Tag Archives: Sémaphore

VZW Sémaphore viert 20 Jaar – 22 September 2012 in Anderlecht

De vereniging van het project Sémaphore werd geboren in 1992 met de hulp van een kleine groep jongeren, vergezeld van de oprichter van de Associatie, die toen woonde op een boot.

Maar het was pas in 1996 dat de vereniging haar “cruisen” begon met de overname van het schip Jean-Bart.

In de afgelopen jaren heeft het project genomen consistentie en vzw Sémaphore is trots dit jaar in staat zijn haar 20-jarig bestaan in de buurt Biestebroeck vieren.

Sémaphore biedt om met de jeugd te werken door middel van begeleiding, buitenschoolse activiteiten, vakantiekampen en een thuis.

Wij organiseren vele evenementen en thema-avonden om bewoners te mobiliseren en de verzoening van alle voor een betere samenhang te bevorderen.

Aan de andere kant, deze gebeurtenissen toe uitwisselingen met andere multiculturele verenigingen, gelegen in andere gemeenten van Brussel.

Voor 20 jaar, Sémaphore stelt een verjaardag die dag u niet mag missen!

Wees met ons mee 22 september 2012 in de buurt Biestebroeck.


> 10h vroege inschrijving workshops!

> 10:30-12:30 street art (over Hip Hop, graffiti workshop, circusschool van Brussel en klimwand)

> 12u30-14u30 sandwich partij

> 14u30-18u00 watersport (fregat haven Brussel VZW scheepswerf, roeivereniging, …)

en op aarde (springkastelen, reuze kicker, sumo spoor, houten spelletjes, klimwand, sport, circus ring, schminken voor kinderen, promotie, …)

en het schip Jean-Bart (expo foto’s terug naar de toekomst, spatiebalk en snacks …)

> 18u30 verjaardag speech

> 19u-20u30 wereld buffet (toeslag)

> 20h-22h concert



Contact & Infos

ASBL Semaphore Péniche Jean-Bart
Quai de Biestebroeck
B-1070 Anderlecht

Tel: 0483 02 61 11
Bateau: 02 521 93 51
Tel: 0483 04 31 80


Flyer: ASBL Sémaphore fête ses 20 ans (1/2)

Flyer: ASBL Sémaphore fête ses 20 ans (1/2)

Flyer: ASBL Sémaphore fête ses 20 ans (2/2)

Flyer: ASBL Sémaphore fête ses 20 ans (2/2)

ASBL Sémaphore fête ses 20 ans

ASBL Sémaphore fête ses 20 ans


Pay-For-Performance or How to fail your human resources management

I am the president of non profit organisation which helps children and adolescents to foster the acquisition of knowledge and skills allowing a personal development, a self-esteem and sense of responsibility by working on a barge [2], doing sport and acting imaginatively and creatively through the organisation of cultural events.

As many public administrations we are publicly funded and collect few donations to be used to increase the salary of our team (a coordinator and two animators). We try to keep them motivated, as my HR manager told me more that 5 years ago, but it doesn’t work.

My definition of the motivation is:

  1. Inform honestly on the difficulty of the job (but psychologists say: if you don’t experience it you can’t truly evaluate its difficulty or simplicity – think when you had your first child)
  2. Focus on the dreams of the employees but use their past knowledge and interest (e.g. we had a professor or theatre courses who never gave any classes to our children)
  3. Answer honestly to the questions of the employees
  4. Involve the employees during each discussions when strategic decisions are made
  5. Give a full autonomy to the employees to organise activities with our children

But apparently it is still not sufficient, the work looks too hard:

  • Maintaining a barge of 38×6 square meters
  • Educating children through the work, the sport and the culture
  • Motivating children

On top of that, we had difficulties to recruit new members of our Management Board as people are too busy to dedicate time for a mid-long term commitment; On the contrary, we find easily volunteers for short-term (read semester) commitments in accordance with the school’ schedule (September-June).

The question is: “how could we keep the motivation of our children, employees and members of the Board?”.

Recently I found a definition of the motivation which made by Daniel H. Pink. He is an American writer, author of many books focusing on the world of work.

Below is a talk presenting the gap between what science knows about motivation and what companies apply. Apparently, we don’t need sweeter carrots and sharper sticks, we need a whole new approach, an approach that puts more stock in intrinsic motivation.

Dan identifies three elements that comprise a new way of thinking about motivation [1]:

  • Autonomy: The urge to direct our own lives.
  • Mastery: The desire to get better at something that matters.
  • Purpose: The yearning to do what we do in the service of something larger than ourselves.

Based on that definition I’ll be able to foster the motivation of our employees and try to keep them proud of them and willing to help children who need guidance during this ‘crisis” era during which the financial bonuses of the individuals have generated one of the biggest economical decline!

let’s watch this 5 stars talk:


[1] End of December, Dan will release a new book: “Drive: The Surprising Truth About What Motivates Us

[2] Semaphore nonprofit organisation: http://asblsemaphore.skyrock.com/