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COVID-19 THE GAME JUST STARTED VIRTUAL SUMMIT (EPISODE 7)

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Written By: Farah Ahmed

The final days of the summit are here…With very sad yet frenzy feelings, we present to you the end of a fantastic journey and a beginning for a new one filled with knowledge, energy, and progress. Come on, let’s explore the last days of the summit! 

Under the title “Companies between Innovation & Development”, our Magazine’s founder was one of the guests of Day 26! 

Mahmoud Mansi: HR expert and CEO of HR Revolution Middle East. He perceives COVID 19 as an opportunity that will incite businesses to enter the digital and automation transformation. Regarding encouraging my staff to innovate and engage consists of a short term plan, which is sustaining and preparing employees, and a long term plan, which is possessing an automation project or Robot Bots. Meanwhile, to make them motivated, businesses should focus on employee branding strategy, financial and emotional recognition, and rewards system linking it with the over-time working hours. Consequently, as an HR, he/she should endorse the way to impact the existing culture inside a company. Initially, there is a difference between multinational, medium-sized companies, and startups. So, besides the known areas of culture, there is ‘employee engagement’. Mahmoud tackled it from another side, which is the feeling that his/her talents and ideas have an impact on the decision-making process. This means that the employee is a strategic partner, and this is for Mahmoud is what construct a strong culture.

Ahmed Elshiaty: Training and Development Supervisor in WE and ICF certified coach. Despite the challenges that the Customer Service CS is facing in the meantime, there are some customers’ needs must be acknowledged; care and connection while adding quick reachability and show of empathy and understanding, to adjust them to match the circumstances. He also cited the importance of the existence of an updated digital platform presenting accurate information and self-help tools. Subsequently, Emotional Intelligence was brought up as a tool to support the employees; it starts by reflection with myself to understand in which level of change I stand, to self-awareness, transparency, and comprehend the different working circumstances the employees have at their homes. 

Nabil El Hady: Learning and Organization Development Manager in La Poire. He tackled the scheme of business transformation to enhance the sales in 2 points: Ultimate Awareness (business/industry, political, economic, and social) and Reactive Plan composition throughout this uncertain complex time for business. He believes that now it’s not the time for transformation, as businesses are barely performing in this survival mode, yet transformation is exerted when you review your economy and manpower/workforce various capabilities. Accordingly, Nabil came up with a ‘CODE’ for Cultural Transformation; which is Conscious – Organized – Developed – Emotions/Energy. 

Day 26 full panel: https://www.facebook.com/IGamify/videos/554518048569561/

From there, Day 27 was revolving around the question of “Are you searching to raise up with your Startup Personal Development” with 3 amusing professionals. Ahmad Aly El Dabaa the managing director at Ajax Business Solutions and Maha Hamdy an English instructor. 

Maha, as being in the field for 3 years, the most common mistakes she witnesses are underestimating self-confidence and overestimating ego. Based on experience, she supposes that pronunciation always comes first before the accent, and self-study is the best method to develop your English. She gave some advice to enhance your English language:

1- Participate in a conversation club

2- Work on yourself and don’t depend completely on your instructor

3- Volunteer in the PR or the advertising sectors

Ahmad, as experienced storytelling in online videos, recommends to attract views you must utilize the 2 minutes storytelling efficiently in some steps:

1- Giving out a trailer

2- Ordinary world (characters introduction)

3- Inciting incident 

4- Plot twist

5- Resolution/Reflection

Later, Dina Rashad joined the panel. As an interpreter for the news sector on Nile TV, she explained the difference between translation (written) and interpretation (orally) concerning time and job description. Dina sums up 2 qualities that must exist in any interpreter; quick intuitive and smart behavior. Speaking of interpreter challenges, she mentioned some of them, such as; when you don’t understand a sentence the speaker is saying, when the speaker is talking very quickly, different accent, broadcast error, a problem in your settings, and last but not least when the speaker is talking in a topic that is in contradiction with your ethics. In this case, as you are the echo for the speaker, you must be objective and never modify or change the translation to something that matches your beliefs. 

