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How to Transform Your Current Employee into a Ready-Now Leader?

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If you want to grow a leader, you primarily need to look for talents within your organisation and not seek for external talent sources. This means to get the leader you want, from your current employee.

There are many reasons, why you need to look for talent internally within your organisation. The two main reasons are as below:

  1. It is a strategic way to engage your employee with the organisation.
  2. It is one of the best strategic approaches to empower key talents and retain them.

Imagine, how your employees will feel valued and embrace transformation on realising, that you are preparing them to be the next organisational leader of change.

What do you think matters to employees in terms of motivation, satisfaction, engagement, etc.?

Swinging between the possibility of engagement levels being either extremely high or low, the next step is to sustain these engagement levels, change preconceived notions and make them grow with the company in a longer run.

To perform this you need to primarily realise that it is not a one-time execution, but an ongoing process that commences right from the day one, when your employee decides to join and become a member of your organisation.

Here are some of the steps on, how you can transform your current employee into an effective ready-now leader:

  • Empower your employee.
  • Create a role for your employee, not just some tasks to perform.
  • Know your employee well enough to keep them self-motivated.
  • Create and grow your employee’s self-confidence.
  • Make your employees feel valued for their contributions and see themselves as an integral part of the organisation’s bigger picture.
  • Create an attainable goal for your employee that helps them participate in the leadership evaluation, even if the project is of small-scale. Allow your employees to gauge their self-ability and competence as a leader.
  • Bear your employees/workforce on mind before initiating action plan and involve them actively in management decisions.
  • Do not assume employee reactions to a chance in policy or process flow, rather ensure seamless communication in a team and effective collaboration.
  • Define your quarter on the awareness-matrix regards leadership.
  • Treat your employee in a professional, fair and respected manner at all times to infuse them with the most important leadership traits: respect, integrity and fairness.
  • Treat your employee as your strategic business partner.
  • Value your employee first as your internal customer to make sure he’s satisfied working for your company.
  • Define a structure based on team work to initiate leadership early on, from team leader perspective.
  • Starting from day one, the organisational aspects, business goals and workplace culture have to be clear to your employees.
  • Implement the traditional wise “walk your talk”, do not ruin your efforts to make a ready-now leader by being unprofessional at work.
  • Study your employee carefully and observe their behaviours to know from where to start inculcating leadership training.
  • Listen carefully to your employee and take feedback seriously for inclusion if the idea will help support business growth.
  • Believe in leadership abilities of your employees to make them feel worthy of being the next leader.
  • Work on your employee’s loyalty system.

The more you make your employees valued for their contributions, and empower their ability to be the next leader, the more they will continue to be engaged to upscale your organisation to new heights of success. This process of creating a ready-now leader is ongoing, and one of the most effective ways to motivate key talent and retain them with the company.

By: Hazem Hassan

Employee Based Management

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Wellbeing @ Work Summit Middle East 2021 – Diversity, Inclusion and the Holistic Wellbeing approach

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Written by: Cinzia Nitti

A working environment characterized by greater Diversity & Inclusion has more chance of being a place where new ideas and perspectives flourish: inclusive businesses benefit from those who feel very included and motivated in the Organisation. Companies with more culturally and ethically diverse Teams are 33% more likely to see better than average profits (McKinsey, 2017).

The Wellbeing @ Work Summit Middle East 2021 brought to light the need and urgency to put individuals and interactions over profits within the panel session dedicated to Creating a Holistic and Inclusive Wellbeing Strategy. The panel has been moderated by Chris Cummings (CEO Sonas Events) and joined by Irada Aghamaliyeva (MENA Diversity, Inclusiveness & Wellbeing Leader – EY), Funda Kalemci (Global Leader, Diversity & Inclusion – Nielsen), Mimi Nicklin (Author and Empathetic Leader) and Öykü Kayaalp (Diversity & Youth Programs Professional – Vodafone Turkey).

According to the valued speakers, true Diversity and Inclusion have to create a sense of belonging, breaking the Mental Health Stigma and Empathy. So Emotional wellness turned out to be the core of those two elements: in fact, it generates wellbeing and inclusiveness at all levels.  

The covid-19 pandemic showed employees how frustration and emotional fragility affect performance and inclusion, even within the most well-structured and diverse Team. Filling the gap between self-expectations, dealing with such an unexpected “new normal” and an Organisation’s goal, proved to be a complex challenge that both employees and leaders had to face suddenly. Creating a work-life balance has been crucial to supporting the new “Smart Working Model” imposed by the pandemic.

How to maintain and strengthen a sense of belonging through screens and virtual work-spaces?

Irada Aghamaliyeva and Öykü Kayaalp firmly agreed on “connecting and communicate through a deep understanding of various cultures at the Workplace, whether physical or from home”. It is key to set a balanced environment where employees feel totally appreciated and valued – the reduction of work stress highlighted a decrease of stereotyping and a more open-mindedness towards intercultural awareness. It can be faced and strengthened through coaching sessions and encouraging employees to speak out freely and fearlessly about what makes them feel inadequate. Break the workplace Mental Health Stigma thanks to self-acceptance is the first step to creating a more inclusive culture, relation and support between employees and leaders.

What role plays Empathy in this framework and why it so crucial in an inclusive culture?

