Story: “Cemplung” As The Implementation of Organization Mission

When I was first involved in working at IBU, I was position in a new division of the change in the leadership structure of IBU Foundation in 2014. The division is KomJeP (Communication and Public Network). While in this division, everything I can be called a learning process for me. Work responsibility matters are relatively new, such as publications that require good digital and graphic skills, build good relationships with partner organizations, understand every program being undertaken by IBU which ultimately requires me to also understand the logic of the program, making strategic plans, to applying administration both in financial and program reports. These obligations hone my abilities both for abilities that I could not do at all, or that can already be done and become dominated.

One year struggling in the field of communication, the executive team provided challenges as well as opportunities for me. I was considered to have enough ‘provisions’ to given greater responsibility. When it came to the opportunity to offer a new program based on communication strategy, I was like experiencing a learning process again at the beginning but with a bigger container.

As a person who quite familiar with myself, I realize that one way I have enough energy and enthusiasm to be consistent in facing new challenges and learning was to bring ‘things’ besides myself. My supervisor is very aware of that. In this SMSbunda project, I seem to have to been given a carry all IBU name. There is a name in it that I must carry and it is my responsibility to maintain its credibility. Sure enough, when I bring IBU name, I can whip myself to discipline, the only hardest thing to overcome long ago was resolved in just one week of habitual change.

Provisions obtained during the initial learning period at KomJeP are used as capital in this SMSbunda project. Like understanding the logic of the program. I am able to break the program implementation strategy into monthly planning, make cash flow, delegate tasks to the team, set daily schedules, determine priorities for program implementation, prepare for future activities, and more. In addition, networking experience with the government feels lighter to deal with.

The challenge that is still going on slowly in this project was my ability in the decision-making process, several times I was accompanied by my supervisor for this. She gave a ‘discourse’ about how to deal with situations on the ground (which of course is different from planning) related to changes in decision making that must be determined by me, but still in the program strategy being undertaken. I also get a lot of the essence of a leader from my supervisor. In terms of facilitating work teams for example. Although I am still groping, I also want to make my co-workers in this project feel the learning process they get while carrying out their responsibilities. That the work, if enjoyed and conducted on time, would provide benefits and influence on the development of self capacity. Apart from differences in development that occurs in each of them.

Until now, I felt that the changes I experienced could only be obtained in one way: live and experience it directly. During my experience, I realized that the characteristics and work systems at IBU Foundation were filled with varied learning methods. The demand for second work. The achievement process is first for the whole team. “dicemplungkan” (“thrown”) into a pool of full responsibility, swimming inside, if sinks and runs out of breath once in a while, the “life vest” is ready to be thrown for a pause to regulate the breath. From this process, there many ways that I got to learn. With the guidance and assistance of supervisors on a regular basis as a “life guard”, continuous develop team competencies as part of the organization’s mission is really implemented.

Leave a Comment

Your email address will not be published. Required fields are marked *

toto slot toto togel situs toto https://www.kimiafarmabali.com/