Then the panel shifted to discussing the main question of the panel. Ahmad explained how new businesses or startups adopt the helicopter view; it involves looking at your business as a whole, not just the minute details, to survive during and after COVID 19. While the business carries on its feasibility study, it stumbles upon the ‘risk assessment’, unfortunately, a big percentage of startups ignore this point and therefore can’t guarantee their continuation in the market. Hence, a business owner should put various scenarios and measures regarding risk assessment, as well as building their strategy for the digital transformation. 

Day 27 full panel: https://www.facebook.com/IGamify/videos/698062960737420/

Moamen hosted 3 graduates from FIFA Diploma in Sports Management to add some fun for the 28th day of the panel “The Future of Football after COVID19”. Diaa Salah the Business Development Manager Middle East & North Africa at Sportradar. Abdallah Shehata is an international sports lawyer and member of the International Association of Football Lawyers (AIAF). Khaled Refaat a Specialist at Sports Marketing, Sports Events, and Sports Tourism.

Let us lake a quick look at some of the questions they got…

What are the huge developments during COVID 19 in the legal sector in football? 

Abdallah: For a starter, football has a legal and judicial system, and in recent years, we have witnessed the development and amendment of several regulations at the international level through FIFA. He then summarized the new FIFA guidelines, and the relation between the FIFA salary reduction criteria, the recommendation that the dispute resolution chamber looks at each dispute separately. 

What is the impact of COVID 19 on sports in general and football in particular? 

Diaa: All governments throughout the world preferred the safety of their players and their fans. So, speaking of football as an industry, they faced also challenges like the businesses; some leagues canceled, while others came back with totally different precautionary measures. Another challenge is the endurance of their revenues and their incomes, and thus a lot of negative consequences will occur from the commercial side, workers and players in the field, and broadcasting as well. The impact is extended to lowers tiers too.

What is the impact of clubs’ revenues through COVID 19? 

Khaled: For the first time, the revenues from gates, sponsorships, broadcasting stopped altogether. It’s a precedent that FIFA allows the contract negations between the player or the coach and his club clubs about cost reduction. The sponsorship agreements facing problems after being influenced by the current conditions: they abstain from paying as there are no matches played (facing losses). Hence, it depends on the agreements in the contracts, and in the meantime, there are a couple of problems in the contracts. Nevertheless, the administrators’ role is very crucial to find solutions. 

Later, the 3 experts discussed force majeure in football contracts development and improvement. Afterward, they tackled their expectations for Football and fans post-COVID 19. Diaa believes that still fans are a priority and essential for sports in general, and noticed their adaptation on E-sports/digital sports. While Khaled expects that the professional leagues will be the stronger to make good decisions and keep up from where they left. As for Abdallah, he anticipates the changes in the levels of regulations and drafting contracts.

Day 28 full panel: https://www.facebook.com/IGamify/videos/925744234521192/

For a moment when you hear the word ‘agile’, you just get confused and don’t understand what it has to do with business. Being close and close to the end, Moamen wanted to give you some insights on it under “Creating and Improving Agile Processes within a Team or a Company”. Fady Ismaeel aBusiness Consultant/ SAFe Program Consultant and Mahmoud Ghoz an Agile Coach and Trainer at VIDSCOLA dealt with several points throughout the panel:

  • Experience with an ‘Agile Team’: based on Mahmoud’s previous acquaintance, was that organizations face the problem of wanting to work without clear business objectives. He says that you can promise for efficient conduction of work and to reach the market quickly, but you can’t promise to increase the productivity of employees. While Fady talked about a more personal perspective, for him agile is a mindset rather than a framework, so it’s better to create a network team. 
  • Challenges in a working environment wanting a change: one of the challenges that Fady tackled is companies prefer saturation, start to resist change. As for Mahmoud, it is all about communication; which also generates resistance from the people. He also tackled the necessity of having core working hours and self-organizing teams.
  • Both tackled the importance of agility in teams from different perspectives and the change management process. Introducing something new is hard, so you need to take it slow and try to change the culture of the team itself towards a common value/goal of the company.
  • Fady laid down a strategy to overcome stress, pressure, depression, and panic attacks during this period. He advises the manager to work on building trust and to ease stress and pressure using Servant Leadership philosophy. Agile practices generate confidence and build commitment to the team.
  • Mahmoud specifies a set of things to convey for yourself an environment to be more productive. Inform when you are not available – communicate – get well dressed – invest to have a comfortable office – be clear about your working hours/don’t be accessible 24/7 – don’t take extra appointments for the sake of work-life balance – invest in communication tools and transfer physical tools into digital tools. 
  • A practical piece of advice for people working in the agility field: Fady’s is to invest in yourself to learn and be up-to-date. Mahmoud’s is continuous improvement in yourself, your team, your company, and the system you are working in. Also, get rid of the we-vs-them attitude. 

