:

DE sign:
(Deconstructing in-order to find new meanings)

A blogging space about my personal interests; was made during training in Stockholm #Young Leaders Visitors Program #Ylvp08 it developed into a social bookmarking blog.

I studied #Architecture; interested in #Design #Art #Education #Urban Design #Digital-media #social-media #Inhabited-Environments #Contemporary-Cultures #experimentation #networking #sustainability & more =)


Please Enjoy, feedback recommended.

p.s. sharing is usually out of interest not Blind praise.
This is neither sacred nor political.

Showing posts with label #YLVP. Show all posts
Showing posts with label #YLVP. Show all posts

Friday, December 5

Calling Ylvp15

https://eng.si.se/areas-of-operation/leadership-programmes-and-cultural-exchange/young-leaders-visitors-programme/
The application process for YLVP 2015 is open! For more information on how to apply, please see Application procedure.
The application process for YLVP 2015 is now open! Deadline for applications is December 12, 2014.
Who can apply to YLVP?
  • Be an engaged leader within the spheres of society, culture, politics or media (for example project managers, youth leaders, journalists, bloggers, activists, youth politicians, cultural workers, civil servants, lawyers and pedagogues).
  • Work actively for democracy and human rights.
  • Be between 20-32 years old (at the time of the start of the programme).
  • Have a good working knowledge of both written and spoken English.
  • A citizen of Algeria, Egypt, Iraq, Jordan, Lebanon, Libya, Morocco, Syria, Tunisia, Palestine*, Yemen or Sweden

How do we select our participants?

  • The relevance and quality of personal motivation and commitment, and the applicant’s answers to the YLVP application form.
  • An assessment of the CV.
  • The general qualifications of the applicant.
How to apply?
  • A completed YLVP Application Form 2015 in English,  including your contact details and the contact details of two reference persons.
  • An updated CV in English
  • A photo (not compulsory)
Important dates
  • Deadline for applications: December 12, 2014
  • Google Hangout interviews: 26 January-6 February
  • Accepted applicants will be informed by: 26 February
  • YLVP module 1 in Sweden: May 17-June 5, 2015
  • YLVP follow up in the MENA region (location to be confirmed): November 21-27, 2015
Want to check us out on social media? See Young Leaders Visitors Programme (YLVP)
To apply to Young Leaders Visitors Programme you have to:
* Palestinian ID holders, including Jerusalem ID
Please note that we will not be able to make any exceptions to the eligibility requirements.
The Swedish Institute will appoint a selection committee consisting of staff from the Swedish Institute as well as representatives from partner organisations and field experts. The applications will be evaluated according to the following selection criteria:
Out of all applicants, a number of shortlisted candidates will be called for interviews as a second step in the selection process. The interviews will be conducted through Google Hangout.
The Swedish Institute will then contact 30 selected applicants by email by February 16, 2015, and offer them a place in the Young Leaders Visitors Programme. The Swedish Institute will also compose a list of reserve candidates in case a second selection round would be needed. Reserves who have been offered a place in the Young Leaders Visitors programme will be notified by February 26, 2015. As far as possible, the Swedish Institute will ensure that there is an even distribution of candidates from the different countries.

Please note that the Young Leaders Visitors Programme is an intensive programme with a full day schedule and many evening activities. All selected participants will have to commit to participate in all activities of both module 1 and 2.
You are welcome to apply to the Young Leaders Visitors Programme 2015 starting from November 11, 2014.
Apply by filling out the YLVP Application Form 2015 and submit it through our Application portal together with your CV in English. Please note that we do not accept applications submitted by email. Deadline for applications is December 12, 2014. Only applicants who have submitted a complete application will be considered for the programme.
Please note that the reference persons should be someone who knows your work in the areas of democracy and human rights. We may contact the reference persons of the applicants who are selected for an interview. We only need the contact details of the references (name, job title, telephone number and email), i.e. no letters of recommendation. We accept references who speak English, Arabic or French.
If you have any questions regarding the application form, please contact ylvp(a)si.se.
Due to the large number of applications that we receive, we are unfortunately not able to send personal replies to all applicants. Hence, if you have not heard from us by February 26, 2015, you have not been accepted to the Young Leaders Visitors Programme. However, you are more than welcome to apply again for next year’s programme.
Want to know more about the YLVP? See About the Programme

Monday, November 18

#Ylvp 14

YOUNG LEADERS VISITORS PROGRAMME 2014


Application for this year's Young Leaders program has started.

