[emoji122][emoji122]🫂EPISODE 13: Never outshine or outsmart your boss. Sikuwa makini na ilinicost
Natumaini wengi mmeshawahi kuusikia huu msemo. Ofcourse kama wewe ni bookworm utakuwa umeshakutana mara nyingi tuu hii phrase ya try never to outshine your boss in working invironment, hata bwana Robert Greene katika buku lake la The 48 Laws of Power ameongelea kwa kirefu sana hii ishu. That is to say, in a professional setting, it's generally advisable to be mindful of how you present your achievements and capabilities in relation to your supervisor or manager.
The idea behind this statement is that while it's important to excel in your work and contribute to the success of the team or organization, doing so in a way that makes your boss feel threatened or overshadowed (watoto wa mjini wanasema KUFUNIKWA) can potentially have negative consequences. If you appear to be too competent or ambitious, it might create discomfort or insecurity in your supervisor, leading to a tensioned relationship. Mtaanza kuwindana kama chui na sungura. This doesn't mean you should hide your skills or not strive for excellence. Instead, it suggests that you should be aware of the dynamics in your workplace and navigate them diplomatically. It may involve giving credit to your boss for your accomplishments, seeking their guidance, and being sensitive to their leadership style. Kwa hiyo this is another skills or experience that I would live to share with you kwani ilinitokea mimi mwenyewe na kuna kitu ilinicost maana sikuwa makini.
Sasa trudi nyuma kidogo wakati nakabidhi ile barua ya kuacha kazi pale kwa walemavu. Sasa wakati nampa ile resignation letter yule CEO kuna kitu akaniambia ambacho kilinikumbusha mbali sana. Aliniambia “hivi Taidume unajua bila wewe mimi nisingekuwa hapa kwenye hii nafasi?” akaendelea kusema, “naomba hata huko uendako ukaendelee kusimamia weledi wako na ukawe balozi mzuri wa taasisi yetu”.
Nikavuta kumbukumbu nyuma nikakumbuka miaka miwili nyuma wakati ndio kwanza nina miezi saba kazini pale ofisi ya watu wenye ulemavu. Nakumbuka wakati huo kulikuwa na wageni flani kutoka Uingereza walikuwa wanakuja pale ofsini kufanya kitu kinaitwa Organization Capacity Assessment (OCA). Kama n ilivodokeza kwamba pale kwa walemavu donors wengi wana interest sana ya kupeleka projects pale kwahiyo mara nyingi kabla hawaleta hizo project huwa wanafanya hiyo kitu ya kuitwa OCA, ambapo wanaassess uwezo wa taasisi husika kwenye angle mbali mbali kama vile muundo wa taasisi, mifumo ya fedha, ufuatiliaji, mifumo ya kutunza na kutoa taarifa, uwezo wa kutekeleza miradi kama weledi wa uongozi na staff na makolokolo mengine mengine mengi sana ili mradi wajiridhishe fedha yao haitopotea bure, ambayo kwao ni risk kubwa. OCA pia ilikuwa inasaidia to identify the gaps and areas for performance improvement. By evaluating internal processes, systems, and structures, organizations can pinpoint inefficiencies and bottlenecks and implement changes to enhance overall performance. Fani za watu hizo na wengi wanaishi hapa mjini kwa ajili ya kazi hizo, pia nina uzoefu wa kutosha kwenye hili eneo.
Basi bwana nakumbuka wale wageni walitoa taarifa kwamba watakuja siku flani basi mimi kwa akili ya kawaida tu nikajua inatakiwa tuainishe maeneo ambayo kama taasisi tunafanya vizuri nay ale ambayo hatufanyi vizuri ikiwemo kuangalia fursa na changamoto zilizopo, hiyo inaitwa SWOT analysis. Lakini nikaona hakuna msisitizo wowote kutoka kwa top leaders pale na siku zinasogea. Basi siku moja kwenye meeting nikawauliza tunajiandaaje na ugeni unaokuja? Maana mimi ndio ilikuwa mara yangu ya kwanza kushuhudia ugeni unaokuja kutufanyia OCA. Nikajibiwa tu kwamba mnisijali wao (top leaders) wanauzoefu wa kutosha na watalihandle hilo so nisiwe na wasi wasi.
Nikaona ni sawa basi nikaliacha lipite. Kwa structure ya ile ofisi ilikuwa kuna bodi ambao waote ni watu wenye ulemavu, then top leaders pia wote wana ulemavu, then ndio sisi waajiriwa ambao sio lazima uwe na ulemavu. Nadhani hili walifanya makusudi ili kuonesha representation na inclusion. Basi ikafika wiki ya kufanyawa OCA ambapo wale wazungu walikuwa wanaongea na idara mbali mbali kabla ya kufanya majumuisho kwenye mkutano wa mwisho na kufikia mwafaka maeneo gani tuboreshe au tuendelee nayo ili waweke mzigo. Kwa kweli nilipata experience mpya kabisa hapo ndipo niliewa vizuri sana mifumo na miundo ya ofisi the way zinatakiwa kuwekwa na kufuatwa.
