| | NOVEMBER 2024MANAGEHRMAGAZINE.COM19at key stakeholder levels as we cascade down the organization. Lastly, I think our biggest learning has been to prepare for the `small `wins' in the process to ensure that everyone in the organization has a sense of the change bringing positive action to their roles. The early wins may seem small and extend the overall process but you reap the rewards exponentially on the back end. Leveraging technology to enhance talent development and operational effectiveness. We have embraced artificial intelligence (AI) in our talent development efforts. Not only do we provide a career path for each role but we provide AI suggestions for our teams to upskill and learn transferrable skills through training that is above and beyond what is required. It is our goal to create a learning culture where our employees are curious and are looking for ways to grow. Gauging the Health of Organizational Culture Beyond Traditional MetricsThe health of the organizational culture can be measured in several ways. I would prefer to look at it as a balanced scorecard of three different areas - People, performance and customer Sentiment or reputation. People equal the talent within an organization and those areas of measurement are existing employee engagement surveys, retention numbers and components like Glassdoor reviews. Performance, whether of finances, new innovative processes or products, is a measure that indicates a healthy organization that is striving to get better each day. Customer sentiment or reputation is paramount to a brand's success. If the people and performance are in line you should have a customer base that is committed and as loyal as your internal talent. This measure can be done by ratings and reviews from customers, focus groups, or any other way to involve your customer base in the opportunity to glean what they think will make the experience better. The Upcoming Trends and Preparing for the FutureCurrently, everyone's focus is on AI. Service providers are starting to build that into their capabilities in software akin to a Learning Management System. I think many are putting hope into AI that it will provide a `set it and forget it' mentality where it will do all the work for people. As businesses and leaders, we need to start planning for what it might not do in the framework of the head and heart. We have to change the way information provided by AI is processed and as good as those suggestions are, we cannot underestimate the power of a leader sitting down to take the time to tell someone that they believe in them. In the end, it's the soft skills that inspire people.Ensure you are close to operations and the business. We are, in general, a cost center, but by understanding how teams contribute to the overall success of businesses and operational effectiveness, you will be golden. That is how one gets a seat at the table. Steven FretwellMany multinational corporations in the Middle East offer leadership development programs tailored to the region's unique needs. These efforts collectively strengthen the region's leadership capacity and future growth.Quick Bytes
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