Kindly review the Link for more details on whether you are eligible to apply & how to...

http://eng.si.se/areas-of-operation/leadership-programmes-and-cultural-exchange/young-leaders-visitors-programme/application-procedure-for-ylvp/

" The Swedish Institute’s Young Leaders Visitors Programme (YLVP) is an annual intercultural leadership programme that aims to lay a foundation for dialogue, mutual understanding and knowledge sharing among young leaders from the Middle East, North Africa and Sweden."


more on the programme http://eng.si.se/areas-of-operation/leadership-programmes-and-cultural-exchange/young-leaders-visitors-programme/

Best Luck ;)

Sunday, March 13

Leadership & Change

Leadership & Change

Posted on March 11th, 2011 by admin in InnovationLeadership
By Mike Myatt, Chief Strategy Officer, N2growth
Leadership & Change
First the bad news: If you’re not willing to embrace change you’re not ready to lead. Put simply, leadership is not a static endeavor. In fact, leadership demands fluidity, which requires the willingness to recognize the need for change, and finally the ability to lead change. Now the good news: As much as some people want to create complexity around the topic of leading change for personal gain, the reality is that creating, managing and leading change is really quite simple.  To prove my point, I’ll not only explain the entire change life-cycle in three short paragraphs, but I’ll do it in simple terms that anyone can understand. As a bonus I’ll also give you 10 items to assess in evaluating whether the change you’re considering is value added, or just change for the sake of change…
An Overview on the Importance of Change:
While there is little debate that the successful implementation of change can create an extreme competitive advantage, it is not well understood that the lack of doing so can send a company (or an individual’s career) into a death spiral. Companies that seek out and embrace change are healthy, growing, and dynamic organizations, while companies that fear change are stagnant entities on their way to a slow and painful death. 
Agility, innovation, disruption, fluidity, decisiveness, commitment, and above all else a bias toward action will lead to the creation of change. It is the implementation of change which results in evolving, growing and thriving companies. Much has been written about the importance of change, but there is very little information in circulation about how to actually create it. 
While most executives and entrepreneurs have come to accept the concept of change management as a legitimate business practice, and change leadership as a legitimate executive priority in theory, I have found very few organizations that have effectively integrated change as a core discipline and focus area in reality.  As promised, and without further ado, the change life-cycle in three easy steps: 
1. Identifying the Need for Change: The need for change exists in every organization. Other than irrational change solely for the sake of change, every corporation must change to survive. If your entity doesn’t innovate and change in accordance with market driven needs and demands it will fail…it’s just that simple. The most complex area surrounding change is focusing your efforts in the right areas, for the right reasons, and at the right times. The ambiguity and risk can be taken out of the change agenda by simply focusing on three areas: 1) your current customers…what needs to change to better serve your customers? 2) potential customers…what needs to change to profitably create new customers? and; 3) your talent and resources…what changes need to occur to better leverage existing talent and resources? 
2. Leading Change: You cannot effectively lead change without understanding the landscape of change. There are four typical responses to change: The Victim…those that view change as a personal attack on their persona, their role, their job, or their area of responsibility. They view everything at an atomic level based upon how they perceive change will directly and indirectly impact them. The Neutral Bystander…This group is neither for nor against change. They will not directly or vocally oppose change, nor will they proactively get behind change. The Neutral Bystander will just go with the flow not wanting to make any waves, and thus hoping to perpetually fly under the radar. The Critic…The Critic opposes any and all change. Keep in mind that not all critics are overt in their resistance. Many critics remain in stealth mode trying to derail change behind the scenes by using their influence on others. Whether overt or covert, you must identify critics of change early in the process if you hope to succeed. The Advocate…The Advocate not only embraces change, they will evangelize the change initiative. Like The Critics, it is important to identify The Advocates early in the process to not only build the power base for change, but to give momentum and enthusiasm to the change initiative. Once you’ve identified these change constituencies you must involve all of them, message properly to each of them, and don’t let up. With the proper messaging and involvement even adversaries can be converted into allies.
3. Managing Change: Managing change requires that key players have control over 4 critical elements: 1) Vision Alignment…those that understand and agree with your vision must be leveraged in the change process. Those that disagree must be converted or have their influence neutralized; 2) Responsibility…your change agents must have a sufficient level of responsibility to achieve the necessary results; 3) Accountability…your change agents must be accountable for reaching their objectives, and; 4) Authority…if the first three items are in place, yet your change agents have not been given the needed authority to get the job done the first three items won’t mean much…you must set your change agents up for success and not failure by giving them the proper tools, talent, resources, responsibility and authority necessary for finishing the race.
There you have it; the 3 pillars of change in three short paragraphs. Now that you understand change, here’s are the 10 points that need validating prior to launching a change initiative:
  1. Alignment and Buy-in: The change being considered should be in alignment with the overall values, vision and mission of the enterprise. Senior leadership must champion any new initiative. If someone at the C-suite level is against the new initiative it will likely die a slow and painful death.
  2. Advantage:  If the initiative doesn’t provide a unique competitive advantage it should at least bring you closer to an even playing field.
  3. Value Add: Any new project should preferably add value to existing initiatives, and if not, it should show a significant enough return on investment to justify the dilutive effect of not keeping the main thing the main thing.
  4. Due Diligence: Just because an idea sounds good doesn’t mean it is. You should endeavor to validate proof of concept based upon detailed, credible research. Do your homework – put the change initiative through a rigorous set of risk/reward and cost/benefit analyses. Forget this step and you won’t be able to find a rock big enough to hide under.
  5. Ease of Use:  Whether the new initiative is intended for your organization, vendors, suppliers, partners or customers it must be simple and easy. Usability drives adoptability, and therefore it pays to keep things simple. Don’t make the mistake of confusing complexity with sophistication.
  6. Identify the Risks: Nothing is without risk, and when you think something is without risk that is when you’re most likely to end-up in trouble. All initiatives should include detailed risk management provisions that contain sound contingency and exit planning.
  7. Measurement: Any change initiative should be based upon solid business logic that drives corresponding financial engineering and modeling. Be careful of high level, pie-in-the-sky projections. The change being adopted must be measurable. Deliverables, benchmarks, deadlines, and success metrics must be incorporated into the plan.
  8. The Project: Many companies treat change as some ethereal form of management hocus pocus that will occur by osmosis. A change initiative must be treated as a project. It must be detailed and deliverable on a schedule. The initiative should have a beginning, middle and end.
  9. Accountability: Any new initiative should contain accountability provisions. Every task should be assigned and managed according to a plan and in the light of day.
  10. Actionable: A successful initiative cannot remain in a strategic planning state. It must be actionable through focused tactical implementation. If the change initiative being contemplated is good enough to get through the other 9 steps, then it’s good enough to execute.
Has this been useful? Have I left anything out, or got anything wrong? Sound-off in the comments below…

