What made Tyas Handayani chosen to the next Pita Kuning Chairman
So earlier we have discussed on why and how I was approached by Pita Kuning. The process in accepting me as the next Chair also is important to share. I’d feel, people want to understand the process. Hopefully this learning could open the eyes and mind of some.
To me, it is important to explain how and what was in my planning that i submitted. To understand, to learn and therefore for others who read these journal could also do. What a great concept. Don’t you think ?
What made Tyas Handayani to be the next Pita Kuning Chairman. Well, it is a valid question. And it needs answers.
My background is essentially marketing and digital social media. My experience in social activities are very limited. But my track record however are always given the chance to build new things. This time, I was given the chance to build a foundation, I mean, a base. This foundation is not a new organisation. However this organisation does not have a solid ground work that is strong. And that is why I was chosen to be the on of the candidate.
- My experience in building brands and strategic planning started and grew from advertising world for 8 years with Publicis Indonesia dan JWT Indonesia.
- I was the person behind the changes Pandji Pragiwaksono on becoming a Personal Brand.
- With multiply.com e-commerce Indonesia creating and educating trial practices for books and music industry including managing two of the biggest merchant categories, Babies and Kids. Read Tyas eCommerce Project.
- Lead digital transformation for a business with Putera Sampoerna Foundation. Establishing 10 brands presence, being the internal consultant and project manager for educating the organisation as well as building digital and social media assets, infrastructures and operational support. Read Tyas Digital Project.
- A Partner Consultant for Bangwin Consulting, we enable digital transformation and presence for company and personal brands.
With these experience as base I have the experience and that experience made be a better professional.
Each candidate was asked to give a short plan that they envision for Pita Kuning. That’s what I know. I actually don’t know how was the process with the other candidates quite frankly.
So my submission was simple and short but had 3 important aspect that i felt needed for the changes to happen.
- A description of a management plan
- A description of a Work Process
- A description of a Road Map
It was all points of discussions. The discussions was very important that needed to be discussed most fluidly way based on what Pita Kuning has experienced and also that could trigger ideas for much changes ahead.
Management plan was consist of
- What to prepare
- Initiative activities
- Basic values as a temporary on ground rules
- How to strategise the activities
- Effort to sustain
- And 1st year goal
All in one page.
These was all list of discussion to open the eyes of the board of what kind of changes they would choose and how big the commitment we need to take.
The objective of a management plan was to make the board of council of what I will do for the next few months as a start. It is very important to have the same understanding and make them understand what are the priorities and ground rules that I need to go.
Even though … in reality … most of the times, the are a tendencies to forget and avoid the path that we have all committed as most often what is ahead is far to attractive to pass on just like that.
We need to be at the same page and see eye to eye as we start to set plans and expectations to identify any issues of anything that has happen during Pita Kuning years.
What is also important in this case was that I am new and considered an outsider looking in. The bridge was the leaders of Pita Kuning. The door opener was Lanang, Pandji and Steny.
On several meetings with them, we discussed many conditions within the foundation with many advantages and also unfavorables circumstances they had. The discussions were around what steps to make at the beginning in general plan and therefore what is to be understood on each steps so that we can all have the same vision. Because at this stage, information and suggestions is crucial.
The discussions took place a couple of time. Sometimes I feel the discussions are more to be felt like an interview rather than planning itself. So yes, the process of having me as the new chairman was quite upsy turvy.
But consider this situation common in most organisation. Because at this point or any stage where the meaning of “structure” was a crucial to be educated so later could be established.
Work Process are examples I shared on how ideally an organization should be. How the structure division of product and supporting elements put together. Thinking and showing how it should be ideally. Considering this foundation as a start-up since there are so many parts of the ground works needs to be done. It is important to show the ideal situation clearly in a picture where they can see and understand then able to be open to what is lacking inside the organization and what kind of changes is needed due to the existing condition.
Another point of discussion is how we strategise our growth. Grow as a community.
As an organization Pita kuning was established by a group of young volunteer named themselves, c3 (Community for Children with Cancer). The commitments of these volunteers was so inspiring. Pita Kuning was able to function, activated and progress mainly because of these volunteers.
I want to maintain that. I see this as Pita Kuning strength. Pita Kuning should continue to inspire more individuals, communities and also corporations. How to do that ? This is the initial thought for resourcing plan.
The above conception is an idea based on what I see as an opportunity.
We all can agree that usually people would join into any activities that inspired them or have the same beliefs with them.
People are drawn to attention because of the greater cause, and the want to join because they know people. And people with the same cause and will are called a community.
Now for me the most important on building an organisation is the fundamentals base that should be strong enough and set is a clear cause and the people. The greater cause called vision.
Being a philanthropy non-profit organization where the condition is of course limited resource. First this first was how to strategise and build a new machine that fits with the needs of Pita Kuning Foundation. This new machine that could drive the mission that lead towards the bigger dream for all of us. This new machine could help this foundation be a base line of where we are now and where we are going.
How we can join together a team that consist of hired workers and volunteering hand in hand operating and be a part of this organisation. Activating each missions with various of programs for the bigger goal, the vision that they all dream of.
Next. Discussion on the Road Map.
Discussion on the road map I was identified from each goals an organisation could reach within 5 years ahead. Divided in 3 stages with the hope we could established when the organisation is strong and mature hence the impact that we want to achieved in the end.
The growth of the community is not only from individuals of course but in the end those who are align with Pita Kuning missions. Community driven groups to institutions in whatever forms like foundations or hospitals.
Somehow the planning and the discussions I bring mutual agreements by the leaders of Pita Kuning thus I become the new Chairman. I did not feel the need to asked other candidates as when I was chosen I knew I had so much to do and no time to waste.
Continued, the trial.