Sasa nakumbuka siku ya mwisho wale wazungu walitualika wote yaani board members, top leaders na sisi staff kwenye kikao cha majumuisho. Sasa unajua wazungu wana tabia moja ambayo nimeiexperience sana kwenye kufanya nao kazi. Hawataki kuonekana wanakupangia kitu huwa wanataka wewe mwenyewe muhusika useme unataka nini na upendekeze njia za kukuwezesha ili kuwezesha kufanya unachokitaka. Yaani wana ile diplomatic approach kwamba hata kama unaongea pumba slowly watakurudisha kwenye mstari na wakiona unang’ang’ania sana wataachana na wewe kwa mtindo ambao utakuja kujua badae kwamba kumbe nilichemka pale.
Ushawahi kunyimwa mchongo namzungu? Atakupa feedback ambayo wewe mwenyewe ukikaa utasema kweli wamenitendea haki. Mathalani mzungu anakuambia "Thank you for taking the time to interview with us. We appreciate your interest in the position. During the interview, we observed some areas where there could be room for improvement in your responses to certain questions. Specifically, when asked about …………., we were hoping to hear more details about that. Please next time tell us more about that area”. Japo umekosa dili lakini angalau utajiskia faraja si ndio? Sasa kutana na hawa wabongo sijui ni bongo moonsearch au bongo sunsearch wanavyotoa feedback kwa madogo wanaojitokeza kwenye mashindano yao ya kuimba, yaani mara nyingi ni kukatishana tamaa tu na kebehi ambazo hazimjengi mtu. Kwanza watakucheka halafu wakikuhurumia sana watakwambia katafute kazi nyingine. Kukuambia tokaaa ni kawaida, sasa hiyo ndio nini? Key note hapa sisifii wazungu, bali nasema tujifunze weledi kutoka kwa wazungu huku nikitambua fika kuna watanzania ni weledi wazuri tuu kuliko hao wazungu.
Basi kwenye kile kikao nakumbuka wale wazungu wakatoa shukrani pale kwa ushirikiano tuliwapatia na wakasema wamepata uzoefu wa kutosha wa kutosha kutoka kwetu. Baada ya hapo wakauliza swali pale je nini ambacho sisi kama taasisi tunakuhitaji ili watufanyie? Binafsi nikaona hili ni swala la msingi sana maana uwanja ulikuwa ni wetu na wale jamaa wana financial capacity kubwa sana ya kweza kutusapoti.
Basi wakaanza pale wazoefu kuongea ambao ni wale board members na top leaders. Wakawa wanatoa hoja zao pale somethings like tufanyiwe trainings za maswala maswala ya uendeshaji wa ofisi, sijui uandishi wa miradi, maswala ya usimamizi wa fedha nk. Yaani kwangu mimi nilikuwa naona wanaongelea very pet issues ukicompare na changamoto zilizopo pale ofsini. Basi wao wakawa wanajimwaga mwaga pale wakiwashawishi wale wazungu watusapoti kwenye maeneo hayo ambapo mengi yalilenga kwenye kufanyiwa seminar nk ambapo walipendekeza tuzunguke kote mikoani kuwatrain watu wenye ulemavu. Basi wale wazungu wakawa wanachukua notes pale. Mwisho wakauliza wale viongozi kama wanadhani hayo ndio ya muhimu kuliko yooote kwa mustakabali shirika. Cha ajabu nikaona wanakubali.
Asee mimi nikanyoosha mkono kutaka kuchangia nikaruhusiwa. Nikaanza kwa kusema mimi tangu nimejiunga na shirika lile ni kama miezi sita tu lakini kama staff nimeshapata hizo training wanazosema zaidi zaidi ya mara mbili kutoka kwa wadau tofauti tofauti. Nikawaambia hizo trainigs au kujengeana uwezo sio tiba ya muda mrefu kwenye sustainability ya shirika na hata mstakabali wa watu wenye ulemavu. Nikawaambia kwahilo mimi nitakuwa tofauti kidogo.
Basi nikaona wale wazungu wanakaa vizuri na kunigeukia huku wakinisikiliza kwa makini sana na wote wakitoa notebooks zao kujiandaa kunukuu nitakavyoongea. Wakati huo huo nikawaona wale viongozi wangu wananitolea macho yale ya kusema unataka kufanya nini tena taidume hahaa lakini sikujali. Basi nikaanza kuorodhoshesha na kufafanua maeneo ambayo mimi binafsi kwa uzoefu niliokaa pale ndio yanapaswa kufanyiwa kazi na kupewa sapoti. Nikatiririka pale nikigusia maeneo yafuatayo.
Moja, structure ya ofisi haiwezi kuleta matokea chanya. Maana pale watu tulikuwa tunaajiriwa kwa project zilizopo so hakukuwa na Secretariat ya kudumu ya kutekeleza majukumu ya kila siku kwani project ikiisha na staff wanaondoka. Wale bodi members na wale top leaders ndio walikuwa wanaact as program secretariat. Kumbuka wale bodi members na top leaders kigezo ilikuwa ni kuwa na ushawishi kwa watu wenye ulemavu nasio weledi wa kuendesha ofisi.
kwahiyo nikapendekeza kwamba structure ya ofisi iwe na bodi ya wakurugenzi ambao itakuwa inazingatia weledi kwa kujumuisha makundi ya watu mbali mbali wakiwemo watu wenye ulemavu wenye weledi. Then kuwe na office program secretariat ambapo nikapendekeza kwa kuanzia kuwe na nafasi nne ambazo ni Mkurugenzi Mtendaji (CEO), Meneja w utawala, fedha na rasilimali watu (Finance and Admn manager), Resource Mobilization & Head of Programs na mtu wa ufuatiliaji na tathmini (M&E Manager).
