Afrika Tikkun New Logo With Payoff Line 2021

Afrika Tikkun Culture Formula for Success

How it was created

Afrika Tikkun Culture Formula

This is the story of how the fully inclusive, co-created Afrika Tikkun Formula for Success came to life.

At Afrika Tikkun, we believe that integration and alignment are crucial for our wellbeing and growth. To ensure that we are continuously on track to be the best version of ourselves, we decided to collectively build a powerful cultural model that all employees could relate to – our very own and unique Afrika Tikkun Formula: defined in mathematics, expressed in art, measured in statistics and lived in action.

Our primary purpose is to enable Responsible kindness, which will take our company to the next level. This objective was pre-defined on the ‘right-hand-side’ of the equal sign of the Afrika Tikkun Formula and all employees were invited to express their views, via the Blueprints Method™, on how best to achieve it.

Every member of the organisation was asked to express what Afrika Tikkun needs to do more of, and what it needs do less of to increase our future fitness.

Over 850 opinions were gathered, which were thematically grouped into 30 discrete enabling factors (those to be pursued) and 26 discrete disabling factors (those to be eliminated). All employees were then invited to vote on the most important themes, and the winning 10 Top Line Enablers and 10 Bottom Line Disablers emerged to formulate the final Afrika Tikkun DNA, along with their weightings of importance.

To bring our winning Formula to life for all to see, all employees were asked to express creative ideas on how to depict each of the Afrika Tikkun Formula elements as art forms. Over 200 ideas were proposed and the best ideas were converted into two-dimensional images.

The Afrika Tikkun Formula is measured regularly to determine how each of these icon elements are being lived, where the high priority focus areas for each Centre are and what actions are required to drive real and sustainable improvements.

In this way, the Afrika Tikkun culture and organisational effectiveness will continue to grow from strength to strength.

Top Line (Numerator) Enablers we need to do more of to optimise our success

Beneficiary specific value-adding

Beneficiary Specific Value Adding

  • Acknowledging the needs of our community
  • Enabling young people to excel
  • Empowerment from cradle to career
  • Psychosocial support to children and youth
  • Helping to alleviate poverty

Clear goals & direction

Clear Goals Direction

  • Clear about our services
  • Well understood strategy in layman’s terms
  • Well defined operational plans
  • Strong vision
  • Understanding the end goal and objective

Empowering people

Empowering Our People

  • Employee voice
  • Inclusiveness
  • Listening to our people
  • People feel involved
  • We take our staff seriously

Fostering partnerships (Private, Government, other NGO’s)

Fostering Partnerships

  • Connect with other organisations and partners
  • Building relationships
  • Synergistic model
  • Partnerships with reputable service providers
  • Understanding the landscape which affects our area of work



  • Agile and adaptable
  • Business mindset
  • Dream big
  • Creativity
  • New product development

Quality driven

Quality Driven

  • Continuous improvement
  • Always raising our standards
  • Striving for delivery excellence
  • High performance standards
  • Service through excellence

Supporting our people

Supporting Our People

  • Taking care of our staff
  • A good working environment
  • Encouraging staff
  • Our people are our greatest assets.
  • Valued employees



  • Always reviewing avenues on all projects ventured on
  • Constantly looking at ways of securing our future
  • Future fit



  • “I am, because you are”
  • A person is a person through other people
  • Valuing the uniqueness of the human wellbeing
  • The spirit of sharing
  • It takes a village – together to create a better life for all
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Bottom Line (Denominator) Disablers we need to do less of to optimise our success

Abuse within communities

Abuse Within Communities

  • Child abuse
  • Gender based violence
  • Social ills



  • Work life imbalance
  • Unrealistic workloads
  • Too many tasks to complete in limited time
  • Pressured unnecessarily

Communication breakdown

Communication Breakdown

  • Lack of 2-way communication
  • Information not filtering through to all
  • Ineffective communication across departments
  • Poor communication structure
  • Slow responses
  • Disparities in communication
  • Mixed messages

Disengaged people

Disengaged People

  • Lack of commitment
  • Demotivated
  • Coming to work without purpose
  • Not passionate about what they do
  • Negativity
  • Always complaining
  • Not considering the best interests of the organisation



  • Comparison of centres
  • Unequal treatment
  • Preferential treatment
  • Disparities
  • Bias

Insecure funding streams

Insecure Funding Streams

  • Dependency on too few donors
  • Fear of future funding
  • Inconsistent funding
  • Not diversified enough for multiple income streams
  • Overly dependent on donations

Lack of recognition

Lack Of Recognition

  • Not giving credit where due
  • Feel taken for granted
  • Lack of appreciation

Politics & gossip

Politics & Gossip

  • Gossiping
  • Forming cliques
  • Rumour mongers
  • Corridor talk
  • The politics of politics

Silos / Us & them


  • Disunity around the brand
  • Disconnect between the operating entities
  • HO is not connected to the centres
  • Creating chasms
  • Disjointed
  • Lack of synergy
  • Working in islands



  • Irrelevant and redundant trainings
  • Ineffective spending
  • Not considering costs
  • Meetings about meetings
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