Tag: change management

Palliative Care learnings with University of Philippines Diliman

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Happy to share my experience with the University of Philippines Diliman (dated on 11th March 2018) on establishing Palliative Care during my time at Pita Kuning.

One day, I was contacted by someone who works for Dompet Dhuafa Republica . Apparently they had read and learn through all my series of blog post on Tyas Social Project (read : English version or Bahasa Indonesia version). Tyas Social Project is about the process on how we implement Pita Kuning new strategy service focuses on Psycho-Social activities to meet the needs of Palliative Care for children with cancer from underprivileged families. It became a reference for their acquaintance from University of Philippines about Palliative Care.

Palliative care is still very new for some so the understanding and also how to implement into an actual practice are very rare as it is a unique story to tell.

Who would’ve thought that someone whom I have completely never met could even given me as a reference of knowledge as big as Dompet Dhuafa.

It is a beautiful feeling when we could be a service for those who really needs. In this case, especially to support the prevention and the counteract measures of childhood cancer, palliative care needs and any social initiatives. In Indonesia, in the Philippines, in Asia and anywhere around the world.

I remember the last question given to me was, are there anything I would want to change now that I can see the overall results ?

I pause myself to think for a moment and said, no. There are none.

I look to see a small smile that continue with a question, aren’t there anything you would like to do better ?

Honestly, no, I said to them.

There are no perfect benchmark to what is best in practice implementing any social impact model from my point of view. Every story is unique and over the course of the journey, with all the conditions and situations we had to overcome, I believe we have done our best. I wouldn’t change anything.

On the other hand, I feel it is important to develop our own journal throughout the journey we have experienced.

Especially when our experience are unique and what we have done is new. 

Understand that it is very important to never stop building our own expertise. Sharing to people not only who we know but also who we should know, building a network and digital footprints of our own.

Having to understand that one day, these writing, these stories in a form of strategic management journals would be useful to others.

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 Task Force

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English Version

#TyasSocialProject #7

Who are the Task Force of Pita Kuning Psycho-Sosial Formulation

Tyas Amalia Yahya

Tyas has the same name as me. Tyas had to changed her name into Lia when eventually mix-ups became issues during executions with any external parties. Hahahahah sorry bout that. Tyas is one of many volunteers that fell in love with Pita Kuning. She is so committed to help children with cancer for more than 6 years since I came in on October 2015. If today is 2018, Tyas has been with Pita Kuning for 9 whole years. An amazing time and contribution. With Pita Kuning, Tyas met with so many people and experience many things. Witness what has happen during the years, through many milestones, and keep founding herself wanting to contribute more to Pita Kuning.

A smart lady graduated from FISIP University of Indonesia, majoring in Social Welfare, is one of the people I knew way back in the days before my time as chairman for Pita Kuning. Social Welfare. those who graduated become a Social Worker. A role that is so important to the social institutions and foundations in Indonesia but so rare to be understood or lacking awareness about it.

As Lia apparently has gain many knowledge, she became very much valuable in the development of Pita Kuning moving forward and become better. her contribution through her direct experience becomes our  railway or ring fence and structure to a better management system.

Ita D Azly

My introduction in meeting mba Ita was truly a calming experience. Finding the right expert to help us build a new system that supports childhood cancer was at all not easy. At this point, I have met, chat, try to get acquainted with many psychologist. Soooooo many. With psychologist from many field of background and different experience. But it took a while for then we gain learnings that was so useful in a very short time.

Mba Ita is a family psychologist that as many experience handling difficult cases of violence and deviate. Besides that, cases that comes by the impact of disease that is difficult to cure like AIDS, Cancer and others are some within her interest.

Her contribution in building the new services for Pita Kuning cannot be taken lightly. Driven by her passion and good intention to help from the start, like our vision and mission to the formulation needed that has the right composition to fit in with the needs of childhood cancer.

Through mba Ita’s help we have learn a lot on what is psycho-social, how to asses and evaluate a case of childhood cancer and their family, how we put it all the knowledge together within the work process of what we have, a group of hired and volunteer workers.

It doesn’t stop there, her role and presence also gave a lot of values in knowledge that gave us more substance in briefing and trainings. Mba Ita is a true hero for Pita Kuning.

Noviana Eva

I have known Eva from my previously at Putera Sampoerna Foundation. I recruited her as Digital Community Officer for the division I lead Digital and Social Media, a part of Centralised Marketing & Communication. Eva is a person who is always easy going, sharp and has a positive spirit. So I asked her to join in the base of where this organisation is going. Community Partnerships as well as to support Marketing and Communication that would be beneficial for us as well.