Nakapendekeza kuwa hizo nafasi ziwe za kudumu pale shirikani ambapo wahusika watasimamia shighuli za kila siku za utendaji wa ofisi ikiwemo pamoja na kutafuta wafadhili na kuandika miradi mbali ili kuendelelea kuwanufaisha watu wenye ulemavu. Nikapendekeza secretariat hii itawajibia moja kwa moja kwa bodi ya wakurugenzi ambayo bodi nayo itawajibika kwa mkutano mkuu wa shirika ambao unajumuisha vyama vyote vya watu wenye ulemavu nchini na ambao ndio wenye maamuzi ya mwisho juu ya mstakabali wao.
Na support niliyoiomba kufaniukisha hilo kutoka kwa wale wazungu ilikuwa ni kuwezesha vitendea kazi vya ofisi kwa ajili ya watakaoajiriwa kwenye hizo nafasi, kusupport walau mishara ya miaka mitatu ya kuanzia na pia kuwezesha fedha kidogo kwa ajili ya kufanya zoezi la kureview na kuimprove baadhi y avipengere vya kwenye katiba ili kufit kwenye mabadiliko hayo, maana hii ishu yamapendekezo niliyotoa yalikuwa yanagusa katiba ya shirika.
Nikawaambia hayo mambo ya trainings za kujengeana uwezo na mambo mengine itakuw ni assignment ya hao watakaoajiriwa kama program secretariat kuja na mikakati mbali mbali ya kuweza kutatua changamoto hizo ikiwa ni pamoja na kuboresha mifumo ya uendeshaji wa ofisi. Nikamaliza.
Basi wale wazungu walikuwa imporessed sana na recommendation zangu hiyo walionesha na kuisema wazi wazi ambapo automatically wale viongozi wangu hawakuweza kunipinga. Uzuri na sista duu naye akakazia mule mule nilimopitamo maana nay eye kuna fursa aliiona palekwenye mapendekezo yangu. Basi wale wazungu wakaniambia yale yote niliyoongea niyaweke kwenye maandishi na niwatumie ndani ya siku mbili ili wayafanyie kazi na wayaweke kwenye report yao. Tukaagana pale huku wakinipa email contact zao ili niwasiliane nao nikashacompile mapendekezo yangu.
basi kila mtu akwa anaendelea na majukumu yake huku minikiwa ndio naanza kufanyia kazi yale mapendekezo. Mara nasikia naitwa kwa ukali na mmoja wa wale viongozi – taidume tonane board room sasa hivi. Dah, nikajua tu teyari kushwaka huko. Kweli nikaenda kufika nawakuta viongozi wangu wamekaa tayari kwa kutoa mashambulizi. Swali la kwanza kuulizwa lilikuwa “ni lini umeanza kuwa msemaji wa shirika letu?” Duu hapo kiroho kikapiga paap! Lakini nikawajibu mimi sio msemaji wa shirika kwani sio kiongozi. Wakaniuliza sasa ilikuwa utuseme kwa wale wageni bila kutuconsult? Basi kila mmoja akawa anatoa shutuma zake pale kwamba navuka mipaka na kabla sikuzungumza ilipaswa niwashirikishe wao. Wale wazee walipamba moto sana.
Ikabidi niwaache waongee mpaka wamalize kisha nikawambia. Kwanza naombasana mnisamehe sikujua kama mngekwazika hovyo. Pili mimi nilitumia nafasi ile kama mjumbe wa kikao na kile kilikuwa ni kikao kazi ambapo kila mjumbe alikuwa na haki ya kutoa maoni au kukataa maoni au mapendekezo mbayo aliona hayajengi. Kisha nikawauliza je kuna baya lolote ambalo nililifanya au kuongea kwenye kikao? Kwa noma noma hivyo hibyo wakajoibu hakuna baya nililolifanya isipokuwa hoja kazi zile nilipaswa kuwaeleza mapema. Basi nikawajibu tyu kwamba wote tulikuwa pale na hakukuwa na muda wa kuanza kuelekezana ila kama mnaona nilivoongea ni vibaya basi mlipaswa kuvikataa pale pale au kama vipi nitaandika email kwaambia wale wazungu kwamba basi waachane na mapendekezo yangu kwa sababu viongozi hajaridhia. Wakawa wapole wakaniambia lengo sio kukataa wewe endelea lkn siku nyingine utujulishe befor haujasema kwani wewe sio msemaji wa shirika. Tukaachana kivyo.
Basi baada ya wiki wale wazungu wakanijibu kwamba wameridhia mapendekezo yangu yoote. Kwamba watasupport vitendea kazi vya ofisi, watasapoti mishahara na oia watasapoti mchakato wa mabadiliko ya katiba ya shirika letu. Ila wao walikuwa na mapendekezo yao, kwamba eti ile nafasi ya CEO niikaimu mimi kwa muda na niutumie muda huo pamoja na viongozi kurecruit watu wengine kadiri ya mapendekezo yangu. Baadae uongozi ukiridhia wani indorse kuwa the CEO au pale tuliita Executive Director (ED) kabisa na sio kukaimu tena. Kwanza nilikuwa shocked sikujua kama wangefikiria kwamba mimi ndio niwe ED pale. Lakini nilichowaambia badala ya kunijibu mimi personally nikawaomba wawaandikie viongozi. Maana nikaona hii ya kunijibu mimi kisha mimi ndio nipeleke yale majibu kwa uongozi ingeleta balaa jingine tena, yani ingeonekanika kumbe yote yale yalikuwa mipango ya kujimilikisha nafasi. Kweli wawaandika viongozi kuwataarifu maamuzi waliyofikia [pamoja na mapendekezo waliyotoa.