Day 29 full panelhttps://www.facebook.com/IGamify/videos/2576473702605678/

A sigh…we reached Day 30 with heavy hearts. It was a very unique session concluding many aims for the summit. “Managers Responsibilities during COVID19” presented Mariam Farag the head of Corporate Sustainability & Social Impact at MBC Group, and an award-winning advocate. Together with Amr Fawzi Hamed a business transformation consultant and a certified change manager.

Primarily, both agreed on the importance of storytelling on serval layers for people, especially youth, to accept changes in businesses and other fields. Hence, we are in front of 2 storytelling experts. 

Mariam reflects her experience in managing stakeholders successfully, especially during COVID 19. She recounts creating an empower-hour to communicate virtually with the people and the audience. As that was on the external level, the internal challenge taking into account the presence of psychological and emotional management and communication for the team, upper management, and on a personal level. In the process of reaching my target audience and make my storytelling compelling and connected with them, having a young team is a must. Still having experts and consultants is indispensable. She states that youth are very smart, inceptive, and informed with the trends. Afterward, Mariam stresses on the fundamentality of youth development, demonstrating that all they need is a direction and a mentor. She advises organizations to give them a chance, like internships and jobs, and never keep a piece of useful information from them, in a nutshell, all they need is a real genuine sustainable support. On her part, the issue of Sustainable Development Goals came into the scope and the obligation for companies to build sustainable development programs and have venture capital for their own sake. 

Amr gave details on several tricks with the (s)! He discussed the Change Management with 5Ws, being in a state of uncertainty and anxiety. What he follows in change management is the process of 4Ds (define, design, deploy, detect). Accordingly, to manage change dynamically, use the strategy of the 4Ds but start with the 5Ws. Currently, we are living a cultural shock, there’s a paradox accompanied with the conditions, so cultural transformation post-COVID 19 is not a luxury anymore, it is a necessity. There are cultural components to consider while searching for a cultural change inside the organization; you should be able to communicate efficiently, look at the long-term goals (reshape the future), and prepare the reformation process. Whilst doing so, you have to keep in mind that not all the people have the same capabilities, so don’t stress on those who don’t know how to do all of the above. Amr used the (s) again to manifest the cultural tools using the 4Cs; collaboration, control, competitiveness, and creativity, to look into shaping the origination’s new culture. He adds that it’s a bonus for the team and the business to be very agile and can build networks. He ends with the 3Rs in the crisis management process; which are readiness, response, and recovery.

Day 30 full panelhttps://www.facebook.com/IGamify/videos/1306002646270311/

Wrapping up this virtual summit was incredible and a very special thank for Moamen Said the founder and CEO of I-Gamify, and the one who hosted the 30 days summit! We hope you have enjoyed it as much as we did, also for more related topics you can visit the page itself here on https://www.facebook.com/IGamify

Corporate

Q&A with Yasmine Yehia | MEA Employer Branding Manager at Schneider Electric, Life Coach & Consultant

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Interviewer: Mahmoud Mansi

“To be able to have a strong brand, you need to start from within – you need to have an attractive story to tell so if this is not there, it won’t be the right time for employer branding. I always tell the people I teach employer branding – fix internally first and then you will have something to say externally.”

Yasmine yehia

HR Revolution Middle East Magazine: How would you introduce yourself to the audience?

Yasmine Yehia: I am an Employer Branding expert, a certified life and career coach from the ICF, a public speaker and a certified trainer!

