Introduction
The environment plays a vital role in every society, especially when it is conducive. It enables growth and progress. But where it is polluted and toxic, it becomes detrimental to growth. No system thrives under pollution and toxins. Therefore, an enabling environment intentionally puts in place, a well-structured and running system is crucial for the performance of Corps members in any given organisation or society, especially in Nigeria.

Albert Einstein said: “All that is valuable in human society depends upon the opportunity for development accorded the individual,” Because like Harvey Firestone rightly put it, and I agree:”The growth and development of people is the highest calling of leadership.”

Understanding Who A Corp Member Truly Is
In Nigeria, a corp member (also often called a “Corper”) refers to a participant in the National Youth Service Corps (NYSC) programme. This programme mandates Nigerian graduates, both from within the country and abroad, to undertake a mandatory one-year service to the nation.

The NYSC Programme: The NYSC is a scheme established by the Nigerian government to foster national unity and integration by deploying graduates to different parts of the country, away from their state of origin.

Note: Corps members are deployed and not employed. They are deployed to gain experience, knowledge, stewardship and exposure. They are to be seen from such point of view.

Eligibility: Nigerian graduates from universities and polytechnics are eligible to participate in the NYSC programme.
Purpose: The scheme aims to promote national unity, expose graduates to different cultures and traditions, and provide them with opportunities for community development and skills acquisition.

Service Year: During the service year, corps members are expected to live and work in their assigned locations, participate in community development projects, and contribute to the development of their host communities.

Common Activities: Corps members may be involved in various activities, including teaching in schools, working in hospitals, participating in local government projects and assisting during election periods.

Community Development: A key aspect of the NYSC is the Community Development Service (CDS), where Corps members identify needs and initiate projects in their host communities.

Skills Acquisition: The scheme also emphasises skills acquisition and entrepreneurship development, equipping corps members with valuable skills for their future careers.

All these are handled during the orientation camp I presume; howbeit it is important that we are reminded, especially the various PPAs and Corps members employers.

Corp members and the challenges they are likely to face
Corps members (NYSC) in Nigeria often face challenges at their Place of Primary Assignment (PPA), ranging from poor accommodation, low or delayed payment of stipends, inadequate orientation and training, safety and security concerns to unrealistic expectations from employers, language barriers and cultural differences.

John C. Maxwell said: “People don’t care how much you know — until they know how much you care.” And John Quincy Adams in one of his great leadership insightful teachings said: “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
1. Accommodation And Welfare:
• (Inadequate or unsuitable accommodation):

Many PPAs struggle to provide decent housing for corps members, leaving them to find and afford their own housing, often at a high cost. In some places these accommodations are situated far away from the office and operation areas, which contributes to high cost of transportation expenditure. In some other places the female and male Corp members are kept in the same place, which exposes the vulnerability of the female Corp members. Shockingly, most participants at a time may not see the danger due to temporal comfort and immediate pleasure and gratification.
• Poorly maintained facilities:
Some PPAs have dilapidated or unsanitary living conditions, impacting the corps members’s well-being.
2. Work-related Challenges:
• Unrealistic expectations:
Some employers expect corps members to perform tasks beyond their training or job description, sometimes leading to exploitation.
• Lack of orientation and training:
Insufficient induction or training can hinder corps members’ ability to perform their duties effectively.
• Unclear roles and responsibilities:
When roles are not well-defined, corps members may face confusion and difficulty in contributing to the organisation.
• Poor work environment:
Some PPAs have a non-conducive environment, including lack of resources or support, which affects morale and performance.
• Low job satisfaction:
Challenges in the PPA can lead to decreased job satisfaction and motivation among corps members.
3. Safety And Security:
• Insecurity in some locations: Certain areas in this country pose serious security threats like banditry, kidnapping or insurgency, making it unsafe for corps members.
• Lack Of Personal Safety: Some corps members may experience harassment, discrimination or other forms of mistreatment at their PPAs.
• Poor Security Consciousness: Most Corps members do not take into consideration the time to out and come in.
•The Venerable Stephen Wolemonwu is the Rector, Ibru Ecumenical Centre, Agbarha-Otor, Delta State. (08035413812)