Ile email ilipowafikia viongozi ilileta shida sana. Ilikuwa exactly ni kama nilivotarajia wale viongozi waliichukulia mpoja kwa moja kama figisu hivo ikaamsha hasira zao upya. Vikao vikakaliwa wakakubalina kwamba maamuzi mengine yote ya wale wazungu wanayakubali isipokuwa lilke swala la mimi kuwa kaimu ED ili kuongoza mchakato wa mabadiliko. Nakumbuka yule dada sista duu alinitetea sana na kunitaka niipiganie ile nafasi ila mimi sikutaka kwa kutotaka kuleta conflict of interest. Yeye pia alikuwa anaitaka ile nafasi ya Head of M&E. Alijua njia ikiwa nyepesi yakwakwe itakuwa rahisi.
Basi wale viongozi wakajibu kwamba wamekubaliana na maamuzo na wanaikubaki support ya wale wazungu isipokuwa swal la mimi kuwa kaimu ED kwa muda. Basi wale wazungu kishingo upande wakakubaliana na viongozi na hivyo ukafanyika mchakato wa kupata wafanyakazi. Ili kusimamia weledi kwenye kuwapata wafanyakazi wale wazungu nao waliomba wawe sehemu ya panelist ili kufanya kitu kinaitwa joint recruitment. Tangazo likatoka na mimi nikaaply nafasi ya Resource mobilization & Head of programs ili kuondoa sintofaham na uongozi wangu maana ile nafasi ya ED iliwatoa macho sana.
Kweli mchakato ulikamilika nakumbuka tukapata ED Mpya ambae ndio huyo nimemrefer kama CEO kwenye hii stori, akapatikana mtu wa uatawala na fedha, mimi nikapata ile nafasi ya Heads of programs, Fundraising and Advocacy manager, pamoja na mkuu wa M&E ambaye ni sista duu wetu wa kwenye hii stori. Basi maisha yakaendelea kama kawaida na sasa ikawa pale ofsini ni kazi kazi na mabadiliko kweli yalionekana kitu ambacho najivunia mpaka kesho. Badae yule ED aks CEO akaja kujua mlolongo mzima ulivokuwa na pale kama ningekaza basi mimi ni=dio ningekalia kile kiti, basi akazidi kunikubali na tukawa tunashirikiana kwa mambo mengi sana. Chini ya uongozi wake na mimi nikiwa nina jukumu la kuandika na kusimamia miradi tulifanikiwa kupata miradi mingi sana kuhusiana na maswala ya haki za watu wenye ulemavu. Basi kwenye ile moment wakati namkabidhi ile barua ya kuresign alinikumbusha kitu ambacho kilinifanya nikumbuke matukio mengi yaliyopita.
Kiufupi, my position involves a diverse set of responsibilities that contribute to both organizational success and societal impact. Individually, through this position I acquired a range of valuable skills and experiences, including:
Strategic decision making Skills
Lobbying and advocacy skills
Leadership and Team Management
Program Planning and Implementation
Networking and Relationship Building
Capacity Building
Fundraising and Financial Management
Monitoring, Evaluation, Accountability, and Learning (MEAL)
Communication and Representation
Policy Development and Implementation
Organization Capacity Assessment (OCA)
WADAU KAZI KWENU, CV NDIO HIYO, see you in next episode
Wachawi sanaaa huko🤣🤣🤣🤣Kigoma mwisho wa reli
Kuiwekea matumaini simba nikujitoa mhanga.. mkuu njoo kwenye chama la wananchii uenjoynimeshapoa mkuu. Ila jana nimeinjoi game maana mnyama alipiga game ya maana ambayo sikuiona ile performance kwa kama miezi 10 hivi. Naona tumeanza kujipata. I bet simba na wydad zinaenda robo. Mwendelezo jioni mkuu
TrueTaidume this is a great topic I have read so far this year,
But into all episodes I’m seeing the positive side of you. you were always the best from Dr to last episode kindly show the negative side of you also where you have done wrong in some of your positions as in all positions you were the loveable and best performer among all.
By showing the negative side and mistakes people can see how honest you are.
Very true,100% agree with...?Taidume this is a great topic I have read so far this year,
But into all episodes I’m seeing the positive side of you. you were always the best from Dr to last episode kindly show the negative side of you also where you have done wrong in some of your positions as in all positions you were the loveable and best performer among all.
By showing the negative side and mistakes people can see how honest you are.
📌Taidume this is a great topic I have read so far this year,
But into all episodes I’m seeing the positive side of you. you were always the best from Dr to last episode kindly show the negative side of you also where you have done wrong in some of your positions as in all positions you were the loveable and best performer among all.
By showing the negative side and mistakes people can see how honest you are.
Mkuu brightoscarTaidume this is a great topic I have read so far this year,
But into all episodes I’m seeing the positive side of you. you were always the best from Dr to last episode kindly show the negative side of you also where you have done wrong in some of your positions as in all positions you were the loveable and best performer among all.
By showing the negative side and mistakes people can see how honest you are.
