Tyas Social Project – The beginning of change

English version

#TyasSocialProject #5

What happen when making a change for Pita Kuning.

After we have agreed on the findings and direction in December 2015, the options on “re-established” Pita Kuning is the next planning to do.

The next plan were, to develop a description or a reference action plan that we are going to do. What do we need to do the changes we need to do for the Pita Kuning organisation.

On each planning I always wanted to have a pattern or some sort of guidelines that I could use to relook or look back, to see where we are. The guidelines is essentially my framework to re-look and adjust according to what happens later. What will happen in the field or the learnings throughout the journey.

So I can look again, gathering all that has happened and go thru step by step all the details that should’ve happen. After all it is a plan. Execution is another thing. Planning also is a part of what you envision could be executed.

Tips. Planning and executions. 2 very different activity yet each has to stick together. Connect with each other. Answers one another. We adjust, adapt, re-arrange the plan just to fit in the main goal, the condition, the findings we received along the way. Putting pieces together, building one thing in to another, just like playing puzzles. All to make something a sense of meaning.

At that time, the objective of the plan had only 2 goals. Better management and rejuvenate of the product services.

Those are the most immediate things that we need to discuss together.

  1. How to build a new engine
  2. How to show the engine works
  3. Launch the engine.

On the early discussions between planning and executions, we always, me and the leaders imagine the importance of community based partnerships.

A unity of strength and depend with each others strength towards the same goal, helping Indonesian children with cancer. What a wonderful world it is when we all come together and focus on the bigger picture.

Aside from that, based on the understanding we could never be here forever, a healthy rotation, giving new opportunities to new people who comes with fresh new ideas  and continue the journey with all their compassion.

One of the promise I shared was this journey that we would embark will be seen compelling and for those who are involve, be it hired worker or volunteer can inspire each other. And therefore will not be a burden to avoid the saying of “a life time helper”.

That was the plan. So what actually happened ?

 Paving the way.

Ploughing if I may say. From all my findings and conditions that was agreed with the shortcoming and weaknesses of Pita Kuning, I need to made some activities that was about opening doors or a pathway to understand.

Orangtua Pasien Kanker Anak RSKD, 21 Juli 2016

Pita Kuning, Love Pink, CISC

YOAI, Yayasan Kanker Anak Pertama di Indonesia

From getting to know and establishing relationships, I have got meaningful insights. Findings of what is lacking that needed to be filled by us, Pita Kuning. Given by parents of the child with cancer as well as by other foundation friends. My approach was personal and with a kinship way of mannerism. It might seems humble and naive but for me as a human being, sometimes what we need was something simple.

And I feel, these approach was what made Pita Kuning accomplished and gain that relationship. Wether with new or old, in the end open our chances for people to get to know us, the real Pita Kuning, who we actually are. We, as in the people. People connect with people. It is important for people to relate with us. It is a necessary approach hence we are an organisation that supports humanity. No matter how ugly or you get slam on the door honestly for me it is ok. Someone needs to do it, might as well be me. I remember my father once said “it takes a bigger person to have a bigger heart Tyas”. Smile.

Besides that it is like playing legos or puzzles when a part of the information existed, there are still a lot to be filled, and yet the process of changes needs to be executed and with the exact form of organisation clearly is yet to be identified. What I do have is a vision. A vision of what I would like this foundation to be. So I stick to that. Focus on that.

Just like any organisation, we, the board of management and I understood clearly that we are determine about the changes that we have to make. That is to make the best of what we feel could support this foundation in the long run. We see the potential of what this organisation can do. So the planning of this should be as ideal as how an actual business plan should be.

However. At that time. There are so many loop holes that needs to be filled in in order to develop an actual ideal business plan. We were not yet normal. But what is normal anyway nowadays.

Nevertheless, we agreed on the fact that those holes are somewhat cavity or errors and weaknesses, shortcomings and mistakes. That doesn’t matter now, however. The most important for me is that we all agreed, identified and work our way to change. So for me there is no way than not to go forward. Will just need to figure out somehow, so just…. Go.

Change Management.

Essentially the next action is change management. Reorganisation. Our internal context of the organisation. For all the reasons I have told earlier, what we need to do, what to expect.

On this case, to figure who we are might be easier but to fit with the needs currently needed in Indonesia might be different.

Change management. is a collective term for all approaches to preparing and supporting individuals, team, and organisation in making organisational change. It includes methods that redirect or redefine the use of resources, work process, budget allocations, or other modes of operation that significantly change a company or organisation.

Some people understand the importance of change management. Some feel it is unnecessary.

Well it is entirely up to the who is leading the change. Before entering Pita Kuning, I too had experience change management in my previous work place. So I knew how it felt to be the old guys and the new guy in this matter. It’s never easy. There are no easy way to do it. You just try you best but you cannot make everybody happy. And then again, it is not your job too. At this point the job is a smooth transition as possible.

Maintain the questions coming in to you. That’s a good thing. For those who do otherwise or might I say “messing up” don’t even bother. They are monkeys and they are not your circus. I said in my head.

1st list to do is series of announcements and open discussions to cater questions and have time to explain also moderate the conversation happening in a way that you want the narration to be.

So throughout January til June I announced and take efforts in meeting with all sides of the stakeholders.

The announcements are basically, why need to change, what to do and how to do it.

No matter how this is a change. It doesn’t matter how small it is or what size of the organisation. And, for any organisation there is a need and responsibility to announce the changes we are heading and agreed together for the main purpose. That means together we all understood and ready to work together for the betterment of this foundation.

Stakeholders Pita Kuning was consist of so many counterparts, first and foremost our child with cancer and their family, the donator, volunteers, experts on childhood cancer, like doctors, nurses, hospitals, psychologist other foundation and communities that carries the same missions including other parties involves and joint cooperation with Pita Kuning, such as children’s driven community, education and so on.