Empathy is the pixie dust that bridges the Diversity and Inclusion gap. Practicing and nurturing Empathy within the Organisations is the starting point from which Leaders and employees should consider the value of their interactions. Listening – not just hearing – is crucial: so often in HR and Leadership people listen to respond, but they don’t really stop and focus on what’s the inner need on the other side. To empathize is the choice to understand, it is a skill that we all can own through practicing kindness and active listening. “True Diversity and Inclusion has to begin with Empathy because if we don’t understand each other, how are we going to integrate?” Mimi Nicklin

Also, when employees are largely satisfied of their experience within the Company on an empathetic level, they are more likely to report high intent to stay with the Company and be high performers. “At Nielsen IQ we have a Global Wellness Framework lead by global HR Teams that works on four pillars: physical wellbeing, emotional wellbeing, financial wellbeing and environmental & social wellbeing”, Funda Kalemci affirmed, highlighting the importance of Mental Health within Global companies.

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Wellbeing @ Work Summit Middle East 2021 – where balance, resilience and authenticity break the Mental Health Stigma

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Written by: Cinzia Nitti

Globally, 2020 has been a year like no other. Coronavirus pandemic caused a massive business disruption; transformation has been key in supporting employees and catalyzing workplace changes. There was a rush to adapt and reinvent Business Models. Organizations had to rethink and reconsider how they deliver services and strengthen their Organizations through a forward-thinking Digital strategy. To be more agile and responsive in such uncertain times, we need to respond to challenges and adapt quickly to new scenarios by moving from rigid hierarchies to leaner and more flexible structures.

But what about Mental Health at Work, and why is it essential?

What’s the Office of the Future?

Within the Wellbeing @ Work Summit Middle East 2021, HR Leaders tried to normalize the conversation about Mental Health by putting the topic first, enabling self-care and professional support, raising awareness, and building knowledge around its related issues. Nowadays, personal and work life are more intertwined than ever, so it becomes vital to create balance: the more employees feel free to talk about Mental Health, the more they can prevent struggle and breakout at the Workplace. HR leaders play a crucial role in making an IMPACT by pushing new solutions, promoting work-life balance, redesign workloads, and supporting their Teams.

In this general frame, Irada Aghamaliyeva (MENA Diversity, Inclusiveness & Wellbeing Leader at EY) affirmed: “Workplaces that are inclusive foster enhanced employee wellbeing; employees with high levels of wellbeing are more inclusive”. How can Organizations increase employees’ resilience and embed sustainable Leadership behaviors in the post-covid reality?

Dr. Irada Aghamaliyeva introduced the Mindfulness practice in the Workplace and highlighted its benefits on a large scale: improved wellbeing and resilience on a physical level; positive emotions, self-regulation, empathy and awareness of social dynamics; learning and innovation thanks to the implementation of flexible thinking, intuition and problem-solving processes. So breaking the stigma is possible, starting from personal wellbeing to sustain positive energy and fuel resilience.

About the Power of Empathetic and Authentic Leadership, Dr. Rima Ghose Chowdhury (EVP & Chief Human Resources Officers at Datamatics Global Services) stresses the importance of Leadership roles today. The virtual environment employees are working in, makes them more vulnerable due to a lack of balance between emotional and authenticity traits. Authenticity is the primary factor in effective leadership, regardless of the leadership style. Putting employees first as a strategic priority and hearing their voices to guide strategy; embracing agility to work more effectively in tumultuous time; including a multigenerational work-force: these are the key concepts within Dr. Rima’s motto “Empowering is to enable”. Through motivation and filling emotional support needs, the Empowering Teams Process leads to employees’ safety, esteem, and self-actualization. 

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. To know more about the FOW Future of Work Insights platform around the world, click here: https://fowinsights.com/

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The Wellbeing @ Work virtual Summit Middle East returns for its 5th annual event on 22-24 February 2021

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The summit provides an innovative and experiential virtual learning opportunity for our audience of CEOs, benefit and reward business leaders and senior HR professionals. The information and knowledge gained from attending this event allow the opportunity to make strategic wellbeing and mental health decisions within an organization, supporting our mission to create more flourishing and thriving workplaces. Never before has the mental health and wellbeing of your employees been so important. The Wellbeing @ Work Summit includes keynote speeches, panel discussions, workshops, and fireside chats alongside unrivaled networking with leaders across the Middle East using our AI-enabled matchmaking platform. This is far more than a webinar! An engaging 3-day event providing you invaluable insight and tools to create thriving workplaces.

Key Reasons to Attend:

  • An engaging AI-enabled matchmaking platform to make invaluable connections & host virtual meetings up to 2 weeks before the three-day festival
  • Learn how multinational organizations are creating workplaces where employees thrive in the new world
  • Campfire panel discussions informing workplace change & mental health solutions
  • Middle East-based employer case studies providing the secrets to employee wellbeing success
  • International experts bringing best-practice from across the globe
  • Invaluable networking with business leaders from across the Middle East

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. The design and implementation of a holistic wellbeing and mental health programme that delivers healthy outcomes and a more productive organization is paramount right now. 

In addition, the results of the extensive Middle East region-wide survey on wellbeing and mental fitness in organizations across the region made in partnership with Cognomie will be presented during the event.

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