In the beginning of Eva contributions of developing the service product formula is to seek strategic partnerships that would give benefits to our services and also the formulation of assistance activities. Eva would lead the skilled task force with the champions in social driven activities, communities and volunteering, consist of, Muhammad Fikri – Head of Community, Bukalapak, Yudha Adyaksa – Chairman of Pramuka Youth (Indonesian Youth Scout), Yosea Kurnianto – Founder Youth ESN, Hety A. Nurcahyarini – Activist in Education, Indonesia Mengajar and more. Gathering interesting insights and inputs from many peoples that were involved in building social initiatives through out Indonesia. As we understood our strength at Pita Kuning that was built upon a group of young volunteers right from the start.

Eva also composed a volunteering bible to support all the activities in Pita Kuning in objective of making volunteering sustainable within the work process.

Ning Mahayu

Ning is someone who gain knowledge from Putera Sampoerna Foundation for 6 years. Because of that she has many experience building social initiatives, programs and activities. She was a part of the team when the social initiatives of Sampoerna Academy by the education pillar, Sahabat Wanita by the Women empowerment pillar, Koperasi Siswa Bangsa or a union cooperatives of students as well as a part of PSF’s Cutural Development. I have worked at the same office but I would admit, I have never work side by side, together in a project with her. But personally, as someone show likes to observe, I have quite fond and witness her potential from a far.

To seek the head of services for Pita Kuning I immediately remember Ning. Ning has everything we need. 6 years of experience in building social programs, accustom of working by professional structure and loves the social institution world. Perfect.  her contributions were huge in building the services and also the operational aspect of Pita Kuning til now.

Among many strengths that Ning have, I feel, Ning’s core strength was having the ability to learn new things completely and in depth. She relies on the actual “institution of information” as the foundation and instrument to develop the formulation of a product services. her clarity to justify from all sides and have the heart to see makes her analysis also producing solutions for humanity. Up for any challenge , Ning has the potential to be a good leader.

Mustika Kusumaningtyas

Tika is one of the last person I’ve asked to join in this organisation. I have known her from back in the days we where in the same company at Multiply Indonesia, one of e-commerce pioneer in Indonesia during that time.

I admire her when observing her role as Lead Operational Customer Service. Smart, sharp, data driven, rigorous, and have a sense of strong management skills for both operasional and process flow. That is why I approaced Tika. Later she agreed to be vice chair for Pita Kuning.

Tika is passionate in healthcare for children. You can rely on Tika to do anything finance and operational driven. her contribution in building this formuation for Pita Kuning service is huge as she was the one who connect it all together, always accomplished to find operational matters needed to taken care of and always care to pay attention to each process and each issues.

Click on each of their names and you can learn more about them.

Go back to, the formulation story. Or,

Go to the next story, Going Palliative Care.

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 formulation

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English version

#TyasSocialProject #6

How did we formulate Pita Kuning new product of service cornerstone.

Making changes needed in Pita Kuning, producing a new machine for Pita Kuning, besides the re-organisation needs we need a formula for the new product service. Product hear means Pita Kuning main service activities. The foundation for Pita Kuning ecosystem. The main purpose and why we are here today.

It is important to review the form of what is best suited hence give real benefits for our children with cancer and their parents but also if possible becomes one long lasting productivity align with the type of organisation and also our operating systems.

That is why in terms making the changes needed or building foundation, I made an analogy as we are developing a new machine.

In the early stage we would raise questions like, what is the right way to give support  our children. What is not yet available yet very much needed for children with cancer from underprivileged families.

The other question are, how can the right services give benefits to those who needs help ?

In the early assessment and recommendation which was understood both the importance and reason behind the problems including who are the stakeholders and therefore direct the trajectory of this Foundation.

As we enter an early phase we understood that we need to develop many joint cooperation. The process of getting to know and working together either way as temporary or long run has to be accepted and then could avoid an wrong expectations in building ones formula of servicing activities later on.

To me, what was needed,

  • A framework of a learning process and early research,
  • An activity that could build some sort of prototype or maybe “proof of concept”
  • And an activity that could produce a service through a work of process.

I would admit it will take a long journey understanding where we are now and what have Pita Kuning done in the past.

We have done quite a lot. At that time what we have done was a concept by the name of Kliniko-Psycho-Social.  A series of servicing activities that supports activities of clinical, medical, psychological and social.

