Organizational Overview · Akar Umbi
1.Organizational Structure
2. Flat Structure, Clear Lines
At Kelana Jaya, Chen Li serves as Impact Driver, Kamielia as Impact Facilitator, with several interns. A flat management model means interns report directly to Chen Li—enabling fast feedback and swift task updates. Flat org Direct reporting Fast iteration
3. Organizational Culture - Inclusive, Open, Team-first
Akar Umbi welcomes volunteers and interns from diverse backgrounds. Teamwork is emphasised and practiced through fair task-sharing. In monthly check-ins, constructive feedback (e.g., balancing physical/logistical work) helped shift from solo execution to collaborative delivery—seen in the successful Frisbee Tournament (late 2024).
- Inclusive participation & participatory decisions
- Leader humility: invites feedback, apologises when needed
- Creativity & innovation encouraged across roles
4. Operational Mode - Cadence & Tools
Meetings every two weeks (weekly before events). In-person by default; when travelling, scheduled via Google Calendar and conducted on Google Meet. Daily communication and task allocation happen via WhatsApp and Google Docs. Monday.com tracks progress in real time; whiteboards and Miro support live brainstorming. Google Workspace WhatsApp Monday.com Miro. Remote-ready: calendars for visibility, async docs for context, boards for ownership and follow-through.
5. Key Organisational Methods & Processes - Project-based, Strengths-aligned
Project goals, timelines, and leads are visible on Monday.com. Task assignments are tailored to member strengths. Before World Refugee Day（Xchange & Xperience）, Chen Li consulted team skills and assigned the requester to logistics management and post-event video promotion—boosting performance and job satisfaction.
- Goals & owners visible to all
- Strength-based task allocation
- Consensus for key decisions (e.g., venues): options → concerns → finalise