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Interview with Leadership & Life Psychologist ~ Silke Glaab

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Interviewer: Mahmoud Mansi

If you want to change something in your organization it is important to understand first the habit of action and thought from the leadership to the employees…”

Silke Glaab

Silke Glaab, currently residing in UAE, Dubai. She is a Certified Behavior Change Expert / Personal Success Strategist / Interpersonal Communication Trainer. She works with people who want to be ELEVATED above the current state of thinking and behaving, who want to contribute their BEST to this world, and to LEAD in(to) the future!

Before coming to Dubai, she worked with T-Online, German International Cooperation (GIZ) in Kenya, and International Schools. She was a research assistant for Prof. Dr. Spitzer, one of Germany’s leading neuroscientist. She was personally trained by Prof. Dr. James Kennedy on neuroscience coaching. Silke holds a master’s degree in psychology and is an NLP Master Practitioner, Systemic Coach, Theta Healer and Rapid Transformation Therapy Practitioner (Marisa Peer), elevating her sessions to an intersection of therapy, coaching, and healing.

Website: https://silkcelia.com

YouTube: Silk Celia https://www.youtube.com/channel/UCqhPTT5RzEgyDazgMhhxa0Q

LinkedIn: Silke Glaab https://www.linkedin.com/in/silkeglaab

THE INTERVIEW

1- HR Revolution Middle East Magazine: Silke, it is a pleasure interviewing you in HR Revolution! You have a very interesting job title “Leadership & Life Psychologist”. Can you please tell us more about it and how you support both; individuals and corporate?

Silke Glaab: Thank you very much for this opportunity.

I support people in executive positions in four particular areas: revealing their unique purpose and legacy, downloading proven success habits, improving emotional resilience and balance, and completing their communication skills. You can summarize these areas as professional and leadership development.

A recent study of LinkedIn among talent developers showed that talent developers are preparing their workforce for automation by naming “training for soft skills” as their number one priority. These skills include leadership, communication and collaboration.

In organizations I tend to work with teams on revealing how their social dynamics are hindering their productivity or in talent development; (career progression, resilience and balance, increased performance).

2- HR Revolution Middle East Magazine: You attained your MA degree, specialized in Organizational Psychology, a remarkable and needed specialty! Many leaders in the top management teams know less about psychology, can you tell us what are the problems that can result in that? And why is it essential for the top management team to know more about organizational psychology?

Silke Glaab: Great question.

Organizational psychology as an applied discipline of psychology looks at human behavior and cognition at the work place, even human and machine interactions.

Issues like effective decision making, different working styles of employees, team building, work performance, stress and burn out, workplace productivity, sharing the company’s culture, workforce retention, and interpersonal communication skills are samples of how human cognition and behavior influence a company or an organization.

It is essential for top management to recognize that it is a human being with his/her own mind working in an organization and contributing to its success. If you want to change something in your organization it is important to understand first the habit of action and thought from the leadership to the employees.

3- HR Revolution Middle East Magazine: One of your exquisite original theories Silke is that each individual – similar to an organization – should has his/her own vision, mission and values. Can you talk to us more about that?

Silke Glaab: Sure.

I have come across many people of all ages, who feel lost and without direction in their life. Accomplished and successful, yet feeling unfulfilled and empty.

Knowing your purpose gives you a strong foundation in life. It is your why, your contribution to this world. This will enforce your passion in service of a tangible vision or project how you want to live your purpose. Now you are ready to state your values which go with that vision. Values are guidelines on how you can translate your vision into effective actions in your career or private life.

You best match to a company which has as similar vision and values like you.

The moment I stated my mission, vision, and values I felt aligned and attracted even more clients. It is this alignment in yourself which makes you strong from the inside.

4- HR Revolution Middle East Magazine: Sometimes personal problems can affect the performance of employees and their attitude in the working environment. Speaking about about employee well-being, what is the role of HR in this case?

Silke Glaab: An employee spends often over 8 hours at work, over 40 hours a week. Well-being at work for me means that these areas are in place:

  1. Challenging Goals: Achieve a State of Flow by professional development so that skill level and goals are high and achievable. Important factors are task identity, autonomy, and skill variety to fully emerge with your work.
  2. Social Contact: Direct social interactions not only improves the communication flow in an organization, but also exchange of great solutions and the feeling of belonging and safety (because release of oxytosin).
  3. Constructive Feedback: Knowing and assessing the employee on observed behavior, give clear guidance in which area to improve.
  4. Nutrition: Healthy protein and low carbs snacks available.
  5. Healthy Environment: Air cleanliness & space.

5- HR Revolution Middle East Magazine: You have worked with many individuals and helped them overcome problems at their work place. Can you please tell us first what are the common problems people face at work?

Silke Glaab: Thank you for this great question.

People often approach me with the following problems:

  • Self-confidence to stand for themselves.
  • Consequences of continuous stress, (like bowel disorder & abdominal pain).
  • Conflicts with colleagues or boss.
  • Emotional resilience, rising into C-Suit position and dealing with more pressure.
  • Finding new purpose at work or beyond, ways to perform at their best.
  • Personal and leadership development.

6- HR Revolution Middle East Magazine: Can you please provide us with a full case-study as an example? And how did you work on solving it with the other person?

Silke Glaab: It’s a pleasure for me.

A client in an executive position approached me because after shifting from one fortune 500 company to another he felt being in a total professional existential crisis which had started to affect his private life. He believed that he was a total failure at work. He lost his positivity and his possibility to speak up for himself.

We did four Elevate Intensive Sessions on Self Confidence together and reached measurable results. He not only gained awareness about the dynamics at his work place but also gained back his self-confidence. Additionally, after two weeks he was elected the leader of a new project and received the recognition of his boss who previously had undermined his position.