What was lacking here ? Are there any obstacles in operating it? To understand completely meant to review to the core as if we were to opening a new page. Us, the new people were getting an opportunity to learn from the start.

But what about all that has happened and with the servicing activities before ? The fact is, there are no data. No written knowledge as those experience was with those who had the experience. When that person no longer with the organisation, all the effort and all the information vaporised with them. And therefore it takes a lot of effort for the new guys to learn let alone to continue the journey.

Understanding the fundamental of these services are based on those trust given based on the facts what has sustain in the lives of this organisation with its stakeholders.

So where do we start ?

There are a few important aspects in the process of building a service. I divide them into 2 parts of the framework :

First, a base formulation of a framework that we can later on needed to fill according to the learnings and needs we gathered in the field.

And,

Secondly, people who are experts in their fields. A Task Force for Pita Kuning services program.

The Formulation Service Pita Kuning

To me, the understanding for formulation becomes crucial for an organisation driven by a social or  humanitarian by volunteers because of the health aspect, meaning what we support is childhood cancer. Therefore the key is knowledge management. The objective are,

  • Structured and systematic,
  • Follow a purpose as based,
  • Form in composition and aspects,
  • Able to see the progress and each of the changes.
  • Taken from what we learn in the field based on patient habits and their families that also manifest by the learnings as we gathered in the field.
  • Based on varied of situation and condition we have at Pita Kuning.
  • Regularly monitored and measured each time we progressed.

I would give a parable from point A as the base structure. Describe as a framework, ideas and early assumptions. And point Z is the ideal form. That would give a solution life cycle that supports each other.

As an example, point A can totally be changed into point C but the goal as to be a sustainable media to support Indonesian children with cancer from underprivileged families can never be changed.

The end goal is sustainability of course. Pita Kuning wants to be able to take part on childhood cancer countermeasures in Indonesia, especially for those who really needs help.

How to do all the list above ? The answer was, knowledge management.

As we progress and learn, I become aware that many findings became something that we need to change on our service. I only hoped, who ever is the future leader could follow the discipline in recording methods that we have started here.

Knowledge management is essentially important for an organisation especially when the fast changes happens as the same spirit as the people who wants to support us.

The new Pita Kuning Philosophy

  • The Ribbon symbolises our commitment in advocating our thrusts, and in achieving sustainability in our operations.
  • The color Yellow represents the positive energy and passion as we demonstrate who we are, what we do, and why we do it as an organisation.
  • The name Pita Kuning embodies our pledge to spread awareness on and aid children with cancer, as we wholeheartedly perform our duties to provide sustainable programs with our partners that share the same goal, which is to improve the quality life of children with cancer and their families.

Lets continue.

In August , the formulation structure was like this :

In my head, my structure of thinking, I divided into a few stages :

  • First stage, a form of assisting method with education as supporting base activities.
  • Second stage, a form of assisting method for child with cancer who needs help (underprivileged background)
  • Third stage, an activity of giving funding.

All three stages are activities are an entity on its own. However each of them would benefits the formulation lifecycle we are aiming to build.

When developing a product services, in our case for social cause, we need to figure out how or what should become the basic form from an assisting model activities. For me, at that time, I would think it would be best to be

  • modular, because of their modular construction these are easily replaced, enabling quick refurbishment and turn round.
  • has an educational base activities each modules. Wether be it to educate the medical aspect or any other knowledge supporting the assisting activities for the child and family that supports the child needs.

However, what we found later on was the educational aspects seeks more than that. From the assisting formulation sides, we divided into 2 parts. A division to manage the volunteer and a division to manage the support knowledge needed for this assisting activities. How and what do we need for this ?

  • And on the distribution of support fund, the formula needs to have a measurable and clear aspects on its own.

As we learn from managing the process, in order to achieve that life cycle aspect that we want.

So since  2017, the development of our servicing product becomes this, a palliative care services focuses on providing pyscho-social benefits.

Ho we proceed,

What happens between August 2016 to the end of 2016 ?

After we have agreed on the formulation structure, we then have to figure out how to fill in with exercising some trial activities. We had 2 months to prepared everything up to a point where we need to choose 5 candidates for us to help.

Why within 2 months, we aim to share what we have learn to external parties by a certain date. Based on the plan, there were some steps to conquer in objective to build a new machine prototype, the 1st draft formulation of our product services.

By October 2016, we started to learn from our assisting activities and distribution support of funds for 3 months til December. Our hope, from all the learnings and findings gave us a much more clearer picture of what does it takes or how to describe “tepat manfaat” or the fight support/benefits, specialising in childhood cancer for underprivileged family.

