Connect with us
Subscribe

Civil Work

Q&A with Rawda Abdelhady – Archaeological Conservator & Founder of Raquda Foundation for Art and Heritage

Published

on

Interviewer: Mahmoud
Mansi

“If a country wants to build a civilization for the future, it must start and end with its heritage and its youth”

Rawda Abdelhady
Japan 2019
ABOUT THE INTERVIEWEE

Rawda Abdelhady is Founding Director of Raquda Foundation for Art and Heritage where she works on developing the community through various initiatives and projects. Rawda also works as a freelance Archaeological Conservator. Previously, she worked at Bibliotheca Alexandrina for 2 years as a Manuscript Conservator in the Manuscript Museum Laboratory – and a Researcher in Coptic Study Center.

Rawda behold an MA in Heritage Conservation and Site Management, BTU – Helwan University, 2020. In 2016 Rawda attained the Archaeological Conservation Diploma in the Faculty of Archaeology, Fayoum University. Rawda graduated from the Faculty of Arts – Egyptology Department, Alexandria University – in 2013.

THE INTERVIEW

HR Revolution Middle East Magazine: Rawda, can you please share with us the common misperceptions about “heritage”, and the real meaning of it?

Rawda Abdelhady: The global definition of the heritage by the UNSCO is “Anything left by the ancestors”, so anything you can imagine or you cannot which is related to the past is a heritage. For determining the time of heritage, this varies from one county to the other, it used to be defined as any subject that has passed down through 100 years, but we found the UAE for example celebrating its heritage after only 49 years. Therefore, the concepts of heritage change every period according to the culture of each country. The heritage also is divided into 2 main categories; “tangible” heritage such as sites or buildings, and “intangible” heritage such as costumes, traditions, accessories, art, quotes, etc. Heritage could be natural or cultural, movable or immovable.

HR Revolution Middle East Magazine: Can “heritage” be used as a tool to solve problems related to economy, business and human rights? How?

Rawda Abdelhady: I can divide my answer into 3 points; If we agree on the first definition of heritage as everything that surrounds us, then this means that we are talking about a concept related to all the fields surrounding us. So it is a field that needs permanent development, this development could be related economics, technology, research and others. In addition, those who work in heritage fields, whatever their specialty is, need constant development and interaction. The relationship here between domains and heritage is a continuous circle.

From another view point heritage affects the economy of countries, when USA started working on the film industry, it was always trying and until now to refer to its heritage by talking about cowboys and Native Americans, then it also began to “create” a brand new heritage by representing the “superhero” concept such as Batman, Superman and others. The goal behind this is to convey a picture of America’s political and economic entity to the whole world, even if it is an exaggerated image at times.

The third view point; each organization has tangible and intangible heritage, which may be represented in the organization’s production, ideas, values, and team. Preserving the culture of each organization while developing contributes to its uniqueness, such as the work systems in Google and their famous way of dealing with their employees, which makes them innovate differently, and that’s why the work inside Google became a destination to many talented calibers.

HR Revolution Middle East Magazine: Your Master’s Degree thesis discusses the development of the heritage industry using technology, can you tell us more about that?

Rawda Abdelhady: I took full scholarship in the international master program of “Heritage Conservation and Site Management” which is a joint program between BTU in Germany and Helwan University in Egypt. I chose the topic of my thesis: Virtual Reconstruction and Conservation of Underwater Cultural Heritage, for two reasons;

1- because I am archaeological conservator, I was searching for a topic that combines the goal of conservation with modern technology applications,

2- because conservation and restoration methods are usually divided only into chemical and mechanical methods, which affects the object on the short and long term. That is why I have chosen working on virtual preservation and reconstruction of underwater cultural heritage, which contributes greatly to the documentation, interpretation and accessibility to virtual libraries and museums.

Egypt has rich underwater cultural heritage and Egypt has the first established institute on studying underwater cultural heritage. Now, after the Corona crisis, we have found a large number of museums and sites all over the world opening their sites with virtual reality displays. In addition to the virtual library and online centers which affects effectively on the education and research.

Virtual Life is the present and not only the future.

