Connect with us
Subscribe

Interviews

Interview with Amir Hegazi – Author of Startup Arabia

Published

on

Interviewer: Mahmoud Mansi

If you’re stuck in a job and you can’t get what you want, venture to do something on the side or eventually full-time on your own that gets you what you want. In other words, you want something, go find a way to get it. Don’t wait forever for things or people to give you what you want, go earn them… make things happen.”

Amir Hegazi

Author | Business Leader | Entrepreneur

AMIR’S STORY

“I was born in Alexandria, Egypt, where I grew up till age of thirteen before relocating to the U.S. and attending high school and California States and New York Universities, where I studied pre-law and entrepreneurship studies. So, you can say I was always passionate about business and entrepreneurship and the startup world, which was only cultivated by working at such exciting companies as JumpTV, Souq.com, and into MENA Group, working and living mainly between Dubai, Los Angeles, Toronto, and New York.”

THE INTERVIEW

1- HR Revolution Middle East: Amir we are grateful to interview you at HR Revolution. Can you share with the readers the idea behind your book? How did the inspiration to writing come in the first place?

Amir Hegazi: Thank you for the opportunity, my pleasure! As far as the initial inspiration for Startup Arabia goes, it was really the genesis of two events: the first took place back in December 2012, when I attended The Global Entrepreneurship Summit (GES) in Dubai and heard Fadi Ghandour speak passionately about the “youth bulge” and the 100 million projected unemployed youth in the region by 2020, and instinctively recognized the dire ramifications of such mass unemployment, not just on individuals’ quality of life and the economic climate in general, but practically on all aspects of society, on the entire well-being of nations and the region as a whole.

The second event that triggered my interest in writing this book, which happened four years later, was the Amazon acquisition of Souq.com in March 2017. Prior, I was a top executive at Souq reporting to Ronaldo Mouchawar, one of the top visionaries in the region and a true entrepreneur in every sense of the word. Ronaldo instilled in the team a culture of making an impact, or “making history” as we liked to say internally. For me as I know for many of us at Souq.com, Souq.com represented something special that went well beyond providing a great value to our customers, it was out to break a mental barrier of some sort that can be best described as “it can happen here.”

That’s when I realized the urgent need to create a product that help educate and inspire the next generation of entrepreneurs in the region, utilizing existing local success stories that are relatable, insightful, and uplifting. Hence, I set out to capture the stories and advice of 22 of the top tech entrepreneurs across the Arab world under one title, Startup Arabia.

2- HR Revolution Middle East: You have interviewed many entrepreneurs in order to form this excellent book. I am sure there are countless startups out there that are quite exquisite, so what was your criteria for selection?

Amir Hegazi: I had an extensive criterion for selection– first, they had to be founders or co-founders, as I felt I wanted to capture the experience of someone who built something from the ground up versus someone who comes in at a later stage as say a seasoned executive, not to take away from the accomplishment of the latter. Still, there’s something magical about creating something from nothing or is now commonly referred to as going from “zero to one” to quote Peter Thiel excellent book with same title.

Second, they must have had established a great business, have had an exciting and interesting success story, and are articulate and generous enough to share.

Third, I deliberately chose entrepreneurs who are passionate about being active participants and contributors to the startup ecosystem. And saw their role to extend beyond achieving financial success, but also to make positive social impact.

Finally, I tried as much as possible to present a wide array of “types” of entrepreneurs from different gender, age, background, nationalities, location, industries, stage of development, etc. I even looked for diversity in terms of subtle and intangible things like personality type, style, etc. I aimed to provide a multi-lens approach than a one-dimensional one-size fits all one. I felt that different readers will relate to and learn more from some than others, so I went about covering a wide spectrum of entrepreneurs and startups.

3- HR Revolution Middle East: Since you have personally interviewed each of those leaders, what’s the one lesson you observed?

