In a world where change has become frequent, leaders who can see disruptions as opportunities are often the ones who can steer their companies towards greater heights. For a region as dynamic and embedded in the overall geopolitical and global economy as the Middle East, the challenges of not having the right leaders get further amplified.

The SHRPA State of the HR Industry Report – ME Insights found that for over 98% of HR leaders surveyed in the region, building the right leaders is the top challenge with the greatest potential to create business impact. Leadership development also emerges as one of the top investment areas in HR tech. These trends are not surprising given major economies in the region—especially across the GCCs—are still caught in the tailwind of evolving global market conditions, a strong focus on the transition to non-energy intensive sectors, and demographic shifts have created uncertainty. But companies with low HR tech maturity are struggling with an ineffective development and training framework.

To tackle ensuing uncertainty and raise HR’s ability to develop a new leadership paradigm—a way of thinking and building leaders— is necessary.

After looking at HR and talent challenges across regions like Pacific ANZ, India, and Southeast Asia, the People Matters SHRPA Talent Talk is proud to bring its deep dive webinar discussion exclusively for the Middle East. The SHRPA Talent Talk on “The New Leadership Paradigm for the Middle East” brings you strategies, insights, and much more to decode the future of leadership in the region and helps you raise your chances of building transformative leaders.

Discussion Pointers:

1. Navigating Complexity: Decode the nature of business and talent complexity across the Middle East and ensure your leaders are equipped with the right skills and technologies.
2. Develop or Acquire/Hire Challenge: Strategies on acing leadership development and attraction. Competing for top global talent in an increasingly connected world requires HR leaders to rethink how they attract and build future leaders.
3. Leadership Succession: Creating a strong leadership pipeline and leveraging deep talent intelligence through AI and analytics to map internal capabilities and ensure the right place and right role for leaders across the hierarchy.