The Chartered Institute of Personnel Management, CIPM, has urged organisations to embrace technology for sustainable business performance and to excel globally.
The CIPM also called for the creation of open and non-retaliatory feedback mechanisms to enable employees to cultivate learning agility.
These were part of a 12-points communique reached at the end of the 54th international conference of the institute held in Port Harcourt City, River State, Southern Nigeria.
Transformational leaders
In the document signed by the 20th President and Chairman of the Governing Council of the Institute, Mr. Olusegun Mojeed, the more than 2,400 participants indicated that “To begin the process of raising transformational leaders, organizations must create a culture of open and non–retaliatory feedback, which empowers employees to courageously challenge the status quo, which in turn, cultivates learning agility.”
They further recommended that “If organizations are to thrive and excel in this new world of work, they must embrace technology to enable and sustain business performance, as well as to drive learning and behavioural change.
“We must establish appropriate leadership institutions to train, test, and inculcate leadership ideals and values before anyone is put in any position of leadership. This will help build a vibrant society and nation at large,” the participants also recommended.
Talents Exodus
The institute recommended that to curtail flight of talented young Nigerians abroad for greener pastures, organisations need to invest in tools and capabilities to build, retain and sustain the employees as well as amend employment contracts in order to make them flexible.
According to them, “Organizations must invest in tools and capabilities that will help them in building, managing and sustaining their talent pools and pipelines, as managing talent retention is more critical and expensive given the massive global talent exodus.”
They also recommended that “To cope with the onslaught of the massive global talent exodus, organizations must begin to amend their employment contracts to give room for location flexibility and full remote working for talents that are relocating out of the country, such that these talents can still be in their employment even if they have relocated.”
The participants also urged organisations to adapt and fit into the new normal by implementing a hybrid and remote working arrangement in line with modern reality, whereby some employees now have side hustles and may not make it to the office.
The participants further agreed that organizations give vivid clarifications on the kind of talents they need and “As leaders, model and exemplify the behaviours needed in others.
“Nation-building is a collaborative effort, and national leaders must promote non–linear thinking and good corporate governance principles and practices.
“We must encourage and develop a workforce of thinkers and as a matter of urgency, address the mindsets of our people. The mentality of the people determines the direction of the nation. Until the mentality of the people changes, the nation cannot change.”
PIAK
