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Interview with Calisto Lemashon ~ Film Producer – Fulbright Fellow, Columbia College Chicago

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INTERVIEWER: Jonathan Bii

It’s that constant learning experience which hiring managers need to be more conversant with, especially with our generation where growth in an organization will keep the creatives as opposed to them not feeling challenged in the workplace and not learning anything new…

Calisto Lemashon

About the Interviewee

My name is Calisto Lemashon Ololngojine,Fulbright Fellow, MFA. I am a creative producer in film, television and transmedia. I have a deep passion in empowering communities through use of content and media platforms. I believe that for change to take place the community has to be involved and mobilized. My purpose in life, at this time, is to be the best father to my son and build a viable content production infrastructure in Africa to influence the development of a new wave of African film grammar. My mission is to be a change agent or at least try to foster change in people and organizations I work with.

THE INTERVIEW

  1. HR Revolution Middle East Magazine: On your Linkedin profile, I found a quote you took from Robin Williams in the Dead Poets Society, you wrote, “Carpe diem. Seize the day boys. Make your lives extraordinary.” What does this quote mean to you and why?

Calisto Lemashon: Growing up I had a few great influences my family being one and then there was the Film by Peter Weir and starring Robin Williams from the Dead Poets Society. It’s one of those films I watched a couple of times well into my adult life. One of the main reasons I quoted it, is that it is practical in my life. I never saw myself as ordinary but extraordinary, I would always have an alternative view which involved asking a lot of questions. It’s that curiosity of constantly seeking and questioning, especially on authority or systems which had been in place for long. Seizing the day like in the Dead poet’s society is my own act of rebellion, my own sense of do something different and evaluate yourself later based on that new idea or concept. I believe that we only fall forward never backwards. So I seize the day and make it my own and if I fail I learn from it.

  1. HR Revolution Middle East Magazine: Strangely enough, a lot of people do not have a clue what a Film Producer does; could you please tell us what you technically do?

Calisto Lemashon: A producer wears many hats especially in the film industry as well as TV. They are the backbone of the whole idea; from concept, production to screening and distribution. A film producer is a networking guru as they find financing and ensure the production stays within the approved budget. A producer identifies the idea or story they would want to produce into a film and they find the money. They then acquire the rights; if it not an original concept and attach a director or writer. Before that they try and get as many people who can fund the idea on board. If all goes well the idea moves to the writing phase (script), to casting, to picture then all the way to post production, festivals and distribution. The producer plays the role of a manager as well as a creative. They hire everyone on the set, even if it’s not directly and are responsible for the last edit which you watch when you go to a cinema; called the Producers Cut.

There are various levels to producers so I’m a creative producer, but I also have expertise in being a line producer as well as various other production roles within a filming set such as 1st and 2nd Assistant Director and Production manager. The role of the producer however slightly changes in a television setting as the producer plays a core role in the creative process.

  1. HR Revolution Middle East Magazine: You are a Fulbright fellow, a very proud accomplishment, and a graduate student of Creative Arts + Science and Creative Producing at Columbia College-Chicago, how did you get into the program and how can other aspiring film makers get involved?

Calisto Lemashon: Fulbright is such an incredible program and family to be a part of. I feel honored to have got selected as it opened me up to understanding more of how the world works especially in cultural relations. Fulbright has a high number of individuals who have impacted the world greatly including heads of state, 82 Pulitzer winners and up to 57 Nobel Prize winners. My story was interesting in that I applied twice to get in the Fulbright program. The 1st time I wasn’t as successful, I didn’t give up and I did make it the 2nd time. Part of the programs value is that of paring you with an institution which would build your skills further. Columbia College Chicago is one of a few institutions offering an MFA in Creative production. I feel like most of the filmmakers especially in Africa and other developing countries have the unique challenge of understanding what role they should play in film or television. My advice would be to first identify what you want to do, is it Producing, Directing, writing for the screen or even being a cinematographer? All of the roles I have mentioned are core for any film production and one must know what their talents and passions lie before progressing to do any program. If you don’t have a passion for something even if you can do it well then it won’t be fulfilling. Filmmaking is a hard career it looks easy but the work which goes into that 90 minutes is years of work so you better be passionate about that and Columbia College Chicago program helps shape you through so many practical and hands-on situations in film that you will eventually ‘Live what you love’.

  1. HR Revolution Middle East Magazine: A film you help produced in 2014 won the 48HourFilm Project Nairobi. What lessons did you gain from that experience and what tips can you give to young budding film producers?

Calisto Lemashon: Now That You Are Here’ was one of two productions I was a part of with the talented director Barbara Karuana. It didn’t get through to Cannes but it was a great learning experience at the time on a lot of different things. Such initiatives like 48hour film festival remain relevant especially for upcoming filmmakers as it is an opportunity to showcase your skills and in the film industry the more you can prove that you can do a certain genre of film then the better your chances of securing funding and distribution. In my own experience in filmmaking from Undergrad in Moi University to 48hour Film projects to working in the television industry is that you have to believe in your idea and believe that you are doing the right thing. Filmmaking is just one of the few arts where you can make a social commentary in any angle you choose. I would want more upcoming artists and filmmakers to pay attention to the kind of messages they are sending to those watching. Great filmmakers in Africa such as Ousmane Sembene and Souleymane Cisse and should be motivating more filmmakers in the continent and how to make stories that are relevant to changing mindsets and catalyze some form of reform.

