28 October 2014 Warsaw could open the doors of the brandnew Museum of the History of Polish Jews and for certain, that museum is a beauty.
First of all it is a beauty from the point of view architecture. The size of the museum is enormous which offers opportunities for spectacular projects like: telling the story of the Jews coming to Poland 1000 years ago with moving images on glass walls; rebuilding an old wooden synagogue with all its special paintings; and redesigning a street in a Warsaw Jewish neighbourhood in the 19th/20th century with all its cultural and political activities, see these 3 pictures for an impression.
Apart from the special projects you can find interactive expositions for all centuries (I loved the medieval ones), and learn a lot about Polish history in general, too. The way the partition of Poland among other countries in the 18th/19th century was symbolised by a big and empty throne, overlooked by foreign rulers is impressive. Of course many people like to have their picture taken at the throne so it is never empty for a long time. The museum allows this kind of jokes and activities which is very nice.
This is a museum that deserves your time, wandering from one room to another through 10 centuries of history. It is different from other museums: it is an impression, not an explanation. It is an atmosphere and a way to live the lifes the Jews in Poland lived since the Middle Ages. If you visit Warsaw, remember to go there!
It was a coincidence that I went to an IDFA documentary, I never have / take time for things like that but in this case the maker of the documentary was the daughter of a friend with whom I participate in a Turkish litterature club – yes, all Turkish spoken so you understand I do not speak a lot, however I do read all the books (in Turkish) while not every participant does 🙂
I have to say that Gülsah Dogan presented an outstanding documentary that should be obliged learning material for any organisation involved in the problems of Amsterdam-West families. She has succeeded to make an inside picture about one of the (former) most problematic Dutch-Moroccan families Amsterdam-West has known. And anyone in the public can recognize and feel the characters, the conflicts, the existentialist problems that occur in this story. It is very moving – there were many tears – and the complexity of extreme family situations is revealed. This is a documentary that deserves a price and I hope it will win.
See http://www.idfa.nl/industry/tags/project.aspx?id=5273991f-70a3-431d-836f-264b6b41bce6, for more info and also times to visit next wednesday, thursday and saturday 26/27/29 November. Don’t miss this one! For me, it will still be on my mind for many days; it is really, really impressive!
All managers are alike! Today I worked with the management team of Stephanos on several principles for strategic planning. Interesting was the drawings they came up with after making a stakeholder analysis (see above). I will not explain them to you here but if you have been in sessions like this, you can certainly see what I mean.
Another remarkable aspect is that people will stay in a session without a break if this is what is expected from them. In The Netherlands, people usually start to ask about the break within 45 minutes time – it is not just important to have the break, it is also very important to know when exactly it will be. Here it isn’t.
Furthermore you can see from the pictures that spending money in expensive places is not for managers here. We sat in a basic room, normally used for the vocational training of Stephanos students and: without coffee or tea. Nobody was eating or drinking during the session. That did not positively or negatively influence the results I think. People just perform under the circumstances that they are used to perform. In a country like Malawi with an average yearly income of 250 euro, people do not eat and drink all the time: forget about the bag with candies and sweets that finds its way over the training tables while the workshop is going on. No such thing here.
But, miraculously, looking at your cell phone during the workshop is a favorite activity both here and in Western Europe. When it comes to that kind of communication, all managers are alike 🙂 The same goes for content: managers are managers, and they want to get things done. Give them ideas for that, and you have their interest.
By now I have given 2 workshops on culture and diversity for the management team of the Stephanos Foundation. Beforehand I was wondering whether it would be possible to be of any benefit, as my knowledge about Malawi and Africa in general seemed to be low. Wasn’t it a risk to be too western in my approach, far from ‘the way we do things here’ in Malawi? But after my 2 first workshops here I can say (with some relief) that it worked out very well, also in the context of Malawi.
The awareness about culture and diversity is much bigger here than average in Europe. Most of the management team has the Malawi nationality, but they come from different tribes and have team members from various backgrounds. In workshops in for example The Netherlands, participants sometimes feel compelled to discuss the notion of culture itself: does it really matter? Aren’t we all different so what’s the point? When this occurs, it is always a participant from the ‘dominant’ group and never a member of a minority group who brings up the discussion. There is little awareness of the very existence and influence of culture and diversity – regardless whether dominant individuals find it necessary or not…
Here in Malawi I meet with strong curiosity to learn more and know how it works and what a manager can do to make it work so that diverse talents are used for the job. Exercises from The Champagne Pool (see www.diversityshop.eu) passed without any problem: be it informal rules of the organisation, what is my culture or the five dimensions of culture from Hofstede – it all suited Malawi and Stephanos reality. Also the Makeda game gave a lot of food for thought.
The fact that the Makeda game bears the name of the Ethiopean Queen of Sheba however did not seem to interest anyone. People are very practical here and not too nationalistic. Does training material come from America, Europe, Asia or Africa? No point as long as it works in the local context. In terms of Hofstede, there is a low uncertainty avoidance (low on ‘what is different is dangerous’, difference did not scare these managers off). And there is a good sense of humour, which is always nice to have. This makes me look forward to the other 2 workshops to come.