How easy it was ?

From January to April.

  • As much as possible recruitment internal team identifying their skill and willingness to move together to the direction that we want to go. Agreed to be volunteering skills like IT, HRD, then also in the lookout for candidates of hired workers that has not only the experience but also the heart to do social related work.
  • Finding partners that could support the new formulation of service. Let it be from a skill set professionals such as doctors, psychologist, leaders in volunteering area who has established their own independent social initiatives organisation, meet ups with children and education communities. Gathering knowledge and information.
  • Identifying Pita Kuning owned narratives and initial content for transitions. And also announcing on ready medium like our website and social media.
  • Take the effort to meet and engage with each stakeholders.
  • Transitions on legal and also finance.

April May

As things beocmes more clearer, one of the founders, Pandji Pragiwaksono and I met with the Foundation’s trustee Pakde Indro Warkop who was acting as the controller for Pita Kuning. The meeting and discussions went nonstop for full 2 hours and ended with an Amen by him of all the planning and of course take note of his well wishes.

Grand Indonesia, April 2016

We begin hiring in May 2016. And started many activities that was very different from before. And that is when #sayaPitaKuning started. #sayaPitaKuning means I am Pita Kuning.

#sayaPitaKuning is one subtle way, to fix and grow all together a sense of ownership towards this organisation. As this is a 8 year old organisation, there are many supporters that never left all of our existing channels in social media. However it was long never any updates. To me this was very interesting. There was a chance that people wanted to still be a part of Pita Kuning.

#sayaPita Kuning started from sharing those who are inside this organisation to those who are new. The intention was to refresh the memories of the supporters that was online of the purpose and what we have done, as we also continue later becomes a bridge to the new things we would like later to share.

To awaken the old Pita Kuning that was never had a voice. As the voice was supported when there was events or activations by the voice of influencers.

To manage an organisation that as build upon caring for humankind has a very impactful togetherness sense. As the fact is that there are still people following and not wanting to un-follow each channels on social media proves the needs to know more and wanting to care hence a sense of fondness towards this organisation consider them wanting to be a part of Pita Kuning.

On the understanding of how a community grow we can all agree that the intention they join in the first place was because of a similarity, a same likeness that made the same evenness. That similarity is what started them to attract  and join a community. Either way of because of the same likeness, habits, or circumstances. As usually, the most vigorous bond of them all is when they have a same circumstances like cancer.

Pita Kuning main purpose was to help children with cancer from underprivileged families. Those to have a commonality experience in cancer, a parent of cancer patient, have a passion in volunteering and children who are sick. These circumstances makes a Pita Kuning community have a strong bond. As the cause is also strong. Because it is for humanity. A direct reason without any limitation or any other reason other than helping a child with a sickness.

There were never any big campaign at that time. But we started from sharing about the new things at Pita Kuning.

Volunteering recruitment for instance and also searching for hired worker for operational staff members. There were also some introducing activities of the old and the new members at Pita Kuning. And those activities was executed together starting from 2016 onwards. Every pictures of meetings, any internal or external activities we would highlight #sayaPitaKuning.

What I need to highlight is that Pita Kuning that has been here for years and years but apparently was lacking or minimum activities in introducing themselves. It was only when chance of an event or external activities like fundraising with support from outside the organisation.

For me, we need not to wait or ask to start a conversation, we do not need to fear if ever that door will not open, we do not need to hesitate for whatever the pass might have happened, as we start by saying, “hello, I am Pita Kuning, I want to be a part of the childhood cancer countermeasures support group.” Am I right ?

“Revive” Pita Kuning is the main goal on change management stage.

Other ways in are doing activities right where there are crowd full of noise. Or when there are communities activities like events and such.

We then started to activated all social media channels we owned. Highlighting who we are, what have we done, where are we heading through stories planed by Pita Kuning editorial content. For us, what matter to be known and being highlighted since in pass those social media are active only during big activities or campaign.

Yes we had a huge following but that was because of the support of our leaders and supporter of our influencer friends during a fundraising campaign.

Whereas other than fundraising, I am sure that Pita Kuning friends on social media wants to know more. Or else they would not hold on to us, stick with us, on all our channels of social media.

On offline, we also chose places, venues, that has “a crowd” or “a buzz” worthy quality or a community based value that we can tap into. Hoping that doing the activities on those specific places could add youth supporters, refresh in new taste of social liking, grow a new sense of curiosity and be quite favourable of what we are preparing for the future of Pita Kuning.

As example, we do our activities at Loop Telkomsel, Makaham, Jakarta Selatan. A place for youth community open for all and free. Its a place where youth can hangout and utilised their community activities.

On this occasion, we use this place for our recruitment process. Hired and volunteer shortlisted are bing interviewed here.

Pita Kuning was build by young volunteers passionate to help others. That understanding will never change. And we would like to affiliate ourselves with any youth activities, togetherness, applied in all our efforts.

#SayaPitaKuning Lets always do good together.

Loop Telkomsel, May 2016

Buka Puasa Bersama Old and New Team, 15 Juni 2016

Next, The Formulation.

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Tyas Social Project – The Trial

English version

#TyasSocialProject #4

I started through 3 months assessments

The next step after chosen is to work. But at that time I offered an arrangement that I have never done before in any form of work I have experience all this time.

I offered an arrangement without pay. Voluntarily work without pay. As I begin to learn to understand the work and the challenges I did not know if this could be the next career path for me. I questioned myself. This is not working like any other previous working situation I have done in the past. It is a unique working environment.

And so I offer to use the first 3 months probation to really get to know each other. To understand each sides and so I say, let’s asses each other. I learn about the you, the Foundation. And you guys can learn about me. Are we fit together. We might not be a good match. And so I decided not to get paid. So I dive in, heart first.

