By Timi Olubiyi, PhD

In every workplace, there is always a person who seems to have mastered the art of niceness, the one who greets everyone with a warm smile, showers and give compliments at will and ensures that no one feels left out at meetings. At first glance, they appear as the embodiment of what a “good colleague” should be.

However, the more you get to know them, the more the cracks begin to show. Their kindness is not genuine, but rather a performance mask to cover up hidden agendas. These “fake nice” colleagues have become an increasingly common presence in offices globally, from multinational corporations in Lagos to startups in New York.

Globally, the recognition of this type of toxicity has led to shifts in workplace culture. In many Nigerian workplaces today from banks, government offices, startups, media houses, oil companies, and even schools one character often goes unnoticed until it’s too late: theprevalence offake nice colleagues. This is what this article is centered on.

Fake nice colleagues are the individuals who smile brightly in meetings, showers others with compliments, remembers birthdays, and appears endlessly supportive, but behind that carefully crafted personality lies duplicity, manipulation, betrayal, self-interest, and sometimes outright sabotage.

Most importantly the actions of fake nice colleagues reveal an underlying ulterior motive even though at first hand they appear friendly, supportive, and helpful on the surface. But why is this so prevalent, and how can we manage the impact of this behavior in our daily work lives?

A “fake nice” colleague may act like they have your best interests at heart, but behind closed doors, they undermine, gossip, betray and manipulate situations to their advantage. Their behavior often goes unnoticed at first, as they play the part of a team player, offering help with a friendly demeanor, even going so far as to celebrate your successes publicly.

But when the chips are down, and you need them most, they will be conspicuously absent or even take credit for your hard work, with a feigned smile, of course. They often use their charm and kindness to manipulate situations for personal gain.The rise of fake nice colleagues in the workplace has become a significant factor contributing to an increase in cases of betrayals in the workplace.

This action can have serious emotional and professional consequences, leaving employees feeling isolated, demoralized, and hesitant to engage in future collaborations. As workplaces become more competitive, this cycle of deceit erodes the integrity of the work environment, making it harder for teams to function effectively and for individuals to maintain a sense of security and mutual respect.

Across different regions of the world, the toxic nature of fake niceness can have detrimental effects on workplace productivity and team cohesion. In Africa, where family ties and community are often highly valued, fake nice colleagues can create an atmosphere of distrust. In a place like Lagos, where the corporate scene is rapidly growing, the competition for promotions and recognition is fierce, making it easy for fake nice individuals to thrive while others remain unsuspecting.

From a global perspective, fake nice colleagues are not confined to any one region. In fact, they often appear in various corporate cultures, with different tactics based on the dynamics of the local environment. In corporate environments in Europe or North America, where professional decorum often demands politeness and diplomacy, fake nice colleagues may employ subtle techniques such as insincere compliments or deceitful concern about a colleague’s personal life.

They will often offer a helping hand, only to later use that favor to control or manipulate the recipient. The motivation behind their kindness is never rooted in true concern but is always self-serving. So, what can we do to combat the rise of fake nice colleagues in our workplaces, particularly in dynamic and competitive environments like Africa?

First, it is essential to foster a culture of transparency and professionalism. Open and honest communication among colleagues can help reduce the space in which fake nice behaviors thriveand also by keeping professional conduct high. Leaders must at all times encourage employees to share concerns and raise issues when they sense manipulation or dishonesty.

Furthermore, creating a system of checks and balances within organizations can help prevent the undue influence of those with ulterior motives. Managers should actively listen to their teams and seek regular feedback to ensure that the workplace remains supportive and conducive to genuine collaborations.

On a personal level,important step is for individuals to trust their instincts, if someone’s words and actions consistently do not match, that is a red flag. If you feel drained or confused after interacting with someone who appears friendly, you may be dealing with a fake nice colleague.

People should take time to observe behaviors and patterns in their colleagues, especially those who always seem to go out of their way to be “helpful” in the most convenient of moments. Recognizing these signs early on can help mitigate the effects of fake niceness and prevent colleagues from manipulating or exploiting the situation.

