How to convince your boss to invest in training and development

By Jenny Lei Ravelo 06 September 2016

Participants at a training workshop hosted by Beyond Access. Photo by: Beyond Access / CC BY-SA

When Nick Martin founded TechChange in 2010, he thought most course applicants would be individuals straight out of graduate school and interested in technology.

Six years later, that proved not to be the case. Most of the people who’ve taken TechChange courses are mid-career professionals between 35 and 45 years old with 10 to 15 years of experience, who are “hungry” to learn more, according to the CEO.

One of them is Priscilla Chomba Kinywa, who has spent years working in information technology. In 2013, itching to expand her skills and remain relevant — as she observed almost everyone in her office fixing their own printers or deftly installing the latest software on their computer — she opted to take TechChange’s course on ICT for development.

Kinywa paid for the course. She didn’t bother asking UNICEF, her employer at the time, to finance her training, assuming it would get rejected.

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About the author

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Jenny Lei Ravelo@JennyLeiRavelo

Jenny Lei Ravelo is a Devex senior reporter based in Manila. Since 2011, she has covered a wide range of development and humanitarian aid issues, from leadership and policy changes at DfID to the logistical and security impediments faced by international and local aid responders in disaster-prone and conflict-affected countries in Africa and Asia. Her interests include global health and the analysis of aid challenges and trends in sub-Saharan Africa.


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