The Edition Issue 1

Issue 01. February 2012 I WWW.theEDITION.CO.KE 12

T H E FEBRUARY / ISSUE N O . 1PO

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Unleash Your FullPotential In 2012

Meet Joe Mucheru:Google’s Man in the Region

Cloud 9:Communication &

Consumerism in Kenya

The Economy &Africa:should the world follow our lead?

Jobs! Jobs! Jobs!

12 Issue 01. February 2012 I WWW.theEDITION.CO.KE

Human Performance Dynamics AfricaPo Box 1516 - 00621 Nairobi ; Cell: +254 716 624 932 | +254 716 584 611

Email: [email protected]

Recruitment & Selection-Psychometric Assessments

-Assessment Centres

Organizational Effectiveness Consulting-Organizational Re-Structures

-Organizational Audits & Culture Assess-ments

-Talent Management & Succession Planning

Performance Management-Performance Management Systems &

Processes-Coaching & Mentoring

HR Capability Building-HR Business Partner Training

-Interim HR Management

Training & Development Interventions- Team Building

-Leadership Development-Advancing Women

-Personal & Career Branding&

-More

st 21 Century Human HPDA

Capital Solutions

HRChallenges

WE Solve


if you’re going to be passionat e about something, be passionate about learni ng. if you are going to fight something, figh t for

those in need. if you’re going to q uest ion something, question authority. if you’re going

to lose something, lose your inhibitions. if you’re going to gain something, gain resp ect and confi dence. and if you’re going to hate something, hate the false idea that you are

not capable of your dreams

- daniel golston

Alexandra R.H.S, Editor “

It is a challenging and inspiring task to begin something new. Be it a new year, or a new career, a beginning asks us to face down the moments and memories of the past and summon the will to challenge ourselves to a

new future. In so many ways Kenya is a country powered by the drive and passion and hopes of our people. That is why we are excited to introduce

, a monthly magazine on Kenya’s contemporary career culture, to help us concentrate, connect and collaborate on Kenya’s greatest resource: our human capital. We have an energetic and dynamic population, we have an enormous metropolis of a capital city and a country filled with natural resources -our possibility for growth, change and opportunities is limitless. There is a word for this waiting energy, this store of possibility that has not yet been called to action – it is POTENTIAL.

is here for those of you who won’t hold back your dreams, who work hard and want to work harder to make the best of what we each have inside, the potential we all hold somewhere between our head and our hands. Every month, including this one, we will bring you the stories of adventurous professionals, from HR leaders to CEOs to start-ups, innovators and entrepreneurs, and the advice and opportunities that will always challenge you to move onward and upward. In our first issue ever we have focused on one word we hope will inspire you to innovate and become great – potential. So turn the page and let yourself imagine anything and everything you want to achieve, and take inspiration from the words of those who have reached success doing just the same.

L E T T E R F R O M

THE EDITOR

T H E FEBRUARY / ISSUE N O . 1

T H E TEAMFounder, Publisher,Editor in Chief

Susan Wakhungu-Githuku

Administrative Coordinator Lillian Nandwah

THE EDITION is a COPYRIGHTED FOOTPRINTS PRESS PUBLICATION and

HPDA INNOVATION. Issue 01. February 2012, Copyright 2012. All rights

reserved. See us online at: WWW.theEDITION.co.ke

PRINTED BY BLACKRAIN PRINTINGAll advertising enquiries to:

[email protected] rights reserved.

7 Conversation with Joe Mucheru

The Man who leads Google in the Region9

Ideas and People2012: Resolutions and Reflections

12 Modern Networking

Attract a following in Person and Online13

Cloud 9?Technological Advances take Kenyans up, up and away

14 Swahili in Kenya

Defining a sense of identity as modern Kenyans15

Future of Global FinanceAn analytical look at Africa’s financial potential

16 Looking for Entrepreneurs

We want the best and brightest! 18

Unleash your Potential in 2012The principles behind becoming the best

20 Identifying Employees with Potential

How do we objectively identify people’s potential?21

Human Resources LeaderDr. Lawrence Ndombi of BPC

22 What’s on in the Workplace

The curse of bad bosses/How to interview23

CAREER ANNOUNCEMENTS29

Branding and MannersThose with know how tell you how...

30 Artsuccess Story

Poet Sitawa Namwalie speaks out31

Straight to the ArtsWhat comes after success in Business?

32 Working out - the 15

Keep in shape for a stronger mind and body!33

Fiscal FitnessWhat is a pension plan and when should we start?

34Twitter Feed: The world in 2012

We pick some of the best lines about 2012 36

Real FreedomMore than words and actions...

37 The Edition Reviews...

Movies, Books and Bitings!38

Brain PainUse those grey cells!

Editorial DirectorAlexandra Remsen Hickok Smith

Director of PhotographyBobby Pall

Design and Layout Kevin Mapesa and

Max Ngari for Brand2D

all enquiries - [email protected] of AdvertisingArnolda Shiundu

Sales TeamHannah Ichihashi

Geff MwaiMichael Scott

Edition TeamChristine NjambiSteve WakhunguGeorge MuiruriRuth Njuguna

Sellah NyongesaZhanet Khazali

Publications Manager Lucy Mwangi

W H A T ’ S INSIDE

“


CONTRIBUTORS

JOY ODERA, Writer, Senior Consultant, HPD AFRICA Joy is a Human Resources Management Specialist, a national of Kenya, but who was born & bred in Uganda. She is a published writer and is particularly keen on writing about Africa. Joy studied Economics at the University of Sussex and Human Resource Management at Westminster University, London.

DEREK BBANGA, Entrepreneur and Co-owner PUBLIC IMAGE AFRICAA soft skills consultant, image strategist and corporate speaker, Derek Bbanga is a graduate of Connecticut University in the USA and Helsinki School of Economics in Finland. He is also a member of the Nairobi Toastmaster and one of the Chapter Directors of the International Networking Organisation (BNI).

JANET ADETU, Chief Executive Officer, JSK ETIQUETTE CONSORTIUM Janet, a Certified Professional Etiquette Consultant is the Founder and Director of JSK Etiquette Consortium Limited. Janet began her etiquette training in the U.S. She holds several professional memberships including the Association of Image Consultants International (AICI) and is a also fellow of the Association of Certified Chartered Accountants (ACCA).

JOHN SIBI-OKUMU Actor, Teacher, Playwright

John Sibi-Okumu is variously referred to as a leading actor, journalist, playwright, newscaster, columnist, linguist, producer, director, teacher and mentor. This noted thespian has appeared in Newsweek, and was recently featured in the book Life Journeys: Scaling Heights which featured Kenyan men of distinction and achievement.

ADVERTISE WITH AND GET DOUBLE THE EXPOSUREONLINE AND IN PRINT! WHETHER A JOB LISTING, YOUR OWN C.V, OR A COMMERCIAL

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The EDITION Team, bringing you news, ideas, professional advice and opportunities.



CONVERSATIONS WITH A C.E.O

JOE MUCHERU

My job is to present Google to Africa and ensure that Google is part of the growth and opportunity that Africa presents. I am building

and inspiring the best team from Africa, making dreams a reality through technology and working to change people’s lives.

We create a kind of magic here, for our team and our consumers. Google Africa recently launched ‘Getting Kenya Businesses Online’ and the success and diversity of this initiative has been magical. One entrepreneur running a cake shop put her business online and has found herself so popular with the Kenyan diaspora that she is now receiving orders from the US.

So, what are some of the most important decisions you make? There are so many challenges and problems to tackle in Africa. A leader must make the decision to give priority, and focus the team to tackle those problems for greater growth trajectory for our company and our continent.

What leadership characteristics have the best leaders you’ve worked for shared?The best leaders are open and have vision. They fight for what is best for their customers. I recall when I fought the government to liberalize the internet sector. Athough it was a challenge it was worth the effort. A leader must understand that in business, in a country, in everything, people matter the most.

In 2011 we had some great ‘hits’. I had the chance to hire three women who were later named three of the top 40 Forbes Most Influential Women Leaders in Africa, and we launched the Android, a product which gives Africa a real $100 smartphone.

What are your Top 3 business priorities for 2012?Focus on the user. Create the best team and get results. Provide meaningful returns for the market.

And personally?I just want to get more money into people’s pockets. I do believe technology can change livelihoods.

What is POTENTIAL?

Potential is believing in yourself,

and committing to the vision of what you think is

possible. If you don’t challenge what is possible, you don’t have as

much passion and drive to succeed. At Google we know we can change the world, one

user at a time, and since we know Africa’s potential we work that much harder to make it happen.

When you are born in Africa,it sometimes feels like the world and its ways are against you. But there are opportunities to build your assurance, your sense of capability.

The potential of a company is demonstrated by the enthusiasm of the employees and the dedication and direction of the leaders. When I look for employees, I seek those with potential. I look for an orientation towards results, independence, innovation

and initiative.

What is the best career advice you ever received?My late father gave me the best advice, not only through his words but through his life. He started as a caddy, then became Kenya’s top golfer and educated my 5 siblings and myself abroad. He told me that in any job you should “Work like it is your own business and learn everything there is to learn, because when hard times come, you may be the one to lead to the top!”

Name the three most inpirational books you have read.The Bible, ‘The Prophet’ (by Khalil Gibran) and ‘The Alchemist’ (by Paulo Coelho) were three books that allowed me to look inwards and find my own sense of potential and possibility.

At the core, who is Joseph Mucheru?

“Our international team has a 300 year mission to

organize the world’s information and make internet universally

accessible and useful, and I am doing my part to make this

“Potential is believing in yourself, and committing to the vision of what you

think is possible.”

JOE MUCHERU

Wearing wigs in the office of Google’s African hub, team asked Joe Mucheru, (co-founder of Wananchi.com, recipient of a Moran of the Burning Spear) presently Regional Lead of sub-Saharan Africa for Google, about leadership,

potential and what it is like to be a part of Africa’s technological future…

My job is to present Google to Africa and ensure that Google is part of the growth and opportunity that Africa presents. I am building and inspiring the best team from Africa, making dreams a reality

through technology and working to change people’s lives.

We create a kind of magic here, for our team and our consumers. Google Africa recently launched ‘Getting Kenya Businesses Online’ and the success and diversity of this initiative has been magical. One entrepreneur running a cake shop put her business online and has found herself so popular with the Kenyan diaspora that she is now receiving orders from the US.

So, what are some of the most important decisions you make? There are so many challenges and problems to tackle in Africa. A leader must make the decision to give priority, and focus the team to tackle those problems for a greater growth trajectory for the company.

What leadership characteristics have the best leaders you’ve worked for shared?The best leaders are open and have vision. They fight for what is best for their customers. I recall when I fought the government to liberalize the internet sector. Athough it was a challenge it was worth the effort. A leader must understand that in business, in a country, in everything, people matter the most.

In 2011 we had some great ‘hits’. I had the chance to hire three women who were later named three of the top 40 Forbes Most Influential Women Leaders in Africa, and we launched the Ideos, a product which gives Africa a real $100 smartphone.

What are your Top 3 business priorities for 2012?Focus on the user. Create the best team and get results. Provide meaningful returns for the market.

And personally?I just want to get more money into people’s pockets. I do believe technology can change livelihoods.

What is POTENTIAL?Potential is believing in yourself, and committing to the vision of what you think is possible. If you don’t challenge what is possible, you don’t have as much passion and drive to succeed. At Google we know we can change the world, one user at a time, and since we know Africa’s potential, we work that much harder to make it happen.

The potential of a company is demonstrated by the enthusiasm of the employees and the dedication and direction of the leaders. When I look for employees, I seek those with potential. I look for an orientation towards results, independence, innovation and initiative.

What is the best career advice you ever received?My late father gave me the best advice, not only through his words but through his life. He started as a caddy, then became Kenya’s top golfer and educated my 5 siblings and myself abroad. He told me that in any job you should “Work like

5

“Potential is believing in yourself, and committing to the vision of what you think is possible.”

it is your own business and learn everything there is to learn, because when hard times come, you may be the one to lead to the top!”

Name the three most inpirational books you have read.The Bible, ‘The Prophet’ (by Khalil Gibran) and ‘The Alchemist’ (by Paulo Coelho) were three books that allowed me to look inwards and find my own sense of potential and possibility.

At the core, who is Joseph Mucheru?I am someone trying to make a difference in the world. I am a kid from Limuru who has had the chance to take risks and do what he loves. I want to leave a mark by changing people’s fortunes for the better. I believe I have been given a great chance and I want to make the best of it…



IDEAS & PEOPLE

SYLVIA KAUMBUTHU24, BANKERHow was 2011, and what will you change in 2012?2011 was not good. I am not growing in the industry I am in. So in 2012 I will get my masters degree and meet people who will channel and challenge me towards a new direction.

AMOS MZENGE42,SCHOOL PRINCIPALHow would you descr ibe 2011 f rom a career perspective? Chal lenging. The Y-generation tends to question ever ything. You have to constantly remind them to work hard.