HR Revolution Middle East Magazine: How do you define Employer Branding in your own words?

Yasmine Yehia: Employer Branding is the art of story-telling, each employer has a story to tell, and this story is very useful for those who are interested in the company. A story about values, a story about culture, a story about care – a story about authenticity and uniqueness.

HR Revolution Middle East Magazine: What does an Employer Branding Manager do?

Yasmine Yehia: An Employer Branding Manager is someone who is an expert in storytelling, someone who is also an expert in the employer strategy and people vision and who is talented in showing what differs the employer from any others in the market.

HR Revolution Middle East Magazine: Employer Branding is one of the new global trends in HR, yet still not implemented in several countries and among many organizations. Why do you think some organizations have concerns regarding implementing Employer Branding as a comprehensive initiative?

Yasmine Yehia: I don’t think it is a matter of a concern at all – I think it is a matter of time and maturity. To be able to have a strong brand, you need to start from within – you need to have an attractive story to tell so if this is not there, it won’t be the right time for employer branding. I always tell the people I teach employer branding – fix internally first and then you will have something to say externally.

HR Revolution Middle East Magazine: How do you measure the ROI of your Employer Branding initiatives?

Yasmine Yehia: Oh God, there are zillions of ways to measure the ROI of our initiatives and campaigns, as sophisticated as a brand awareness analysis to as simple as the quality of CVs we’re receiving for open vacancies. Measuring the pride and engagement of employees, measuring engagements and reach on our employer branding social media posts.

HR Revolution Middle East Magazine: Who are your main stakeholders and partners in the Employer Branding process?

Yasmine Yehia: And like I teach in my workshop – Employer Branding is never an independent function, actually we cannot even function or deliver alone, it is a collaborative work between us, HR and Marcom.

HR Revolution Middle East Magazine: Can you share with us one of the challenges you have faced in your current job and how you overcame it?

Yasmine Yehia: Managing a complex region like MEA is quite tough and I think the deep knowledge of each country in the region was my main challenge – what is it that my target audience in each country look for in an employer? I overcame it with loads of study and education and also with using the help of specialized agencies to provide me with the needed reports.

HR Revolution Middle East Magazine: What pieces of advice would you give to organizations who want to empower their employer brand?

Yasmine Yehia: Be authentic! Start from within and have an authentic story to tell. You will reach the hearts of your target audiences effortlessly.

HR Revolution Middle East Magazine: Jessie (if we may call you with your nickname), we are curious what is the first job you ever had and what is the most valuable lesson you have learnt from it?

Yasmine Yehia: My very first job was an IT Recruiter for fortune 1000 companies in USA – I learned the art of assessing and dealing with people, if there is one thing recruitment has given me, it is the strong people skills!

HR Revolution Middle East Magazine: You are also a certified Life Coach, how does this help you in your role in HR?

Yasmine Yehia: In both HR and Employer Branding your main customer and target audience is people, right? A life coach listens to so many people, to their issues and struggles, it makes you a people person by heart – it gives you the perfect listening skills and it strengthens the way you interact and communicate with people, and this is exactly what you need as an HRian!

HR Revolution Middle East Magazine: As a Life Coach, what advices do you have to professionals who want to sustain a work-life balance? Do we all need to have a work-life balance?

Yasmine Yehia: YES, we all need a work life balance definitely – you need time for yourself, to recharge, reflect and develop. I’d tell them, make the time for yourself a priority – do not miss it, this time is actually good for your work too because you will always have the right energy to continue. If there is a learning lesson from 2020, it is the importance of our mental health. Have a routine and this routine must include time for yourself!

HR Revolution Middle East Magazine: As a Career Coach, how do you think Covid-19 impacted the employment market?

Yasmine Yehia: Well, from what I see from my clients – so many people are thinking to shift careers post covid-19. Some of them must because they lost their jobs and some of them realized the importance of mental health, so they decided to leave a very stressful career. I think moving forward companies will have to learn to be flexible in their hiring process and start accepting candidates having the right skills for a job rather than a big number of years of experience! It is hiring for talents not years! People also need to be more resilient and smart in using their skills.