We then also open ourselves to meet with other foundations and institutions or communities that has some relation with childhood cancer. We tried our best to approach and open ourselves to inputs and also incidents happened in the past, before our time of course. After all, we are all new to this. It doesn’t matter for us because we basically we all have a commonality, a huge desire to learn.

By the end of 2016, the next step after exercising the trial prototype, we presented our ide, this new concept, to the ourside world. Through media media luncheon show casing and sharing our stories. On the same day, we also gathered donors that have work with us also to share what we have done and also to introduce the new team.

In the end, this is an experiment of how media and donors see us with this new concept and how the potentials in the future in humanitarian social driven cause. We also knew it is important to share progress as we are fully aware of the responsibility to the public and those who have supported us.

Who is us ?

As I begin to carry on change management, I have met with a lot of people that has the same pathways with us, with our mission, people who have the same mission with us. We eventually met with people that Pita Kuning needs right now, that fits in with us, people who wants to help also people who wants to join.

Before i share more about these people, how it went from the beginning, I want to share 2 videos of Jack Ma that I felt have the same thinking as I do.

Similar in two ways.

First, search for people who is smarter than you.

A similar understanding with Jack Ma was about the misconception about being a leader that does not mean you have to know everything. I do not have any background in health nor do i have any experience in childhood cancer. I am not an expert in building business and I am aware of that. But I was trusted with this mission based on my experience, my ability, my skill set, to build a fundamental ground works that this organisation needs.

Why ? Because,

In search for the best in the field might be easy. It was necessary meeting the needs of change management at Pita Kuning. If we get it right, it would be an advantage for Pita Kuning. But to search for right people considering our resource and conditions we have,  was a challenge on its own. Usually, those who has the both the capacity and the leaderships skills has its own challenge.  And that leads to the point no 2.

Hal kedua, search the right people.

Pita Kuning is not for everyone. The key to finding the right candidate has to fit in with the needs with want for Pita Kuning .

  1. They have to have a capacity in the field, meaning experience, skills, knowledge to build Pita Kuning, and also accustomed to a work in a structured form and manner.
  2. Have a spirit of start-up, a sense of entrepreneurship. This means we a cannot afford for people who only care for doing their part but also help and support other parts when needed. Everybody needs to be able to do everything at the same time.
  3. Compassionate is a must. Having the heart who wants to help others. Pita Kuning is sosial philanthropy. What is means is the work is mainly to help other people. This person MUST have a liking to help other people. That person has to have that sense of understanding, what is reality and a great acceptance of certain condition that are very different.

These three aspect are not only for volunteers but also hired worker and anyone who wants to join us. We are on a mission to search the right candidate for the job.

“Pita Kuning embodies our pledge to spread awareness on and aid children with cancer, as we wholeheartedly perform our duties to provide sustainable programs with our partners that share the same goal”

Nevertheless, those who has leaderships quality in them are not only bright but has their own idealism. Has the experience, and not afraid to speak out. Critical and with their own character.

Those who has their own determination, expectations and style of work. Of course there will be some sort of “ego” friction, one common thing that would happened. But one thing that made be so proud was the fact that each and everyone one for those whom I have asked to join, I shared Pita Kuning story, then eventually joined and witness the activities would have a rather difficulty in letting go Pita Kuning.  Those who understood what Pita Kuning represent would loved and wanting more to contribute.

I would make an example like playing ball. Just like any other organisation we keep the ball going, together, from one part to another, and so it goes on. Here, at Pita Kuning, everytime I would see that ball being passed, the person who is handling the ball would want to take good care of it. That is how I’d admired Pita Kuning team, again, without any exception. I am at my most admiration and a privilege to be a part of them. Incredible people.

They could of course choose their paths another way, but they chose to stay or help in any way they can. Whatever it takes.

And how about millennials ? Most of the team members of this organisation are a millennial so what do i have to say based on my experience with them, and you may quote me on this,

“give them a great cause and the opportunity to have a huge responsibility. give them the power”

In particular to those who has supported building the new formulation of Pita Kuning, some has great contribution they have given. Who are they ? Go to click The Task Force.

Next, Going Palliative Care.

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

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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 ?

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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 consists of hired workers and volunteering hand in hand operating and be a part of this organization. Activating each mission with various 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 goal an organization could reach within 5 years ahead. Divided into 3 stages with the hope we could establish when the organization is strong and mature hence the impact that we want to achieve in the end.

The growth of the community is not only from individuals of course but in the end those who are aligned 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