Was it a mistake or not, feel free to be the judge of it. Entering a professional work without pay. Entering a job, starting to work full and giving your heart and soul into something that put your professional integrity on the line.

I decided pro bono as I put my heart first in this situation. My heart say I wanted to help. And this is a foundation that really needs help. I was so drawn to the cause, the only thing that matter for me was, nobody was willing to do it but me. So I feel I had to do it. Nobody was available. I hoped at that time, through my experience may give learning and inspirations for those who wants to craft their career with Pita Kuning. If I had to be the 1st to jump, so be it.

Because I felt I didn’t know anything about the industry. I started by looking at the situation and the big picture of what is happening with Pita Kuning and the industry. I didn’t understand. Why, how.. In any situation or problem, however we look at it, I always start with a based on a simple question why ? Nothing is never without a cause. As evenly can and cannot is always because of one rationale and a cause.

Even though I was already chosen, honestly my process in working for this Foundation made a tremendous impact towards me professionally and as a person.

My experience with  cancer as closest to me was what had happened a year ago with one of my member of my team when I was at PSF.  She came in to the office by December, had intensive check up by February, on April it was confirmed CA, June she was not able to work anymore and then October was when she passed away. So fast.

My mother in law also passed away because of cancer. She was the mother of my husband that has passed also to cancer. She was verdict a year but made through til 4 years living. However it is, to me, childhood cancer is something very new to me.

Besides the facts, I realised that to tidy up an organisation that is already established in 8 years was not an easy task. By definitely with my background experience of course.

And so we set a timeline. October to December, 2015. And then I dive.

As I started to swim, I knew that the 1st thing we have to deal with was the process transition from old to the new. Change management. But before that, I needed to learn about this organisation as much as possible, as fast as I could.

At that time, I understood very much that planning is still a blur if you don’t understand childhood cancer and how culturally works in the world of social foundation. Especially cancer foundation, how on earth you can make a solution when you do not know what is the actual problem. If there are problems to solve.

Yes, I do have some experience in social institution with Putera Sampoerna Foundation but PSF is, nevertheless, is a corporation. It has all the professional elements on hand, resources and also a complete support of infrastructure. Not to mention around 800 staff on board. PSF although was an organisation with social purpose but it run based on corporate business settings. Very professionally.  My experience with PSF was to establish digital social media for business but that is another story I would like to take you soon.

Anyway. At that moment, this was me and me alone. Of course it was scary entering an unknown territory. But like Seth Godin said, if it scares you, it might be a good thing to try.

So I started doing the research. I came to the hospital (RSKD read Rumah Sakit Kanker Dharmais). I visited RS Kanker Dharmais as much as I could. Get aquatinted. Try to make friends. This is a process where I need as much to open my eyes, my heart and be very open minded. Man ! Did I need to be open (LOL).

Inside the organisation I met with everyone on board. Those at that time was the operational team. And so I ask to meet with them. One by one I interview them so that I get to know them better. To assess, to learn more, to understand, that was the goal.

  • Do they want to move forward
  • What was their contributions
  • Do they have any worries or ideas
  • Do they understand Pita Kuning problems
  • Do they want to make this better.

After 3 months I begin to understand more about the members and how they are proceeding each programs or activities.

I understood their concerns. How they wanted to do more but not knowing what to do how and when. Or how to help and where to start.  I begin to understand the problems they are facing in their daily activities whether at the hospitals or related directly or not with the organisation.

Getting to understand the picture of boundaries and the will of being a volunteer at Pita Kuning. Stories came from all sides and from everywhere. Not pouring out though. Not like I wanted. I had to dig in information and be creative in searching what I need as supporting info.

Other that from the community of within the organisation what becomes important as well was the perception or when received any data or concrete evidence that could share stories of Pita Kuning conditions.

Whats going inside the operational process ; like the program or servicing activities and what has happen each year, legal status, financial status, work processes, milestone and what have the organisation has achieved.

Then externally, I started to study more on what is out there in related with Pita Kuning in whatever the type of organisation are the same or not.

I started seeing from the eyes of an outsider, naturally. And started to learn, questioned, seeking more information on how people understood about this foundation.

  • Who knows about this foundation, Yayasan Pita Kuning Anak Indonesia ?
  • What do people know ?
  • What are the perception of this foundation ?
  • From Pita Kuning side as part of the ecosystem in prevention or countermeasures of cancer in Indonesia. How does other foundation do their contribution, what about the hospitals, volunteers, parents of the child with cancer and donors see in Pita Kuning ?
  • What are the challenges and boundaries Pita Kuning is facing with their other foundation friends ?

“Because from my point of view, in organisation that is driven by social cause, humanity, be it by an individual or an organisation, we should come together and help each other.” 

  • And lastly, what is also most importantly is how the needs and the supports are really being treated. How does fitting the benefits meaning towards the main purpose of all, the children with cancer and their parents?

Information and hopeful wishes for this foundation was received without filter. It was not any problem for me as the most significant value. And as I would put in compartments in my head that later on would be useful as the planning begins to start. Or, as one need at the right moment of time.

My difficulties, of course was getting those information. Heheheheh. There are times that I would really made my eyes wide open, sigh in silent, stroke my chest or forehead, or even, just walk away as calm as possible (as deep inside my heart no one knew ^_^) and decide to worry about it later. Difficult is just another word to it.

 

Emenda Brahmana,  a dear friend that I convinced to help us and then later became one of our skilled volunteer, an advisory for Pita Kuning in anything HR , see me as someone who tends to take charge and worry about it later. Hurt, wrong or bad s never a problem. Hehehehehe , she was right. Emenda is one of my best friends that came in and support us from the start of this new era.

