In Cameroon and in many LMIC’s (low and middle income countries) immunization programs, training health workers doesn’t always translate to stronger leadership or better outcomes. Staff may attend workshops and absorb knowledge, but back on the job, challenges with effective coordination, supervision, and accountability get in the way of practicing what they’ve learnt.
Changing the narrative included training staff members through consistent coaching, equipping them with practical tools, and demonstrating a new approach to leadership .As one participant from Littoral Region reflected: “This wasn’t just another training for me. It has changed how I lead from day to day.”
This transformation is the result of a broader initiative launched in 2024 by Cameroon’s Expanded Programme on Immunization (EPI), in partnership with Gavi and supported by SCIDaR. The initiative aimed to strengthen the Leadership, Management, and Coordination (LMC) capacities of EPI staff across the country. It combined targeted five-day in-class training at the central level and in four regions (Centre, Littoral, West, and Far North) with a six-month coaching phase, all supported by digital innovation through the custom-built EPI LMC Coaching Hub.
Partnership and Local Leadership
The capacity building approach was co-designed with Cameroon’s EPI and implemented with support from AFENET, WHO, UNICEF, PROVARESSC, and Solina Health. Incorporating regional health teams ensured local relevance, and sustained mentorship.
The approach involved blending classroom learning, personalized mentorship, and technology-enabled accountability. The initiative aimed to empower EPI personnel to apply leadership skills directly in their daily roles, driving more effective supervision, data use, and partner coordination throughout Cameroon’s immunization system.
In-Class Training at Central and Regional Levels
Between August and September 2023, 60 EPI personnel from the central level and four regions (Centre, Littoral, West, Far North) completed a five-day in-class training.
The curriculum covered nine core LMC modules, including :
- Effective work planning
- Supportive supervision
- Data-driven decision-making
- Stakeholder management
- Problem-solving
- Microsoft Excel
- Microsoft PowerPoint
- Conflict management
- Team Leadership
After the sessions, participants demonstrated a 39% increase in knowledge. However, further analysis revealed a persistent gap between theoretical learning and practical application. Thereby, highlighted the need for further skill reinforcement
Starting in November 2024, 40 priority staff received six months of coaching from 27 trained mentors. These coaches, drawn from across the health system, provided weekly check-ins, reviewed task performance, and helped troubleshoot live challenges in-person and online.
Powering Progress with Technology
To effectively coordinate and monitor the coaching progress across multiple locations so far, SCIDaR developed the EPI LMC Coaching Hub. This digital platform quickly became a cornerstone of the program’s implementation, offering a centralized and efficient way to manage activities and track progress.
The app facilitated the completion of over 308 out of 335 coaching tasks aligned with the LMC modules and enabled scheduling and documentation of 225 coaching sessions, 150 held in person and 70+ virtually. As one coach from the Centre Region shared: “The Coaching Hub App made our work easier. We could track tasks, follow up, and improve on the go.”
To support seamless communication, accountability, and progress tracking, the app allowed participants and coaches to schedule sessions, complete assignments, and access weekly progress reports through automated dashboards.
Role-based access ensured a secure and personalized experience, keeping users engaged, informed, and in control of their data.
Results
Following the implementation of a blended capacity-building approach, combining in-class training, sustained coaching, and digital tools, the Gavi-EPI LMC team achieved significant improvements in performance across every dimension. Before coaching began, only 42% of assigned tasks were completed, and just 27% met standards without support. By April 2025, task completion rose to 91%, and independent performance reached 78%.
Supervision skills showed the most dramatic gains, with top-level competence jumping from 12% to 63%. Representing better-planned outreach, clearer roles, and more structured immunization services.
Field teams revised microplans, introduced routine performance reviews, and coordinated partners more effectively. In surveillance, officers developed checklists and improved outbreak readiness. In logistics, they tracked stock more accurately and clarified team responsibilities. Finance staff monitored disbursements and flagged discrepancies, while data managers launched weekly meetings to close gaps faster.
These results prove that bridging theory to practice, through coaching, digital platforms, and decentralized technical training, leads to real, sustainable gains. And these gains matter because strong leadership and reliable systems are essential for ensuring that every child is reached, every vaccine is delivered, and every community is protected from preventable diseases.
Looking Ahead
Cameroon’s experience shows that leadership development doesn’t end with a certificate. It grows through practice, coaching, and tools that make learning stick. SCIDaR is now working to scale this model across other regions and sectors, building a generation of leaders who turn knowledge into action, and action into stronger health systems.