HR Revolution Middle East Magazine: You have worked a lot with youth, last project was AWHS. Can you tell us more about this project? Also, can you tell us what kind of management did you apply with youth?

Rawda Abdelhady: 12 years I started my volunteering journey in the civil society, specially the simulation projects, which helped me a lot to learn many issues about politics, economy and the diplomatic principles, in addition to the organizing and management such as public relations, logistics, academic content, etc.

I was thinking about how to integrate what I learned from my master’s program in heritage conservation approach and site management and between the benefits of the youth simulation projects, Hence the idea of “Alexandria World Heritage Simulation Initiative”. This initiative aims to teach young people the sciences and methods of heritage management, including heritage projects or heritage sites, by simulating the World Heritage Center of UNESCO, and knowing how to include the Alexandrian heritage sites in the World Heritage List in addition to Alexandria’s intangible heritage. Alexandria was the model that was used to apply this methodology because it is the richest cosmopolitan city in the whole world, not just Egypt.

The work on the initiative continued for a period of 3 months, the imitative was divided into 3 phases: The first was training phase which was taught by more than 30 professors and specialists in various fields of management, heritage and archeology. The second stage had to be an applied stage for heritage interpretation as local community engagement. The last stage was the conference that simulated the real conference of the World Heritage Center organized by UNESCO. The 70 youth participants represented the participating countries in the World Heritage Center, but the topics were focused on Alexandria’s heritage. They provided strong files on Alexandria’s tangible and intangible heritage.

The initiative’s team consisted of different committees that organized the whole project. The 5 committees were the following: (Academic Committee, Organizing Committee, HR, PR and Media). I was leading only the heads of the 5 committees and they were leading the staff who were dealing with the participants and the delegates, the whole number of the initiative members were more than 150 people plus the professors and lecturers.

HR Revolution Middle East Magazine: From your opinion and experience, what are the career challenges that Archaeological Conservators face in the Middle East and Africa?

Rawda Abdelhady: The big challenge is the lack of awareness, and the idea of sharing heritage awareness is not limited to tourism or history communities. As I clarified the meaning of heritage at the beginning of the interview, heritage is related to all fields, so the process of sharing awareness of heritage should be widely managed by decision makers and stakeholders such as all ministries, businesspeople, media and those responsible for education.

I will share 2 small examples; the first one is related to the crisis management which became an important science after the terrorist disasters all over the world. In 2011 and 2014 when Egypt faced the problems of terrorist attacks such as bombings and firing which affected the heritage sites too, the authority that was concerned with security and rescue was the Ministry of Interior in cooperation with the Ministry of Antiquities, which subsequently resulted in training on disaster management for the workers in the two ministries and they learned how to cooperate together. This methodology was applied to the whole world, not just Egypt. The work here is not just for archaeologists and this requires a lot of training, planning and support.

The second is more personal but is related to who works on heritage fields, I always find archaeologists unfamiliar with the seriousness and the importance of preserving heritage other than just the restoration and of course the public, although the field of preventive conservation decreases the causes of damage and thus reduces restoration processes. The basis for resolving this is to spread awareness towards the importance of heritage, especially economic importance, and not just moral significance, which will make the public and local communities preserve the heritage before the specialists.

HR Revolution Middle East Magazine: During 2019 you have participated in several epic conferences and events, World Youth Forum in Egypt & The summer school of Communication and Teaching Skills in Conservation and Science In Japan. Can you share with us what did you learn most in each experience?

Rawda Abdelhady: I was chosen to participate in the summer school of Communication and Teaching Skills in Conservation and Science, organized by the ICCROM which is related to the UNESCO, this summer school is hosted every year and they offer some scholarships for some applicants. I was the only Egyptian and Arabic participant and the youngest, and I took the scholarship. I learned new issues about heritage conservation education. One of these is that I didn’t know that the philosophy and dancing are important to learn and teach science which became one of my next dreams to implement in Egypt. Then I have been invited from the Egyptian Presidency to join the World Youth Forum in Sharm Elsheikh. You know the idea of being invited from our Presidency made me so cheerful that I am on the right path and my country supports youth and culture and know very well that it’s the future. I can’t forget when the ICCROM wrote in the scholarship letter that I represent my country and express her important current role, last but not least I would love to say that: If a country wants to build a civilization for the future, it must start and end with its heritage and its youth.