Finally, it’s crucial to build personal resilience and confidence. A workplace that values integrity and self-worth will naturally be less susceptible to the negative impact of fake nice colleagues.

In conclusion, while diplomacy in the workplace is often a positive, strategic approach to maintain peace, fake nice colleagues can use a similar outward manner to serve personal, often selfish, agendas. The fake nice colleagues’ ability to disguise self-interest under the guise of diplomacy, kindness and friendliness can cause significant disruption in workplace dynamics, leaving others feeling disappointed and suspicious.

So, as employees, managers, and leaders, it is important to work to foster environments of transparency, honesty, and mutual respect where authenticity is valued over empty gestures of politeness. Through vigilance, open communication, and the promotion of integrity, we can reduce the harmful effects of fake nice behaviors and build more positive, productive workplaces for everyone.

For workplace, the solution begins with huge awareness and workers must learn to distinguish genuine kindness from questionable niceness. It is also important to keeprecords of meetings, agreements, and any conversations where responsibilities are discussed. This can help protect in case someone tries to shift blame or neglect their duties when accountability comes into question. Good luck!

How may you obtain advice or further information on the article? 

Dr Timi Olubiyi is an expert in Entrepreneurship and Business Management, holding a PhD in Business Administration from Babcock University in Nigeria. He is a prolific investment coach, author, columnist, and seasoned scholar. Additionally, he is a Chartered Member of the Chartered Institute for Securities and Investment (CISI) and a registered capital market operator with the Securities and Exchange Commission (SEC). He can be reached through his Twitter handle @drtimiolubiyi and via email at [email protected] for any questions, feedback, or comments. The opinions expressed in this article are solely those of the author, Dr Timi Olubiyi, and do not necessarily reflect the views of others.

By Timi Olubiyi, PhD

The question is: are Africans genetically inferior? This is a question that has been raised repeatedly over the years and throughout history. To respond, you must understand both the science of genetics and the history of these claims.

First, it’s critical to understand that the concept of genetic inferiority stems from eugenics, a contentious field that emerged in the late 1800s and early 1900s according to records. Eugenics was founded on the premise that some genetic traits may be handed along to improve individuals while others, dubbed “undesirable,” should be avoided or eliminated.

Eugenics, in my perspective, might simply be defined as human genetic mutilation or selective breeding to increase genetic quality in order to achieve a desired outcome through reproduction. However, attempts to “improve” humans through selective breeding are unethical and unscientific. As a result, scientists, ethicists, and governments worldwide today strongly oppose eugenics.

During this period, racial superiority theories were widely advocated, particularly in Western countries, with some claiming that individuals of African descent were innately inferior to those of European descent. These views were frequently founded on misinterpretations of scientific results, rather than objective or credible data. Scientists have long refuted the thesis of racial genetic inferiority, and contemporary genomics has demonstrated that there is no underlying genetic difference in IQ, talents, or merit between races.

In fact, Africa is frequently referred to as the “Cradle of Humanity,” as it is thought to be the genesis of the human race. The genetic variety among African populations is the largest in the world, indicating that Africa has a rich genetic ancestry. Africans have made significant contributions to science, technology, art, and culture, both on the continent and beyond the world.

Africans have consistently demonstrated their perseverance, ingenuity, and intellectual capacity. The concept of African inferiority has historically been used as a tool for colonisation and exploitation, with colonisers justifying their rule over Africans by declaring they were “genetically inferior.” This misleading story has had long-term consequences for the perception of Africans, although it is not backed by any serious scientific data.

In fact, human genetic material is 99.9% similar across all populations, implying that any deviations are minor and do not justify notions of racial superiority or inferiority. As a result, race does not determine disparities in attributes such as intelligence or physical ability, but rather a complex interplay of genetics, environment, upbringing, diet, education, and opportunity.

More specifically, intelligence is a multidimensional attribute that cannot be correctly quantified by a single component, and it is absolutely not related to race. In truth, race does not genetically determine variations in intelligence, behaviour, or achievement.