http://www.n2growth.com/blog/leadership-change/

Friday, January 21

YIEP: self expression

YIEP (Youth Intercultural Exchange Program) – Egypt 2011


Express your self 

Details 

If you are planning to visit Egypt it's nice to have a glance through the great Egyptian history before embracing upon the trip so that you can have a wider knowledge and understanding of the place.

We can help you as we offer an amazing program for 2 weeks 
Program Fees: 250 Euros.
Plus 100 Euros (optional for Dahab trip)
For groups only more than 5 
Special offer for groups more than 10 participants


When?
Available in February & March 2011

Where?
In Benha University 

Basic Fees and Duration ?
250 euros for 10 days
+ Dahab trip fees (will extend the duration for extra 4 days upon Request)..

What does Basic fees exactly cover?
1-Accommodation ( Benha)
2-The official certificate of attendance (Intercultural Exchange Program Certificate ) 
3-An amazing social program 
4-The transportation from Benha to Cairo and accommodation in Alexandria .
5-Picking up from the airport.
6-Welcome Party.
7- CONTACT PERSON(S)

* Any additional requests will be provided upon request and agreements.

+ Our Special Gift ( Our Welcome Package )
+ other special events and gifts.

Social Program Include:
More than 5 cities to visit and stay in = Cairo , Alexandria , Benha, Quweisna ….
and Dahab (upon request) .

