Nyasha Mututa

Mumwe wevarapi wepa Gunhill Medical Village..

[Claude @claudeai]

Introducing Cowork and plugin updates that help enterprises customize Claude for better collaboration with every team.

[Nyasha Mututa @dr_nyasha_mutut]

@tmukogo Inboxed you.

[Nyasha Mututa @dr_nyasha_mutut]

@tino_54 @SMRI_Institute Hatitore 🤠

[DAN KOE @thedankoe]

https://t.co/7l7Jef99QZ

[Ayman Al-Abdullah 🧱 @aymanalabdul]

Every company should have a page like this that every employee can reference

[Arsenal @Arsenal]

🖼

[Codie Sanchez @Codie_Sanchez]

Real status can’t be bought.

[Nyasha Mututa @dr_nyasha_mutut]

@IAmOanaLabes Financial Clarity

[Manchester City @ManCity]

Happy Birthday, Benjani! 🫵🩵

[Nyasha Mututa @dr_nyasha_mutut]

Highlands, Harare

[Nyasha Mututa @dr_nyasha_mutut]

@F_Compounders @memorynguwi I read a lot of your posts about this. You might find this one quite interesting, hopefully.

[Nyasha Mututa @dr_nyasha_mutut]

Highlands, Harare

[Memory Nguwi @memorynguwi]

One thing I’ve learned from working with different companies over the years is this: many of the problems businesses face—including missed opportunities—can be traced back to one core issue: people not having the capacity to do the job well.

And surprisingly, it often takes leaders a long time to see this.

I once worked with a company that asked us to do what they called a skills audit. They wanted us to check if employees had the right qualifications and experience, and link this to their performance and overall company performance.

Before we started, I asked them why they thought this was necessary. Their answer was clear: out of their six business units, all were losing market share—and fast. This was happening even in areas where they believed they had a strong advantage. When we looked at the numbers and compared them to competitors, the gap was obvious and worrying.

Now, the original request was just to check qualifications and experience. But I suggested something deeper—a full staff capacity audit. This included not only qualifications and experience but also things like cognitive ability and whether people were really equipped to handle the demands of their roles.

Here’s what we found:

96% had the required qualifications

70% actually had qualifications above the job requirements

98% had the right amount of experience

95% had more than two years of experience beyond the minimum

So on paper, everything looked great.

But when we tested cognitive ability—the mental sharpness needed for the job—only 38% of the staff were where they needed to be. The units with the lowest scores were also the ones struggling the most.

We tried checking this against individual performance data over the last five years, but the data was so inconsistent, we had to disregard it. When we shared the findings with the board, they were honest. They told us that, for the past few years, they had just been hiring anyone who accepted their offer—regardless of whether they were the right fit. Why? Because they were offering lower salaries and struggling to attract the right talent.

This was a turning point. The company realized that some of the choices they had made—especially around hiring and talent—had put the whole business at risk. Fixing it wasn’t going to be easy. The problem was now too deep and too widespread. But to their credit, they committed to start the long journey of rebuilding the team with the right people.

Why am I sharing this? Because many businesses are in a similar situation without realizing it. The symptoms—like poor performance or losing ground to competitors—are easy to see. But the root cause often sits quietly in the background: people who don’t have the capacity to deliver what the business needs.

It’s not about blame. It’s about being honest—and bold enough to do something about it.

Could this be happening in your organization too?
@ipcconsultants

[Nyasha Mututa @dr_nyasha_mutut]

@tabanimcgucci @tmukogo Haaa apo apotsa!

[Memory Nguwi @memorynguwi]

Employers here are the red flags you need to note as you are hiring employees:

1. Listing incomplete qualifications on a CV without stating they are incomplete or in progress.

2. Badmouthing previous employers during the interview.

3. Sharing confidential previous employer information during a job interview.

4. Providing inaccurate or misleading details on a CV.

5. Saying they can start immediately despite having contractual notice obligations with their current employer.

6. Leaving previous employers without giving proper notice.

7. Demanding benefits, such as a car, before starting work, even if the contract provides for it upon assuming duty.

8. Including an honorary degree on a CV without clearly stating it is honorary.

9. Lying about the reasons for leaving previous jobs.

@ipcconsultants

[Nyasha Mututa @dr_nyasha_mutut]

@FoundersPodcast Can’t wait to listen to this one. This is the best podcast ever!

[Min Choi @minchoi]

NVIDIA just broke the Internet at CES2025.

Jensen Huang dropped some mind blowing announcements.

Here are 10 key reveals you can't miss:

[Elon Musk @elonmusk]

Congratulations @Tesla team on a great year!