KALPA PADIA41,ENTREPRENEURHow would you descr ibe 2011 f rom a career perspective?2011 was great for us! Increase in tourism and export meant our product was very successful. Also our collaboration with local farmers has been great, when we thrive, they thrive.

NEWTON MTAMBA26,IT SPECIALISTWhat wil l give you the edge in your career in 2012?I am the youngest employee in the company, which gives me an edge because of my energy. I wil l therefore work harder and longer to reach my targets.

ZOHREEN ABDULLA29, BANK MANAGERWhat one goal do you wish to achieve in 2012?To see my people grow on a different level. They will because they are sharp, career orientated, and they have the thirst to thrive.

SHEENA ROUND-TURNER 58,RETIRED AD EXECUTIVEHow will you accomplish your goals in 2012?Determination. Life is a challenge and you only get out what you put in. So, if you never put any effort, and try new things, you will never succeed. I don’t intend to sit back and wait for life, which is why I’ll prosper this year.

LYDIA CHOGO27, PHOTOGRAPHERWhat goals did you achieve in 2011 and what are your goals for 2012? 2011 was a phenomenal year. We had notable and renowned Kenyans who came to our studio to have their pictures taken for the Footprints Press Life Journeys books. My goal for 2012 is to take my photography to the next level.

R E S O L U T I O N S R E F L E C T I O N S&

team spoke to some of Nairobi’s professionals about their reflections on 2011 and their hopes and perspectives on 2012.

SHAMIM EHSANI30,GRP MARKETING DIRECTORHow would you descr ibe 2011 f rom a career perspective?It was a rewarding year and Kenya had victories particularly in the hospitality industry. The challenges were terrific opportunities for personal and professional learning and growth. In 2012, I intend to develop our team and build on our reputation of excel lent ser vice.

012

2


“To love someone deeply gives you strength. Being loved by someone

deeply gives you courage.” Lao-Tzu

“In real love you want the other person’s good. In romantic love you want the other person.” Margaret

Anderson

“Love is a fire. But whether it is going to warm your heart or burn down

your house, you can never tell.” Joan Crawford

“We are all born for love. It is the principle of existence, and its only

end.” Benjamin Disraeli

“The most wonderful of all things in life is the discovery of another human being with whom one’s relationship has a growing depth, beauty and joy as the years increase. This inner progressiveness of love between two human beings is a most marvellous thing; it cannot be found by looking for it or by passionately wishing for it. It is a sort of divine accident, and the most wonderful of all things in

life.” Sir Hugh Walpole

“Your words are my food, your breath my wine. You are everything to me.”

Sarah Bernhardt

“The soul that can speak with its eyes can also kiss with a gaze.“ Anon

“Love is but the discovery of ourselves in others, and the delight in the recog-

nition.” Alexander Smith

Love distils desire upon the eyes, love brings bewitching grace into the

heart.” Euripides

“Love means to commit oneself with-out guarantee, to give oneself com-

pletely in the hope that our love will produce love in the loved person. Love

is an act of faith, and whoever is of little faith is also of little love.” Erich

Fromm

“Like music on the waters is thy sweet voice to me.” Lord Byron

“Love is like a friendship caught on fire. In the beginning a flame, very pretty, often hot and fierce, but still

only light and flickering. As love grows older, our hearts mature and our love becomes as coals, deep-burning and

unquenchable.“ Bruce Lee

“The best and most beautiful things in the world cannot be seen or even touched - they must be felt with the

heart.” Helen Keller

“In dreams and in love there are no impossibilities” Janos Arnay

“To love someone deeply gives you strength. Being loved by someone

deeply gives you courage.” Lao-Tzu

HAPPY VALENTINE’S DAY!!!


HAPPY VALENTINE’S DAY!!!

CHOCOLATE COVERED STRAWBERRIES Ingredients1 pint fresh strawberries, washed and patted dry, stems intact, and thoroughly air-dried8 ounces good-quality bittersweet chocolate, broken into chunks1 tablespoon solid white vegetable shortening1 ounce Grand Marnier liquor or fruited brandy

InstructionsPrepare ahead: Wrap pieces of styrofoam in plastic wrap for fruit to rest and drip on. You can also use any firm-fleshed fruit, such as cantelope or orange halves. Pour about 1 inch of water into bottom of a double-boiler and heat to hot but not simmering. Melt chocolate and shortening on top of double-boiler, stirring occasion-ally until completely melted and smooth. Remove top pot and place on a heat-safe tripod. Let cool for about 5 minutes.

While chocolate cools a bit, carefully spear strawberries with toothpicks. Working quickly, swirl each strawberry gently in the chocolate about half-way up the fruit and place inverted on toothpicks into the styrofoam to cool and harden. When done, place in refrigerator to further set chocolate shell. When completely hardened, use a syringe to carefully inject a bit of the liquor into the center of each straw-berry, being careful not to over-fill.

Valentine’s Special Recipe


Networking is an ubiquitous term in the modern vocabulary, used in reference to life, the pursuit of love and, of course, business. Networking in business is like wind to a fire. As

modern communications technologies race past the ‘old boys clubs’ on the information superhighway, the opportunity for global and local networking has never been so great. Each connection we make is an investment that can lead to greater knowledge or opportunity. We tell you the essential practices of networking in the modern world, in person and online…

Never forget a face… or a name. Whether you are in a social gathering, reading the news or sitting in a boardroom, make sure to notice people who are important players or are coming up with big ideas. Should you get the chance to meet new people whom you think are interesting or powerful, save their contacts and always find a way to get in touch.

Virtual Virtue. Our presence on the Internet is constructed, meaning we have a certain degree of choice as to what people see of us online. It is possible to have a social Internet presence that does not intrude on your professional Internet presence, but be aware of your privacy and presentation. Your professional Internet presence is extremely important in today’s job market. Be visible. Have your own website and host your profile on multiple sites, then join groups and forums and get involved. Great networking is about attracting a following, in person and online.

The Art of a handshake. This is the delicate process of ‘the introduction’ to a stranger who is important to your network. The key to introducing yourself is to be prepared and to be polite. Address people formally, and show your interest in what they do, while displaying the confidence you have in your own work.

Give a cent. And give some time. Invest in your network to improve your net worth by joining associations, clubs, charitable causes and attending industry events to let people see your character and values.

Presenting…If you are straight out of university or have worked for 40 years in the same industry, meeting people is still the same. Carry a card with your contacts and have an updated C.V or website. Make sure people can connect with you just as easily as you would like to connect with them.

-

l i k e w i n d t o a f i r e

MODERN.NETWORKING


Ask any Chief Information Officer (CIO), anywhere in the world what comes to mind when they think of Kenya... Their response will be about technology: MPESA; Konza Technology City and, more recently,

cloud computing. The MJ that used to run this town wasn’t Michael Jackson, he could ‘Beat It’ as far as any teen, or technologically-savvy Kenyan cared: Michael Joseph was it! MJ, as CEO of Safaricom, adopted the indigenous ingenuity called MPESA in 2003 that helped steer this country away from gerontocracy into a new dawn through technological advancements. Who’s aboard? Well…Dr. Ndemo (P.S. ICT); Joseph Mucheru (Google); Njeri Rionge (Ignite Consulting and Wananchi); Robert Mugo (Safaricom); Jyoti Mukherjee (Software Technologies Ltd.); iHub geeks and the myriad of big business and start-up CIOs and CEOs across Kenya. However, their successes would not be possible without the adventurous nature of Kenyan consumers.Why is everything reliant on the consumers? Under the business umbrella, having a monopoly on a particular product or service can cause a company to dictate its prices, so that the service/product provider is the only one who benefits. But competent and innovative young minds are changing the game, following those like Joseph Mucheru and Njeri Rionge whose 2000 start-up, Wananchi, offered low-price internet to the common “mwananchi”, and became the leading and largest ISP, web host and host of domain names in Kenya. Other tech companies had two choices: compete or diminish. The former proved more feasible. Tech advances in Kenya, like MPESA, have shown us how adaptable and important the Kenyan consumer is. MPESA brought down the cost of personal cellular devices and companies had to offer more affordable options. It also raised digital literacy and awareness, which is still continuing to grow in Kenya, a huge ‘leap’ from the days of analog rotary phones. From this came the ambition to learn more about the potential of cellphones, which has brought us to the age of smartphones (phones with advanced computing and internet ability) a craze that runs rampant amongst our youth, the first demographic to adapt to big tech changes in Kenya.They call it swag. Swag, as described by the Urban Dictionary, is an appearance, style, or manner of self-representation. Today, in Nairobi, if you don’t have a smartphone, if, “You ain’t got no swag,” then something isn’t right. As colloquial as that double negative is, that’s what many young urbanites will tell you. Their daily affairs are posted up on Facebook; drama reigns in Twitter; creativity abounds in their blog pages; they stalk – preferably not predatorily – each other on Foursquare; and they load-up their amateur and professional clips on Google’s recently launched youtube.co.ke. If your company does not have social media accounts, particularly Facebook and Twitter, then you are not in the game. Safaricom is the most dominant telecom company on Twitter in Kenya, with over 29,000 followers; @ KTNKenya leads the way in news with over 38,000 followers, and @KoinangeJeff has the largest number of followers for an individual, at over 47,000. Spotting this pattern of social media interest, companies are distributing all kinds of new smartphones. Thus far, according to unofficial estimates, the Google IDEOS has sold over 400,000 handsets, making it the highest selling smartphone in Kenya. This means that individuals can keep-up with and create content on-the-go and use the lower internet prices available on mobile platforms.

The drive of tech-potential keeps on growing and the current trend in Kenya is cloud computing. In 2011, Kenyans, along with the rest of the world, were overwhelmed with news on cloud computing. But what exactly is cloud computing, and what does it mean for Kenya? “Cloud computing is basically managed services, where your infrastructure and applications are sitting on the cloud. You access your information via the internet, and pay for them based on use”, explains Siyabulela Mpahlwa, Business Development Manager for the South African IT firm, Business Connexion, who opened their East African headquarters in Kenya in November 2010, headed by Dr. Tony Githuku, the Regional Director. Cloud computing is just one of the many IT solutions that Business Connexion is offering their clients, but without a doubt, it is the most exciting one.In 2009, based on global trends by the ‘CIO religious text’ Gartner, cloud computing came in at number 3 on the “Top 10 Technologies That You Can’t Afford to Ignore” list. In 2010, cloud computing was atop that list. It seems like Kenya is warming up to the idea, and rather quickly. Safaricom have recently launched their cloud computing services, Business Connexion has over eight years’ experience in this area, and Allied Technologies recently acquired the long struggling KDN (Kenya Data Networks).

We have the necessary expertise, but what are the challenges of introducing such

a concept to companies, and the masses, in Kenya? “Globally, CIOs are tired of owning infrastructure, but in Kenya people still want to see their hardware. That is what comforts them, knowing that their information is right next to them. It is difficult for them to think of a third-party handling all their data,” Siyabulela explains. But, more and more requests are pouring in, as tech symposiums are being held

to elaborate and empower individuals on this new trends. It all comes down to the consumers, as they determine the fate of this new idea…and that is all it is right now, just an idea. What’s in it for everyone? With an abundance of clients, that means a thriving business for the providers. As for the consumers, “It’s cost effective because it takes away your capital expenditure, as there is no need for data storage hardware-it’s flexible because uptime is guaranteed and you can access information from anywhere around the world. You only pay for what you use; you can store all your information in the cloud, with guaranteed security, and as a disaster relief strategy your information can also be saved on servers thousands of kilometres away,” says Siyabulela. Even for those who are not using these services…yet... there are advantages.The most notable being lower internet costs and the extension of internet availability to rural communities without infrastructure. ISPs who are not necessarily involved in cloud computing will partner with other providers to create an accessible tech utopia for everyone.One thing is for sure, once Kenyans like something, they adopt it, run with it and create something new with it. Cloud computing will be the hottest trend for the majority of 2012, because, as it stands, the tech development train in Kenya is proving unstoppable. And this means utter bliss for Kenyan consumers.

- GEORGE MUIRURI

cloudnine?

Our technological potential has Kenyans reaching for the sky and navigating through the clouds…

“cloud computing means lower internet costs and availability for Kenyans

without I.T infrastructure”


www.footpr intspress .com0716 424 932

Buy a CopyInspire a LifeAvailable in all major bookshops

Footprints P R E S S

THE CASE FOR ‘SWA’ IN CONTEMPORARY KENYA

HOW MANY KENYANS

CAN COMPLETE A SENTENCE IN KISWAHILI

WITHOUT INTERJECTING SOME ENGLISH

WORDS?

SWAHILI.IN KENYA

On 28th December 2011, while releasing the 2011 KCPE results, Professor Sam Ongeri, Minister for Education, decried the deterioration of the English and Kiswahili languages. Kiswahili Lugha had the least performance in the examinations, with a mean score of 41.46% compared to

52.76% in 2010. The minister attributed this drop to ‘Sheng’ and also blamed politicians for reaching out to the youth using this medium. The question is… who bears responsibility for this state of affairs?