Unfortunately, the legacy of eugenics has had a long-term influence, notably on how people of African origin are seen and treated globally. These preconceptions persist today, both in subtle and overt forms. For example, historical biases about African intellectual and physical ability continue to influence attitudes and policies, frequently resulting in systematic inequities in education, work, and healthcare. Many Africans across the continent have made substantial contributions to world culture, science, and politics.

For example, in Lagos, the tech startup sector has grown dramatically in recent years, resulting in novel solutions to issues such as poverty, healthcare, and education. Nigerian inventors, such as the founder of the mobile banking platform Paga, are spearheading attempts to transform how Africans access financial services. This example, and others across the continent, demonstrate that Africans are not “genetically inferior”; rather, they are resourceful, capable, and full of potential.

In fact, the concept of genetic inferiority is not only scientifically inaccurate, but also morally harmful, as it diminishes the hard work and resilience of numerous people who have overcome adversity to thrive. The important thing to remember is that race has no inherent relationship to intelligence, physical ability, or merit.

Everyone, regardless of background, has the ability to accomplish greatness. Instead of adhering to obsolete and discredited notions of genetic inferiority, the world should prioritise encouraging equality, giving access to resources, and recognising the diversity of our global society. Colonialisation, exploitation, and division have all played a role in shaping Africa’s history.

These external factors were frequently rationalised by ideas of racial superiority and the notion of African inferiority. However, in recent decades, Africans have made significant progress in overcoming these obstacles, indicating that, given the chance, they can thrive in any discipline.

In Lagos and other African cities, there is an increasing sense of pride and drive. People are battling for improved education, healthcare, and infrastructure, demonstrating that the concept of hereditary inferiority is nothing more than a dangerous fiction. Finally, Africans are no more genetically inferior than any other tribe. The notion that one race or group is genetically superior to another is based on ignorance and lacks a scientific foundation.

As Africa continues to expand and achieve incredible progress, it becomes evident that the continent and its people have infinite potential. As a result, it is time to abandon these harmful prejudices and instead focus on establishing a world in which everyone, regardless of background, has the opportunity to achieve. Africa is more than just a continent facing issues; it is a land of immense potential, rich history, and extraordinary resilience. The actual value of any community is its diversity and ability to empower each individual to reach their full potential. Moving forward, we must promote equality, celebrate diversity, and collaborate to create a world in which everyone has access to opportunities. Good luck!

How may you obtain advice or further information on the article? 

Dr Timi Olubiyi is an expert in Entrepreneurship and Business Management, holding a PhD in Business Administration from Babcock University in Nigeria. He is a prolific investment coach, author, columnist, and seasoned scholar. Additionally, he is a Chartered Member of the Chartered Institute for Securities and Investment (CISI) and a registered capital market operator with the Securities and Exchange Commission (SEC). He can be reached through his Twitter handle @drtimiolubiyi and via email at [email protected] for any questions, feedback, or comments.

The opinions expressed in this article are solely those of the author, Dr. Timi Olubiyi, and do not necessarily reflect the views of others.

By Echezona Agubata

Banking has evolved far beyond the days of paper ledgers and long queues. Today, it’s a dynamic force driving Nigeria’s economy, responding to customers in real time, and powering digital innovation. The unsung hero behind this transformation is the Application Programming Interface (API)—a tool that lets bank systems communicate seamlessly with each other and external partners.

In Nigeria’s fast-growing digital finance landscape, APIs are the invisible engine enabling banks to offer instant balance checks, process payments at retail checkouts, or verify identities for loan approvals. The secret to their success? A robust API architecture, the structured framework that makes banking secure, scalable, and innovative. 

Picture API architecture as a bridge connecting islands of financial services. It allows banks to share data securely. In Nigeria, where digital banking is literarily booming, APIs let banks like Coronation Merchant Bank expand services without rebuilding infrastructure. This flexibility fuels innovation, enabling tailored solutions for everyone from small businesses to large corporations. 

The Central Bank of Nigeria (CBN) along with Industry players ensure this ecosystem is secure and trustworthy. Its regulations mandate standards like OAuth 2.0 for authentication, tokenization to protect data, and encrypted channels to safeguard transactions. Real-time monitoring and customer consent protocols further build trust, ensuring data is shared only with permission. These rules aren’t just technical or ethical—they’re the backbone of Nigeria’s open banking system, fostering collaboration and innovation. 