 

 

Within 2 months from October 2015 to December 2015 I should have understood the problems and conditions of this foundation during that time. In December I have promised to submit my assessment towards this foundation and my recommendations for this foundation.

And so in the end, what have i gathered ?

On 14th December 2015 we sat down together again with Pandji Pragiwaksono,  Steny Agustaf and also Lanang Aribowo.

CommaID, Santa, 14 desember 2015.

What did i bring ? A preliminary planning.

What is a preliminary plan. It is a sequence of learnings based on some assessments that fits within the objective of this project. To show a definition picture with insights and findings, that was gathered, and needed to be discussed, explore together, expanded together with each stakeholders committee before it is executed.

In the beginning of the planning, for whatever reasons or needs, I always make sure we have a define framework of what we can envision together. It is needed to guide us, to make us stay on track and to show what’s next together with the leaders or the owners of this Foundation, in this case, they are the Councils of Pita Kuning.

This time I divided the planning into 2 parts

  1. Assessment and recommendation
  2. Change Management Plan that consist of the process of re-organisation and service plan

One of the most important understanding I need the management to agree was the importance of why be always be need to be flexible. To have the ability to  look back again to the end goal we are aiming. We have to be ready to change and adjust. As the objective is to seek the best formulation with the condition and advantage this Foundation has. It was the most important highlight that was agreed in the beginning. To be reassess and evaluated in a regular basis and have an intermediate plan. A plan in between a plan.

  1. Assessment and recommendation part.

The part of assessment is not to judge one’s state of an organisation but the goal os to give an understanding of where we are right now as an organisation. It is crucial especially for those who are inside this Foundation.

Starting from the external understanding about this Foundation. Reviewing and learning over again on this Foundation’s vision and mission as it has progressed for quite a long period of time. The management team has changed, people come people go, quite the reality check needed to happen. Again to looked over wether things are still suitable or not.

Making things into order from all aspects are the first main priorities.

The organisation structure, mapping out from what is ideal on social foundation with the services versus what is functions are actually running or not.

The services that has been done, how it does, are they as we expect them to be. Are there any rules and regulations like procedures and protocols? Are they any issues, what are the issues, how are these issues being taken care of ?

Financial status. What has happened during these years that can be describe as organisation milestone, or including fundraising.

On this opportunity, I highlighted my findings, the old, the news and the ones i recently found along the way.

From all the problems that this Foundation has, the most ultimate problem was that Pita Kuning from a community based did not level up themselves. How the operate is most likely like a community based group rather than a foundation organisation.

What does that means ? It means that Pita Kuning has been operating its services or programs with the procedures and managing guidelines just like it was as a community. Is that completely wrong ? Maybe partly yes. However we all agreed on the 8 points problems to be solved and needs to be fixed soon.

Again, there is no right or wrong. The main purpose was to trigger discussions and direct the conversation in seeking solutions or action plan. I felt it was necessary to emphasis on the findings and identify them as challenges and barriers towards the objective, the betterment of this Foundation. No matter how hard it takes for some one to understand, no matter how long it took, my job was to put that on the table.In regards to the product services planning, which was a continuance of the findings discussed the month before, I brought a market update. Just to show what is out there. This time, I suggested the discussions towards the problems through customer analysis, SWOT,  review identifications of stakeholders, and therefore the glimpse description of what the product services that could be consider, a base purpose, a promise given, a differentiation and the difficulties within a definition that could be further be studied.

What matter the most for me was how to I could describe the strategy map of Pita Kuning. How all stakeholders would activated in one organisation ecosystem.

It is crucial, when the ecosystem within an organisation cannot survive, how could PIta Kuning be a part of a larger ecosystem, which is the countermeasure part of childhood cancer in Indonesia. How could Pita Kuning give support for those children from underprivileged families. This means, the first goal to achieve is to produce the right benefit support.

Because through that, it will become a learning and a measurable base for Pita Kuning to understood where to go for the next stage. How to proceed, what  form of words or message that could create deeper meaning to a question and identify next activities needed for the next step.

We need also to agreed on what will happens within 5 years and agree on the stages in getting there.

Tracking on quality and quantity to reach that goal were also describe and agreed as well.

A competitive analysis on other organisations that were the same with us, childhood cancer in Indonesia.

After given a thorough description of what the condition of this organisation, I’d also gave a vision of what we want in the future. Where do you want to be.

But to reach there, to where do we want to be, needs, an intermediate plan.

  • A temporary recommendation.
  • A future recommendation.

Both recommendation shows what to expect and what to achieved. Also, what are the activities and how long.

Temporary recommendation.

I showed some ideas of what we need to do for internal organisation and also externally. Pita Kuning has established for 8 years, quite a long time. Of course the leaders would like to understand how long does it takes to be ready for the next step. So, it’s a negotiation. Every time.

Future recommendation. I gave 3 alternatives.

  • Alternative 1. Re-establish YPKAI.
  • Alternative 2. Closed.
  • Alternative 3. Build a new YPKAI.

Each alternatives will need to be explained and show a clear description and in eventually need to be discussed for enough and sufficient amount of time.

My goal at that time was not to get a decision as fast as I could but to get a mutual agreement on a vision and acceptance of the fact there is. Also a clear vision where we want this foundation to be.

And at that point in time, they unanimously decided to go for alternative 3, New YPKAI. And yes, based on all the findings, recommendation and the direction, they all agreed to proceed with me as Chairman /  Ketua.

Watch this video that I found :

The Lesson that has guided Ginni Rometty Career

Next, the beginning of change.

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Tyas Social Project – Why me ?

English Version

#TyasSocialProject #3

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.

  1. My experience in building brands and strategic planning started and grew from advertising world for 8 years with Publicis Indonesia dan JWT Indonesia.
  2. I was the person behind the changes Pandji Pragiwaksono on becoming a Personal Brand.
  3. 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.
  4. 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.
  5. 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.

