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Posts Tagged ‘Non-profit organization’

Project Management for NGOs Workshop

September 20, 2012 Leave a comment

Dear Readers,

I’d like to invite you to a workshop that I’m organizing and delivering as part of my work with CMCS Lebanon. Details below.

Workshop Topic: Project Management for NGOs
Date:  September 16 & 17, 2013
Time: 9:00am – 5:00pm
Venue: CMCS Lebanon Office – Hamra
Facilitator: Afif Tabsh, PMP®

Target Group:

  • NGO’s Board Members & Founders
  • NGO Consultants
  • Program & Project Managers/ Coordinator/ Assistants
  • General/ Grant Coordinators
  • Team/ Committee/ Task-force Leaders
  • Company Managers with interest in CSR Projects/Programs
  • UN & International Organizations’ Staff

Learning Outcomes:

  • Understand the difference between NGO projects and private sector projects.
  • Understand and identify how to use standard tools and techniques of project management in NGOs.
  • Understand the relationship between the Knowledge Areas in the PMBOK (PMI) in relation to NGO’s terminology and way of work.
  • Understand how to develop a project idea into a full project management plan.

Description:

  • A practical hands-on workshop designed in alignment with the international standard of project management along with the best practices in Project Management in NGOs.
  • Covers key topics and issues that everyone can build on to enhance the way they transform project ideas into fully functioning plans.
  • Includes numerous discussions, reflection sections and exercises.
  • Is approved by AUB and certified by PMI thus PMP/CAPM holder can claim PDUs for it.

Fees:
$ 550 US (including CMCS Customized Course Manual, a Process Chart, Certificate of Attendance, 15 PDUs, and Snacks & Refreshments). VAT included.

For Registration: PM for NGOs Registration Form

For More Information:
OFC: (+961) 1 345111
Mobile: (+961) 71 69000
FAX: (+961) 1 346111
Email: lebanon@cmcs-mena.com

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Project Management for NGOs: Lecture Given to PMI Lebanon Chapter

May 12, 2012 1 comment

Last month I’ve given a lecture/session titled “Project Management for NGOs” to the PMI Lebanon Chapter as part of their monthly lectures.

In this context, I thought of sharing it with you. So below you’ll find the session description, learning outcomes and the link to download the presentation for your own knowledge and entertainment…. let me know what you think! 🙂

Session Description/Summary:

The world today has hundreds of thousands of active NGOs majority of which are project and program based and depend on ongoing grants and funding to secure resources for their projects. With grants and funding summing up to hundreds of millions of dollars annually, the amounts being lost on failed projects, unmet objectives and re-work is counting up to tens of millions of dollars.

Many leaders of NGOs consider this as a reasonable and un-escapable price to pay due to the fact that it is hard to recruit enough qualified project and program managers in the NGO field due to the short period of engagement, low wages with respect to private sector and lack of well identified project management training, tools and techniques.

With thousands of program managers, program coordinators, project managers, project coordinators, assistant program and project managers and so on and so forth, there is a huge gap to be filled for both the organizations and the individuals working in them.

What many don’t realize is that PMP standard can apply to NGOs by simply matching many of the terminology that is used by PMP with those present in NGOs. This lecture will help you understand how.

Lecture Learning Objectives:

  • Understand and Define an NGO
  • Identify the Numerous Types and Fields of Work of NGOs
  • Understand the NGO Project Life Cycle in Most NGOs
  • Map NGO Project Related Terminology with PMI’s Terminology

Link to Presentation in PDF: PMI Leb Chapter – PM for NGOs Presentation by Afif Tabsh – April 2012

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Human Capital Management in NGOs

July 17, 2011 14 comments

To be honest I’ve researched for a while to get my hands on some useful material about Human Capital Management(HCM) in the NGO sector, especially in managing volunteers…not just staff. Yet I’ve failed to find substantial and relative material to build on. Therefore the following is a compilation of my personal experience in HCM in NGOs, specifically in Lebanon, through Aie Serve and other NGOs/Clubs that I train and consult.