HR Revolution Middle East Magazine: Finally, as a Trainer – why do you think personal branding is very important? We know you teach the topic.

Yasmine Yehia: In a world that has gone totally virtual – people need to learn how to build a strong personal brand online, it is how you will smartly use your skills and get paid for it! You no longer have the big chance to meet your recruiters face to face, following the new ways of working, we are heading towards working from home and flexible hours more, your personal brand is the only thing that will differentiate you in the market and open doors for you.

HR Revolution Middle East Magazine: Thank you for your time, would you like to say anything?

Yasmine Yehia: Thank you for having me – I hope I continue inspiring those interested in the employer branding career!

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Magazine

Stevie Awards Winners’ Articles Series – Eng. Abeer Mahmoud Ramadna

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“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government sector” Eng. Abeer Mahmoud Ramadna

Winner Name: Eng.  Abeer Mahmoud Ramadna

Winner Title: Director Assistance for Control & Inspection for Economic Activities at Ministry of Industry & Trade in Jordan

Winning categories:

  1. The Gold Stevie Winner in the category “the most innovative Communications Professional of the year “
  2. The Silver Stevie Winner in the category “Innovation in Community Relations or public Services Communications”
  3. The Bronze Stevie Winner in the category “Innovative Management in Government – Organizations with 100 or more employees”
Brief Biography about the Winner:

Abeer Ramadna is the Director assistant of control and inspection unit at the Ministry of Industry, Trade, and Supply (MIT) in Jordan, she has a Master Degree in Industrial Engineering- Engineering Administration / University of Jordan with “excellent degree”. Abeer has 20 years of experience in private and public sectors, and is a focal point for UNIDO at MIT in Jordan. Abeer is a certified Management development Expert from ITC/ Vienna in 2005, a certified Export Consultant to EU from CBI/Netherland in 2007, certified Lead Auditor for Quality Management ISO 9001:2015, a certified Engineer Expert in Quality and Environmental Management systems in 2018 and a certified EFQM Assessor from EFQM in 2019. Eng. Abeer has a wide professional expertise in many fields that allow her to provide consultations to the organizations in various fields including Quality Management, Environmental Management, preparing industrial polices, strategies and plans, Inspection polices, Monitoring & Evaluation systems, implementing the ISO9001, ISO14001 ISO14040s standards, and conducting technical industrial sectors studies.

Eng. Abeer won three Stevie Awards from three different categories after participation in Middle East Stevie Awards in 2020, these are:

  1. Gold Stevie Winner in a category:” The Most Innovative Communications Professional of the Year”. These categories honor the most innovation in communications practice, management, and use of technology.
  2. Silver Stevie Winner in a category: “Award for Innovation in Community Relations or Public Service Communications”. These categories honor innovation in communications practice, management, and use of technology in the public sector.
  3. Bronze Stevie Winner in a category: “Award for Innovative Management in Government “. These categories honor innovation in executive management including the Award for Innovative Management in a number of industry sectors.

Abeer has been published scientific papers in one of the world accredited journals in E-government. Titled “Barriers to E-Government Adoption in Jordanian Organizations from Users’ and Employees’ Perspectives” in 2017, the link is:

https://www.igi-global.com/article/barriers-to-e-government-adoption-in-jordanian-organizations-from-users-and-employees-perspectives/181280

and published another scientific paper titled: “SEM approach to determine factors affecting e-government success in Jordan”,  the link is:

https://www.researchgate.net/publication/333488499_SEM_approach _to_determine_factors_affecting_e-government_success_in_Jordan

She was selected as a Judge at the Best Jordanian chemical product Award in all three cycles of it during 2015 to 2020, Judge in the 2019 management & entrepreneur Awards categories judging committee Stevie Awards, and Judge at the best industrial engineering project for the Jordanian universities in 2019. She participated in several national and International conferences, meetings and presented papers, as a representative of the MIT / Jordan.