How do APIs work? Imagine a well-orchestrated machine. The API acts as

     ● A Gateway: the gatekeeper to a product. It authenticates requests and ensures only authorized people are granted access to the product. It also helps limit the number of requests that can be made for the product at any given time. For instance, when a bank’s mobile app requests a customer’s transaction history, the transaction history API (as a gateway) verifies access (both customer and mobile app) before treating the transaction history request. 

• A Guide: the protocol or security who ensures that even authenticated users are only allowed to access products and data that they are authorized to have 
• A Funnell: the pipe that ensures that authenticated users access products and data from known locations/sources to known destinations 
• An Agent: the agent that ensures that applications regardless of the service offering have access to data/products in the same way as every other application. This gives unified experience across respective platforms that are consuming the service/data offered by the API 

Here’s a simplified view of the flow: 

Explanation: An app or corporate system sends a request to the API gateway, which authenticates and routes it. The orchestration layer processes it using endpoints, pulling data from the core system via middleware. 

The orchestration layer (behind the gateway) breaks services—like catalog, shopping cart, or ordering—into modular endpoints, like building blocks online shops can share securely. The modular endpoints connect these APIs to core systems, translating the requests into formats that can be processed by the core system. Companies also provide developer portals with clear documentation and sandbox environments, simplifying integration for partners. 

This architecture can be built for scale. Banks process millions of transactions daily using load balancing to scale out resources, and distribute traffic in a dynamic fashion. This architecture could incorporate the use of in-memory databases and Queueing technologies to cache frequently used data for swifter processing. More so, this introduces rate limiting features which help isolate any problem areas without affecting the entire service as a whole. 

Challenges abound. One of such is the existence of legacy systems as many banks and organizations often rely on decades-old mainframes (core systems), thus requiring a middleware solution to bridge old and new systems—a complex but critical step. Another recent challenge is the need to enforce data privacy expectations, this has made encryption and data masking a necessary action. Encryption in itself comes with its own attendant side-effects especially where applied on data without proper service governance. It can slow performance, so banks and organizations use caching and optimized data flows to balance speed and security. Compliance with CBN guidelines and Nigeria’s data privacy laws demands robust

consent management and audit trails. Versioning APIs (e.g., /v1/payments) prevents disruptions when systems evolve. 

Real-world examples highlight APIs’ impact. Coronation Merchant Bank built the Dangote ISOP Collection API to streamline payments for Dangote’s distributors. These payments were previously riddled with slow reconciliations and delayed cash flow. The API integrates payments directly into Dangote’s ERP system and thereby automating the process, reducing errors, and strengthening business ties. Another bank used a KYC API to verify customer identities for loan applications, cutting onboarding time while meeting CBN standards. A third example involves a major Nigerian bank’s payment API, which enables instant corporate transfers for retailers, ensuring funds clear in seconds during peak sales. 

APIs are also driving open finance. The CBN’s 2023 guidelines expand APIs to cover credit, investment, and insurance data, enabling embedded finance—loans at retail checkouts or savings tools linked to salary accounts. This makes banking invisible yet ever-present, blending into daily life. 

The future is exciting. Banks are adopting API-first design, prioritizing APIs as core interfaces for faster innovation. AI-driven APIs are emerging, enabling fraud detection or tailored loan offers. Blockchain-based APIs promise secure cross-border payments. Event-driven architectures, using tools like Kafka, process real-time events like transaction alerts, boosting efficiency. 

At Coronation Merchant Bank, our APIs are business enablers. Our custom solutions, like the Dangote integration, solve real-world problems, while our investment banking desk advises on capital raising and partnerships, helping clients stay competitive. APIs lower barriers, drive growth, and deliver seamless experiences for customers. 

Nigeria’s financial future isn’t about who holds the most assets—it’s about who builds the strongest connections between data, money, and people. API architecture is the invisible engine powering that future, creating a connected, inclusive banking ecosystem.