8 oktober 2015, sate khas senayan, fX

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.

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Tyas Social Project – The Approach

English Version

#TyasSocialProject #2

How I was approach to be the next candidate of Pita Kuning Chairman.

Let us start my journey at Pita Kuning.

Before Pita Kuning I was working for a social institution that channels CSR program for corporations. This social institution with four pillars missions, education, women empowerment, entrepreneurship and compassionate reliefs. So I was moving from a corporate settings named Putera Sampoerna Foundation to a non profit philanthropy foundation, Yayasan Pita Kuning Anak Indonesia, in short Pita Kuning.

The question that keeps coming to me was, why ? What was the reason I wanted to take this role as Chairman at Pita Kuning ?

It was a question that was often asked and given to me among friends or colleagues every time and every chance I meet with any of them. And so, every chance that I got I always shared the same answer.

“Because I can and I want”.

Meaning, I can do the job. To be honest, I know that there are so many that could do the job better than me, I’m sure. But at that moment, somehow, someway, God, the universe is giving me this job. And Pita Kuning has been searching for a new candidate for the next Chairman for more than 3 years and yet no one seems to either want it or have the right fit in terms of experience and vision.

And secondly, I want to help, and I understood myself that I have the capacity to do the work. At this point, how I see it, there are people that might have way much experience in business management or the best in the field. But the priority is not here. On the other hand there might be candidates who wants the role but does not have the background needed by this foundation during this period in time and with the much objectives needed to established.

So when that question was answered, the next was, what does it takes for me to be the next Chairman for Pita Kuning ? How was I be the next candidate for Pita Kuning next chair-person.

This is how the story goes. It started with an approach.

I was contacted by Pandji Pragiwaksono, Founder and Counsellor of Pita Kuning. He is also one of the member of c3, Community for Children with Cancer. c3 is the creator of Pita Kuning Foundation. Straight forward he asked, do you want to be one of Pita Kuning’s candidate for Chair ?

It took a minute of pause and then I asked, what do i have to do ?

Pandji then explained,

First, “just make a concept that you envision of how you currently see Pita Kuning and make a short plan of what you plan to make the changes needed for Pita Kuning.”

And then he added, “Don’t get me wrong ya mba, we are searching for the right candidate. We’ve been search for the last two years and we can no longer wait anymore now. Since you are with PSF, I figure you have some experience in social activities and then, …. “ he paused, “I know you, I know how you work, so now I’m calling to ask you if you would consider the opportunity.”

To be frank, I am actually not new to this organisation. I have seen them from the start and continue to watched them grow from a community based, as I remember back in the days when c3 (community with children) was doing fundraising activities at Mall Kelapa Gading with RAN and other artists. Together with ACER Indonesia as main sponsor. I’ve also join in on some occasions at the hospital, Rumah Sakit Kanker Dharmais and some fundraising events at a local restaurant near Kemang area. But it was a very long time ago.

I also knew most of the people. And they know me. There was also a time when I was still with multiply.com, an e-commerce platform had partner with Pita Kuning as their donation channel. Having strategic partnership role at multiply.com i had the opportunity to educate industries that was new to digital platforms and e-commerce.

To me, I always thought, I will someday take my part and have my turn to contribute towards this foundation but I didn’t know how at that time.

Personally, I myself has always loved being an advocate for those who are voiceless. I am very passionate in voicing out what I think was wrong. In any situation to be honest. You can count on me to rally up a protest or some sort. And somehow I have a huge heart for those who need help. I love to listen to people. And at home, I am the caretaker of the family.

It might be, as I am the only female in my family, therefore when my father got sick, I was the one who make sure everything was right for his need at the time. To coordinate with family members, assist his needs. And somehow my parents also was more comfortable being taken care and assisted by me.

Essentially, the main goal that Pita Kuning leaders wanted was a change. Basically, they wanted to the new chairman to make that change. As what they understood at that moment, Pita Kuning Foundation was not going anywhere. Did not move. Don’t know where to go. Their main goal was to have the opportunity to help more children with cancer around Indonesia. And beyond that, they wanted to also have that chance to grow and evolve to a position that fits with the needs and the betterment of Indonesian child with cancer, especially from underprivileged background.

For those who wants to know you are the owner of this foundation. In Indonesian, by law the owner are the Counsel (Pembina Yayasan) that are also the founders of this Foundation. They are Pandji Pragiwaksono and Steny Agustaf.

Pita Kuning was established by a group of young volunteers join together to help children with cancer from underprivileged  families.  Lanang Aribowo was the Community Leader for c3 ( Community for Children with Cancer) that later on was appointed as Chairman for the Foundation as they established in April 2007. They were the ones making sure of the role of Pita Kuning in partaking support for children with cancer from underprivileged  families.

What also matter was for this foundation to grow and evolve in the social initiative society in Indonesia and be a part for the global cause.

Aside from all the above, they wanted to have growth within the organisation. Growth to those who are in the organisation. Growth for the people who participate, give their support, their value, time and work for the organisation, in need progress and evolve to the knowledge and capabilities needed within the community of Pita Kuning. Grow together.

For this particular need the leaders of Pita Kuning keep trying to seek the right candidate who can do it. Someone to do the job. So for a while, they have been searching for someone who could do the job. Or in this condition, could start doing it.

They, the leaders of Pita Kuning have full faith that this Foundation has a huge potential to support many more child in need. Why, it is based on what they have done so far and the reputation experienced work thus far. Beyond that it was a feeling of responsibility from those who have trust and gives support within the years towards Pita Kuning that they can never ever forget.

As time goes by, the founders which are also professionals in their own way also have priorities and tremendous duties that were also growing. They needed someone that can manage all of the needs. Finding someone particular is never easy.