I doubt that many Kenyans can complete a sentence in Kiswahili without interjecting some English words. To further complicate the situation, there are currently several different types of Kiswahili spoken in Kenya depending on your geographical location or social relations. There’s the common ‘Sheng’, the more authentic ‘coastal’, ‘urban’, ‘rural’ and even ‘tourist’ Kiswahili. My claim to the dame wa mtaa title is long expired as my Swahili is inevitably punctuated with such phrases as, ‘by the way’, ‘you know’ or ‘like I said’. It is, therefore, not surprising that our children have such difficulty mastering ‘Wallah bin Wallah’s masterpieces in school.

Surprisingly, until I began my formal education I’d had little prior encounter with English though I had learnt Kiswahili at home and off the streets. Despite both languages being classroom taught, English continues to take the trophy as our education system is examined in the language. On the flip side, I have friends whose children attend local schools where students have the option to study Kiswahili as a ‘foreign language’.

Kenya is your typical representation of a multilingual society with anything between 42 to 63 dialects spoken within our borders. The constitution of Kenya identifies English, a non-indigenous language, and Kiswahili, as the two official languages for purposes of nationalism.

However, while English is the official language for government, diplomatic, and international business, the indigenous Kiswahili is primarily used in government administration and casual inter-ethnic communication.

I am an African and a proud Kenyan … whenever I find myself in the presence of foreigners you would be tickled at the pride in my voice when stating that Kiswahili is my national language. However, deep within I crave the pride with which the approximately 250 tribes of Nigeria have embraced Pidgin English, or how Tanzania, with over 120 tribes, has set apart Kiswahili as the medium of instruction at the primary school level. The adoption of Creole by the 28 ethnic groups and descendants of early settlers in Liberia, is an example we could

follow and I cannot forget the Jamaican Patois popularized by the spread of Reggae music. I envy their sense of identity and roots.

Whether we acknowledge it or not, Kiswahili is not only a part of our legacy but it also shrouds our society from decay. We must therefore nurture its

growth to encompass a substantial amount of our business aspects to avoid its stagnation. I relish the thought of our Jua Kali industry thriving in a Kiswahili business climate - after all we are the only ones within Kenya who have the ‘moral’ and ‘innate’ authority to enhance Kiswahili’s growth.

It was Chinua Achebe who once said, “...any language that has the cheek to leave its primordial shores and encroach on the linguistic territory of other people should learn to come to terms with the inevitable reality that it would be domesticated”, in defense of his creative semantic and lexical contortions of the English language to express uniquely Nigerian socio-cultural thoughts with no equivalents in English. I cannot help but think that rather than the English languge becoming domesticated in Kenya, has Kiswahili become adapted towards English>

If we continue to discard the language in which our culture is embedded then who are we? What is our IDENTITY amongst other communities.. unless we are English Africans!?!?!

- WAGITHI MWANGI

OPINION


THE CASE FOR ‘SWA’ IN CONTEMPORARY KENYA

- WAGITHI MWANGI

A F R I C A ’ S . FINANCIAL FUTURE

- ARHS

February 2012: The US economy is paralyzed, their population embroiled in debt and still reeling from the embittered sentiments behind the ‘Occupy Wall Street’ Protests. Europe, ever the home of the calculated cool politicians touting unity, is awash with political in-fighting, finger pointing, and home to two countries

that have summarily dismissed the electoral process and handed the reins of government over to technocrats. The Chinese government is barely controlling it’s populace who are striking back with cries for political independence, all the while suffering under the threat of intense inflation. The developed countries who have so long positioned themselves as the powers that drive the global economy are stagnating, with growth rates at 1 to 2% and unemployment levels hitting record highs. By touting their stability and preaching their superiority, have the ‘developed’ countries pushed themselves into a corner? Economies are like ecosystems, they must change to survive. Has the ‘developed’ world become like the developed word, an ending, a full stop…are they developed and done?

Africa, on the other hand, has long been considered, often pejoratively, as a developing continent, made up of different and dynamic developing countries. It is just this difference that will make Africa the driving force behind global economic growth in 2012 and beyond. Can we realize our potential as the new frontier for finance?

The African continent has been steadily growing…our numbers are up in population, GDP, resource production and new industry. There are over a billion people in Africa today, with a combined GDP of $1.7 trillion, greater than that of Russia or India. These statistics are predicted to rise at a steady rate, continuing the continent’s growth rate that has maintained levels more than twice that of European and OPEC countries for more than a decade. The continent averages a GDP growth rate of 6% per year, a significant marker of progress.

Amidst the 54 countries (including South Sudan) that create our continent, Kenya stands out as a country with significant potential. We have averaged 6% GDP growth per year, and though we suffer from extreme unemployment levels (40% at last official count) we are growing and developing at a pace that has developed countries clamouring to be a part of our financial landscape.

We are a young country, in population and in infrastructure. It is estimated that 65% of our population are under the age of 35 and, according to the Ministry of Youth and Sports, the majority of that age group are unemployed, a situation that becomes increasingly acute as more of the populace enter higher education and the workforce with greater expectations. In 2011 Professor Inonda Muanje, Executive Director of the Institute for Policy Analysis and Research (IPAR), warned that the high number of jobless youths could lead to a people’s revolution if not tamed. Yet these protests have happened, not in our own troubled and potholed backyard, but in the supposedly stable economies of the developed world. At last count, the ‘Occupy Wall Street’ protests occurred in over 1,000 cities worldwide.

Africa, and Kenya, reconcile this anomaly of high unemployment rates, high poverty levels and unprecedented growth and high GDP production under one single word: potential. Africa has potential.

In the words of Bob Diamond, CEO of Barclays Bank, “ 2012 will be the year when the world has a golden opportunity to shift it’s perceptions about the role Africa can play in driving global economic growth.” As the world prepares to give us more ‘credit’ on the global financial market, it is also Africa’s chance to take a serious look at the ways we can develop our localized potential.

Essential to our growth is the independence of the private sector within the free market economy. Though multi-national businesses have left a large mark on the African economy, it is the small to medium enterprises that hold the most potential for economic growth and opportunities to fight unemployment.

President Kibaki, in his 2011 Madaraka Day speech, regretted the failure of the Kazi Kwa Vijaana project, when he mentioned that it was the responsibility of all Kenyans to combat unemployment, and that the government needed the support of the private sector in this cause. However, for all that the private sector can help combat

unemp loy ment the majority of SME’s suffer heavy tax burdens, difficulties with licenses and r e g u l a t i o n s , all costs that limit their staff intake and the amount of risk i n v e s t m e n t

capital they are able to liberate. As Diamond says “Political leaders must ensure that businesses (especially small businesses) are freed from unnecessary regulations.”

Though the European Union has not been a ringing endorsement for currency and market consolidation, opportunities like the East African Common Market (EAC); COMESA and other unified trans-national economic initiatives strengthen the financial independence and future of African nations. Efforts between governments to simplify custom forms and procedures, streamline duty structures and harmonize standards enable enterprises and enterprising individuals to make the most of our shared resources.

As Africa’s population continues a steady and extreme growth, we will have 20 million more people taxing resources within the next decade alone. Africa needs to claim its independence outside of the political arena and create an autonomous and dynamic private sector that capitalizes on Africa’s unique paradigm, and distributes back to Africa’s unique population. After all, with 20 million more people, tens of thousands more university graduates and a culture of opportunity and risk, how many more ways can we realize our potential and continue developing?

“ECONOMIES ARE LIKE

ECOSYSTEMS, THEY MUST CHANGE

TO SURVIVE”


THE BEST SOLUTION for ECONOMIC GROWTH and JOB CREATION

ENTREPRENEURSHiP.

So say the leaders of the free world, ‘The Economist’ magazine and almost every financial writer from one side of the ocean to the other. While

the monolithic nations who credit themselves with inventing everything worthwhile since, and including, sliced bread, it is the smaller and braver nations who are taking the stage in Entrepreneurship. In 2011, Zablon Karingi Muthaka, a 26 year old from Nairobi, was named ‘Entrepreneur of the Year’ by Youth Business International. He set up a waste management company….a true example of the adage ‘want to create a big business, solve a big problem’. In this spirit, we will be featuring an Entrepreneur and their business every month, in an attempt to bring attention to the many unsung heroes who are creating jobs and opportunities and making the world a better place, one brave and bold step at a time.

Do you think you should be featured in this space or know someone who embodies

the spirit of the entrepreneur?

Let us know by email at

[email protected]

“Entrepreneurs are simply those who

understand that there is little difference between obstacle and opportunity and are

able to turn both to their advantage.” Niccolo Machiavelli

“Most new jobs won’t come from our biggest employers. They will come

from our smallest. We’ve got to do everything we can to make entrepreneurial dreams a reality.”

Unknown

“I’m convinced that about

half of what separates the successful entrepreneurs from the non-successful ones

is pure perseverance.” Steve Jobs


man

ifesto

.LATENTEXCELLENCE. unlock. do not waste. BELIEVE IN

YOURSELF. HAVE A PLAN. DO NOT BE AFRAID. MONEY IS NOT THE MOST

IMPORTANT THING. TRY HEALTH, HAPPINESS, FRIENDSHIP, FREEDOM. life is not a race. you cannot control it all. LISTEN. ask. BREATHE. LET GO. MOVE SLOW. LOOK YOUR POTENTIAL IN THE EYE. SEE IT. BELIEVE IT. SMILE. LAUGH. HAKUNA MATATA. DO SILLY THINGS. Pump Up the SOUL. Kick stress in THE TEETH. HIYO NINI? STOP BEING AN E-MAIL SLAVE. A TWITTER FREAK. FACEBOOK BLAH, BLAH, BLAH.... an addict of anything. live free. ODERATION. DANCE. SING . DO UNTO OTHERS. be GENEROUS. get OFF THAT ROLLER COASTER. drink water. help another pilgrim. Harambee. THIS IS LIFE.not a rehearsal. SEEK EXCELLENCE.kawaida ni nini? BREATHE D E E P. ROUTINIZE. (FOCUS). simplify. A M P L I F Y . make MISTAKES. SO WHAT. CARVE A NICHE. C A R P E D I E M . PRACTICE KAIZEN & RANDOM ACTS OF KINDNESS. DO it NOW. FIND y o u r BLISS. ESCHEW procrastination. BEGIN ANYWHERE. LIVE H A P P I LY. STOP HUM DRUM. SEEK YOUR BEST. Give your all - EVERYDAY. CREATE YOUR STORY. be somebody. have a BRAND. be Y O U R S E L F . WORK H A R D . L I V E F R E E . act, act, action is kila kitu. BREATHE DEEP. be SP O N T A N E O U S . FIGHT FEAR. FAIL ONCE. FAIL TWICE. LEARN TO STAND UP AFTER EACH FALL. S Y N C H R O N I Z E . LIVE ANOTHER DAY. H A L L E L U J A H . SLEEP ON IT. WACHA M A N E N O MBAYA. be bigger in spirit...MORE BOLD... LESS TIMID. THROW AWAY THE V I C T I M IN YOU. be in TOUCH. be in tune.

be in step. UNLEASH Y O U R

GENIUS. haidhuru. T W E N D E L E E . .

POTENTIAL. THE BEST SOLUTION for ECONOMIC GROWTH and JOB CREATION


Unleash

The passing of Nobel Laureate Wangari Mathaai and technology guru Steve Jobs late last year, gives us cause to reflect on some interesting lessons. Whether by design or default, it is unarguable

that they had delivered beneficial impact with their lives’ work, and while their transitions may, in some sense, be untimely, it is doubtless that both lived to their full potential. Not many of us will go to our next chapters with that satisfaction. This is a pity!

As we look towards 2012, the lessons from the lives of these two titans should not go unused. Several years ago, I was invited to an international leadership symposium in Johannesburg, to share insights on how organisations could unleash their human potential. In the audience were CEOs, SME Leaders, Human Resources Directors and other senior corporate and public sector leaders who had convened from far and wide to discuss talent, leadership and organisational productivity.

I was offered carte blanche to approach the subject in whatever manner I thought most fitting. However, there were some caveats, the presentation had to be cogent, informative and with practical take-aways. The option of approaching my presentation from a corporate perspective was not open to me. I thus could not discuss the meaning of potential from the organisational perspective. I could not touch on the importance of ensuring that a company’s most important jobs are filled with the best people. I could not discuss the role of resonating employee value propositions that ensure a meaningful psychological contract. I could not unleash venom on companies that served terrible leaders and managers on hapless employees. Another presenter had that mandate.

My scope was squarely limited to speaking personally to the audience. As catalysts of change within their organisations, I was to appeal directly to them in the hope that they might make use of my ideas and experiences.