https://www.facebook.com/abeer.ramadna

http://linkedin.com/in/abeer-ramadna-msc-ie-pe-cbi-em-itc-mde-66928170

https://stevieawards.com/ar/mena/eng-abeer-ramadna-2

http://jordanembassyus.org/news/jordanian-engineer-wins-three-middle-east-stevie-awards?fbclid=IwAR2iBj4P8uHERE_Q2Yf-hatk2yJ-bGeq1g8MaYPIz_HJ42HqUyA6UCPehdM

Stevie Award winning Case Study:

  • Developing action plans of inspection development to governmental institutions (Inspectorates) work in fields of health, Environment, labor, safety for economic sectors in Jordan.
  • Supervision of developing Electronic Inspection System for governmental inspectorates.
  •  Conduct many awareness workshops for governmental inspectorates and for private sector institutions.
  • Conduct many workshops and training sessions as A National trainer of trainers in the shaping of future studies.
  • Secretariat of higher committee for Inspection development of Economic Activates that consists from high level management in governmental inspectorates.
  • Abeer is trusted as a competent team leader and confident expert in Quality management & Inspection systems
  • Abeer conducted in 2018 a study titled the Industrial engineering in the government sector in Jordan, current situation and future opportunities and present it in the 2nd International Conference on Industrial Systems & Manufacturing Engineering (ISME’19) Nov, 11-12, 2019 in Amman.
  • Abeer was chosen after a series of selection process as one of the National participants in the Civil Service Development Program in Jordan and attended all phases including the leadership and developing high performance teams at the Royal Military Academy Sandhurst UK during 2019.

Eng. Abeer Mahmoud Ramadna “Continuing to contribute achievements and make positive impacts are goals that are achievable with the presence of strong & positive attitude, self-motivated character & determination.”

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Civil Work

مقابلة صحفية مع إيناس عبدالقادر – مهندسة نسيج ومتحدثة في مؤتمر تيدكس وادمدني بالسودان

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صحافة: محمود منسي

ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن نفسك وأعمالك؟

مهندسة نسيج حاصلة على درجة الماجستير في هندسة النسيج (إعادة تدوير مخلفات النسيج)، من جامعة الجزيرة بالسودان.. عملي مستقل كموظفة ذاتية في مجال التصميم والبحث العلمي.. بالإضافة إلى أنني أعمل في قسم التسويق في مصنع لأكياس القماش غير المنسوجة.. وقد أصبحت القضايا البيئية جزءًا من شغفي نتيجة لذلك قمت بتأسيس شركة ريتيكس التي تعمل في إعادة تدوير مخلفات الملابس، حيث أثر فيروس كوفيد على العالم كله.

وأنشأنا مبادرة

(SudaHope)

و كانت نتيجة لتغيير جزء من خط الإنتاج لدينا إلى إنتاج أقنعة الوجه… وبالمزيد من التفكير في ريادة الأعمال كأداة يمكن أن تساعد الناس في تحسين حياتهم ، شاركت في تأسيس مبادرة

 (Business Master)

 لمساعدة أصحاب (الأعمال الصغيرة).. حظيت بالتحدث على منصة تيدكس ودمدني في 2019.. أعتقد أن أي شخص في هذا العالم يمكن أن يوفر تأثيرًا اجتماعيًا أو بيئيًا وأنا أفعل ما بوسعي للمساعدة في نجاح المبادرات المذكورة أعلاه.

ثورة الموارد البشرية: كيف يؤثر عملك على المجتمع والبيئة؟

أنا اعمل في مجال إعادة التدوير لمخلفات المنسوجات والأقمشة، ولهذا المجال العديد من الآثار على البيئة والمجتمع حيث نعمل علي خلق فرص عمل جديدة وتحسين مستوى الاقتصاد المحلي. ونظراً لمشاركتي في عدد من برامج تنمية وتطوير المجتمع أهمها (برنامج القيادات الشابة من الأمم المتحدة وعدد من برامج ريادة الأعمال من المجلس الثقافي البريطاني)، فأنا الآن اعمل على نقل هذه الخبرات التي اكتسبتها من تلك البرامج إلي عدد كبير من الشباب والعمل على تطوير مهاراتهم ليكونوا جيلاً مهتماً بريادة الأعمال ومشاريع تنمية البلاد.