Bonge moja la episode. Never outshine your Master.EPISODE 13: Never outshine or outsmart your boss. Sikuwa makini na ilinicost
Natumaini wengi mmeshawahi kuusikia huu msemo. Ofcourse kama wewe ni bookworm utakuwa umeshakutana mara nyingi tuu hii phrase ya try never to outshine your boss in working invironment, hata bwana Robert Greene katika buku lake la The 48 Laws of Power ameongelea kwa kirefu sana hii ishu. That is to say, in a professional setting, it's generally advisable to be mindful of how you present your achievements and capabilities in relation to your supervisor or manager.
The idea behind this statement is that while it's important to excel in your work and contribute to the success of the team or organization, doing so in a way that makes your boss feel threatened or overshadowed (watoto wa mjini wanasema KUFUNIKWA) can potentially have negative consequences. If you appear to be too competent or ambitious, it might create discomfort or insecurity in your supervisor, leading to a tensioned relationship. Mtaanza kuwindana kama chui na sungura. This doesn't mean you should hide your skills or not strive for excellence. Instead, it suggests that you should be aware of the dynamics in your workplace and navigate them diplomatically. It may involve giving credit to your boss for your accomplishments, seeking their guidance, and being sensitive to their leadership style. Kwa hiyo this is another skills or experience that I would live to share with you kwani ilinitokea mimi mwenyewe na kuna kitu ilinicost maana sikuwa makini.
Sasa trudi nyuma kidogo wakati nakabidhi ile barua ya kuacha kazi pale kwa walemavu. Sasa wakati nampa ile resignation letter yule CEO kuna kitu akaniambia ambacho kilinikumbusha mbali sana. Aliniambia “hivi Taidume unajua bila wewe mimi nisingekuwa hapa kwenye hii nafasi?” akaendelea kusema, “naomba hata huko uendako ukaendelee kusimamia weledi wako na ukawe balozi mzuri wa taasisi yetu”.
Nikavuta kumbukumbu nyuma nikakumbuka miaka miwili nyuma wakati ndio kwanza nina miezi saba kazini pale ofisi ya watu wenye ulemavu. Nakumbuka wakati huo kulikuwa na wageni flani kutoka Uingereza walikuwa wanakuja pale ofsini kufanya kitu kinaitwa Organization Capacity Assessment (OCA). Kama n ilivodokeza kwamba pale kwa walemavu donors wengi wana interest sana ya kupeleka projects pale kwahiyo mara nyingi kabla hawaleta hizo project huwa wanafanya hiyo kitu ya kuitwa OCA, ambapo wanaassess uwezo wa taasisi husika kwenye angle mbali mbali kama vile muundo wa taasisi, mifumo ya fedha, ufuatiliaji, mifumo ya kutunza na kutoa taarifa, uwezo wa kutekeleza miradi kama weledi wa uongozi na staff na makolokolo mengine mengine mengi sana ili mradi wajiridhishe fedha yao haitopotea bure, ambayo kwao ni risk kubwa. OCA pia ilikuwa inasaidia to identify the gaps and areas for performance improvement. By evaluating internal processes, systems, and structures, organizations can pinpoint inefficiencies and bottlenecks and implement changes to enhance overall performance. Fani za watu hizo na wengi wanaishi hapa mjini kwa ajili ya kazi hizo, pia nina uzoefu wa kutosha kwenye hili eneo.
Basi bwana nakumbuka wale wageni walitoa taarifa kwamba watakuja siku flani basi mimi kwa akili ya kawaida tu nikajua inatakiwa tuainishe maeneo ambayo kama taasisi tunafanya vizuri nay ale ambayo hatufanyi vizuri ikiwemo kuangalia fursa na changamoto zilizopo, hiyo inaitwa SWOT analysis. Lakini nikaona hakuna msisitizo wowote kutoka kwa top leaders pale na siku zinasogea. Basi siku moja kwenye meeting nikawauliza tunajiandaaje na ugeni unaokuja? Maana mimi ndio ilikuwa mara yangu ya kwanza kushuhudia ugeni unaokuja kutufanyia OCA. Nikajibiwa tu kwamba mnisijali wao (top leaders) wanauzoefu wa kutosha na watalihandle hilo so nisiwe na wasi wasi.
Nikaona ni sawa basi nikaliacha lipite. Kwa structure ya ile ofisi ilikuwa kuna bodi ambao waote ni watu wenye ulemavu, then top leaders pia wote wana ulemavu, then ndio sisi waajiriwa ambao sio lazima uwe na ulemavu. Nadhani hili walifanya makusudi ili kuonesha representation na inclusion. Basi ikafika wiki ya kufanyawa OCA ambapo wale wazungu walikuwa wanaongea na idara mbali mbali kabla ya kufanya majumuisho kwenye mkutano wa mwisho na kufikia mwafaka maeneo gani tuboreshe au tuendelee nayo ili waweke mzigo. Kwa kweli nilipata experience mpya kabisa hapo ndipo niliewa vizuri sana mifumo na miundo ya ofisi the way zinatakiwa kuwekwa na kufuatwa.
