By James Kiogora, Human Resource Manager, Maliasili

The hallmark of the best organizations is truly outstanding teams of people working together to accomplish extraordinary things. Great teams have a strong culture, talent, exceptional teamwork, and diverse skill sets. A vital feature of a great team is their culture of commitment - where individuals are entirely committed to overcoming any barriers to contribute to the mission - even walking 16 kilometers a day to get to work, as I once did.

I not only chose to walk 16 kilometers a day, but I did so with wild animals roaming nearby, including lions, elephants, and buffalo. This was during my time at the Lewa Wildlife Conservancy, when the conservancy was just getting started, and resources were scarce. (Today, Lewa provides transport for its staff living outside the conservancy). I did this six days a week for eight months as a volunteer, during an extended recess from my studies at the university. I was driven - determined to walk my way out of my humble and challenging upbringing.

Today, as a seasoned professional, I look back now and realize that the kilometers I clocked weren't just the result of my individual drive; rather, they were motivated by an organization that invested in people. It was this experience that shaped my entire career in human resources.

What investing in people looks like

• Take chances on people

When I walked into Lewa looking to volunteer during my long break from the university, the organization listened to my story and took a chance on me. They found a slot in the HR department, and over the following several weeks, I was immersed in intensive learning on human resource management. It took patience on my trainer's part, but they did not lose sight of the potential they had seen in me.

In a different scenario, it could be a fresh graduate seeking an opportunity for an internship or a university student looking to volunteer with your organization. No matter the scenario, it's worth listening and taking a chance on them. If Lewa did not take a chance on me, the organization would have missed out on a passionate, dedicated team member that served diligently for over fifteen years.
 

• Recognize talent when you see it

During the eight months that I volunteered, my trainer recognized my potential and decided I was worth keeping. My career path was originally destined for teaching, but they enticed me into conservation instead, which is a decision that I still cherish 18 years later.

Talent isn’t always easy to find. Here’s what I’ve learned about this:

• Organizations should always be on the lookout for talent (aka: BOLO). At times, talent will present itself in the most unlikely circumstances. Vigilance pays. Be on the lookout for indicators of talent, which take different shapes and forms depending on the work at hand. But more broadly, look for attributes like positive energy and attitude, a commitment to your organization's culture and mission, integrity, creativity, and team spirit.

• You may see talent in someone they have not yet discovered. Organizations can benefit from helping individuals self-discover and take the initial steps to build their capacity. I had not realized my potential in human resources management until the team I was working with gave me feedback and shared their observations and ideas for my professional growth. Organizations should learn to inspire and nurture the talent they identify. It is always easier to cultivate skills than passion and commitment.
  
  

• Look for ways to invest in the growth and development of someone’s career

  1. My fulfilling career at Lewa was marked by a continuous investment by the organization in my development through on-job training and financial incentives to attain higher qualifications, including a post-graduate diploma and a master's degree.

     This sharpened me for more significant responsibilities and the organization gave me opportunities for growth. I rose from being a volunteer, eventually becoming the head of human resources. It was a testament that the organization believed me in and allowed me to grow and contribute to its success at different levels. I was given a chance to exploit my potential fully. I would urge organizations to create pathways for growth for their team members that display the thirst and have the capacity for higher responsibilities.

  2. Give meaningful work to your team members and enable them to exploit their potential. This is what Lewa did for me and effectively harnessed my potential. They kept me challenged and engaged for over 15 years of my employment there.
     
     

• Always, no matter what, care about the person

When hard financial times came as a result of Covid-19, I had to leave Lewa. It was difficult to separate from an organization that I had called home for a decade and a half. I had formed very strong professional and personal bonds that will be lifelong, but there were still painful and challenging moments as I left. Yet through it all, I knew that Lewa cared about me as a person, and I know they still do. As a result of the good separation and remaining close to Lewa, I got a strong recommendation that opened my way to my new exciting role with Maliasili.