From the African Emotional Intelligence Conference (AEC) in 2023: In today’s rapidly evolving landscape, the concept of work as we know it is undergoing a profound transformation. As organizations grapple with the challenges and opportunities brought about by globalization and remote work, leaders must adapt their mindset and strategies to thrive in this new reality.
Speaker, Dr. Yele Okeremi, a seasoned expert in organizational management, highlights the imperative of transforming organizations into global entities sooner than initially planned. This requires a fundamental shift in mindset, moving away from a singular focus on local operations towards embracing the complexities of operating in a globalized world.
Key to managing a migrating workforce is understanding the shifting nature of work itself. Dr. Okeremi emphasizes that leaders are no longer merely managing physical presence but are now tasked with focusing on results. In this paradigm shift, the narrative moves from companies building people to individuals building themselves. Each employee becomes a company unto themselves, responsible for investing in their own skills and competencies to remain competitive in the global job market.
In this dynamic landscape, organizations must adapt their talent management approach. Instead of relying solely on traditional in-house training programs, there’s a growing need to attract and retain talent with ready-made skills. This may entail offering higher salaries for individuals possessing the necessary expertise, thereby reducing the need for extensive technical training. By prioritizing results over physical presence, organizations can create a flexible and dynamic work environment conducive to attracting top talent.
Dr. Okeremi’s insights also shed light on the emotional and psychological impact of migration on individuals and organizations. As individuals contemplate leaving their home countries, factors such as economic opportunities, career advancement, and social connections influence their decision-making process. Conversely, organizations must grapple with the reality of losing valuable talent to international migration and the subsequent challenges of maintaining productivity and morale within their workforce.
Rather than resisting this trend, Dr. Okeremi advocates for embracing it as an opportunity for growth and transformation. Emotional intelligence emerges as a crucial factor in navigating these changes, both for individuals contemplating migration and for leaders managing migrating workforces. Leaders must understand the physiological and psychological implications of emotional breakdowns within their teams and strive to create supportive and inclusive work environments that prioritize well-being.
In conclusion, managing a migrating workforce demands a shift in mindset, a commitment to continuous learning and adaptation, and a recognition of the interconnectedness of individuals and organizations in an increasingly globalized world. By embracing this new reality and leveraging the opportunities it presents, organizations can position themselves for success in the evolving landscape of work.