* Two days at Cairo one of the most old and amazing cities in the world to visit :
1-Great Pyramids and Sphinx 7000 years old
2-Bazaars area which one of the biggest and famous bazaars in the world for Egyptian and Arabic souvenirs.
3-Great Egyptian Museum the biggest museum in the world that containing more than 100 thousand pieces of ancient monuments. 
4- Azher University the first university in the world 
5- Islamic mosques area, Cairo Citadel or Azher Park ) 
6- Cairo night life experience (upon request)

* A weekend in City of Alexandria the most Beautiful city in the Mediterranean area to visit:
1- Bibliotheca Alexandria 
2- Alexandria Citadel 
3- Alexandria Beach .
4- Al Montazeh Palace.
5-Anciant Roman Monuments and Alexandria Museums 
6- Alexandria Night Life Experience (upon request)

* Dahab City (upon request)
A two nights that you can not miss on the shore of the Famous Red Sea, near sharm el sheik by about 60 minutes, to enjoy snorkeling, camping, Safari, swimming in the amazing red sea and of course you can not miss diving experience.
The fees will cover : Transportation, Accommodation and CONTACT PERSON(S). 

* A program time table will be provided upon arrival 

Official language:
English.( Basic English level in conversation is highly recommended)

Climate and Clothing:
The weather is sunny & warm in August; the average temperature ranges from 28 to 35°c in the summer, being one of the most beautiful countries during this period of the year. During winter it ranges from 18 to 20°c..
U can check the following link also: 


http://www.youtube.com/watch?v=5XbFvg8o7mo
http://www.youtube.com/watch?v=2uT_47j2B5Y

For more information and reservation 
Please do not hesitate to contact
dr.ahmed.naguib@gmail.com

Tuesday, January 12

YLVP 2 0 1 0

SI Young Leaders Visitors Program 2010 Connecting Leaders for Positive Change The Swedish Institute Young Leaders Visitors Program (YLVP) is an intercultural leadership program that focuses on social media as a tool for positive change. The program invites young opinion-makers from Sweden and selected countries in the MENA region who are actively working for social change in their respective contexts. This year the program will have an extensive focus on social entrepreneurship and applications from Yemen will also be considered.


The YLVP promotes exchange of knowledge and creativity and helps strengthen young opinion-makers leadership and ability to work actively for social change on issues related to democracy and human rights.

The Swedish institute is now reaching out to young determined visionaries who are covering social developments and working for a positive change in the following countries; Algeria, Egypt, Jordan, Lebanon, Morocco, Palestine, Syria, Tunisia, Yemen and Sweden. 

Application deadline is February 28th 2010. Application forms can be obtained by following the link below:



http://www.si.se/English/Navigation/Scholarships-and-exchanges/Lead...

Application instructions and more information about the program can be found at: 

www.si.se/ylvp 

Enquiries should be addressed to ylvp@si.se

Friday, February 27

UGL, Understanding Group and Leader

UGL, Understanding Group and Leader
Welcome to participate in a UGL course at Hyper Island. We have arranged UGL courses for twelve years. We are now one of Swedens biggest organizers of UGL courses and one of few companys who can offer UGL in english. This is your chance to take your business and private life to a completely new level. Apply now! At Hyper Island we consider the UGL (Understanding Group and Leader) to be one of the best educations in leadership and personal growth in the world. So far 200 000 people have taken this intense course. What is a UGL? UGL provides training in how a group develops and matures over time, what happens in the group during the course of this development and what behaviour or actions promote or inhibit constructive development. Within UGL, this is referred to as group dynamics. The course also deals with the problems and possibilities of leadership related to the development of the group’s maturity, and what style of leadership will promote both task solving and group development. What UGL can do for you The overall objective of the course is for the participants to become more effective as group members, leaders and trainers. During this course you will have the opportunity to: - participate in an experiential (experience based) learning model - increase insight into your own personality - learn to identify and to handle conflict - learn to communicate in a direct and clear way - learn to give and to receive effective feedback - learn to recognize different phases of a group’s development - understand that there is a need for different leadership styles - increase self-confidence and self-insight
How does it work? Throughout the UGL course, learning occurs through experience of situations reflecting group dynamics and understanding your own role in these situations or dynamics. Each group consists of 8-12 people and two certified UGL facilitatorswho make up activities to make sure they suit the members of the group. We have found some lovely locations for the UGL-course where the members stay for five whole days. Said about UGL

”I attended my UGL in October 2005. It was a definite eye-opener for me and I have, through the course itself and the people who were in it, developed a much higher level of self esteem and understanding for myself. The UGL has probably saved me a few years of inefficiency and mistakes as a leader. Today I am working as a consultant in personal-, group- and organisation development.” /Sarah Ejermark, Insight

Have a look here to find out what other partcipants have said about the course!
Apply now! It is time to learn something new about your self. UGL is a knowledge that you will carry with you for the rest of your life! Click here to find out our dates and costs.
http://www.hyperisland.se/index.1088---1.html