ثورة الموارد البشرية: من خلال خبرتك ومن منظورك الشخصي ما هي التحديات التي تواجه بيئة العمل بالسودان؟ ما هي مقترحاتك للتعامل مع تلك التحديات؟

إن من خلال تعاملي مع عدد من المؤسسات الحكومية والخاصة في السودان لاحظت أن معظم المشاكل التي تواجه هذه المؤسسات هي عدم الاختيار السليم للموظفين بمعنى عدم وجود الشخص المناسب في المكان المناسب، ويرجع ذلك إلى عدد من الأسباب أهمها الوساطة والمحسوبية وعدم وجود تعريفات محدده للوظائف، كما أن من التحديات التي تواجه مكان العمل عدم احترام الوقت في بعض الأحيان وعدم وجود توافق بين الموظفين في المكان الواحد.

يمكن التغلب على هذه التحديات بتوظيف الأشخاص حسب تخصصاتهم وخبراتهم في المجال المعين، وكذلك التوعية بالحفاظ على الوقت وزيادة الوعي بأهمية روح الفريق الواحد ونتائجها على العمل.

ثورة الموارد البشرية: كنتي من ضمن المتحدثات بمؤتمر تيدكس وادمدني بالسودان، ماذا كان محور موضوعك؟

في عام 2019 كنت أحد المتحدثات في مؤتمر تيدكس ودمدني، وقد كان أحد أهم أهدافي أن اصعد على مسرح تيدكس ودمدني وأشارك الجميع موضوعاً يعتبر من أهم المواضيع في السودان ولكن لا يتم التطرق إليه إلا وهو موضوع نفايات؛ الأقمشة والمنسوجات وأهمية إعادة تدويرها، تكمن أهمية هذا الموضوع في انه يؤثر بصورة مباشرة على الإنسان والمجتمع ككل والبيئة المحيطة.

وعندما يتم إعادة تدوير هذه المخلفات والاستفادة منها فإنها تنتج لنا بيئة نظيفة وصحية خالية من النفايات كما أن هذا المجال يوفر عدد كبير من فرص العمل للشباب، كما أن مثل هذه المشاريع تدعم الاقتصادي المحلي للدولة.

ثورة الموارد البشرية: ما هي النشاطات الأكثر شغفاً لكي؟

من أهم النشاطات التي أحب القيام بها هي مساعدة الآخرين في تطوير أنفسهم وتحفيزهم على ذلك سواء كان ذلك عن طريق المساعدة بالتدريب أو التوجيه والإرشاد أو التوعية أو حتى عن طريق منحهم الطاقة الإيجابية التي تمنحهم ثقة في أنفسهم.

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما الذي يجعل منصة تيدكس مميزة؟

تيدكس من أهم المنصات العالمية التي يجب على الجميع أن يكونوا على دراية كاملة بها لما تقدمه من محتوى يفيد الجميع في حياتهم، خاصة أنها لا تنحصر في مجال معين بل إنها تشمل العلم والتكنولوجيا والإبداع والترفيه والكثير الكثير من المجالات التي تهم الناس وتجعل حياتهم أفضل، أنا أرى أن تيدكس هي منصة التعليم الإلكتروني الأولى في العالم.

ثورة الموارد البشرية: هل يمكن أن تقصي علينا تجربة أو موقف قد مررتي به وتعلمتي منه درساً في الحياة؟

في حياتنا اليومية نقابل عدد من الأشخاص ونخوض العديد من التجارب وبالنتيجة يؤثر كل ذلك علينا ويغير طباعنا وطريقة تفكيرنا وحكمنا على الأشياء والأشخاص، ومن أعظم التجارب التي مررت بها هي تجربة مشاركتي في مؤتمر تيدكس ودمدني حيث أنني كنت من الأشخاص الذين تنتابهم الرهبة والخوف من الجمهور ولكن وبعد الصعود على المسرح وبمرور أول دقائق شعرت بتقبل الجمهور لي واستماعهم لي بعناية كبيرة ومن بعد تلك التجربة أصبحت أكثر ثقة في نفسي وزادت مقدرتي على مواجهة الجمهور وبدأت بتدريب وتحفيز العديد من الأشخاص في عدد من المجالات وأهم ما انصح به دائماً أن يواجهه الإنسان مخاوفه ويتحدي نفسه وعندها سيندهش بالنتيجة.

