A presentation by Fahmi Abdein on What is organizational excellence and what is the leadership role and responsibilities in achieving excellence. Current state of leadership in the Middle East, and what is missing.
Presentation for the ASHRM conference in Bahrain, May 2010
3. Leadership “ one's ability to get others to willingly follow “ "Good business leaders create a vision, articulate the vision, passionately own the vision and relentlessly drive it to completion." Jack Welch
4. Leadership “ one's ability to get others to willingly follow “ Leadership is an endless pursuit of Excellence Leadership is a journey toward fulfillment of a Vision. A true leader’s Vision is bigger than life, It is bigger than his own life
5. Excellence ” Outstanding practices in managing the organization and achieving results, all based on a set of eight fundamental concepts” Achieving Balanced Results Adding Value for Customers Leading with Vision, Inspiration & Integrity Managing by Processes Succeeding through People Nurturing Creativity & Innovation Building Partnerships Taking Responsibility for a Sustainable Future The EFQM Excellence Model 2010
9. Leading with Vision, Inspiration & Integrity Definition Excellent organizations have leaders who shape the future and make it happen, acting as role models for its values and ethics.
10. Succeeding through People Definition Excellent organizations value their people and create a culture of empowerment for the balanced achievement of organizational and personal goals.
11. Nurturing Creativity & Innovation Definition Excellent organizations generate increased value and levels of performance through continual and systematic innovation by harnessing the creativity of their stakeholders.
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13. Clannish Authoritarian Centralized decision making Advancement to leadership through kinship, friendship, or seniority Reactionary/Reactive Micromanagement Leadership in the Middle East Overview Disengaged Unfeeling
14. Hay Group survey, 70 % of those surveyed used the command and control style of leadership because they assumed their employees were unwilling to take on responsibility up to 62 % of managers in the Middle East are having a negative effect on their workforce Leadership in the Middle East Overview
15. Fear High employee turnover rates and an under qualified talent Instability and uncertainty …… . Whom to blame? What Type of Work Environment and Culture Did that Lead to? Low Productivity Low Motivation No Loyalty Submissiveness Low self esteem Poor Customer Service
16. What Needed is Visionary leadership with the ability to communicate common goals, bring people together, motivate them and march them toward one purpose To create an excellence focused culture that is based on continuous learning, innovation, and improvement
17. A Realization that “Excellence starts at the top” “ Traditional” management approaches do not work anymore Frank, and often painful, reality check by top organizational leaders Leaders must admit that there is a problem, and the problem starts with them What Needed is
18. A frank examination at the dysfunctional organizational culture some leaders have created, and how to rebuild these cultures on solid business ethics, human care, and social responsibility What Needed is
19. Break-out of the shackles of the mind What Needed is Paradigm shift in leaders’ attitudes toward their human capital A belief that people is the only sustainable development
20. Get rid of your hierarchal culture Come down from that ivory tower People want a pat on the shoulder, and like to hear you say thank you What Needed is
21. It is NOT the title that precedes your name that sticks with people, it is what you leave behind when you leave the scene.
22. Intrinsically, employees want to: Feel Useful Feel that they Belong Feel Loved and Appreciated What Do Employees Want
23. You will learn a lot If you ACTIVELY LISTEN When they know that you care they will start to ENGAGE And if you trust, and support them they will feel EMPOWERED
24. HR is Business HR is Excellence Organizational Excellence IS Excellence in HR
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