At the time, I was the recently appointed head of Human Resources for Coca-Cola Africa. New in my role as chief talent manager, I too was keen to contribute to the formula that would enable and encourage our employees across the 54 countries and islands in Africa. After all, I dreamed, with all of us doing what we come to work to do, and doing it to the best of our ability, what could we as an organisation not achieve?

While a blank canvas can intimidate, it enables one to create with random freedom. I reveled in the latitude and embarked on my pitch with a plethora of platitudes: “Good is the Enemy of Great”, I barked, reciting from the famous book by Jim Collins, Surviving is not Thriving. “Coasting along is not Driving”, I yelled as I moved into high gear, “The Status Quo will not get you far. Don’t Survive, Thrive!” The banalities served their purpose as they motivated the audience to prick their ears with amusement. I had made it my life’s mission to explore how I could better support individuals in unlocking their potential and, with more to say than time allowed, I shared the formula that I termed the 8-Point Potential Principle with the acronym – O.D.I.A.S.D.E.M

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Own your Journey: Take accountability for your career if you wish to fulfil your personal potential. This means that you must jump into

the driving seat and engage the gears. No one can do this better than you. In this instance, W.E Henley’s poem, Invictus, rings true, “I am the master of my fate. I am the captain of my soul.” Once you determine to take accountability you dispense with the excuses. Who once said that, “If it is to be, it is up to me”?

Define Your Destination: Envision the success you seek. Stephen Covey’s counsel in the 7 Habits of Highly Effective People advises, in

Habit Number 2, to ‘Begin with the End in Mind’. All things are created twice. They must first begin in your head as you envision the picture of success that you wish to achieve. You must have a clear view of what that success looks like so that you know it when you get there. Personal mission and vision statement exercises are useful in enabling one to identify his/her purpose.

Identify Your Unique Value Proposition: This means you must know your strengths. Like DNA, we all have skills and capabilities that

are unique to us and that, when well honed and leveraged, can deliver differentiated relative worth. We are not created equal. If you were a product on a shelf in a supermarket why would anyone pick you? If you are a leader or a manager, why would anyone want to be led by you? If you are embarking on a job search, why would the panel select you? Unpack and understand your unique worth or value proposition. Define it. Assign a Value. Package it. Offer it. Continue to polish it to perfection.

Assess Your Arsenal: It is critical to take a long look at oneself and weigh your capabilities. I call it The Look in the Mirror. This means

engaging in self-assessments that may at times humble, humiliate, delight and encourage. Subject yourself to some well selected psychometric exercises that will reveal elements of your personality or cognitive abilities that may be hidden. Undertake an objective personal SWOT Analysis in which you scrutinise your relative strengths, weaknesses, threats and opportunities within the context of the potential you seek to fulfil. Another useful avenue is to seek honest feedback from managers, colleagues and friends. It has been noted that individuals who demonstrate high potential make it a routine to ask for honest feedback.

Set SMART Goals and Objectives: This is your strategy. Begin with a Goal or Goals. Goals provide a compass. They give focus. They are the

intentions you seek. Goals are supported by clear objectives. Borrowing from well-known performance management frameworks, it is critical that the objectives you set be: • Specific - clear and well defined. • Measurable - with precise amounts and dates of delivery. • Attainable – yet not too easy, you cannot cross a chasm with baby steps.• Relevant – relatable to the direction of your life and career. • Time-Bound – With deadlines that enable you to keep you honest and allow you to take stock.

Define your Tactics: This is where more strategic choices enter the stage, as not every road will take you to your goals and you cannot try

to do everything. Tactics are the specific ‘do-ables’ or actionable tasks that will help you fulfil your goals.

Potentialin 2012Execute with a Maniacal Focus: The word maniacal should be under-

lined.... as it separates the men from the boys. It speaks to that manic obsession to deliver on the tactics; to start and finish; to deliver on the promise you make, even to yourself. There are many of us who plan beautifully and never execute what we have planned. The devil is in the details.

Measure your Progress as you take time to Enjoy: This is tantamount to taking a postcard on the journey. Take mental or written notes

of how you are progressing and do not forget to enjoy the process. Always celebrate the achievement of milestones.

When you operate at your peak and utilize your potential, it becomes evident in your overall behaviour. People will notice and be inspired.

The famed CEO of CEOs, Jack Welch, said he always looked for leaders with EDGE, who could ENERGIZE, EXECUTE and had ENERGY. No doubt, he was describing individuals who were fulfilling their potential.

SUSAN WAKHUNGU-GITHUKU is the Editor in Chief of She consults, counsels and trains widely on human and organizational performance. Reach her at [email protected]

“ You don’t have to be

great to start... but

you have to start to be great”- Zig Ziglar

O - D - I - A - S - D - E - M


There is no debate. High impact employees deliver more output, and more returns pound for pound. These are those heavy hitters who consistently deliver outstanding performance and have potential to do even more. They are energetic, enthusiastic and focused. To be successful, every organization requires a number of these stars. So just how do we identify such individuals?

I once had the opportunity to listen to the work that the Corporate Leadership Council (CLC) had done in regard to unpacking potential. While performance was relatively easier to measure, potential was always slightly fuzzy and given to subjective perspectives such as “ I like so and so. I think so and so can do well... etc.

What I learned from the CLC lecture stood me well in my talent management activities years hence and I shall try in this article to relay the message I derived from the discussion on how we objectively identify an employee of high potential.

1. PERFORMANCEAssess the employee’s track record of performance. Does the individual perform comparatively better than their peer group year on year? Some individuals present chequered performance track records. In a given year they may be outstanding. In the following year, they may seem to have been abducted by aliens and do not perform. High potential employees consistently, year on year, deliver outstanding performance.

2. ABILITY Assess the Skills and Knowledge of the Employee – individuals with

high potential have the capacity and the capability to do more. They have functional skills and knowledge that can be utilized at the next

level within the organization. They have a keen absorptive capacity to manage more and higher level work. They demonstrate a keen desire to learn and you can count on them to lead and coach others on tasks.

3. AMBITIONGauge the levels of Ambition of the individuals- high potential

employees have the desire to be given more work and to rise higher within the organization. They understand the trade-offs of what

promotions entail and are ready to work the longer hours or commit to more deliverables. They have the drive, energy and determination.

4. COMMITMENTScrutinize their commitment to the organisation and its goals- High potential employees are committed to the mission and vision of the organisation and robustly exemplify the values the organization espouses. They typically will be regarded as the role models a company is proud of.

A Final WordIt is interesting to note that, 71% of high performers have limited

potential for success at the next level as they may fall short in one of the three performance and potential drivers.

Engaged Dreamers are individuals who have High Commitment, High Ambition but Low Ability. While they enjoy the organization and their work they may simply not have the requisite capability to perform at a higher level. Secondly, while they may seek further advancement, their chances of success at the next level of responsibility are low.

Dis-engaged Stars are individuals who have High Ambition, High Ability but Low Commitment. For a variety of reasons, they may no longer care for their role, their work or for the objectives of the organization. They may have lost trust in the organization or the psychological contract may be broken. Although they have requisite capability and have the drive, they have disengaged and may actively be looking for a new opportunity elsewhere.

Questionable or Mis-aligned Stars are individuals who have High Ability, High Commitment but Low Ambition. Such individuals lack the drive for success at the next level. Despite their strong capability and commitment to the organization, they may simply not have the hunger for additional responsibility or advancement.

True StarsThe highest potential employees are those with High Ability, High Commitment and High Ambition. Engage them. Challenge them. Reward them and never lose them- especially not to a competitor.

SUSAN WAKHUNGU-GITHUKU

HOW DO YOU IDENTIFYEMPLOYEES WITH HIGH POTENTIAL?

HIGHABILITY

HIGHCOMMITMENT

HIGHABILITY

HIGHAMBITION

LOWAMBITION

LOWABILITY

LOWCOMMITMENT

QUESTIONABLE

ENGAGED

DREAMER

DIS-ENGAGED

POTENTIAL


HUMAN RESOURCES

A LEADING HR PRACTIONER IN KENYA FOR OVER 20 YEARS, DR . NDOMBI SITS DOWN TO TELL US ABOUT

HIS PASSION FOR HR MANAGEMENT

“I work towards success in everything I undertake, be it big or small. In the world of business I am a leader, and I use HR as the niche to create success. The human element in business excites me-it is the active resource that makes

the difference in business. I have a passion to make things work, and I mobilise others to achieve goals. In my career I can claim some success, from the creation of the Salary Club when I was Vice President of Unilever Africa, to the HIV/AIDS private sector business council. I have always worked to mobilise businesses in Africa to embrace the HR transformation, to make HR and Talent Management key aspects of achievement. At present I am CEO and Chief Talent Manager of Business Partner Consulting (BPC), a regional organisation in East and Southern Africa specialising in STRATEGY, ORGANISATION and PEOPLE. Our vision is to deliver the best solutions through an innovative approach, creating niche partnerships with businesses and meaningful networks. The expected deliverables of BPC are about ‘Value Addition’, which means growth and profitability for businesses. It is sometimes said that HR does not have a seat at the table, but HR sets the seats for others on the table. HR in Africa has transformed and started doing the right things and trying to do the things right. I partner with business leaders to create real value by unlocking opportunities through their people. The greatest challenge to any business is to find talent with competency and experience. We help find those people. Innovation is a common word in my calling! Though the HR department is sometimes vilified, every department in an organisation is important and I do not allow any weak link to exist- just as we create team cohesion, so must we create departmental cohesion!”

What are the 5 (five) core competencies any HR Leader ought to have?An HR Leader should be a Visionary, a Strategy Architect, a Culture & Change Steward, a Business Ally, a Talent Manager and an Organisation Designer!

What is the best HR book you have ever read and how did it influence you as an HR Practitioner?You want a true answer? It is my father’s unwritten book …. The high targets and expectations he set, the teachings, the inspirational leadership, the blending of task and people skills. He influenced me as a role model…and as an HR practitioner. I have always wanted to be a role model in my profession.

There are many HR leaders I look up to.William Gitobu was my mentor, but I look up to so many in this ever growing industry…Susan Githuku, Alban Mwendar, Lyn Mengich, Tony Nasirembe, Tim Mwai, Susan Kiama, Salome Gitoho and all my fellows at the IHRM. Interestingly, I also look up to colleagues I have developed and are great HR practitioners like David Ssegawa and Edward Mungatana, just to mention a few!

What advice would you give to those who wish to move into the field of HR?It is the best place to be….but please be a BUSINESS PLAYER, not the traditional HR manager!”

DR.LAWRENCE.NDOMBI

HR LEADER

HOW DO YOU IDENTIFYEMPLOYEES WITH HIGH POTENTIAL?


Are bad for business. . . The jury is out. The research is robust. People typically join wonderful companies. However when they resign, it is seldom because of the frequently expressed excuse of inadequate compensation. Oftentimes, the decision to quit is in many instances fuelled by a determination to divorce a bad manager.

Bad managers are expensive to organizations as the costs of employee turnover are mind boggling. Bad managers are injurious to an organization’s internal and external brand because they do not typically drive productivity - although they mistakenly think so - they should be dealt swift deft blows.

So what do bad managers look like? Five Behavioural Tendencies 1. They Do not Know the Work and Are Ineffective: These managers may be glorious human beings, who love to be loved, but they do not deliver to the desired goals. They may not even know what they do not know and are nonchalant about outcomes. They may be indolent; not have the skills to deliver; disorganized or simply do not hold themselves accountable to perform. That is someone else’s work is their motto. They do not align employee work with organizational goals; clarify performance expectations and will simply prefer to coast as if they lived on another planet. Their over-riding motivation is to show up at work and be paid. Deliverables - What are those, they may ask?

2. They Do Not Know How to Lead: Not all people are born to manage or lead others. Some employees are best as individual contributors who are responsible for their own work. Such managers may be brilliant with excellent skills but when it comes to stewarding a team, they have insufficient emotional intelligence or people management techniques. When promoted to positions where they have jurisdiction over others, they arrive at their own level of incompetence and cannot inspire followership. They may be physically and emotionally unavailable. They may abdicate responsibility or not know how to delegate. They may be micromanagers with control or perfectionist tendencies. Leadership Skills - What does that mean?

3. They Do Not Care About their Employees: Good managers support and care for their employees. They appropriately challenge, coach and mentor. They provide feedback and resources. They want their employees to succeed and realize that when employees are motivated and encouraged, work gets done. Bad managers believe in the stick. They are allergic to carrots that can sometimes work miracles. They are unrealistic or unfair in their expectations. Sometimes they are plainly evil or unjust in their treatment of employees. They make promises they do not keep and when push comes to shove, an employee knows in the bottom of their hearts that they cannot count on their manager to back them. Human Beings - What are those?