How did he reach there within 3 weeks?

In the first session we created awareness about the dynamics playing out at the work place through a constellation exercise. For this he selected objects which assembled himself, his work and his boss, and arranged them in a given field. This constellation revealed a dynamic between him and the boss he could relate with his relationship with his father when he was young. The experienced and accomplished adult became the boy again whenever there was an encounter with his boss. With this knowing we could extract the underlying belief: “I am not enough.”

We closed the session with strong affirmations like: “I am enough.”, “I am lovable.”

For the next double session a more positive and confident person came in. In this session I assisted to uncover the root cause presented by the client and we went back in time with a guided hypnotherapy session. Together we linked those memories in a way that allowed him to change the interpretation. He created powerful new beliefs which allowed him to heal and release stuck emotions.

With this extraordinary method you can rapidly transform within a session. This became evident in the final session a week later. He reported back all the changes in his work environment since our last session. He asked me: “What did you do with me?” It is more what he did, he had let go of limiting beliefs and feelings from the past and stated that he is not that boy with his boss and colleagues anymore.

His fear however was, that the achieved changes would be not lasting. Therefore, we closed our Elevate Intensive with a Theta Healing session to dig deeper on his limiting belief and implement a positive program instead, which lead to changing the connections of neurons to act more authentic, strong and compassionate.

7- HR Revolution Middle East Magazine: You developed your own corporate self-development models. Would you like to share one of them with us?

Silke Glaab: I’m honored to share them with you:

  1. Why You Do It: why/purpose/vision.
  2. How You Do It: thinking creatively (solving problems, creating products, services, etc…).
  3. Do It Effectively: emotional resilience, social interactions, slow/fast thinking, decisions making.
  4. Communicate Effectively: negotiating/mediating/persuading, vision, motivating.

8- HR Revolution Middle East Magazine: Why do you think many employees are unhappy at work?

Silke Glaab: There are indeed many reasons. Let me share the reasons I came across:

Management is out of touch with employees, employees feel not valued and recognized, personal issues, conflicts among colleagues, work environment is not supportive, too low/high tasks, communication gap, employees feel only as receivers of change and not seen as active participants, their opinions are not considered…

9- HR Revolution Middle East Magazine: Do you think that even successful entrepreneurs and achievers can be unhappy with their work?

Silke Glaab: Yes. Let’s define happiness as a mental state of well-being.

I met very successful executives/entrepreneurs who had reached high positions BUT…

  • They felt that they are not living the life they want.
  • They felt more introvert and feared the social duties coming with the role and the organizational politics they didn’t want to play.
  • They felt drained because of frequent travel and not being often with the family.
  • They felt unsuccessful in their relationships.

10- HR Revolution Middle East Magazine: One of the services you offer is “developing leaders”. Why do you think leaders need further development? And how do you do that?

Silke Glaab: As you know my vision statement is to help people to be elevated above their current way of thinking and behaving, so that they contribute their best to this world and lead in(to) the future.

We are currently in a transition phase into a new epoch… with special emphasize on data and AI (artificial intelligence).

Millennials think different. Their goals and ambitions are not the same as the previous generation. They want a balanced life. Senior executives need to be aware of it in order to guide talent to the next level in their career.

Though AI and technology will have a great impact not only on our work and private life, one advancement of a human being will still be his/her communication skills and the ability to be empathic towards others, and use the synergy of a team. These areas are exactly where I focus on in my 4-hour Elevate Intensives: Purpose, Emotional Control, Success and Interpersonal Communication Skills.

I combine a number of different therapies, including Neuro-Linguistic Programming (NLP), Rapid Transformational Therapy, Theta Healing, N3 Executive Coaching, and Systemic Wok to create an incredibly powerful program which produces long-lasting transformation in minutes.

11- HR Revolution Middle East Magazine: Many people suffer to wake up on time while going to work. How can HR professional positively motivate their employees to come to work on time?

Silke Glaab: I would say if this is the case with many employees, to look at the company culture and the work environment. Coming late is a symptom for something deeper than just the behavior of the employee.

12- HR Revolution Middle East Magazine: HR professionals and managers usually focus on the “trending” certifications – which are of a very high quality – but would you recommend that they can seriously consider being certified in any psychology and behavior related certifications?

Silke Glaab: I understand.

I can highly recommend a certification in neuro linguistic programming as a coach or trainer from an NLP accredited institute. I prefer course programs which go over a period of time to apply the new learned methods in work or private life and grow as a person. My own courses were over 9 months, a weekend every month.

13- HR Revolution Middle East Magazine: As you know, “Employee Happiness” now is a priority for the UAE government. What piece of advice would you have for the government to further achieve this noble goal?

Silke Glaab: As a psychologist I love to know the definition of happiness used and the baseline we’re starting from in a company. The famous 360-degree feedback where employees assess their superiors and work environment, the superiors the employees and work environment combined with possible stress factors in a company would be a great starting point. I heard of companies who did exactly this. The Knowledge and Human Development Authority (KHDA) is a leading governmental entity in Employee Happiness.

Happiness is not only being in pleasant and positive emotions, but the ability to cope with different emotions and to regulate them consciously. This is what I call emotional fitness/resilience.

I’d love to close this question with the SNEASE Acronym from Prof. Kennedy: There are 6 factors contributing to emotional fitness: Sleep, Nutrition, Emotional Control, Activity, Social Connections and Excitement.

– HR Revolution Middle East Magazine: Dear Silke Glaab, I sincerely thank you for this valuable and inspiring interview, and for your efforts into developing people.

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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