Amir Hegazi: There are countless lessons, but if I had to boil down to one essential must-have trait, it would be that they are driven by much greater force than financial gain. I can’t say exactly that financial success is not part of their motivation, because clearly it is, it has to be. After all, as an entrepreneur, you’re building a commercial venture that needs and aims, by definition, to be profitable, sustain itself, and reward its founders, staff, investors, and other stakeholders handsomely for their commitment and effort. No one wants to or aspire to work in a cash/resource draining organization of any kind, even if it’s non-profit per se. Nevertheless, they are clearly all deeply committed to a personal cause they’re passionate about, typically solving a massive problem or a major economic inefficiency in the market. Typically, I found, they deeply relate to customer pain and genuinely would like to help. At their core, they’re all trying to bring about positive change for the world and for themselves. In that sense, they’re after something bigger than themselves with the potential for massive and lasting impact.

4- HR Revolution Middle East: This book is clearly a complicated project, so from a project management perspective, what’s your advice to someone who is considering taking a complex project, in terms of pre-planning and avoiding or overcoming such challenges as “project creep”, etc.?

Amir Hegazi: Writing a book or taking on any complex, seemingly overwhelming project whether its building an app, learning a new subject, or creating a business plan comes down to a simple “divide and conquer” approach. You have to be able to break your so called “complex project” into bite size, manageable tasks that you can focus on completing one at a time. You begin by doing task A and only worry about task A, task B doesn’t exist for now. Then you move on task B and forget about tasks A and C, and so on. Then when you’re done with these tasks say A to Z, then you step back and organize these “puzzle” pieces into a coherent whole.

Having said that, the key underlaying pre-requisite to getting you setup for success and focused on the right tasks is to pre-think and pre-plan your project. Without a very strong, focused intention why you’re doing what you intend to do and what you’re seeking to accomplish in terms of outcome, your ship is likely to stray off target and that’s when you have “project creep”. As a captain of your ship, you have to always steer ship back on target by always keeping that target in front of your eyes. You take your eye off target for too long, then ship gets off course. The same is true for any project you undertake, as was the case with writing Startup Arabia.

I set out to educate and inspire MENA entrepreneurs, so that entails providing insightful stories that touch on all the key topics of starting and scaling a new company and the inherit challenges entrepreneurs face in the region. It also needed to be motivational and even entertaining, unlike say a text book. It also had to resonate with the readers via local success stories from local, likable, and articulate entrepreneurs. Once I was clear on the vision of the final product, which is something you visualize and plan, then the rest seem to fall in place and it’s just a matter of again dividing and conquering.

If you’re at the outset of a new project, I recommend you start with a broad intention of what you’re trying to do, try to capture in one sentence, that’s your “direction” so to speak. Then zoom in more into more focused “path”, so then decide on “highway” you need to take and finally which “lane” you choose. But it all starts with that broad intention and statement of purpose that sets you on the right track.

Of course, easier said than done, but it can be done!

5- HR Revolution Middle East: I am curious, what was the first job you ever had, and what did you learn most from it?

Amir Hegazi: Funny you ask, you can say my father was my first employer. I was just 5 years old and my father owned an apparel boutique store and I was put in charge of folding and stacking t-shirts and jeans, and placing on shelves. I resented having to work after school, but I also realized that the faster I can complete my tasks, the sooner I get to watch cartoons. So, I came quite proficient at it working diligently against the clock, so what used to take 2-3 hours to complete, I was able to finish in an hour or less. It was a good lesson—though of course I didn’t know at the time that it was a lesson—in the value of focus and speed on output and productivity.

I should also mention that during the same period, I went on a semi-strike when my father had turned down my request to buy me some new toys. So, following my father’s business best practices, I decided to set shop within a shop. I gathered all my unwanted toys and laid on a table to showcase and started selling, I remember placing a sign I borrowed from the store that said “Sale”. So, I was off and running selling toys, like a real small-time entrepreneur, both literally (I must have stood barely at 100 cm. tall) and figuratively. And when I gathered enough money, I went and got some new toys, mainly matchbox cars which I was obsessed with as a child. I guess lesson learned here, in retrospect of course, is if you’re stuck in a job and you can’t get what you want, venture to do something on the side or eventually full-time on your own that gets you what you want. In other words, you want something, go find a way to get it. Don’t wait forever for things or people to give you what you want, go earn them… make things happen. That was invaluable lesson to say the least.

6- HR Revolution Middle East: From your experience and observation, what can organizations learn from startups?

Amir Hegazi: There’s a lots organizations can learn from startups, least of which being frugal, testing quickly and inexpensively, being responsive to customer/market needs. Great, promising ideas from front line folks in organizations, who are often at the pulse of customers’ pain points and market demands, often get killed early on without even getting a hearing due the high bar that’s required of them internally within large organizations.