4. They Can Be Mean –These managers are what one would call atmosphere ‘hoovers’. When they arrive at the office they seemingly sap the energy of the place. As soon as they are sighted silence reigns, all goes still; eyes drop down, heart beats accelerate, fear reigns as all seek to disappear into the floors. Such managers are known to intimidate, to bully. They may be inconsistent in their behaviours, volatile and seemingly not given to self regulated behaviour. Given to extreme emotions whether high or low, they rule by fear. The Boss is Always Right. 5.They Do Not Set a Good Example- Bad managers do not serve as good role models. They do not exemplify the values of the organization and may be the first to break codes of ethics while subjecting employees to mortal silence. They do not instil confidence and may not understand right from wrong. Hard Work, Integrity- What is that?

do’sResearch: Research the company and the industry it operates within to align

your skills and experience with their demands.

Practice: Practice answering interview questions, the tricky ones centre on your strengths and weaknesses so develop positive ways to answer these

questions.

Know your values and beliefs: Articulate your beliefs as they determine your character, some organisations pursue candidates who will gel with their

organisational culture.

Practice effective communication skills: Arrive early, practice a firm handshake, maintain eye contact, be positive and strive to maintain good posture.

Be specific and clear: Refer to measurable results and actual experiences. Provide examples and state facts. This shows the interviewer that you aren’t

just talking the talk.

Follow up: Send a thank you note to the interviewer then follow up with an email, call or visit later. This may place you ahead of the pack as it shows

initiative and an eagerness for the job.

don’tsBad mouthing your former workmates: Never speak ill of your former boss or colleagues as it reflects negatively on you and shows that in future you may

also talk badly about people in their organisation.

Interrupting the interviewer: This is not only rude but may also suggest that you’re not a good listener and an individual who doesn’t respect other

people’s opinions.

Try too hard: Avoid sounding like you have rehearsed all the ‘right’ answers. Provide genuine answers that provide insight into your personality

Answer your phone during an interview: This may seem like an obvious one but surprisingly many people continue to make this mistake.

Come unprepared: Provide extra copies of your resume and cover letter in case you are interviewed by more than one person.

Lose focus: Tackle tough questions without going off topic to avoid losing the interviewer. Give specific and concise answers.

-Zhanet Khazali

interviews.do’s and don’ts

Interviews are an opportunity for you to present your skills, experience and knowledge to a prospective employer. Here are a few Dos and Donts that will help you along the way:

BOSSES.BAD


HR HOW TO

Career Announcements


Email a C.V and cover letter to

[email protected] interested in any of these positions, send your CV and

application letter in word format to [email protected]. ONLY short listed candidates will be contacted.

CLIMATE CHANGE PROGRAM MANAGER

The African Wildlife Foundation (AWF) currently seeks to hire a Climate Change Program Manager. S/he will lead AWF’s climate change program and manage the technical design, funding and implementation of a portfolio of climate change monitoring, mitigation and adaptation projects across Africa and will participate in strategic, national and international climate change policy processes and prepare written technical reports for internal and external audiences.

•Postgraduate qualification ( MBA, MSc or PhD) in relevant field from reputable institution.•At least 5 years experience working at a responsible level on climate change issues

If your background, experience and competencies match the above specifications please send a cover letter, your detailed CV indicating daytime telephone numbers, address and names of three referees to Human Resources Manager at [email protected]. Only shortlisted candidates shall be contacted.

For further information on the position and AWF, please visit www.awf.org

The Africa Leadership Training and Capacity-Building Program (AFRICA LEAD) is a component of the global hunger and food security initiative. It directly addresses item number three in the Africa Bureau’s FY 2010 Action List: “ Build a cadre of African Leader’s to design and implement food security strategies and investment plans.”

Accountant. Africa Lead is looking for an accountant, responsible for executing financial related activities to support the implementation of the Africa lead project. • University degree or equivalent in accounting or relevant

discipline• 3 to 5 years work experience in operational and financial

management field.

Agribusiness Internship Coordinator: Africa Lead is seeking a professional to identify private sector companies working in agribusiness and agri industry from ‘farm to fork’ in eastern Africa to serve as hosts for interns from the EA region. • Minimum university degree• 2 to 5 years practical experience

If you meet the above requirements and are interested in this position, send your CV in word format and an application letter

to [email protected].

If your career aspirations match this opportunity, please forward your application letter and CV giving details of your qualifications and

experience to [email protected]

Editorial Assistant (Job Ref: DM/EA/3). A high quality sophisticated monthly magazine designed to showcase the best of East Africa travel spots, is looking for an assistant to write, proofread and research, a willingness to travel on short notice is also required.• Formal qualification in Journalism/Writing/English or English

Literature• Excellent computer skills

Warehouse Manager (Job Ref: BA/WM/26). A start-up company revolutionising education across Africa is looking for an independent individual to manage daily warehouse activities and coordinate with heads of departments to ensure timely issuance of required items. Must have willingness to travel to remote locations.• Bachelor’s degree in appropriate discipline• Minimum 6-10 years experience

Construction Manager (Job Ref: HP/CM/2). A real estate development company that develops exclusive (residential) real estate is searching for a manager to supervise and oversee construction of a luxury residential (marine) resort in Kilifi, Kenya.• Bachelor’s degree, post graduate diploma in construction

management an advantage• Minimum 5 years experience in project management • Quantity surverying and legal knowledge

KPMG is a leading provider of professional services, which include audit, tax and advisory management services for the Africa Enterprise Challenge Fund (the AECF or the Fund) through a competitive tender process. KPMG is presently looking for individuals to assist in the management of the AECF’s portfolio of investments/projects.

Junior Grant Associates - 3 positions ( DAS-01/2012/AECF ) • Graduate qualifications in Bachelor of Commerce/Bachelor of

Business Admin/Accounting • At least CPA (K)• Minimum of 2 years work experience, preferably in Grants

Management

Senior Accountant ( DAS-02/2012/AECF) • CPA (K), preferably a registered member of ICPAK. • Minimum of 3 years work experience• Graduate qualifications in Bachelor of Commerce/Bachelor of

Business Admin/Accounting• A good grasp of Quickbooks and Microsoft Office Software

Senior Grant Associate ( DAS-03/2012/AECF ) • CPA (K), preferably a registered member of ICPAK • Minimum of 5 years work experience in grants management• Graduate qualifications in Bachelor of Commerce/Bachelor of

Business

CAREERS


Achievers Consulting PO Box 76504-00508

NAIROBI

Cell: 0716 054416 Email: [email protected]

Web: www.achievers.co.ke RR ee aa cc hh ff oo rr tt hh ee SS tt aa rr ss

CAD OperatorRecruiting individual for an engineering and consultancy to convert sketches and specs of projects into CAD drawings.• Certification in CAD operations• At least five years experience

Head of Mechanical EngineeringRecruiting individual for an engineering consultance company to work in liaison with departmental heads to ensure all are performing as planned, are aligned to Corporate Strategy in terms of securing and completing projects to client expectations.• Bachelors degree in Mechanical Engineering; MBA or

equivalent• Registered with ERB Kenya, Corporate Member of IEK• At least 5 years experience in senior management position in

building services industry

Sales and Marketing Manager. Recruiting individual for up and coming IT management solutions company to be responsible for all sales and marketing concerns and lead team.• Bachelor’s degree in Marketing or Business Information

TechnologyAt least 2 years experience in a busy IT company environment

Email [email protected] with a single page application letter and C.V

Finance and Administration OfficerOur client, a nut processing firm, is looking for a Finance and Administration Officer to facilitate the establishment and implementation of sound financial management and internal controls systems to support the overall strategy of its mills and manage the general administrative functions.

• University degree in business, commerce or finance• CPA, CIMA, ACCA or equivalent• 5 years experience in managing finances or audit, preferably

in a commercial environment• MBA is an added advantage

Please contact [email protected] with a C.V and one page cover letter if you are interested.

Management ConsultantAfriBusiness Development Limited is looking to hire a consultant who will work on various projects in Business Management, Marketing, Human Resource Management, Public Relations and Finance and Accounting.

• University degree in a business related field from a reputable institution

• At least 2 years relevant working experience

Email us your resume, an application outlining ‘Why You’, and contact details of three professional referees to CVS@

afribusinessdevelopment.com

Achievers Consulting PO Box 76504-00508

NAIROBI

Cell: 0716 054416 Email: [email protected]

Web: www.achievers.co.ke RR ee aa cc hh ff oo rr tt hh ee SS tt aa rr ss

Project Assistant. ICRISAT is a non-profit, apolitical, international organization for science-based agricultural research for development. ICRISAT regional office for Eastern and Southern Africa is located in Nairobi, Kenya and is currently seeking a qualified candidate to fill the locally recruited position of a Project Assistant. • Bachelor ‘s degree in Agriculture, Management or IT or a

relevant degree • A post graduate diploma in project management will be an

added advantage • At least 3 years’ experience in project administration• Experience in an NGO or international organization

environment will be an added avantage• Must be a Kenyan citizen.

Research Technician. The individual will work in the ICRISAT Grain Legumes Research Programme on groundnut rosette disease resistance, involving QTL mapping and marker-assisted trait introgression using SSR markers and will be responsible for providing technical support to the laboratory operations of the Regional Office (ESA). • Bachelor of science in biotechnology or a related field • At least 2 years relevant technical experience• Experience in a research environment, specifically in

molecular sciences, including PCR, sequencing, genotyping, and genomics

• Knowledge of laboratory health and safety procedures.• Must be a Kenyan citizen

If you are interested please send a CV and detailed cover letter to [email protected]

CAREERS


CAREERS

GENERAL MANAGER

Our Client is a large reputable non-governmental organisation which is swiftly moving into commercial operations and desires to continue consolidating its leadership bench with a cadre of high performing and high potential career professionals.

This senior position is an integral member of the senior management team. Reporting to the chief executive, the GM has responsibility for end to end value chain accountability for operations of a relatively new and growing line of business with large upside potential. Specific Responsibilities include but are not limited to: Business Development• Spearheading the development, communication and implementation of effective growth

strategies and processes.• Driving the company to achieve and surpass sales, profitability, cash flow goals objectives.

Operations Management• Overseeing and ensuring that the operational infrastructure of systems and processes are well

designed and managed.• Managing the performance of staff to ensure the meeting of objectives, and determining areas

of greater efficiency and effectiveness.Financial Management• Responsible for overall profitability of the company.

People Leadership• Overseeing the attracting, recruiting, deployment and retention of ‘A’ players across the

entire business. Desired Skills & Abilities• To be successful in the role, you must:• Be a strong sales/ marketing professional with the ability to lead an operations team• Be an individual who is strong at building relationships with key stakeholders and utilizing

networks inside and outside the company.

Education & Experience• Bachelor’s degree.• Have track record of success with a minimum of 10 years experience in a leadership or

management position.

If you are interested in this role, please submit your application to [email protected]

with the reference HPDA 001. The closing date in March 7, 2012.

DIRECTOR- FINANCE Our Client is a large reputable non-governmental organisation which is swiftly moving into commercial operations and desires to continue consolidating its leadership bench with a cadre of high performing and high potential career professionals .

This role serves as the Finance management subject matter expert. As the veritable business partner to the chief executive the successful candidate will be responsible for providing financial management stewardship and financial management advice to the Company, to ensure on-going profitability, growth and sustainability of operations.

Specific Responsibilities • Serve substantively as a member of the executive leadership team.• Develop tools and systems to provide critical financial and operational information to the

chief executive, and make actionable recommendations on both strategy and operations.• Engage the Board, finance, audit, and investment committees around issues, trends, and

changes in the operating model(s) and operational delivery.• Oversee long-term budgetary planning and cost management, in alignment with the

company’s strategic plan.• Prepare and maintain regular financial planning reports; Monthly profit and loss forecast

(vs. budget); monthly cash flow forecast; complete analysis of financial results; Develop recommendations (strategic and tactical).

• Represent the company in efforts with investment bankers, statutory bodies such as the Kenya Revenue Authority, Capital markets Authority and potential investors and stakeholders.

• Ensure maintenance of appropriate internal controls and financial procedures. • Ensure timeliness, accuracy, and usefulness of financial and management reporting for the

Board of directors; oversee the preparation and communication requisite monthly and annual financial statements.

Desired Skills & AbilitiesTo be successful in the role, you must have:• Proven administrative, leadership and management ability in the areas of strategic planning

and organisational development.• Up to date knowledge of current financial and accounting computer applications.• Excellent verbal, analytical, organisational and written skills.

Education & Experience• An undergraduate degree in accounting; CPA (K) or its equivalent, and be a member of

ICPAK.• Ideally, a minimum of 10 years relevant experience running a medium to large finance

department.



DIRECTOR - HUMAN RESOURCES Our Client is a large reputable non-governmental organisation which is swiftly moving into commercial operations and desires to continue consolidating its leadership bench with a cadre of high performing and high potential career professionals.