THANK YOU

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

Articles

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

Published

on

Edited By: Mahmoud Mansi

Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support children talents through a series of storytelling, writing and drawing workshops.

The total number of children who participated in the storytelling workshop is 60 including the most talented 20 who were selected to the story writing sessions, 16 children ranging from 6 to 14 years old got their stories selected to be drawn by 19 children with special needs.

The drawing workshops were held in 3 cities in Egypt with cooperation with 2 special needs associations; Nida Society Rehabilitation with both branches in Cairo and Luxor. 14 children, and Ashab El-Erada Association in Alexandria. 5 children.

The children have different disabilities, hearing loss, partial blindness, movement disability, learning difficulty disability, mental disability and increased electricity in the brain.

Of course such an interesting project needs proper preparation and an intellectual plan. Mona Lamloum shared some of the challenges that she and her team have faced during the project:

1-The global pandemic and the sudden lockdown.

2- The fact that most of the children with special needs suffer from many chronic diseases which lowers their immunity, in addition to the huge responsibility that lies on the team while holding the workshop during the pandemic.

3-The fear of the parents of the children with special needs participation at the drawing workshops due to the pandemic and the lack of their immunity. Which was managed to concur with the help of the project partners in drawing workshops. 

Eventually, Qisaty Project was held at exceptional circumstances and according to deadlines set up before the global Corona pandemic. However, the team did their best to get the project done within the lockdown with a quality that is aspired from the beginning, and that was done simply by teamwork, sharing a unified vision, and collaborating to find new solutions.

The result is 16 short stories in addition to 64 drawings by hands of talented children with special needs and with variable disabilities from three cities: Cairo, Alexandria and Luxor. Each drawing tells a different scene from a short story inspired from the children themselves to be published as a grand book that gathers the short stories and the drawings of all the talented young participants.

Acknowledgements:

Qisaty Sponsors:

– Amideast: Hosted the story telling, story writing workshops and the day that gathered the writers and children with special needs mixed day.

– Nahdet Misr Publishing House.

Media Sponsors:

– Marj3 Platform

– HR Revolution Middle East

– EBBY

– Arablit Quarterly

Children with special needs Associations:

– Nida Society Rehabilitation with both branches in Cairo and Luxor.

– Ashab El-Erada Association in Alexandria.

Qisaty Trainers:

– Hanan El-Taher.

– Mona Lamloum.

– Zeinab Mobark.

Designing Storytelling and writing workshop:

-Mona Lamloum

Writing workshops:

– Mona Lamloum

– Yaqoub El-Sharouni

Drawing workshop:

– Under the supervision of Shoikar Khalifa,

 – With the help of respectful team at Nida Association at Cairo and Luxor.

 – Ashab El-Erada Association at Alexandria by Sahar Zaiton with the help of Aliaa Abd-Elsalam.

Team Members:

– Rawan Said

– Ahmed Ismail

Continue Reading

Civil Work

Q&A with Sherihan Elkamash; Researcher at the Center of Strategic Studies, Bibliotheca Alexandrina & Charity Activist

Published

on

Interviewer:
Mahmoud Mansi

“I am always trying to not lead members, but inspire them and gain their trust by encouraging my team to work on new projects. I help them make their work plan, and I provide them with some guidance and coaching to finally have a successful deliverable to help impact more people in the community.”

Sherihan Elkamash

HR Revolution Middle East Magazine: Sherihan you are multi-talented and active in building the community in several different ways, one of your main roles is working at the Center of Strategic Studies at the Bibliotheca Alexandrina, can you tell us more about your role?

My main work is about making strategic researches. I also, write articles about the recent international political events. One of the main roles for me is to organize virtual discussions to discuss different economic and political subjects. I am always in contact with high profile degenerates in the political arena to make interviews with them to be published. I am also the social media specialist for the center, responsible for managing the official page by managing and posting the news, declare about the new events and conferences for the center.

HR Revolution Middle East Magazine: Across your career you have worked in different careers and gained different experiences. Can you tell us what did you learn from these experiences? And how those skills are helping you at your current role?