Not every new idea needs to be green-lighted by top management, formalized into a project, assigned resources, or get funded within an organization to get tested on small scale to validate; there needs to be agile practices within an organization where there is a small budget within organizations and freedom to test new ideas quickly and affordably and tweak as needed, before surfacing promising ones to management. Often what happens is you have staff member A who’s low on the command chain, who gets assigned a task amongst dozens or even hundreds of colleagues within same the department, before stepping back and identifying a major flaw in the system or a major breakthrough, or at least a glimpse of something promising. Given their low-rank in the organization, their suggestions are either dismissed or worse, they’re accused of being “unfocused” working on tasks outside their job scope.

Organizations need to build a forum where new ideas that fit within the company mission and objectives, and capitalize on the company strengths are encouraged, nurtured, and given the support they need to grow. The alternative is organizations stay stuck in their own ways, not learning or being responsive to customer needs or market demands fast enough, and eventually lose grounds, and eventually get disrupted by innovative startups. Case in point, established taxi organizations Vs. ridesharing services such as Careem and Uber. There are countess other examples, practically in every industry.

7- HR Revolution Middle East: How important is the role of tech education and digital transformation in today’s organizations and do you see a positive movement in that direction?

Amir Hegazi: I think there is definitely a positive movement on the tech education front in the region, most notably the ever-growing tech talent pool in the region, which has been a major bottleneck for quite some time and continues to be though to a significantly lesser degree. The shortage of qualified engineers, developers, and designers has historically seriously hindered the tech ecosystem, whereas, we are seeing some progress on that front. Granted it is still not where it needs to be to be regionally self-sufficient and no longer a limiting factor to startup and corporate growth, there are few promising digital transformation initiatives on the education front happening.

One initiative that comes to mind is Misk Academy, which was launched in summer in 2018 in Saudi Arabia in partnership with General Assembly, a world-renowned innovative education provider. The program focuses on offering “skills for twenty-first century” education in critical and timely tech-related areas, such as UX design, data science, software and app development, user experience, etc. It’s a clear example of how governments, or corporations for that matter, can be pro-active in educating their community about timely digital and technology skills and stay ahead of the curve.

8- HR Revolution Middle East: What is your future plans for Startup Arabia?

Amir Hegazi: I’m working with my publisher, Nahdet Misr, who have been extremely supportive on expanding the awareness and distribution of the book into new markets and platforms, including universities, high schools, NGO’s, events, incubators, and other channels where it can give book exposure it needs to its target readers, being entrepreneurs or anyone who is working in startup most particularly.

We’re expecting the Arabic version to be released in Jan, 2019, so that’s quite exciting. We are also looking into converting book into audiobook for both English and Arabic version, so there is a lot of work ahead to capitalize on the amazing stories in the book and spread the word to mass audience and get in the hands of those who need it most and help them in create their own success stories. Please stay tuned.

THANK YOU

www.StartupArabiaBook.com

Corporate

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

Published

on

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!

Continue Reading

Civil Work

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

Published

on

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.

Continue Reading

Interviews

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

Published

on

Interviewer: Mahmoud Mansi

“After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.”

Germeen El Manadily

1- HR Revolution Middle East Magazine: Germeen, you have successfully worked in many different careers, can you tell us more about your journey?

Germeen El Manadily: I started my journey during college days, I have 12 years of work experience. I have BA from Alexandria University, and currently working on my Master’s degree in the influence of digital marketing on social development.

I worked 6 years as a publisher for a Swiss Publishing House, where I was fortunate enough to be introduced to the magical world of publishing and books. During these years we successfully published for many authors. I published more than 40 books in many languages, my first was the autobiography of the Egyptian feminist “Nawal Elsadawy.” 

I also worked on translation and publishing projects of books written by Egyptian authors, such as Youssef Idris, Salah Jahin, Abdel Rahman el Abnoudi, and Ibrahim Abdel Meguid. I contracted with Dr. Mahmoud Al-Dabaa, to translate his book, “The Culture, Identity and Arab Awareness.”

As for children’s literature, I had the opportunity to translate the original text of “The Brothers Grimm” into four languages. In addition, I worked on the production of the children’s travel literature book, “Adventures of Rouge and the Mystery of the Papyrus.”