This role is responsible for developing and structuring a proactive, responsive, and effective HR function as well as providing subject matter expertise in the areas of HR leadership, organisation effectiveness, organisation architecture, building organisational capability, and human capital processes. Specific responsibilities include:• Formulating comprehensive Human Capital Strategic Plans and leading the implementation. • Working closely with management and employees to build a positive culture and ensure

employee engagement.• Developing strategic workforce demand and supply plans that ensure a continuous supply

of a high quality workforce, including succession plans for all business critical positions.• Providing policy guidance and educating managers on HR policies, plans, programs,

practices, processes, and tools.• Ensuring that the necessary performance management policies, systems and processes are

availed and implemented across all employee populations.• Maintaining in-depth knowledge of legal requirements related to day-to-day management

of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department as required.

• Through best in class talent management systems and processes, coordinating the employee life cycle processes from newly hired staff to employee exits.

Education & Experience• A BS/BA degree from an accredited university, MBA/ MA with a focus on Human Resources

is ideal.• Experienced HR profession with a minimum of 7 years of HR experience gained in a blue

chip FMCG with unionized employee group.

Experience & Skills • Solid knowledge of all technical HR proficiency areas including organisational diagnosis and

effectiveness, change management, employee/industrial relations, reward practices, talent management, performance and productivity management .

• Proven record of handling complex employee relations issues.



DIRECTOR - COMMUNICATIONS & RESOURCE MOBILIZATION

Our Client is a large reputable non-governmental organisation which is swiftly moving into commercial operations and desires to continue consolidating its leadership bench with a cadre of high performing and high potential career professionals .

This fundraising post is new to the organisation and represents an exciting opportunity to the right candidate. Reporting to the chief executive, it is responsible for generating new funds from corporations, foundations, individuals, government and multilateral funding agencies, and for developing and managing existing and new partnerships.

Specific Responsibilities include:• Developing and tracking proposals and reports for all foundation and corporate fundraising.• Developing and executing the company’s institutional fundraising strategy and objectives

and ensuring that goals set are met.• Spearheading all grant application and submission efforts. • Leading the Company’s careful tracking of and response to requests for proposals (RFPs)

from institutions, government and multilateral agencies.• Researching and applying for new funding opportunities from institutional funders.• Identifying and securing opportunities.• Securing financial support from individuals, foundations and corporations.• Overseeing organisation of special events.• Initiating and maintaining strong, ongoing partnerships with relevant stakeholders.

Education & Experience• Bachelor’s degree required; Master’s degree preferred. • Knowledge of international development .

Experience & Skills• A drive to cultivate and close new and existing revenue opportunities.• Demonstrated excellence in organisational, managerial, and communication skills.• Significant fundraising experience, including at least three years in a senior fundraising

role with direct liaison with institutional funders, bilateral donors and multilateral funding agencies.




CAREERS

INTERIM HR MANAGER

Our client is a renowned international non-governmental organisation with operations across Kenya which seeks to transform its internal operations for a more efficient, effective and impactful organisation.

The client seeks an Interim HR Manager to provide strategic Human Resource Management services. Having recently determined to upgrade its HR Management systems and processes, the organisation will require the successful candidate to take ownership for the delivery of HR functionality for 5 months beginning March 1 – September 1 2012 with the option to stay on as Head of the HR function.

Core Expectations will include:• Taking responsibility for a mixed client group of both Head Office functions as well as some

of the staff based in the field across Kenya. • Supporting the development of a solid HR strategy whilst also supporting the operational needs. • Analysing business issues, needs and risks and providing recommendations for resolution.• Developing and delivering a best in class talent management plan. • Managing discipline and grievance issues.

Education & Experience• Bachelors degree in HR, Business Administration. MBA/ MA preferred.• A seasoned HR professional with a minimum of 5 years of HR experience gained in a fast

paced organisation. The experience should cover core HR areas including organisational diagnosis & effectiveness, change management, employee/industrial relations, reward practices, talent management, performance and productivity management.

• Proven record of handling complex employee relations issues.

Experience & Skills • Ability to act independently, impartially and objectively • Results focused. • Ability to adapt quickly to different working environments and cultures and have a flexible

attitude to where, how and when they work.• Willingness to add value by transferring knowledge and expertise.



Nairobi Women’s Hospital is trusted with the healthcare of Women in Africa, and deliver with passion. They are recruiting for the following high calibre individuals to join their team of healthcare professionals.

PROGRAMMES MANAGER Reporting to the Executive Director GVRC, this position will be responsible for programme development and leadership including planning, resource mobilization, implementation, coordination and evaluation of all GVRC programmes.Qualifications and Skills: Bachelor’s degree in social sciences or its equivalent; at least 4 years relevant work experience as a Program Officer in an NGO; programs development course will be an added advantage; computer literate; strong communication and effective interpersonal skills; relevant masters degree will be an added advantage

PROJECTS OFFICERReporting to the Project’s Manager, this position is key in supporting project implementation for the hospital’s expansion projects.Qualifications and Skills: Bachelor degree in business or equivalent; Diploma in project management is an added advantage

HOTEL SERVICES SUPERVISORReporting to the GM- Unit, this position is key in Planning, coordinating and supervising all housekeeping and catering staff in the hospital.Qualifications and Skills: HND/Degree in Hotel Management and/or Institutional management

RADIOGRAPHER (4 positions)Qualifications and Skills: Diploma holder in Medical Imaging Sciences from a recognised institution; Must be a member of Radiology Board of Kenya

PHARMACY TECHNOLOGISTQualifications and Skills: Diploma in Pharmaceutical Technology; Valid registration license by the Pharmacy and Poisons Board

STAFF NURSES (2 Positions)Qualifications and Skills: KRCHN with basic training in specialised area (paediatric, theatre, ICU or Maternity); BSN or its equivalent is an added advantage; Membership to a professional body

ENTRY NURSES (6 positions)Qualifications and Skills: KRCHN or equivalent; Membership to a professional body

RIDERMessenger duties including maintenance of vehicles and mail deliveryQualifications and Skills: ‘O’ level certificate; clean valid driving license (BCE & Class G) and PSV; valid certificate of good conduct

Interested applicants are invited to send their applications and detailed CV with contact details of three referees to the General Manager Human Resource P.O. Box 10552-00100 Nairobi, clearly marking the application with position applied for. Applications can also be emailed to [email protected].

RECRUITMENT DIRECTOR/TALENT ACQUISITION

Our client is a rapidly growing organisation which is determinedly spreading its wings across the country with objectives of further expanding across the continent.The purpose of the role is to provide comprehensive best practice recruitment advice, guidance and coaching and to design resourcing needs across a spectrum of worker types (staff, volunteers, interns and agency temps/contractors).

Specific Responsibilities will include:• Build executive search and selection capabilities.• Strategically oversee high volume recruitment campaigns.• Create and manage resourcing tools for line managers, implement KPI’s and develop a

function in line with global best practice. • Identify and attract the best talent in the market in the quickest time possible for the least cost

whilst not compromising quality.• Provide professional support and advice on recruitment to line and departmental managers,

and advise managers on best practice recruitment and selection.• Prepare job descriptions and personnel specifications, write job advertisements and decide

how and where jobs will be advertised.• Screen application forms, shortlist applicants, devise and implement selection processes,

conduct interviews, psychometric tests and personality questionnaires and various group activities.

• Train staff in interviewing techniques.

Education• Bachelor’s degree in HR, psychology or related business area.• Portfolio of psychometric qualifications.

Experience & Skills • Strong resource/workforce planning skills.• Strong networking and influencing skills.• Excellent communication skills.• Good interpersonal and presentation skills .• Results Orientation.



IOM International Organization for Migration

Vacancy Notice No: VN IOM/003/12; Position Title: Engineering Assistant (Shelter); Duty Station: Nairobi, Kenya; Classification: G5/01 (based on UN Salary Scale for employees in Kenya); Type of Appointment: 6 months with possibility of extension. Report: Head of Sub-Office (HSO) Dadaab and the Shelter Program Manager, Dadaab

Responsibility:Responsible and accountable for the Construction of the IOM Accommodation including other infrastructure project in accordance with the Organization’s regulations and procedures:

Qualifications:• Minimum College Diploma and/or 5 years’ experience in active

shelter construction and/or civil Engineering• Able to work independently, ability to work under stress and in

difficult conditions, independent and initiative• Computer literate including knowledge of AutoCAD and Ms Office

Suite Software.

Languages: Thorough knowledge of English and Kiswahili. Knowledge of Somali is an advantage.

Submit well written cover letter and CV including daytime telephone and e-mail address to:-International Organization for Migration (IOM, Human Resources Department, P.O. Box 55040– 00200, NAIROBI, Kenya OR send via e-mail to [email protected]; OR Hand deliver them to the IOM Sub-office, Dadaab.


ASSISTANT LEGAL REDRESS AND TRAINING OFFICER

The Independent Medico-Legal Unit (IMLU) is an NGO that seeks a Just World free from Torture. Station - Nairobi with some travel. Period - 1 year based on performance.

Responsibility (in brief):To assist in provision of legal services to clients, management of trainings, policy and legislative development and community outreach initiatives.

Qualifications (in brief): • An LL.B Degree or a Diploma in Law with at least 5yrs experience

in Human Rights• Understanding and commitment to human rights, social justice and

change• Can conduct effective legal investigations and document Human

Rights violations• Work effectively with communities and a good command of English

and Kiswahili languages

Email your application letter and CV, including your current salary, expected remuneration, three professional referees and day time telephone contacts to [email protected] with the subject matter ASSISTANT LEGAL REDRESS AND TRAINING OFFICER

REPORTS ANALYST (Grade 7) REF. CODE: HR - 05/2012

Church World Service International Refugee Program (CWS/IRP) administers Resettlement Support Center (RSC) in Kenya. Responsibility (in brief):To ensure the timely and accurate preparation of standard and ad hoc statistical and operations reports.

Qualifications (in brief):• Minimum “O” Level education/or equivalent.• Advanced knowledge in TRANSACT SQL and Microsoft SQL

Server database design, stored procedures, views and functions.• MS Business Intelligence Development Studio (BIDS).• Databases and advanced computer knowledge.• Analytical skills and excellent report-generation skills; among others.

Quote the Ref Code and your surname on the email subject Line and submit a cover letter and a résumé to: The Human Resources Manager, CWS/RSC, P.O.BOX 14176 00800 Westlands, Nairobi, Kenya, E-mail: [email protected]

POLICY ADVISOR BASED IN NAIROBI

Innovations for Poverty Action (IPA) is a global organization, with operations in over 40 countries. IPA-Kenya (IPAK) is IPA’s oldest and largest country office and the site of two of IPA’s scale-up initiatives; Kenya’s National School Based De-worming Programme and the Safe Water Programme.

Responsibilities:• To lead key elements of major planned expansion efforts.• Support the drive for scale and sustainability of the programmes.• Strengthen institutional capacity for long-term implementation.• Help maintain current funding and identify mechanisms for additional

long-term programme financing.

Qualifications: • Bachelor’s degree in Development/Social Studies or Humanitarian

Studies, preferably with significant relevance to public health.• Sound knowledge of Government of Kenya operations and decision-

making processes at the National level.• Knowledge of the working systems and structures of the Ministries

of Education and Public Health and Sanitation will be an added advantage.

Send CV to Executive Selection, Strategic Dimensions Limited, Management and Development Consultants - E-mail: [email protected]

PROGRAMME ASSISTANT (REF: UNSOM/2012/002) - UNICEF SOMALIA

Category and Grade Level: GS-6; Type of Contract: Fixed Term Appointment; Case Number: 73263; Length of Contract: One year; Organization Unit: Nutrition – Cash Transfers; Duty Station: USSC, Nairobi Responsibility (in brief): to perform a variety of information gathering, monitoring, technical and administrative services of moderate scope and difficulty, in support of the cash Program activities.

Qualifications (in brief):• Completion of secondary education, preferably supplemented by

technical or university courses in a field related to the work of the organization

• Six years of administrative work• Excellent interpersonal and communication skills• Commitment and drive; written and spoken English, local language

an asset.

Send applications with updated UN Personal History Form (P.11) form, updated CV attaching copies of academic certificates to [email protected]. Please quote the vacancy number in your application subject.

branding


PROFESSIONAL PRESENTATION

We live in a hyper competitive world, and standing out in today’s crowded market place is essential. Despite constantly competing for attention, the one thing that can make you

stand out is the same thing that your competitors will find impossible to duplicate - your personal brand.

Your personal brand is the influence and attention you command. It is the image you portray, how you look and how you present yourself. It is what is unique and valuable about you. Have you ever asked yourself what you want people to remember when they think of you? Just like any of the best products in the market, everyone should develop a personal brand strategy to engage our target market or audience and build brand loyalty. It’s really about becoming the CEO of your own image and creating a map to lead people to what you want them to think of you.