Sasa nakumbuka siku ya mwisho wale wazungu walitualika wote yaani board members, top leaders na sisi staff kwenye kikao cha majumuisho. Sasa unajua wazungu wana tabia moja ambayo nimeiexperience sana kwenye kufanya nao kazi. Hawataki kuonekana wanakupangia kitu huwa wanataka wewe mwenyewe muhusika useme unataka nini na upendekeze njia za kukuwezesha ili kuwezesha kufanya unachokitaka. Yaani wana ile diplomatic approach kwamba hata kama unaongea pumba slowly watakurudisha kwenye mstari na wakiona unang’ang’ania sana wataachana na wewe kwa mtindo ambao utakuja kujua badae kwamba kumbe nilichemka pale.
Ushawahi kunyimwa mchongo namzungu? Atakupa feedback ambayo wewe mwenyewe ukikaa utasema kweli wamenitendea haki. Mathalani mzungu anakuambia "Thank you for taking the time to interview with us. We appreciate your interest in the position. During the interview, we observed some areas where there could be room for improvement in your responses to certain questions. Specifically, when asked about …………., we were hoping to hear more details about that. Please next time tell us more about that area”. Japo umekosa dili lakini angalau utajiskia faraja si ndio? Sasa kutana na hawa wabongo sijui ni bongo moonsearch au bongo sunsearch wanavyotoa feedback kwa madogo wanaojitokeza kwenye mashindano yao ya kuimba, yaani mara nyingi ni kukatishana tamaa tu na kebehi ambazo hazimjengi mtu. Kwanza watakucheka halafu wakikuhurumia sana watakwambia katafute kazi nyingine. Kukuambia tokaaa ni kawaida, sasa hiyo ndio nini? Key note hapa sisifii wazungu, bali nasema tujifunze weledi kutoka kwa wazungu huku nikitambua fika kuna watanzania ni weledi wazuri tuu kuliko hao wazungu.
Basi kwenye kile kikao nakumbuka wale wazungu wakatoa shukrani pale kwa ushirikiano tuliwapatia na wakasema wamepata uzoefu wa kutosha wa kutosha kutoka kwetu. Baada ya hapo wakauliza swali pale je nini ambacho sisi kama taasisi tunakuhitaji ili watufanyie? Binafsi nikaona hili ni swala la msingi sana maana uwanja ulikuwa ni wetu na wale jamaa wana financial capacity kubwa sana ya kweza kutusapoti.
Basi wakaanza pale wazoefu kuongea ambao ni wale board members na top leaders. Wakawa wanatoa hoja zao pale somethings like tufanyiwe trainings za maswala maswala ya uendeshaji wa ofisi, sijui uandishi wa miradi, maswala ya usimamizi wa fedha nk. Yaani kwangu mimi nilikuwa naona wanaongelea very pet issues ukicompare na changamoto zilizopo pale ofsini. Basi wao wakawa wanajimwaga mwaga pale wakiwashawishi wale wazungu watusapoti kwenye maeneo hayo ambapo mengi yalilenga kwenye kufanyiwa seminar nk ambapo walipendekeza tuzunguke kote mikoani kuwatrain watu wenye ulemavu. Basi wale wazungu wakawa wanachukua notes pale. Mwisho wakauliza wale viongozi kama wanadhani hayo ndio ya muhimu kuliko yooote kwa mustakabali shirika. Cha ajabu nikaona wanakubali.
Asee mimi nikanyoosha mkono kutaka kuchangia nikaruhusiwa. Nikaanza kwa kusema mimi tangu nimejiunga na shirika lile ni kama miezi sita tu lakini kama staff nimeshapata hizo training wanazosema zaidi zaidi ya mara mbili kutoka kwa wadau tofauti tofauti. Nikawaambia hizo trainigs au kujengeana uwezo sio tiba ya muda mrefu kwenye sustainability ya shirika na hata mstakabali wa watu wenye ulemavu. Nikawaambia kwahilo mimi nitakuwa tofauti kidogo.
Basi nikaona wale wazungu wanakaa vizuri na kunigeukia huku wakinisikiliza kwa makini sana na wote wakitoa notebooks zao kujiandaa kunukuu nitakavyoongea. Wakati huo huo nikawaona wale viongozi wangu wananitolea macho yale ya kusema unataka kufanya nini tena taidume hahaa lakini sikujali. Basi nikaanza kuorodhoshesha na kufafanua maeneo ambayo mimi binafsi kwa uzoefu niliokaa pale ndio yanapaswa kufanyiwa kazi na kupewa sapoti. Nikatiririka pale nikigusia maeneo yafuatayo.
Moja, structure ya ofisi haiwezi kuleta matokea chanya. Maana pale watu tulikuwa tunaajiriwa kwa project zilizopo so hakukuwa na Secretariat ya kudumu ya kutekeleza majukumu ya kila siku kwani project ikiisha na staff wanaondoka. Wale bodi members na wale top leaders ndio walikuwa wanaact as program secretariat. Kumbuka wale bodi members na top leaders kigezo ilikuwa ni kuwa na ushawishi kwa watu wenye ulemavu nasio weledi wa kuendesha ofisi.
kwahiyo nikapendekeza kwamba structure ya ofisi iwe na bodi ya wakurugenzi ambao itakuwa inazingatia weledi kwa kujumuisha makundi ya watu mbali mbali wakiwemo watu wenye ulemavu wenye weledi. Then kuwe na office program secretariat ambapo nikapendekeza kwa kuanzia kuwe na nafasi nne ambazo ni Mkurugenzi Mtendaji (CEO), Meneja w utawala, fedha na rasilimali watu (Finance and Admn manager), Resource Mobilization & Head of Programs na mtu wa ufuatiliaji na tathmini (M&E Manager).