To  make the discussion more meaningful I’ll separate HCM into 5 discussable stages, read on for the details:

Organization’s Structural Design

To truly create a Human Capital strategy for the organization, work needs to start on the Organizational Structure first. In this context, a lot of NGOs have a staff based structure, or volunteers structure, or simply committees or even no structure at all aside from the “Board”. This will need to change since adopting an HCM strategy, the structure will need to be redesigned to better fit the current needs and provide space for growth in the future.

Crucial questions to ask at this stage are:

  • What is the current structure and is it really implemented on the ground?
  • Does the structure provide space for further growth or does it need total make over?
  • Do the positions fit in and complement each other or are there gaps?
  • Is the NGO based on volunteers, staff or both? Do they know how to interact?
  • How is the decision making done and who has it in the organization? Centralized or diverse?


Setting Roles & Responsibilities

After setting the structure, its time to know what does each and every person do exactly. The interesting and surprising part here is that many if not most of the NGOs I work with have incomplete roles & responsibilities description of the team. Many people are left without clear delineation of what tasks shall they do, what are they responsible of, who do they report to, what decisions can they make …and so on and so forth.  Therefore it is essential that each person in the organization not only knows where he/she fits in the structure but also know what role do they play. Moreover, if they wish to grow..then the path they should follow need to be clear.

 Crucial questions to ask at this stage are:

  • Are there Duty Descriptions or Roles & Responsibilities documents for the positions?
  • Are people aware of each other’s role’s and responsibilities?
  • Is regular updating and upgrading for those documents done?
  • Who is involved in drafting and modifying those documents?


Setting & Implementing Recruitment Processes

Now that the structure is clear and so are the roles & responsibilities of everyone, the challenging part is how to get those people onboard. Having a consistent and clear recruitment process is essential to ensure that all potentials are tapped and the right people are recruited.  To do this a recruitment process needs to be designed in a way that it reflects the culture of the organization, the way people will be dealing with each other. The process should be clear for all those in the organization so that they understand what shall they do if they want to recruit more people.

 Crucial questions to ask at this stage are:

  • How do people apply for the NGO?
  • Does the NGO recruit volunteers or staff or ?
  • Do members of the NGO join by invitation only or do they have an entry point?
  • Is there a standard procedure of interviews and applications or ?


Training & Coaching

Once everyone is onboard and in place, the time comes where people need to better understand how to do what they’re supposed to do. At this point, training and coaching all the new recruits comes in place. So developing a clear and flexible training program and coaching process are necessary to ensure that the new recruits are empowered with the appropriate information, skills and tools to do their duties properly. Moreover, the coaching process shall allow the recruits to not only do their roles properly but also to excel and grow as a person, and perhaps suggest improvements to the process.

Crucial questions to ask at this stage are:

  • How will the new recruits know what to do and how?
  • Who will be training/coaching them?
  • Is there a training manual in place?
  • Is there a clear coaching procedure and standards?


Performance Evaluation & Enhancement

After having set everything and people are performing and excelling, it’s very important to measure the overall performance and growth of both individuals and the organization. It is important to ensure that both individual and organizational goals are synchronized for this process to work. Moreover, assessment metrics will need to be developed either at the “Roles & Responsibilities” stage or throughout the process of execution so that a clear evaluation can be done at important turning points and end of year assessments.

Crucial questions to ask at this stage are:

  • How would you know or measure that someone is doing their role properly?
  • Who is responsible of assessing/evaluating?
  • Can a follow up and training process be designed to build the skills and fill the gaps according to the results of the evaluation?

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My Addiction: Volunteerism

May 16, 2011 6 comments


Day in day out I find myself more and more indulged in volunteer work. For years now I’ve volunteered in numerous organizations, clubs, campaigns and on some personal initiatives. Yet I wonder sometimes: What makes me volunteer? What makes so many people around me volunteer as well? And how come so many others don’t even find sense and logic in why we volunteer…

At 12 years old, I started my first volunteering role in a student based organization at my school called “Student Life Organization” (SLO). I took the first step in my life-long volunteering journey but never knew that it will a life changing experience back then.