Use personal branding to distinguish yourself in our era of extreme visibility and ubiquitous ego – your competitors can’t copy the essence of who you are. How you present yourself online, write an email, your business etiquette, networking savvy, public speaking and interviewing skills - all these communicate your personal brand and reputation. Think of some of the greatest personal brands in business, politics, entertainment and athletics, from Nelson Mandela to Kipchoge Keino, the one thing they have in common is that they are seen, heard and remembered for the right reasons. So look to create a powerful personal brand that exudes influence, confidence, credibility and persuasive power. Three hallmarks of a great personal brand are authenticity, consistency and packaging. An authentic personal brand must be unique but it must also match with your core message and resonate with your target market. Be who you are, but be the best that you can be. The best brands are consistent and this should be no different from your personal brand. Be consistent in the way you carry yourself at all times, from your language to your behaviour. You cannot display the best etiquette and image at work and then make offensive comments once alcohol loosens your mouth at your local pub in the evening – your brand will be undermined. I’m not saying you cannot have fun and let go but be aware that your personal brand is always on display even when you think you are not being watched.

Finally, package yourself (literally, the clothes you wear) to engage your market – you can subtly and silently influence your audience visually through interesting and appropriate dressing. Use the psychology of colour to enhance your speech and wear clothes that flatter your body shape. Assess your personal brand in 2012 and discover what is missing in your professional and personal life, then work on it – whether it is upgrading your wardrobe, joining an organisation like Toastmasters (http://www.toastmasters.org/) to improve your public speaking or taking a business etiquette course.

Remember, the moment you step out in public you are selling yourself, consciously or subconsciously you are being judged by others, so project a level of personal impact and presence

appropriate for your personal brand.

“ YOUR COMPETITORS CAN’T COPY THE ESSENCE OF WHO YOU ARE”

DEREK BBANGA

The idea of mastering manners in today’s business world is fast becoming essential. Businesses are now aware that one’s ability to develop and manage soft skills is as important as

technical skills.

Becoming a leader of repute, respect and recognition involves learning the rules of the game. Though unwritten, people expect you to understand the rules. Executive manners will guide your business and social behaviour and set the necessary framework for building your moral IQ.Executive manners are learnt daily and practiced regularly to outclass your competitors. They become a part of you and your daily demeanour. Ultimately, executive manners will be your route to success in your professional and personal life.

•Present yourself positively•Communicate carefully•Network and build rapport and relationships•Personal conduct and body language•Gain social interacting skills

First ImpressionYou only get one chance to make a good first impression so put your best image forward. It will ensure a good reputation and propel you to the top. Your appearance, clothes, gestures, words and actions should be congruent with your life goals and values.

Feeling GoodWhen on-point, your executive manners display a spring or bounce in your step and boost your self-esteem while exuding an air of confidence. They also enable you to navigate any awkward situation.

Leader skillsYou can spot a leader from a mile away as they have that exceptional attribute. Mastering your soft skills will exhibit leadership abilities that make others want to know you better and benefit from your experience.

Interpersonal RapportNetworking skills allow you to work a room with confidence, comfort and ease. Know the tricks of small talk and public speaking.

RespectRespect is earned and comes to whom it is due. A perfect gentleman or elegant lady never goes unnoticed. Carrying yourself with grace and calm garners the epitome of respect.

Develop your executive manners and see how much respect you are able to earn. Individuals with impeccable manners are an invaluable asset to any organisation, you will lead and achieve results - the ultimate objective of every organisation.

Executive M

anners w

ith Janet Adetu

EXECUTIVEMANNERS.

THank You

personal WHY

MATTERS branding


A POET, A VOICE, AN INSPIRATION

SITAWA

NAMWALIE.Describe Betty Muragori aka Sitawa Namwalie:I eat life with a big spoon. The world of ideas seduces me. I am often described by others as bold and fearless, but I am only human.

You are an Environmental Scientist, a Thespian, a former Sportswoman of National acclaim, a consultant in development and a noted Poet. You have had several careers and lived many lives. Which career energized you the most?In the moment, each career energized me. I bring a whole lot of passion to living life. Being a poet has a special place in my soul. Just thinking about being a poet completes me. As a poet, I love being on stage - it just feels like home. Writing poetry comes extremely easily to me, there is no struggle. It is the one thing I can do regardless of how I am feeling.

What inspired your latest career transition?I tired of the false promise of ‘Development Aid’. I saw it just extinguished African initiative and created dependency. I felt I was helping to hold the continent down. I know that the mind creates reality. We see how we are. We create what we are. And so I set out to generate a new way of thinking and a new way of seeing for the whole of Africa. I am after your mind!

Describe the experience you have had thus far as a Poet...I have had an almost miraculous experience with poetry. I can capture feelings, paint pictures, capture the whole history of this country and continent in a few words. I am still amazed. And through my poetry I can connect with people. I write and they hear their lives and experiences. I am telling a country’s stories.

What have your biggest challenges been thus far?I have several challenges, primarily financial and time related. I need to balance work with my artistic vision. Then there is the challenge of audiences. Nairobi operates in discrete pockets or bubbles. You need strategies that allow you to penetrate these bubbles. On an artistic level I wish I spoke several African languages. My poetry is beginning to ask for it. I want to create more texture, nuance and understanding.

What have been your greatest successes?My first show on June 27th 2008 was a magical experience. From nowhere, and with nothing except the powers of persuasion, I created myself as a poet and performer. It has been a great success to perform to such diverse audiences, from Muthaiga Club to the Langata Women’s Prison. Seeing these very different audiences respond to the unfolding performance, sometimes in the same way and sometimes in completely different ways, was humbling. I felt a common humanity.

Of all the poems you have written, which one has had the greatest impact on an audience? My signature piece is called “Say my Name”. After I wrote it I could not write anything else for three months. And I am not sure I wrote it. It felt like it just passed through me effortlessly. In the Langata Women’s Prison show, women whispered their real names as they

passed back to their cells. Just the one name, “Wanjiru, Atieno, Njeri, Nafula, Kamene …” it was magical.

Where does your motivation come from?My poetry is an enquiry of the human condition. What is it that we all have in common? I read literature in search of answers. And then I have a desire to tell stories. Just start listening to people around you and you will hear the highly evolved Kenyan story telling technique, not only traditional but new updated forms. It is in the way we use language. It is in the way we interact with each other. There are visual stories as well as spoken ones. We have a diversity in this country that is our gift. It creates a juxtaposition that generates a unique energy. If you develop the ability to see these intangibles you will find multiple lodes of gold to mine.

What advice would you offer budding Poets in Kenya today?First you must read and read dangerously. Through reading you will be inspired and learn your craft. You must develop self-knowledge and knowledge of your country. Who are you? Where do you come from? Getting a good grounding in the history of your country and continent is critical. Most importantly, find your own voice. Don’t imitate anyone, but learn from others. When I read or listen to other poets I expand my repertoire, I see new things, I am stretched, but I remain me. One of the saddest experiences is watching African spoken word poets imitating African-Americans. It confuses me and I can’t hear what they are saying...

Speak yourself, don’t speak someone else.

ART

SU

CC

ESS.ST

OR

Y

Our abandoned lives Can no longer straddle the world

We are forsaken, In one place, lost,

Another recently found,Who are we then?

Our abandoned lives,

Beg attention,There is no response,

Inimitable sounds go untended, Find no reason for being,

They lose shape,Softly fade away,

Become buoyant memories of unfathomable sorrowI am indolent in my new life,

trying to find a fit. I notice nothing.


A POET, A VOICE, AN INSPIRATION

SITAWA

NAMWALIE.


STRAIGHT TO THE ARTSIt’s a privilege to have been given carte blanche to wax lyrical from month to month on a subject

very close to my heart. It’s a privilege which I wish to embrace and to exploit to the utmost. Let me, in this initial offering, declare an interest:

This is first and foremost a business magazine, destined to the business community.

I ask you, however: After the business meetings have been concluded, after the business lunches have been enjoyed, after the business cocktail parties have been attended, after the rounds of business golf have been played, after the business deals have been sealed and after handsome profits have, hopefully, been made, what next? I would like to suggest that next is a life nurtured and sustained by the creative arts. And I would like to suggest further that the business world should feel an obligation, whenever possible, to help nurture and sustain the creative world.

How often have I heard someone declare: I am just too busy to read novels; I have no time to go to the theatre; why should I spend so much money on a painting or a picture; watching films is a waste of time; poetry? Not for me. And then, there are dismissive claims such as Kenya is a literary desert – this one has been around for about thirty years- Kenyans don’t write original plays; there’s no such thing as Kenyan cinema… and so on. Such sentiments may be put down to lack of exposure or to insufficient knowledge but every effort should be made to dispel them. For the truth is that a society’s cultural dimension informs its social and political dimensions, and an investment must be made to create citizens who are cultured, cultivated and refined in their tastes and conduct. Citizens who are less likely to

splash their pedestrian fellows with muddy rain water as they drive along at break neck

speed. Citizens who are less

likely to drive through a red light when there is no policeman in sight. Citizens who are less likely to race ahead on the side walk and cut in on other drivers in the midst of a mega traffic jam. Citizens who appreciate the efficacy of awaiting one’s turn in a queue. Citizens who are less inclined to offer bribes. Because after the flyovers and eight lane carriageways have been completed and the cyber cities have been built, Kenyans will need to have citizens worthy of Vision 2030. And I would wager that such ideal citizens will be lovers of literature, art, music and poetry.

So where does the business person fit into this train of thought? I think by replacing the king or queen, prince or princess, of times past, as a patron of the arts. It would be easy to leave all to Government, with a capital “G,” but Government has enough on its hands and Government needs help from others aware of and committed to the communal cause toward a cultured citizenry. I have deliberately avoided describing the citizenry as ‘civilised’, lest I open up centuries-old wounds on the skin of self-perception.

We might look to our business world to help rehabilitate and expand the Kenya National Theatre, for example. To help in building more theatres and libraries across the country, to offer significant prizes to allow our creative artists to work in solitude without fear of starvation for stretches of time. And so in this column, I shall have the stated agenda of highlighting events and personalities, developments and debates linked to all things creative and cultural, of which the business community ought to be aware.

I look forward to our association.

Reach John at www.johnsisbiokumu.com

“ A society’s cultural dimension informs its social and political dimensions”

“ The business world should feel an obligation, whenever possible, to help

nurture and sustain the creative world”

“A STATED AGENDA”


WORKING OUT

Whatever your spiritual or scientific beliefs may be, one thing is for certain: Human bodies were neither made for, nor have they adapted to, the urban modern city environment. As Gareth Roriston, Coach for the internationally acclaimed and Kenya based Fitness Company, Wildfitness, says, “Exercise is not just

good for you, it is the default human state of being. Not exercising or moving is bad and causes degradation and disease of both body and mind over time.” How can we remedy the situation without abandoning our synthetic city environment? Should we take off our shoes and head back into the bundu to live as our forebears once did? No need to be so drastic, just make sure to move, however lightly, every day to combat the deterioration caused by a sedentary office lifestyle.

Take 15 minutes during your lunch break… do these 15 exercises 15 times each

Office chair tricep dips. Place your hands directly alongside your body on a chair, extend your legs out straight, take the weight of your body onto your hands then lift up and lower down.

1

9

Shake Away Malaise! Do the 15

62

7

83

4

Pencil skirt squats. Place your feet hip width apart, or a comfortable stance so that if you jump up and down you feel balanced, then drift your hips backwards and drop as low as you can into a squat, bum to calves.

Wall press ups. Place your palms against the wall and straighten your body out at an angle, so that your weight rests on your hands, bend your arms, bring your head and chest as close to the wall as you can and then straighten.

Side leg lifts. With one hand supporting you on the wall. Lift your left leg up as high as it will go, directly in front of you and then behind you. Repeat and alternate leg.

Jump. I hope this doesn’t need explaining. Jump up and down!!!

Squat jumps. Jump and put your feet out and drop your hips into a squat, then jump and bring your feet in.

Shadow punches. Face forward and square your shoulders, make a fist and punch as hard as you can with a full extension of your arm. Four punches count as one movement.

Knee Raises. Lift your knee as high and close to your body as possible and alternate legs.

Laptop tricep extensions. Grab something relatively heavy and hold it in both hands, then lift it above your head and lower until your elbows are bent, then straighten.

Office chair bum squeezes. Exactly what it sounds like. Squeeze and release…

510

11

12

13

14

15Office scuttle. Start at one edge of your office and criss-cross your legs as you walk sideways to the other side. So left foot moves ahead and right leg crosses behind, use opposite side on return.

Brittney crunches. Stand straight with feet apart and raise your arms, then rock your upper body to the left and the right keeping your abs tight.

Ab squeezes. While paying close attention to your breathing, tighten your abs as you breathe out and release as you breathe in. Speed up for more intensity

The umbrella shoulder stretch. Grab an umbrella, or a coat and grasp it firmly your hands just over shoulder width apart. Start with it in front of you with arms straight and locked and slowly try to bring it all the way to your back with your arms straightened.

The lunge. Place your left leg in front of you, bent at a 90 degree angle and drop your right leg as far to the ground as it will go, switch sides.