  1. HR Revolution Middle East Magazine: Producing is the drudgery of film, none of the glitz, what keeps you going?

Calisto Lemashon: One famous quote in film is that “A producer is not just a bookkeeper, or a banker, or a background. He makes the picture. If the film is a failure, I am responsible. If it is a success, then it is the joint contribution of the actors, director, writers, set designers, musicians and script girl — everybody except the producer. This is a fact of life; I do not complain.” Dino De Laurentiis

Production in film is hard work it’s a lot of sleepless nights it is budgets, sets, talents and crews. It’s managing all of these different bodies of talent to make something which is noble in the creative’s eyes. It’s hard work and it’s gruesome but it’s worth it at the end of the day when you see the credits roll or when you sign that distribution deal with a major company. I think one thing that keeps me going is the fact that I am very interested in seeing more of black representation in Hollywood; I want to see more of our stories being told. The new films coming out like Black Panther gives more motivation to keep going because it’s a different portrayal of our stories and we need our youth and kids growing up to see that our bodies are more valuable than our current positions. That for me is what keeps me going. I want to change a whole generation through film and teaching film skills.

  1. HR Revolution Middle East Magazine: Having had experience working in a large media station in Kenya, Nation Media Group, what do you think are the best recruiting practices for media and other creative industries?

Calisto Lemashon: Working for a big corporate is hard especially in the creative industry as you find best practices which you are expected to fit into. Working with Nation Media remains a thrilling experience because TV doesn’t have a dull moment. A lot is always going on if not editorial, in the production department. I got a chance to try out many things in a controlled environment. I’m really grateful to my first boss Sharleen Samat for believing in me. I remember I had gone for an internship interview and I went with three scripts, two short films and one feature film. I was then working as an event producer straight out of undergrad with PHAT! Productions run by Mike Strano while also planning to go back to school. Nation Media asked me to join the group, not as an intern but as a Production Assistant; at the time they were re-launching the breakfast show (Am Live NTV). And I’m forever grateful to the people I worked with from Kobi Kihara, Sheila Mwanyigha , Debarl Inea and my bosses Justus Tharao and Linus Kaikai. I think one thing is that for NTV they let you do your own thing, try it out if it works it works good, if it doesn’t, try another route.

In my opinion, I think that more HR policies need to have a stronger sense of hiring based on passion as opposed to just papers. I found it more fulfilling working with people who loved television or film as opposed to those just doing it for the pay or because they went to school for it. In Columbia College Chicago many of these factors are magnified. You find that passion drives careers as opposed to just having a degree but not having the love for it. I think you can always see these when hiring creatives. I’m back in school because I want to learn more and make better films and content and it’s that constant learning experience which hiring managers need to be more conversant with, especially with our generation where growth in an organization will keep the creatives as opposed to them not feeling challenged in the workplace and not learning anything new.

  1. HR Revolution Middle East Magazine: Do you have a mentor? Is mentorship especially in the creative industries important? How can a budding artiste go about accessing one?

Calisto Lemashon: Wow I don’t think I have a mentor. I have people I look up to and read a lot about and follow their moves in the film industry like Steve McQueen, Barry Jenkins, Tom Tykwer, Ava DuVarnay and Ng’endo Mukii. I have others in academics like Prof Emily Choge who has been a great source of inspiration and guidance in my own life and professionally. My parents remain one of my core mentors in the support they give me; which is important as they have shaped me more than I would like to admit. I think my difference is that I wanted to try different things and I didn’t have the right information on mentorship. I didn’t think I needed one, but the older I get the more I realize that having a mentor is core in career development I think you’ll progress faster if you have a mentor than if your figuring things out on your own.

I would also add that try your hand at smaller companies they have a deeper sense of family and a learning opportunity as you can handle more roles and learn what not to do. These would also mean that you might have to reconsider how much your starting pay should be, my first job wasn’t paying much but the experience and networking skills I learnt are priceless to this day and I would advise anybody graduating or looking for a job in a new industry to start with the small organizations you might be lucky and find your mentor in the same places.

So if you look up to somebody as a mentor send them that email, direct message or tweet them just get it out, what’s the worst that could happen?

  1. HR Revolution Middle East Magazine: What are you currently working on and can you give us hints on the project?

Calisto Lemashon: I’m working on four projects. I have two in post-production: a documentary on the cultural role of leadership and religion in the Maasai community in East Africa and the second is a short film about a man struggling with grief. I’m currently working on two short films: one, about two brothers in Chicago and another is an experimental film which will be tackling a social justice case. I’m hoping to develop the documentary into a series from more of research perspective and it’s something I’m really excited about.

  1. HR Revolution Middle East Magazine: Lastly, a question we ask all our guests, what is the next step for you?

Calisto Lemashon: That’s a hard question; I think my short term goal is do as much in the Film industry in Chicago and hopefully other parts of the world, while also trying to create more content from Africa especially on a historical perspective. I hopefully will create a video archive on certain topics in different parts on African history in the coming future as well as giving a platform for more creatives to tell their own stories. So I guess the next step for me is that of building and solidifying networks and growth opportunities that are available while changing how people view their world.

-HR Revolution Middle East Magazine: Thank you so much Mr. Calisto Lemashon for sharing your deep insight on the film space in Kenya and Chicago. We wish you all the best in your career and we will be keeping an eye on your work with our readers.

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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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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Interviews

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

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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

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