Someone who has the background, experience, a suitable vision and history of an organisation that at that time was almost 10 years old and can work together with them. It is true, that working in the social industry is not for everyone. Need a lot of compassion and liking to help other people in need. Someone who has the heart for tasks like these.

Within a couple of week after the phone call I submitted my plan. A few pages of general ideas that I plan I think I can do.

I didn’t remember after that hearing from them until a couple of months. At that moment I was in the middle of a change management process in the company I am with. So it was quite hectic and super busy. They called in and informed me, “I think you’re it mba, we couldn’t find anyone else that gave the vision for this foundation quite well as you did”. That was September 2015.

What was most importantly that might people have already known was I am the older sister of Pandji Pragiwaksono. In this case, I work for him.

This foundation is not mine. But I was to be hired by the Foundation, by Yayasan Pita Kuning Anak Indonesia. And this was also my first question I had asked when was reached by phone, at that time, a few months back.

For those who have known me, might know I have worked for Pandji in the early days building Pandji Pragiwaksono from someone who work for entertainment industry to someone building and crafting his brand. I am someone who help and support in building his personal brand Pandji Pragiwaksono. At that time, evenly, not many realised that I had a family relationship with hi,. Not until someone knows, and then asked, and then I replied. It is probably because we are not that similar in a glimpse and I do not feel it is necessary for me to share.  My experience working for management Pandji Pragiwaksono will also be quite the story that later one day I will share. One story at a time ya ^_^

Continue to, why me ?

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Tyas Social Project – English Version

English Version

#TyasSocialProject #1

Why it is important for me to share my story, Tyas Social Project

First and foremost, working for a foundation with sole purpose is to help those in need is a noble cause. In honour of the trust given to me, I feel it is necessary to share this journey throughout my time serving at Pita Kuning.

As a professional I would also do not want what we have build together be forgotten or misunderstood.

And most importantly, what we build was unique and new. I believe in sharing knowledge and so through series of management journal could help be a reference.

#TyasSocialProject is essentially a strategic management documentation of my journey as Chairman for Pita Kuning Foundation named, Yayasan Pita Kuning Anak Indonesia. A narration I hope could give a new perspective for those who reads it.

I have written each step or each stages in the process of my journey.

  1. Tyas social project
  2. The Approach
  3. Why me
  4. The Trial
  5. The beginning of change
  6. The formulation
  7. The Task Force
  8. Going palliative care
  9. Time to let go

Each blog post is a continuance of each story. As you click the link provided by the end of each story.

I really hope this story would give a clear understanding of the process, my methods in strategic management and what we had to do in order to rebuild for the betterment of Pita Kuning Foundation.

Discussions are welcome !

Let’s start, The Approach.

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Understanding professionalism with Dr Sendy Widjaja

 

Click to listen

Click to listen

Mindshift Podcast Episode 11 & 12

Kali ini kita akan membahas profesionalisme dua sisi dengan seseorang yang memiliki latar belakang management perilaku manusia Doktor Sendy Widjaja. A certified authority for South East Asia of Emotional Intelligence EQ i2.0 and Pearman Personality Integrator.

Ikut membangun President University selama lebih dari 11 tahun dan saya mulai mengenal beliau saat menjabat sebagai Head of Cultural Development di Putera Sampoerna Foundation. Kini mendirikan Indo Advance provides Leadership Personal Development Assessment and Strategy.

Dalam kesempatan ini saya kepengen mendapat pencerahan dari sisi HRD & Culture. Bagi yang bekerja dalam suatu organisasi pasti sering memiliki pertanyaan tapi kadang tidak mendapatkan jawaban yang lengkap. Dalam setiap permasalahannya untuk dapat menjadi solusi saya merasa perlu dimengerti alasannya, mengerti cara pandangannya atau perspectivenya, mendengar dari sisi HR dan culture akan sangat membuka pengertian baru bagi kami pendengar di sisi yang berbeda.

Dalam beragam keadaan dan situasi kondisi, kami membahas bersama mulai dari perubahan organisasi akibat dampak dari perubahan bisnis, digitalisasi, millenials hingga topik atau issue yang jarang dibicarakan secara terbuka seperti sexual misconduct dan bullying. Bagaimana mengedepankan professionalisme dan mengerti peran masing-masing baik para pekerja apakah itu employee atau self employed juga dari sisi management yang diwakili oleh Human Resource dan Cultural. Hey it’s always a two way communication. If not, it does not make sense my friends.

Pengertian menjadi professional dua sisi ini flexible di adaptasikan dalam bentuk organisasi baik bisnis usaha maupun sosial.  Karena seperti yang dijelaskan Dr Sendy, HR bukan hanya mengelola human resource tapi juga human relations. Apalagi saat ini kita masuk dapat jaman “tidak pasti”, changes are inevitable and constant in evolution. But what does it really means for us worker ? I think, not only the games can change, but also for anyone who wants to play in the game its is open to anyone whichever the generations are. AHA !

Pada akhirnya, definisi professional menurut Dr Sendy Widjaja adalah,

“Professionalism harus dilihat dari hubungan kerja yang mendasar.

Seorang personal yang menjadi profesional adalah seseorang yang dapat memenuhi standard para pelaku yang sama termasuk ethical standard.”

Let’s take a listen.

Pilihan untuk mendengarkan Mindshift Podcast antara lain :

Untuk lebih mudahnya cari dengan keyword  Mindshift with Tyas.

We never loose hope on people, do we Pak Sendy? Thank you so much for this sharing. Can’t wait for the next discussion, about Personal Development – Assessment and Strategy.