ثورة الموارد البشرية: ربما مفهوم “القيادة” يختلف من عصر إلا آخر بل أحياناً يختلف من شخص إلى آخر، ما هو مفهومك الشخصي للقيادة؟

إن نجاح مفهوم القيادة في الوضع الحالي يتعلق بصورة مباشرة بطريقة تفكير الأشخاص، والطريقة التي يشعرون بها، وتصرفهم بطريقة مسؤولة. فهي أكثر من كونها كاريزما أو شيء يمكن تعلمه بثلاث خطوات سهلة أو من خلال أحد البرنامج. حيث تتطلب القيادة القوية التطوير باستمرار. وليس بالضرورة أن يتمتع الأشخاص الأذكياء بالحكمة. ولكن بإمكانهم أن يتعلموا كيفية إيجاد سبل للتعامل مع التجارب الصعبة من خلال معرفة أنفسهم. كما أن العصر الحالي يعتمد على التفكير خارج الصندوق وإيجاد الحلول الإبداعية لجميع المشكلات التي تواجه الشخص القائد أو فريق العمل لدية.

ثورة الموارد البشرية: هل يمكن أن نتناول أحد التحديات التي قد مررت بها خلال حياتك العملية؟

في بداية هذا العام كنا نعمل على إنشاء ورشة لتصنيع الملابس الجاهزة وإعادة تدوير مخلفات المنسوجات، ولكن ومع ظهور فيروس (Covid19) توقف هذا العمل نظراً لتوقف الأسواق عن العمل ولم نتمكن من شراء كافة الاحتياجات الأساسية لبدء المشروع.

لم نتوقف عن العمل بل بدأنا بتحويل فكرة المشروع وتأسيس مبادرة تهتم بتصنيع الكمامات عن طريق الخياطين الذين توقفت أعمالهم وبذلك خلقنا لهم فرص عمل جديدة ووفرنا للجميع أهم وسيلة للوقاية من فيروس (Covid19).

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما هي التهديدات التي تواجة إقتصاد السودان؟ وما هي مقترحاتك الاستراتيجية لتجنب المخاطر؟

إن الوضع الحالي في السودان غير مستقر في معظم القطاعات خاصة القطاع الاقتصادي وهذا القطاع يؤثر على جميع طبقات المجتمع باختلافها ومن أهم الاقتراحات الإستراتيجية التي يجب أن تطبق على البلاد هي أن نعمل على إصلاح المجتمع السوداني نفسه من خلال تكثيف التوعية والاهتمام بالأفراد وتوفير سبل العيش الكريم لهم، كما يجب أن يراعي أن السودان يحتوي على اختلافات كبيرة جداً بين الناس وعادة ما لا يتقبل أحد رأي الآخر أو توحيد الجهود مع بعضهم البعض لذلك فإن عمليات التوعية للأفراد والمجتمعات تخلق جيلاً أفضل ويعمل على نهضة البلاد.

ومن ثم إعادة النظر في السياسات الدولية للسودان وتحسين العلاقات الخارجية للبلاد، ومن أهم هذه الاقتراحات هي أن يُمحي أسم السودان من قائمة الدول الراعية للإرهاب.

ثورة الموارد البشرية: ما هي نصيحتك لمن يبغى التحدث بموؤتمر تيدكس؟

أنا أحب دائماً تشجيع أصدقائي أن يتابعوا كل الفيديوهات التي تطرح في منصة تيدكس، كما أشجعهم أن يكونوا حضورا لعدد من المؤتمرات وأحداث تيدكس في السودان خاصة تيدكس ودمدني، وبالفعل شجعت صديقتي حتى كانت أحد المتحدثين في المؤتمر السابق والآن أساعد ثلاثة من أصدقائي أن يكونوا متحدثين في المؤتمر القادم.

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