During my school years, I took several roles in the “SLO”, joined clubs and a varsity team…but I never really thought I will go this far from university and on.

University too was full of “extra curricular activities” and so I joined clubs, committees, groups, organizations and didn’t stop there…I launched even more clubs and organizations myself…and I still serve in them day after day.

Some ask me why do I put so much time and effort? How come I don’t get bored of all those meetings, activities, workshops and projects? How come all those trainings and activities are for free and we even all pay to do them?

My answer is simple, it’s an addiction. It’s both a hobby and a conviction.

Moreover I believe it abides by Newton’s Laws of Motion (I know it isn’t meant for humans but humor me here). According to Newton’s First Law of Motion, an object at rest tends to stay at rest. Without force acting on an object, nothing will change. So if I may compare, a person at rest tends to stay at rest so we could say that all people need then is a little push, some “force”, to get them going. And once in motion, people tend to stay in motion.

That is exactly why I constantly try to motivate or “push” people to volunteer, to do something, to join me or others in some organization/activity/campaign. You never know when this small thing you volunteer in becomes a life changing experience.

The beauty of it is that unlike regular work or chores, it’s not tiring but rather refreshing and invigorating. It fills you up with so much happiness and energy to know that you have helped someone, served your community or saved something in the environment. For me it has been the sole source of optimism and motivation to do everything else in my life.

If so many millions around the world volunteer everyday …and they keep doing it..then there should be something to it.

On a final note, I believe if you haven’t volunteered in something yet..take the first step and do something and do it now! 😀

Aie Serve: Uniting Youth Through Service

March 30, 2011 Leave a comment

Aie Serve Logo

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The bellow article is featured on Youth Action Net Website
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What began in Tunisia in December 2010 led to the mass demonstrations in Egypt starting on January 25, and now the rest of the Arab world is following. Lebanon is no exception. On February 27th, many Lebanese youth activists gathered for a demonstration against the sectarian system in Lebanon, demanding changes in both the constitution and the way daily governmental business is carried out.

This rising consciousness and refusal to succumb to the status quo is rooted in the same spirit that prompted myself and a group of friends to launch Aie Serve four years ago. Instead of staying silent, we decided to take positive action.  Aie Serve is a youth-based, youth-managed, and youth-funded organization dedicated to promoting a culture of volunteerism in Lebanon. Translated from Japanese, aie (pronounced “I”) means love.

The idea for Aie Serve came during the aftermath of the 2006 July War on Lebanon and resulted from the sharp polarization of Lebanese youth along sectarian, political, and religious lines. We started brainstorming ways of tackling this issue and agreed that three basic values were missing in Lebanon: Love, Tolerance, and Respect. We espouse love for others based on who they are and not which political background or sect they are from, while promoting tolerance and respect of others’ point of views and beliefs.

Over time, we started gathering more ideas and people, organizing ourselves while focusing on serving our community and society at-large. Aie Serve evolved from a group of friends, to a group of community-service minded youth, to a team and an organization. Examples of Aie Serve volunteer activities include book and clothing donation drives, reforestation and recycling projects, and assistance to orphans and the elderly.

In the last four years, we’ve experienced exceptional growth in the number of projects we do, our members, and our outreach. The impact we see on the ground is both fulfilling and inspirational. We find volunteerism is now contagious wherever we go. What’s more – in keeping with our mission – we find that caring for others is a universal value that brings people together and bridges divides.

Those around me know quite well that I am an optimist and a hard worker and so I believe that with a vision, hard work, and true commitment a small, dedicated group can achieve great things… and the biggest proof is where Aie Serve stands to day!

Afif Tabsh is Co-founder and voluntary President of Aie Serve. In 2011, he was named one of ten finalists selected for the King Abdullah II Award for Youth Innovation and Achievement.

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