Untuk mengenal lebih dekat dengan Pak Sendy silahkan follow di instagram nya di @indo.advance atau email ke info.indoadvance@gmail.com

 

 

 

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Indonesia naik kelas bersama Pandji Pragiwaksono

 

click to listen

click to listen

MIndshift Podcast Episode 9 & 10 

Kali ini saya mengajak ngobrol bersama Pandji Pragiwaksono. Sebagai orang yang memilih untuk self-employed atau indie-preneur, kesuksesan Pandji Pragiwaksono yang kita kenal dan lihat sehari-hari tidak lepas dari suatu cerita yang panjang. Proses perjalanan naik kelas itulah yang ingin kita pelajari. Dalam episode kali ini teman pendengar akan mendapatkan semacam crash course level up dari sejatinya Pandji Pragiwaksono.

Kita mengenalnya sebagai seorang all rounders entertainer, yang karya dan prestasinya meliputi banyak medium dan bentuk. Mulai dari radio broadcaster di Hardrock FM, Hip Hop Rapper, Standup Comedy , penulis buku dan kini mulai berkarya di dunia perfilman sebagai penulis script, director dan actor.

Lucunya, diakui oleh Pandji bahwa setiap mulai karya baru selalu ada pelajaran yang menyulitkan yang mendorong motivasi dan commitment seorang Pandji untuk melangkah maju dan lebih baik. Tanpa terkecuali semua bentuk kerja dan karya prosesnya selalu sama.

Pandji berpesan kita tidak tahu kapan peluang dan kesempatan baru diberikan kepada kita mengakibatkan kita selalu harus memberikan yang terbaik karena menurut pengalamannya selalu ada yang memperhatikan, menyimak dan mencatat.  Dan pada akhirnya, your own personal branding, will eventually payoff. Personal branding disini artinya konsistensi melahirkan kualitas kerja, pengalaman kerja dan pencitraan yang baik dalam bentuk media apapun. Dan itu tidak berarti hanya social media. Mungkin juga pemahaman itu belum dimengerti secara jelas kekuatannya  oleh kebanyakan orang. Tapi menurut saya, Pandji pun pintar melihat peluang dimana sangat berguna pada saat kondisi lagi tidak favorable keadaannya.

Selanjutnya, having that champion mentality didapat dari latar belakang pengalaman sejak kecil juga perjalanan pertumbuhnya seorang manusia merupakan diantara cerita yang kita bahas bersama dalam rekaman Mindshift Podcast kali ini. Bagaimana untuk memiliki kebiasaan untuk dapat memulai sesuatu tanpa perlu disuruh tidak pernah didapat di bangku sekolahan.

Menurut saya, Pandji Pragiwaksono memberikan contoh bagus bagaimana seorang yang dapat mendorong dirinya sendiri untuk naik kelas dan terus naik kelas. Sesuai tujuan dari Podcast Mindshift untuk belajar memahami, memperbaiki, menjadi lebih baik dan naik kelas.

Bagaimana menurut seorang Pandji Pragiwaksono cara untuk Indonesia naik kelas ? Silahkan simak dalam kedua episode bersambung. Enjoy!

Pilihan untuk mendengarkan Mindshift Podcast antara lain :

Untuk lebih mudahnya cari dengan keyword  Mindshift with Tyas.

Doa saya untuk adik saya, jadilah Pandji Pragiwaksono yang didoakan Ayah dan Ibu.

Pandji Kebijaksanaan, lambang kebijaksanaan bagi Indonesia Raya. Merdesa.

 

 

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

Pengertian self care bersama mba Ita D. Azly

 

click to listen

Mindshift Podcast Episode 8

Self care the help that matters the most. Adalah topik yang akan kita bahas bersama mba Ita D. Azly, seorang Family Psychologist and Work Life Consultant.

Self-employed sebagai work life consultant dan sebagai psykolog keluarga, mba Ita tergabung dalam klinik SAUH yang memberikan layanan psikologis dan psychotherapy bagi ya teenager, dewasa dan keluarga.

Mba Ita dikenal cukup dikenal banyak menangani kasus-kasus yang sulit pengangannya seperti  dampak-dampak penyakit yang sulit disembuhkan, seperti AIDS dan kanker, alcohol and substance abuse, bullying, domestic violence, mental health services, tapi juga di area professional work related issues.

Saya pun mengenal mba Ita saat pengalamannya dibutuhkan di Pita Kuning, yayasan yang memberikan bantuan bagi anak dengan kanker dari keluarga prasejahtera. Mba Ita memberikan keahliannya dari sisi psiko sosial untuk membangun layanan psiko-sosial guna memenuhi kebutuhan perawatan paliatif bagi anak dengan kanker dan keluarga.

Mba ita juga aktif mengajar di berbagai universitas, memberikan pembekalan juga training. Area keahlian mba ita cukup lengkap mulai dari motivasi training hingga conflict management, stress management, family meditation, parent effectiveness, personal development skills dan self-awareness.

Nah self-awareness dan personal development skills inilah yang membawa kita mendekat ke mba Ita. Berharap, mendapatkan pencerahan dan bimbingan dari mba Ita dalam kegunaannya untuk mengerti kebutuhan dan cara self-care. Contoh-contoh actual yang baik dan buruk untuk membuka persepsi dan membuka mata telinga kita.

Kamipun membahas bahwa kuncinya pada akhirnya adalah kenali diri sendiri. Mba Ita membahas bagaimana Daniel Goleman membagi konsep kecerdasan emotional mulai dari self awareness, self motivation, impulse control, mood management, dan people skills.

Dari pengalaman mba ita menjadi Work Life Consultant, pada saat new hire selalu disarankan ada induksi khusus bagi kebutuhan non teknis untuk melatih dan mempersiapkan masuk ke arena kerja yang baru. Sehingga terhindar dari conflict management.

