Rethinking your Emiratisation: How creativity, ideation and involving other team members can do wonders for your Emiratisation process

IBM Creativity Lab

This week I was part of a design thinking workshop which was organized by IBM In their Client Center in Dubai Design District. The workshop was designed to identify the various challenges IBM faces with its Emiratisation process and brainstorm ideas that will address its ability to attract, engage, retain and develop local talent. This would be done through a creative process.

I was quite excited to be part of this workshop, mainly because IBM’s approach to develop its Emiratisation strategy is in its core aligned to the philosophy my team and I have been advocating to employers -although implementation is somewhat different – we speak to; we encourage companies to allow the strategy to grow from within the organisation organically by initiating an internal conversation facilitated by a neutral and unbiased party. This is done by allowing participants (your team) to do the talking, address the challenges, point out opportunities and get them on board the whole Emiratisation journey you are embarking on. As a bonus you empower them by allowing them to suggest ideas.

As facilitators, our role is to direct all these conversations and ideas through our own framework, and once we have collected and put all the pieces together, we finally share with employers what was said and we propose solutions. (It’s a little bit like playing the role of a Maestro to a symphony).

So why should you consider this approach rather than leaving the headache of Emiratisation with the HR department to solve?
I can do a whole presentation explaining why; but here are my top 4 reasons you should consider adopting a similar exercise the next time you want to develop or revise your Emiratisation strategy:

  1. It’s Inclusive: From experience we know that the issues your Emiratisation process faces does not lie only in HR. This way you get to hear from the people really feeling the pain, and empower them to suggest ideas
  2. It fosters Creativity: We encourage participants to use their imagination and creativity to build scenarios and think of possible ideas
  3. Managing Change: Applying Emiratisation as a process or looking to grow its culture in your organisation can be confronted with resistance internally. The Creativity Lab can be used as one of the strategies to manage change and get buy-in.
  4. Communication: We always encourage clients to use the Creativity Lab proceedings and its outcomes to communicate to internal and external stakeholders the company’s commitment to Emiratisation. This can potentially feed into the company’s reputation as an ’employer of choice’.

If your organisation is keen to understand some of the opportunities it can tap in to to address the challenges its emiratisation process faces, drop me a line and lets grab a cup of coffee.

Author: Talib Hashim

Abdulmuttalib Al Hashimi (Talib) was born in 1977. He grew up in a sleepy town called Rashidiya, a far cry from the lights and bustle of Dubai. Talib began his career taking on a number of odd jobs (Yes, the legend of the one month stint he landed as a Magician/Promoter in the summer of '96 during the Dubai Shopping Festival is true). His first taste of the corporate world came with the large international bank HSBC, where he started in a small role as a 'Recovery and Debt Collector'. Fortunately, he moved up quickly during his tenure in the bank and was eventually recruited to be part of an elite team of Traders in the banks Global Market department. Inspite of the "Wall Street" like glitz and glamour that came with his role; Talib decided to submit his resignation in the summer of 2006 and say 'Adios' to his cubicle, a regular income -a well paying one too-, his SUV and the life of employment. Together with a young Emirati lady, he established Next Level Management Consultancy, a recruitment firm with specialisation in the niche market of 'Emiratisation' (Employing and developing UAE citizens). He is always proud of the fact that he has helped numerous Emiratis find employment. And he would like to think that he contributed -even if a little bit- to helping them lead happier and more fulfilling lives. Talib holds a Masters Degree in Strategic Project Management. He is an expert in Emiratisation and GCC national employment issues and initiatives. He is also a regular speaker on the topics of employment, development of people, Emirati entrepreneurship and also cultural challenges in the workplace. He also gives a series of motivational speeches titled "10 lessons I learned in 2009". Talib is an expert in multi-cultural issues that influence the Arab workplace and helps companies bridge the gap between their expatriate and local staff. He is often accused by some to be an idealist and a dreamer, however, Talib works tirelessly to become an agent of positive change in society (and ofcourse achieve amazing success as an Entrepreneur in the process). Talib believes that all Arab youth deserve the opportunity and the right to pursue their dreams and aspirations regardless of their race, caste, colour, status and family name in society; and hence he is a strong advocate of national and Arab youth empowerment. He has a passion for travelling and backpacking. He enjoys reading books on history, autobiographies and self improvement. He is currently trying to improve his sketching skills.

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