Nakapendekeza kuwa hizo nafasi ziwe za kudumu pale shirikani ambapo wahusika watasimamia shighuli za kila siku za utendaji wa ofisi ikiwemo pamoja na kutafuta wafadhili na kuandika miradi mbali ili kuendelelea kuwanufaisha watu wenye ulemavu. Nikapendekeza secretariat hii itawajibia moja kwa moja kwa bodi ya wakurugenzi ambayo bodi nayo itawajibika kwa mkutano mkuu wa shirika ambao unajumuisha vyama vyote vya watu wenye ulemavu nchini na ambao ndio wenye maamuzi ya mwisho juu ya mstakabali wao.
Na support niliyoiomba kufaniukisha hilo kutoka kwa wale wazungu ilikuwa ni kuwezesha vitendea kazi vya ofisi kwa ajili ya watakaoajiriwa kwenye hizo nafasi, kusupport walau mishara ya miaka mitatu ya kuanzia na pia kuwezesha fedha kidogo kwa ajili ya kufanya zoezi la kureview na kuimprove baadhi y avipengere vya kwenye katiba ili kufit kwenye mabadiliko hayo, maana hii ishu yamapendekezo niliyotoa yalikuwa yanagusa katiba ya shirika.
Nikawaambia hayo mambo ya trainings za kujengeana uwezo na mambo mengine itakuw ni assignment ya hao watakaoajiriwa kama program secretariat kuja na mikakati mbali mbali ya kuweza kutatua changamoto hizo ikiwa ni pamoja na kuboresha mifumo ya uendeshaji wa ofisi. Nikamaliza.
Basi wale wazungu walikuwa imporessed sana na recommendation zangu hiyo walionesha na kuisema wazi wazi ambapo automatically wale viongozi wangu hawakuweza kunipinga. Uzuri na sista duu naye akakazia mule mule nilimopitamo maana nay eye kuna fursa aliiona palekwenye mapendekezo yangu. Basi wale wazungu wakaniambia yale yote niliyoongea niyaweke kwenye maandishi na niwatumie ndani ya siku mbili ili wayafanyie kazi na wayaweke kwenye report yao. Tukaagana pale huku wakinipa email contact zao ili niwasiliane nao nikashacompile mapendekezo yangu.
basi kila mtu akwa anaendelea na majukumu yake huku minikiwa ndio naanza kufanyia kazi yale mapendekezo. Mara nasikia naitwa kwa ukali na mmoja wa wale viongozi – taidume tonane board room sasa hivi. Dah, nikajua tu teyari kushwaka huko. Kweli nikaenda kufika nawakuta viongozi wangu wamekaa tayari kwa kutoa mashambulizi. Swali la kwanza kuulizwa lilikuwa “ni lini umeanza kuwa msemaji wa shirika letu?” Duu hapo kiroho kikapiga paap! Lakini nikawajibu mimi sio msemaji wa shirika kwani sio kiongozi. Wakaniuliza sasa ilikuwa utuseme kwa wale wageni bila kutuconsult? Basi kila mmoja akawa anatoa shutuma zake pale kwamba navuka mipaka na kabla sikuzungumza ilipaswa niwashirikishe wao. Wale wazee walipamba moto sana.
Ikabidi niwaache waongee mpaka wamalize kisha nikawambia. Kwanza naombasana mnisamehe sikujua kama mngekwazika hovyo. Pili mimi nilitumia nafasi ile kama mjumbe wa kikao na kile kilikuwa ni kikao kazi ambapo kila mjumbe alikuwa na haki ya kutoa maoni au kukataa maoni au mapendekezo mbayo aliona hayajengi. Kisha nikawauliza je kuna baya lolote ambalo nililifanya au kuongea kwenye kikao? Kwa noma noma hivyo hibyo wakajoibu hakuna baya nililolifanya isipokuwa hoja kazi zile nilipaswa kuwaeleza mapema. Basi nikawajibu tyu kwamba wote tulikuwa pale na hakukuwa na muda wa kuanza kuelekezana ila kama mnaona nilivoongea ni vibaya basi mlipaswa kuvikataa pale pale au kama vipi nitaandika email kwaambia wale wazungu kwamba basi waachane na mapendekezo yangu kwa sababu viongozi hajaridhia. Wakawa wapole wakaniambia lengo sio kukataa wewe endelea lkn siku nyingine utujulishe befor haujasema kwani wewe sio msemaji wa shirika. Tukaachana kivyo.
Basi baada ya wiki wale wazungu wakanijibu kwamba wameridhia mapendekezo yangu yoote. Kwamba watasupport vitendea kazi vya ofisi, watasapoti mishahara na oia watasapoti mchakato wa mabadiliko ya katiba ya shirika letu. Ila wao walikuwa na mapendekezo yao, kwamba eti ile nafasi ya CEO niikaimu mimi kwa muda na niutumie muda huo pamoja na viongozi kurecruit watu wengine kadiri ya mapendekezo yangu. Baadae uongozi ukiridhia wani indorse kuwa the CEO au pale tuliita Executive Director (ED) kabisa na sio kukaimu tena. Kwanza nilikuwa shocked sikujua kama wangefikiria kwamba mimi ndio niwe ED pale. Lakini nilichowaambia badala ya kunijibu mimi personally nikawaomba wawaandikie viongozi. Maana nikaona hii ya kunijibu mimi kisha mimi ndio nipeleke yale majibu kwa uongozi ingeleta balaa jingine tena, yani ingeonekanika kumbe yote yale yalikuwa mipango ya kujimilikisha nafasi. Kweli wawaandika viongozi kuwataarifu maamuzi waliyofikia [pamoja na mapendekezo waliyotoa.