I also spearheaded an initiative aiming at discovering new writing talents.

Finally ending my publishing career, I was the chapter head of the Middle East.

My other hat is working as a TV presenter in a weekly show at Orbit TV network, focusing on general social topics, as women rights, and career coaching.

I was chosen to speak as a motivational speaker at TEDxCIC, UN Women & Arab’s League Innovation (Her Story), and the French Institute panel in the women’s international day.

I recently shifted my career to become a digital marketing and communication expert.

My short-term plan is to make my own fingerprint in this challenging field and establish my own digital marketing firm covering Africa and the Middle East.

2- HR Revolution Middle East Magazine: Can you please tell us what did you love most in each job and also a lesson that you have learnt from each?

Germeen El Manadily: As a Publisher, I loved the fact of shedding the light on hidden people’s talent in writing, developing their skills, and giving them the opportunity to be introduced to the world. Being a TV presenter, I was introduced to a completely different community which gave me the chance to represent women of my age to the world. Currently, I find the digital marketing field very interesting as you play a major role in business development in a variety of fields; hence, in digital marketing you have the capability to be introduced to multiple fields at the same time, and you have to understand, compete, and plan a strategic map to grow this business in a specific period of time.

3- HR Revolution Middle East Magazine: As a TV Presenter you do a lot of multi-tasking even if on air. Can you please tell us what was the most challenging thing about that job?

Germeen El Manadily: Time is the most challenging thing as a TV presenter. You must be able to communicate your ideas with your audience effectively in a specific period.

4- HR Revolution Middle East Magazine: As you have worked 6 years in publishing, what do you believe are the common challenges facing this industry these days? What are your advice and suggested solutions?

Germeen El Manadily: Translation is a major defect in the field of publishing. Considering foreign literature occupies a big portion of the Middle East market. Professional translation needs to be further developed.

5- HR Revolution Middle East Magazine: As a Digital Marketing Expert, how do you believe this profession is especially important in today’s business world?

Germeen El Manadily: After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.

6- HR Revolution Middle East Magazine: Since your next plan is to establish your own startup, what are the skills, talents, and personalities that you will be looking for in the market to recruit?

Germeen El Manadily: Creativity and time orientation in applicants.

7- HR Revolution Middle East Magazine: At such age you have accomplished many things in your career, what about your personal life? Tell us a personal challenge that you have faced in your life and how did you overcome it and what did you learn from it?

Germeen El Manadily: Leaving my home city and family at my early years of life to start my business journey. Aiming high in my life and trying to hit my targets was my driving force for these challenges. Nothing is impossible.

8- HR Revolution Middle East Magazine: Last but not least, as a Leader, how do you work on motivating yourself and sustaining your happiness at work?

Germeen El Manadily: Self-reward is the key in keeping your motivation up and building your self-esteem.

Thank You

Continue Reading

Recent Posts

Articles5 days ago

Stevie Awards Winners’ Articles Series – Boehringer Ingelheim

“We are powered by people, we share a common purpose that drives everything we do, we serve mankind by improving...

Corporate1 week ago

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

Interviewer: Mahmoud Mansi “To be able to have a strong brand, you need to start from within – you need...

Magazine2 weeks ago

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

“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government...

Civil Work2 weeks ago

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

صحافة: محمود منسي ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن...

Articles2 weeks ago

Stevie Awards Winners’ Articles Series – Asiacell

“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities...

Interviews3 weeks ago

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

Interviewer: Mahmoud Mansi “After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence...

Interviews3 weeks ago

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need...

Interviews3 weeks ago

Q&A with Mahmoud Sami Ramadan – Digital Advertising Specialist, Dubai

Interviewer: Mahmoud Mansi “I am going around and discovering and jumping from one field to another, to be able to...

Articles4 weeks ago

Qisaty Project & Developing Talent in Children with Special Needs in Egypt

Edited By: Mahmoud Mansi Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support...

Articles1 month ago

Stevie Awards Winners’ Articles Series – Kuveyt Türk Participation Bank Case

“Each institution’s culture is unique. Employee culture and corporate culture should create a common blend” Nomination: Stevie Internal Communication Bronze...

Categories

Trending