I have been working in many fields since a young age I have acquired professional experience in many fields for the past fourteen years; working in NGOs, media, research, translation and communications. These experiences taught me to navigate in different kinds of structures (public/private/international), as well as dealing with the internal dynamics of each organization. In my previous roles, I have demonstrated exceptional ability to manage external stakeholders including senior government officials, high-profile clients, and well-regarded organizations. As a trilingual officer, I can communicate effectively in Arabic, English and French.

Working in all those fields taught me how to work in full power with a great performance, deliver my work in a high quality and always being in time and following the timetable.

HR Revolution Middle East Magazine: You also have your own charity project “El Rahmoun”. Can you tells us more about managing people in a charity structured projects?

Let me first talk about myself when I was a regular member in NGO’s and volunteer projects. I starting volunteering since I was a 13-year-old school student. During those 21 years in charity, I’ve learned many things:

-I learned how to take the initiative to start new projects to help the maximum number of people in need.

-I learned more about contributing to the community and helping solve issues.

-I learned how to deal with all categories in my society, understanding their needs and being helpful to them.

-It is not only about leadership, but I have also been a great “team member”, by coming up with new ideas, working with enthusiasm and integrity.

As a founder or a leader for “El Rahmoun” charity group – like any business structure or project – it depends on the number of volunteers whether they are many or few, based on that we put a strong administration and operations management plan.

I am always trying to not lead “El Rahmoun” members, but inspire them and gain their trust by encouraging my team to work on new projects. I help them make their work plan, and I provide them with some guidance and coaching to finally have a successful deliverable to help impact more people in the community.

There is an interesting difference between a traditional corporate structure and a charity structure. In charity the individual is the one who deicides his/her responsibilities and commitment to the charity work. I cannot obligate them to attend the events or to do their tasks. Which means that I have to be their friend so they love me and maintain a good communication with the youth, meanwhile at the same time I have to be their leader when it comes to the big decisions. And this is the most difficult part. I think after 3 years of continuous work, while our volunteering community is getting bigger… my team and I are doing it well.

HR Revolution Middle East Magazine: How do you define success your own way? And what would be your success tips for youth?

I have learned the perfect strategy to achieve success, it is balance. We all have the desire towards success but those who are working and planning for it are the ones who are reaching their goals in a steady way. We all grew up with big dreams, seeking success in life, but few of us who understood that sustaining the success is the hard part. Balance is the key, youth need to know the importance of balance in their life between their studies, hard work, community service and social life. Youth need to make balance between physical, emotional and spiritual elements, to keep the high performance in everything they do. When we maintain our balance it shortly affects our sense of security and helps us to move forward. The balance in all activities in our days helps us maintain our mental health in order to have healthy minds and lifestyles. Stress is a serious threat to Youth and one should make it a priority to keep the stress away because stress prevents success.

Balance = Success

HR Revolution Middle East Magazine: With the development of technology, virtual communication and accessibility to knowledge, do you believe that some jobs are in threat? Can some careers take another form, offer different services and still impact the community?

The whole world is turning digital. The easy access to knowledge and data is the way of living now. Well, the development of technology can never be a threat. It actually helps us and is not a threat to our existence nor to anything created or made by the human being. NEW careers have been created and much more are on their way to glow and have place due to the virtual life. Furthermore, thousands of activities and services are provided through the internet now (website- social media) which also supports entrepreneurs and organizations to easily create new projects.

The Egyptian Government is taking the same track now in most of its governmental institutions. The pandemic helped a lot. It was a red light to hurry and accelerate our path, not only organizations that are turning digital but also individuals are becoming more focused on e-learning and other daily life services and in their lifestyles. I am very optimistic; because of the development of technology, new jobs are opening and great opportunities for youth which is very advantageous, beneficious and profitable to the growth of our great Nation EGYPT and to the rest of the world.

Thank you Sherihan for this interview and for developing and inspiring the community in such a unique way!

Continue Reading

Recent Posts

Articles1 day 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...

Corporate6 days 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...

Magazine1 week 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...

Interviews2 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...

Interviews2 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...

Interviews2 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...

Articles3 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