Ile email ilipowafikia viongozi ilileta shida sana. Ilikuwa exactly ni kama nilivotarajia wale viongozi waliichukulia mpoja kwa moja kama figisu hivo ikaamsha hasira zao upya. Vikao vikakaliwa wakakubalina kwamba maamuzi mengine yote ya wale wazungu wanayakubali isipokuwa lilke swala la mimi kuwa kaimu ED ili kuongoza mchakato wa mabadiliko. Nakumbuka yule dada sista duu alinitetea sana na kunitaka niipiganie ile nafasi ila mimi sikutaka kwa kutotaka kuleta conflict of interest. Yeye pia alikuwa anaitaka ile nafasi ya Head of M&E. Alijua njia ikiwa nyepesi yakwakwe itakuwa rahisi.
Basi wale viongozi wakajibu kwamba wamekubaliana na maamuzo na wanaikubaki support ya wale wazungu isipokuwa swal la mimi kuwa kaimu ED kwa muda. Basi wale wazungu kishingo upande wakakubaliana na viongozi na hivyo ukafanyika mchakato wa kupata wafanyakazi. Ili kusimamia weledi kwenye kuwapata wafanyakazi wale wazungu nao waliomba wawe sehemu ya panelist ili kufanya kitu kinaitwa joint recruitment. Tangazo likatoka na mimi nikaaply nafasi ya Resource mobilization & Head of programs ili kuondoa sintofaham na uongozi wangu maana ile nafasi ya ED iliwatoa macho sana.
Kweli mchakato ulikamilika nakumbuka tukapata ED Mpya ambae ndio huyo nimemrefer kama CEO kwenye hii stori, akapatikana mtu wa uatawala na fedha, mimi nikapata ile nafasi ya Heads of programs, Fundraising and Advocacy manager, pamoja na mkuu wa M&E ambaye ni sista duu wetu wa kwenye hii stori. Basi maisha yakaendelea kama kawaida na sasa ikawa pale ofsini ni kazi kazi na mabadiliko kweli yalionekana kitu ambacho najivunia mpaka kesho. Badae yule ED aks CEO akaja kujua mlolongo mzima ulivokuwa na pale kama ningekaza basi mimi ni=dio ningekalia kile kiti, basi akazidi kunikubali na tukawa tunashirikiana kwa mambo mengi sana. Chini ya uongozi wake na mimi nikiwa nina jukumu la kuandika na kusimamia miradi tulifanikiwa kupata miradi mingi sana kuhusiana na maswala ya haki za watu wenye ulemavu. Basi kwenye ile moment wakati namkabidhi ile barua ya kuresign alinikumbusha kitu ambacho kilinifanya nikumbuke matukio mengi yaliyopita.
Kiufupi, my position involves a diverse set of responsibilities that contribute to both organizational success and societal impact. Individually, through this position I acquired a range of valuable skills and experiences, including:
Strategic decision making Skills
Lobbying and advocacy skills
Leadership and Team Management
Program Planning and Implementation
Networking and Relationship Building
Capacity Building
Fundraising and Financial Management
Monitoring, Evaluation, Accountability, and Learning (MEAL)
Communication and Representation
Policy Development and Implementation
Organization Capacity Assessment (OCA)
WADAU KAZI KWENU, CV NDIO HIYO, see you in next episode
Kaka utufikirie nasisi ambao lugha inatupiga chengaMkuu brightoscar
Thank you so much for your thoughtful feedback and suggestion. I truly appreciate your perspective on showing the negative side as well. While I understand the importance of transparency and honesty, my intention with this sharing is to emphasize the positive experiences and lessons learned throughout my journey.
I believe that by highlighting the challenges I faced and the positive ways in which I addressed them, I can offer valuable insights and encouragement to others. However, I am open to discussing moments of growth and learning, where I may not have been at my best, but this should exclusively separated into another thread. Hapa niseme umenipa assignment ya kufikiria namna gani nije na uzi wa kushea hizo negativity.
Ultimately, my goal is to inspire and motivate, and I want to ensure that the focus remains on the positive aspects that can uplift and encourage others to achieve their best. I hope you understand, and I'm grateful for your input.
Ety kasema tutumie google translater ili tuelewe😅😅Kaka utufikirie nasisi ambao lugha inatupiga chenga
Aaa ni usumbufu tu asee kwani akiandika Kiswahili atapungukiwa nn au wanaojua kiingeleza hawatoelewa asa [emoji1]Ety kasema tutumie google translater ili tuelewe[emoji28][emoji28]
Me nikiona kiingereza naruka😅😅 nasoma kiswahili tuuAaa ni usumbufu tu asee kwani akiandika Kiswahili atapungukiwa nn au wanaojua kiingeleza hawatoelewa asa [emoji1]
Kabisa asee [emoji23][emoji23]Me nikiona kiingereza naruka[emoji28][emoji28] nasoma kiswahili tuu
Tuendelee kusubiri kipande kingine.Kabisa asee [emoji23][emoji23]