competition may have hurt her international ambitions with the Super Falcons, but she does not believe this is the case.



“No, not at all,” she says. “My Nigeria coach (Randy Waldrum) has just left now, but when I joined Ittihad and I told him about this move, his only question was, ‘who is your coach’.



“It was not like he was going to change my mind or anything, that was made up about the move, but I told him (at the time it was former United States national team player Kelly Lindsey) and he said, ‘oh, she is the best captain I ever had’ and that she had played for him.



“He understood, based on my personality, why I decided to move to Saudi. Obviously, we have a different national team coach now (Justin Madugu), but he’s been checking up on me and making sure I’m okay and recovering well (from injury).”



The society in Saudi Arabia has become far more open in recent years and opportunities for girls to play the game have seen some 80,000 sign up to play school soccer, she says, something that would have been unthinkable just a few years ago.



Plumptre is enjoying her role as a mentor and someone who is helping to grow the game in the country.



“The international players all live in a compound around other families and there are a lot of boys and girls that play on a little turf pitch,” she says. “There are girls, probably about seven or eight years old, who are playing with the boys. They come to our games, and they want to participate.



“I have this thirst for wanting to grow and learn about people, and ultimately, I’m given that opportunity here. I guess I’m a ‘player mom’ sometimes. But I like that and it puts me in situations where I have to learn and always ask questions.



“I’ve got three younger siblings and I always say to them, ‘in life, we’re so accustomed to just being told what to think, whereas we don’t put ourselves in situations to actually be around different people and ask ‘why?’, rather than just already having this pre-conditioned opinion on something based on what we’re told’. “I’ll put myself in the situation to learn, and keep asking, ‘why?’, without judgment. Every day is a learning day for me.”

Ashleigh Plumptre 1; Image courtesy Ittihad

From The Super League To Saudi: A Nigerian Footballer’s Journey

Historical manuscripts and closely-guarded treasures of the VATICAN APOSTOLIC LIBRARY are now accessible through digitization and blockchain, ensuring their preservation.



There has always been a lot of mystery surrounding the Vatican Secret Archives. Secured in a two-story underground vault beneath the Cortile della Pigna, this incredible collection of documents, renamed the Vatican Apostolic Archive, spans 12 centuries. From ancient manuscripts to letters between popes and kings, records from the Roman Inquisition, and a list of banned books (known as the Index Librorum Prohibitorum), it’s an archive filled with secrets that only a select few are privileged to access. And although there have been many books, films and theories about what lies within its vaults, the true extent of its mysteries remains locked away.



The same could once be said about the Vatican Apostolic Library. Founded in 1475, the library houses one of the world’s richest collections of manuscripts, printed books, coins and medals. It was only accessible to high-ranking clergy and elite scholars, its content closely guarded until the 19th century.



All of these fragile documents required preservation and specialized, climate-controlled rooms were introduced. It’s only within the past decade that the Vatican Apostolic Library has focused on digitizing its vast collection, making 27,500 manuscripts in it accessible worldwide on platforms like DigiVatLib.



Headquartered in Tokyo, Japan, NTT Data created a digital archiving solution called AMLAD (Advanced Museum Library Archives Deposit). AMLAD wasn’t created for the Vatican Apostolic Library but this mammoth collection, often referred to as historical heritage of humankind, made it the perfect project to showcase the platform’s capabilities. Even when well-preserved, ancient documents are at risk of deterioration, digitization provides a way to maintain and preserve these collections, which is why NTT DATA developed a tool for archiving both 2D and 3D data. 



“It’s one of the challenges that cultural institutions hold right now,” explains Kyohei Jinno, Deputy Manager of NTT Data Japan Corporation. NTT Data has been working with the Vatican Apostolic Library for a decade. Their cloud-based digital storage system now includes over 27,500 manuscripts which are available online to users worldwide, complete and free of charge with high-definition images. 



The next step for the Vatican Apostolic Library and NTT Data is Web3 – NFT technologies.



“We believe the concept of Web3 with its characteristics like decentralization, permissionless, native payments may enable a new community,” says Jinno. “The reliability of digital data becomes a challenge during digital data archiving and this can be mitigated by ensuring traceability through the recording and referencing of the digital data’s provenance information and immutability information.”



In other words, blockchain technology.



NTT have already used this technology to successfully build a digital archive system for the ASEAN Cultural Heritage Digital Archive (ACHDA) project. “Web3, as an open information system platform, isn’t tied to specific service providers, allowing everyone to participate. In this proof of concept, we issue NFTs as proof of contribution and use them as authentication keys,” adds Jinno. This novel approach gives users access to high- resolution images and detailed information about selected cultural heritage items. “Instead of providing original artwork, we are exploring options such as special experiences or abstracted content,” says Jinno.



The idea is that by using NFTs, they will not only encourage greater engagement with the library’s collections, they’ll be able to demonstrate blockchain’s potential for preserving and sharing heritage.



Jinno explains that a Web3-based digital archiving approach provides a way to safeguard these cultural assets by creating reliable digital versions that can be restored if the original materials are damaged or destroyed.



“The main purpose of preservation is to restore data,” he adds. “But at the same time, we’re showing people through a project like the Vatican Library how the blockchain works and how it can be used to protect original content.”

Forbes Africa

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