Selain pentingnya penerapan core values yang telah ditetapkan dari visi perusahaan dalam kehidupan bekerja sehari-hari, mba Ita pun mengetahui bahwa biasanya dalam suatu perusahaan ada komisi ethic untuk penanganan kasus-kasus yang sulit dimana seperti issue yang terkait dengan sexual harassment, intellectual harassment, violence at work place , bullying at work place sehingga dari awal sudah di anitisipasikan dan mempersiapkan code of conduct dalam tempat bekerja.

New hire induction juga mengajarkan sesi code ethic, work life balance juga mental health sehingga membangun self awareness, self acceptance, self understanding, self appreciation and self respect. Diikuti juga dengan pembekalan self competencies, leaderships and communications.

Di akhir perbincangan kami, saya pun minta tips self care yang gampang.

  1. Perhatikan asupan yang masuk dalam tubuh kita baik makanan maupun yang kita minum. You are what you eat adalah benar mengakibatkan sehatnya jasmani dan rohani kita sehat.
  2. Better quality of sleep
  3. Exercise sehari 20 menit minimal 5 hari seminggu.
  4. Investasi waktu 10-15 menit to do or to create something that we like. Karena ternyata akan boost self esteem artinya memberi keyakinan dan positif attitude pada diri kita bahwa kita bisa melakukan apa yang ingin kita lakukan and then makes ourself happy.
  5. Yang terakhir, have a good laugh everyday. LOL , laugh out loud people !

Hidup masih panjang, kita masih memiliki harapan kedepan untuk dapat hidup bahagia dan produktif. Mari kita beri ruang untuk tumbuh dan berubah. Memberi kesempatan bagi kita semua, untuk belajar memahami, memberi jalan untuk memperbaiki, untuk menjadi lebih baik dan naik kelas.

Pilihan untuk mendengarkan Mindshift Podcast antara lain :

Untuk lebih mudahnya cari dengan keyword  Mindshift with Tyas.

 

Terima kasih mba Ita. We love you sooooo much. Kami mendoakan mba Ita selalu sehat, selalu diberikan kelancaran dalam segala aktifitas dan karya juga selalu dalam perlindungan Allah SWT. Terus berkarya mba !

 

 

 

Untuk mengenal lebih dekat dengan mba ita silahkan follow di instagram nya di @onthecouchwithita atau, bagi yang memerlukan consul hubungi SAUH (Sahabat Satu Hati) Psychological Services, Jl. Jatipadang III No.Kav. 37, RT.7/RW.3, Jati Padang, Jakarta, DKI Jakarta, Daerah Khusus Ibukota Jakarta 12540, Indonesia dan google map. Telp. +62 21 27808558 .

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com

GenX after 20 years, self-employed bersama Rizal Iwan

click to listen

click to listen

Mindshift Podcast Episode 6 & 7 

Dalam dua bagian episode 6 & 7  saya akan ajak teman pendengar untuk ngobrol  dengan sahabat lama saya, Rizal Iwan, seorang penulis, memiliki passion di acting. From my point of view, a true storyteller.

Rizal Iwan adalah seorang penulis lepas. Sempat menghabiskan 12 tahun di dunia iklan sebagai copywriter. Saya saya kenal Rizal sejak jaman advertising dulu. We work together, spend holiday trips together, grew up together and remain friends til now.

Tahun 2014, ia memutuskan untuk resign dan bekerja freelance. Sejak itu ia lebih banyak aktif sebagai penulis lepas dan juga pursue hobinya menjadi aktor, antara lain untuk teater dan web series.

Tahun 2017 ia mendapatkan kesempatan untuk terlibat dalam produksi teater di Washington DC.

Sebagai penulis, ia sempat aktif menulis untuk media antara lain The Jakarta Post dan majalah Now Jakarta, dan juga fiksi, dengan beberapa buku yg telah diterbitkan.

Ia baru saja menerbitkan seri novel anak-anak berjudul Creepy Case Club, dan saat ini sedang fokus menulis buku lanjutannya.

Sebagai freelancer atau dalam gaya bahasa kekinian self-employed, kita dapat memahami bersama adalah suatu keputusan yang tidak mudah dan sangat berani. In this case, I would say, go bravely on to the unknown…

Well, the reality is, not exactly to the unknown. Ada proses dalam perjalanan ini. Rizal berevolusi menjadi dirinya sekarang karena sebuah proses yang datang secara bertahap. Dalam pengalaman Rizal kita dapat belajar bagaimana cara untuk menentukan jalan karir kita yang kita mau. Bagaimana Rizal berani menentukan, dan mengerti jelas kebutuhan yang perlu dilakukan dan dijalankan demi mencapai tujuannya.

Melalui cerita Rizal, kita diajak untuk memahami bahwa dimana aja kita bekerja, kerja adalah kerja. Pemahaman bahwa It’s ok to not have everything figured out. Of course there will be adjustments, different way of working, some good some we have to adapt to fit in. But that’s life. And no difference with passion. Passion is passion. As long as you love what you do, keep on doing. Make time, spend time, invest in yourself. Be brave enough to say no and know exactly when to say yes. Because it will all be worthwhile. Kita akan tetap dapat hidup dan menghasilkan karya. And so the journey continues…

Hope you enjoy, let’s take a listen.

Pilihan untuk mendengarkan Mindshift Podcast antara lain :

Untuk lebih mudahnya cari dengan keyword  Mindshift with Tyas.

Bagi yang tertarik untuk mengenal lebih dekat dengan Rizal silahkan follow di instagram nya di @rizalwrites.

To my dear friend Rizal, thank you, I love you, I wish you success, but most of all I wish you happiness.

 

 

 

Tyas is now Partner Consultant and Trainer on Digital and Social Media at Bangwin Consulting, Freelancer, Writer/Blogger, Podcaster. For project enquiries, tyas@bangwinconsulting.com