In the name of freedom and socialisation considering the level of insecurity some expose themselves to avoidable risk like late night party, mingling with bad elements within their host community, flaunting their wealth and sensitive body parts, which likely attracts attention.
5. Language Barriers: In some cases, corps members are posted to areas where they don’t speak the local language, making communication and integration difficult.
6. Cultural Differences: Adapting to new cultural norms and social practices can be challenging for some.
7. Negative Attitudes: Some corps members may exhibit a carefree attitude, lack of punctuality or poor work performance, which can create challenges for the PPA.
8. Poor Expression Or Inferiority Complex: Some of the members due to their academic background, environmental influence or even family upbringing may find it very challenging to express themselves, especially where the employer sounds unfriendly and the staff members are bossy.
9. Delayed Stipends: The monthly allowance provided by the government might and or the allowances given by the PPAs may not be enough to cover basic needs, and sometimes are delayed making life very challenging.

In the words of Richard Teerlink: “As a leader…your principal job is to create an operating environment where others can do great things.”
Considering The Above Key Factors To Put In Place:
• Provision of basic needs: Providing Corps members with basic necessities like food, shelter and healthcare enables them to focus on their service year.
• Conducive work environment: A well-structured work environment with necessary tools and resources allows corps members to perform their duties efficiently.
• Supportive supervision: Regular guidance and feedback from supervisors help corps members stay motivated and improve their performance.
• Safety and security: Ensuring the safety and security of corps members is essential for their well-being and productivity.
The Possible Benefits:
• Improved Productivity: An enabling environment boosts corps members’ morale, leading to increased productivity and better performance.
• Enhanced Job Satisfaction: When corps members feel supported and valued, they are more likely to be satisfied with their job and committed to their service.
• National Development: By providing an enabling environment, the government and employers can tap into the potential of corps members, contributing to national development.
Call To Action And Collaboration
• Government agencies: Should prioritise the welfare and safety of corps members, providing necessary support and resources.
• Employers: Should create a conducive work environment, offer guidance and feedback, and recognise the value of corps members’ contributions.
• NYSC: Should create a channel of feeds (in and out) with the various PPAs.
• Improving Work Performance in Work Place includes improving the work performance of staff; focusing on setting clear goals; providing regular feedback; offering training and development opportunities; and intentionally creating and fostering a positive working environment, among others.
How To Achieve Some Of The Afore Mentioned
1. Setting clear expectations and goals:
• Define objectives:Ensure employees understand what is expected of them by setting clear, measurable, achievable, relevant, and time-bound (SMART) goals.
• Communicate Regularly: Hold regular meetings to discuss progress, address concerns, and provide updates.
• Establish Metrics: Develop clear performance metrics to track progress and provide a framework for evaluation.
2. Providing Feedback And Coaching:
•Regular Feedback:Offer constructive feedback, both positive and areas for improvement, on a regular basis.
• Focus on Behaviour:Address specific behaviours and actions rather than personal traits.
• Coaching: Provide guidance and support to help employees develop their skills and overcome challenges.
3. Investing in Training And Development:
•Identify skill gaps: Determine areas where employees need additional training or skills development.
• Offer opportunities: Provide access to training programmes, workshops, online courses, and mentorship opportunities.
• Encourage growth:Support employees in pursuing certifications and further education.
I will conclude this lecture by quoting two great minds: “The greatness of a leader is measured by the achievements of the led. This is the ultimate test of his effectiveness,” Gen. Omar Bradley. “You cannot be effective if those who work for you are not. So, building their effectiveness ought to be a priority,” Richard N. Haass.
•The Venerable Stephen Wolemonwu is the Rector, Ibru Ecumenical Centre, Agbarha-Otor, Delta State. (08035413812)