Reach Gareth through www.worldfitness.com


SAVE WITH INVEST IN

After the past two recessions (or was it the same downturn, the effects of which came in two waves?) the question of what you do with the money you make became not just a matter of personal preference, but an important economic evaluation. Essentially it boils down to whether you will commit your funds to investments or savings. Are you a risk-taker or will you play it safe in this volatile and adventurous market?

takes a look at the forecast for the best options in 2012, come rain or shine…

investing vs saving

Gold and metals Yourself

Residential properties Transport Initiatives

Agricultural Land Agro-business

Pension plans

Smart property developments

Currency diversification

Education initiatives

Saving accounts with interest

Eco-solutions businesses

FISCAL FITNESS

IT’S NEVER TOO EARLY TO START A

PENSION PLAN

F I S C A L F I T N E S S .

First, tell us about Octagon Pension Services Ltd.Octagon Pension Services is a limited liability company that provides retirement benefits services. Our core business is the provision of Pension Scheme Administration, Accounting, Trustee Support Services, and Settlement Trust Administration and Management Services. Our philosophy encourages long term relationships and working in partnership with our clients in providing a “Service Beyond Expectation”. Our offices are located at Mirage Plaza, 1st Floor, Mombasa Road. We are opening a branch office in Kisumu to cater for the Western Region.

What is a Personal Pension Plan?This is an individual based investment and savings medium for retirement. Members of a group can join and make collective contributions.

Why is it important to have a Pension Plan?It provides a source of income at retirement. It is also beneficial since one enjoys tax relief on the contributions remitted and interest earned. An individual is also able to secure a mortgage with the benefits as collateral.

What are the Pension Plans options available on the market?Occupational schemes and Individual/Personal/Umbrella pension schemes.

What are the Current Trends on Pension Plans - Globally and Locally?Locally, many people are being encouraged to save for retirement to decrease the dependency levels at retirement. The government is also insisting that employers have a pension plan for their staff and discouraging the provision of gratuity after exit of service. All Government and Parastatal schemes are also to change from what we call a Defined Benefit structure to Defined Contribution schemes.

At what age should one begin this investment?There is no defined age to start making contributions for retirement but it is encouraged that individuals should start saving early in life. Anyone over 18 years of age can join the personal pension plan.

What if I change employers quite often- what happens?Since it is a personal arrangement, change of employer does not affect the plan arrangement.No matter how many times you change employers, an individual does not lose out on the accumulated benefits. The member can consolidate and continue saving in the individual pension plan.

What if I am unemployed?If one is unemployed, he or she can save through an Individual Pension Plan since saving for retirement is not meant only for those in employment. The contributions can be remitted directly into the scheme account. Remittances are typically made monthly, quarterly, half-yearly or annually depending on the financial circumstance of the member.

If I am ready to start a plan today, what are the next steps? One is required to fill in a membership application form and provide a copy of his/her National ID, where a Deed of Adherence is prepared for the member once he or she starts making contributions. The Deed of Adherence is signed by the members and the Trustees to formalize the contract between the member and the scheme. The member can hence make his/her contributions by direct deposit to the bank or by standing order. It is as simple as that.

spoke to Fred Waswa, MD of Octagon Pension Services Limited on the prudence of investing in retirement at any age.

Take 15 minutes during your lunch break… do these 15 exercises 15 times each


PORTABLE, DURABLE, VERSATILE

CANvas weight training equipmentTHE BUNDU BAG

AVAILABLE IN DUMA ( 30kg) AND SIMBA (50 kg)LIFETIME gUARANTEE

CONTACT: [email protected]

12 is all about handmade projects existing beside & in enormous, complicated productions. Big, small, fast, slow, all at once! @nicomulhy. Nico Mulhy (avvaClassical Music Composer)

2012:Acceleration of communication and transparency across cultures and generations through devices in the palm of our hands @kevin. Kevin Systrom (CEO & Co-Founder of Instagram, a photo sharing service)

Big Banks fear Google, ignore underserved> India epicentre of Banking 2.0 Entrepreneurship goes global vi smartphone, women participate@carolrealini. Carol Realini (CEO & Founder of Obopay mobile-banking service)

Praying for Kenyan Leadership, Kenyan People and the future of the country@kenya2012. Jamhuri ya Kenya

The Mayans were right: Bieber and Carlos Santana performing “Let it Be” can only mean the collpase of civilization@jbj. JBJ (Founding editor at ProfHack)

Less Hate...More Love is what I dream for in 2012. @seankingston. Sean Kingston (International Pop star)

2012 is a year of action. It seems a lot more hopeful than last year. Lots of lessons were learned@suebuku

Prediction 2012 it’s an election year. The same non-issue based politics but this time around the voters will be wiser. PEV was a lesson@_RamzZy_Rama

Predictions: 1. Kenya will vote foolishly & complain afterwards. 2. More Kenyans will appreciate the arts an ever before@SalivaVic

Watch for the increase of importance in social media and watch also for the new VAT Act. Very Annoying Tax likely to become even more annoying@Nikhil_Hira.

The World in 2012 will be mostly skint@DrenShaman. Anthony Houghton

Perhaps the threat of the world ending will bring us all together...or it will just make the birth rates in Europe go up@arhseven

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WHAT WILL THE WORLD LOOK LIKE

IN 2012?

Follow us! @theEDITIONEA

PROMOTIONS

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PROMOTIONS


MUSINGSJOY ODERA

WITH

In my heady days at university, I was one of those impassioned activists easily excited by the mere mention of the word FREEDOM in a sentence and quickly bought into anything with the word ‘Free’. I signed petitions.

I marched, picketed, sat-in, boycotted, and even carried the placards- ‘Free Mandela!’ ‘Free Mugabe!’ ‘Free the Hostages!’ ‘Free Lunches!’, ‘A Free Constitution’ and a dozen more! Half the time, I did not fully comprehend the essence of those rallying calls-to-action…but the gratification of belonging to a purpose, that sense of doing something momentous, was inimitable. At one point, I revelled in the whole revolutionary look and abandoned my chemically straightened hair for a more natural look - the Afro. My bespoke clothes were packed away and traded for faded jeans, flowered shirts and fringed waistcoats. I gave up meat and took to wholesome grains and legumes. I stopped attending Sunday Mass and took up Eastern Meditation. Most significantly though, I disparaged anyone who did not subscribe to my newfound ideals and spurned old friends who had the courage to critique my new way of life.

My not-so-conventional parents indulged their only daughter’s metamorphosis. Father said it was good to express myself and that my free spirit had finally been set loose. Mother said that I was just going through a phase that would soon end. But, six months into my second year of ‘it’, as they termed my

REAL FREEDOM.

transformation, Father decided to have a word with me. Under the shade of a tree in the garden he said, “Daughter, it is upright and courageous to champion freedom for all humanity, but have you ever sat down to contemplate the meaning of real freedom?”

Rolling my eyes to the sky, I asked, “What is real freedom Dad?”

“Real freedom is NOT the wanton liberty to do whatever you want, whenever you want my child! It is the liberation of the mind to take responsibility and accept accountability. It starts in the mind and spreads to every aspect of your life. When you have achieved that, only then are you free, not before. You could be free behind bars and yet a prisoner right there on the street chanting freedom songs! Real freedom is not demanded, but gained. It does not impinge on another person’s right nor is it your signature on a piece of paper. It is the respect for that piece of paper. The totality of real freedom can be overwhelming!”

I did not understand my father fully, but by the end of the year, I began to eschew some of my new firmly held beliefs and to seek father’s counsel a little more keenly.

...is the liberation of the mind to take responsibility and accountability.


REVIEWS.

FILM:

SEARCHING FOR BOBBY FISCHER

Paramount Studios; DVD Release Date: July 11, 2000; Run Time: 109 minutes; Language: English; Actors: Joe Mantegna, Ben Kingsley, Max Pomeranc, Joan Allen, Laurence Fishburne, Laura Linney

A well written and researched film for the whole family, Searching for Bobby Fischer inspires humour, outrage and deep-seeded disappointment. The title refers to the search for a successor to Bobby Fischer (the American Chess Grandmaster and the 11th World Chess Champion) after his disappearance from competitive chess. It is the story of real life Josh Waitzkin, a child who possesses an intuitive grasp of chess.

RESTAURANT: BLANCO’S LOUNGE AND GRILLBlancos specialises in African cuisine with a modern twist. The menu is in Kiswahili with an English translation. My friend opted for vegetarian, Rojo la Mboga (mixed vegetables with cashew nuts in curry sauce) while I went for Matumbo na kunde (entrails and spinach in milk). Our accompaniment was an intriguing assortment of deep fried arrow roots, sweet potatoes and potato chips with delicious bean and sweet potato balls coated with bread crumbs.

Our food took longer than we expected, though service was attentive. The entrails smelled and tasted good and were served in a traditional earthen pot. The mixed vegetables were sublime, tasted great and were presented fresh and full of colour.

OVERALL: A great place for authentic and exciting Kenyan food for the modern Kenyan businessman/woman.

RATING * * * * *

Location: Timau Plaza and at the Sports Grill in Galleria Mall

BOOK:

QUEST: DISCOVERING YOUR HUMAN POTENTIAL Authors: Deepak Chopra, Steven Covey, Thomas Moore, Bernie Siegel, David Whyte and Marianne Williamson

One of the best collections on how to discover your potential, six influential leaders share their insights on personal growth and the quest for spiritual harmony. They offer vivid hope and an unsurpassed clarity of vision through practical ideas and new perspectives that are disarmingly simple yet strikingly profound. The audio format is a fine compliment and in some cases provides nuances, insights, and clarifications not possible in the printed form.

www.blancos.co.ke

“Fresh African

or Fresh Sporty”

SP

OR T S

G R I L

L

www.blancos.co.ke

“African Classy

or Funky Sporty”

SP

OR T S

G R I L

L


SUDOKU. ANAGRAMS.

Name Date900100035416 (key # 1)

Sudoku PuzzleFill in the grid so that every row, every column, and every 3x3 box contains the numbers 1 through to 9.There is only one solution to the puzzle.

Medium

2 5 9 4 7 83 7 9 8

6 33 1 9

2 58 4 6 7

1 4 83 6 2 4

OPUSCULE [oh-PUHS-kyool] - NounA small or minor work; A literary or musical work of small size.Origin: Latin roots, with opus meaning ‘work’ and cule which is a suffix that implies a diminutive version, as in molecule and fascicle

MITIGATE [MIT-i-geyt] - VerbTo lessen in force or intensity, as wrath, grief, harshness, or pain; moderate; To make less severe: to mitigate a punishment; To make (a person, one’s state of mind, disposition, etc.) milder or more gentle; mollify; appease; To become milder; lessen in severity.Origin: Latin roots with mit (soft) and agere (to cause).

INUNDATE [in-uh n-deyt, -uhn-, in-uhn-deyt] - Verb To flood; cover or overspread with water; deluge; To overwhelm: inundated with letters of protest.Origin: Latin inundātus, past participle of inundāre to flood, overflow

ASTRONOMYRADIO SET (8)TRY MOLASSES (5, 6)REMOTE (6)VENUS IRE (8)A SLURP (6)LATEST LIE (9)EXIT RARER STARLET (5, 11)NASA TUTOR (9)GET RAY VIZOR (4, 7)HELLO BACK (5, 4)

ANSWERS: asteroid/ solar system/meteor/universe/pulsar/satellite/extra terrestrial/astronaut/zero gravity/ black hole

WORDWISE.

Each box, column and row holds numbers 1 through 9. Fill in the gaps without repeating any numbers in the sequence.

COUNTRIESULTRA ASIA (9)BIG MULE (7)COLD ANTS (8)NEAR GYM (7)NICE LAD (7)SLENDER :THAN (11)ANY ROW (6)A SNIP (5)NEAR GIANT (9)

LIZARDS WENT (11) ANSWERS: Australia/ Belgium/ Scot-land/ Germany/ Iceland/ Netherlands/ Norway/ Spain/ Argentina/Switzerland

Find these words in our wordpuzzle...

BRAVECAREERCHICCONTEMPORARYCULTUREEDITIONFREEKENYANAIROBIPOTENTIAL

BRAIN PAIN PAGE

Next month... In ...

L’ORÉALCOMES

TOTOWN!

MEETPATRICIA

ITHAUFORMER MISS KENYA

&NOW CEO OF L’ORÉAL

THE IMPORTANCE of

STANDING APART from

THE CROWD in

‘BRANDING YOU’!

SUSANMAINGI

onBEING

A WOMANin

HUMANRESOURCES

INTERNATIONAL WOMEN’S DAY

COMBATINGMIDDLE CLASSMATERIALISM

HOW TO:THE PERFECT C.V

CONNECTWITH OUR

COLUMNISTS...

JT ADETU

DEREK BBANGA

JOHN SIBI-OKUMU

JOY ODERA

andSO MUCH MORE!


Documents

The Edition Issue 1