Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities

The Development of Human Resources & the Overcoming of Learning Disabilities through Organisational Learning Leadership Challenge in the 21st Century

Professor Dr. Ali Al Khouri Director General - Emirates Identity Authority

Do you see a relation between: Business agility and

competitive advantage? Yes | No

Do you agree or disagree with the statement that says:

Workforce engagement in

organisations is critical

for business success?

Agree | Disagree


in engagementWorkforce



Agree | Disagree

Fully involved, and

enthusiastic about work


in engagementWorkforce



Agree | Disagree

“engaging

employees” is

becoming one

of the biggest

competitive

differentiators

in the business

world today.

Nearly 90% of executives surveyed by the Economist Intelligence Unit believe that organizational agility is critical for business success..

Yet most companies admit they are not flexible enough to compete successfully!

Almost one-third (27%) of respondents say that their organization is at a competitive disadvantage because it is not agile enough.

Nearly 65% of the Global Workforce is disengaged with the organization!!

Source: Towers Watson 2012


• Impact of under-engaged employees on Organizational Performance?

• Excellent contribution when Highly Engaged!

The higher the engagement of employees, the greater the impact on the bottom line.


HR Engagement (Development)

• While private industry is driven solely by commercial needs, Governments

need to handle this from a National skill development perspective.

• This should lead to a contribution to the Human Capital Index

and higher GDP

Human Skills Development

Gigantic investments

but inadequate outcomes!

Human Skills Development

Gigantic investments

but inadequate outcomes!

Why organisations are failing to engage

their workforce, although it is recognised

as important?

Put starkly, we are running 21st-century businesses with

20th-centuryworkplace practices and programs!

Do you see the

Challenge coming?

Key

Challenges

Key

Challenges

People development: In the

triad of the (Process,

People, Technology),

process optimization and

technology deployment

are given a lot of importance

and organizations are

largely driven by these.

While Process and Technology improve the

Efficiency and Effectiveness, People Skills

development alone contributes to Efficacy.

Problem solving, Analytical Reasoning, Issue

Management, Decision Making are the skills

needed for people in organisations.

Pe

op

le D

eve

lop

me

nt

• While management concepts abound, there is no structured and

engineered system available for Human Skill development.

• Training programs, workshops etc. are seen to be organized but

these have limited results.

A scientific approach perhaps is required to

understanding the learning needs of organizations and

a framework to be built.

.. employees at all levels, individually and collectively, continually increase their capacity to improve their level of performance.

Kullunga (2001)

Organisational Learning

Organization Learning

• Key to this is the

understanding of Learning

Disability.

• Organizational Development

can then be linked to

recognizing, addressing and

overcoming this disability.

Soucre: (Senge, p. 17-26)

Leadership

Organizations take on the personality of

their leaders!

Organizations are products of their leaders!

Leaders take the responsibility for

organisational skill-set development and its

sustainability.

Leadership: What Does it Mean?

A process of social influence in which one person can enlist the aid and support of others in the

accomplishment of a common task. Chemers M. (1997) An integrative theory of leadership

Leadership is a process of social influence, which maximizes the efforts of others, towards the

achievement of a goal. Kevin Kruse - Forbes

Leadership Skills Development AFPD Leadership Level Model


90% of

leaders in today’s

organisations are of

firefighting nature!


Leadership & organisational skills need to evolve across

the spectrum of mental

energies.. from merely fire fighters to a gamer

changers!

Such learning would require to

be consciously managed with

respect to Organizational Learning Disability

• Organisational Learning

• Adaptive learning systems to transform the learner from

passive receptor of information to collaborator..

• Development of educational material according to learning

needs..

.. focus on cognitive

skills.. & accommodation of both the ‘instruction’ and ‘construction’ of

knowledge..

• Organisational Learning

• Adaptive learning systems to transform the learner from

passive receptor of information to collaborator..

• Development of educational material according to learning

needs..

• Radical thinking is required for bringing in this transformation.

• Norm vs Novelty needs to be recognized

Organizational Transformation

We need a mindset shift from

“Education is Very Important”

to “Education is Every Thing”

Knowledge Development

Knowledge Globalization

Self-Actualization:

unleashing the full potential!

Adaptive learning could become a powerful modular approach to mind and behavior

The organisation move from organic growth mode, to generative mode.. from self-sustaining, to sustain the

entire eco-system.

Changing the Rules

of the GAME

Leadership needs to focus on

Transformation and be

Game-Changers!

Read our recent research :

www.id.ae

Thank you.

“None can be more negative in its

impact than the limitation on human

resource capacity.” Said Musa

Dr. Ail M. Al-Khouri Director General | Emirates Identity Authority | UAE [email protected] | www.emiratesid.ae |

Slideshare.net\dralkhouri | academia.org\dralkhouri @DrAliAlKhouri

Leadership & Management

Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities