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The Development of Human Resources & the Overcoming of Learning Disabilities through Organisational Learning Leadership Challenge in the 21st Century 
Professor Dr. Ali Al Khouri 
Director General - Emirates Identity Authority
Do you see a relation between: 
Business agility and 
competitive advantage? 
Yes | No
Do you agree or disagree with the statement that says: 
Workforce engagement in organisations is critical 
for business success? 
Agree | Disagree
Do you agree or disagree with the statement that says: 
in engagement 
Workforce organisations is critical 
for business success? 
Agree | Disagree 
Fully involved, and enthusiastic about work
Do you agree or disagree with the statement that says: 
in engagement 
Workforce organisations is critical 
for business success? 
Agree | Disagree 
“engaging employees” is becoming one of the biggest competitive differentiators in the business world today.
Nearly 90% of executives surveyed by the Economist Intelligence Unit believe that organizational agility is critical for business success.. 
Yet most companies admit they are not flexible enough to compete successfully!
Almost one-third (27%) of respondents say that their organization is at a competitive disadvantage because it is not agile enough.
Nearly 65% of the Global Workforce is disengaged with the organization!! 
Source: Towers Watson 2012
Source: Towers Watson 2012 
•Impact of under-engaged employees on Organizational Performance? 
•Excellent contribution when Highly Engaged!
The higher the engagement of employees, the greater the impact on the bottom line. 
Source: Towers Watson 2012
HR Engagement (Development) 
•While private industry is driven solely by commercial needs, Governments need to handle this from a National skill development perspective. 
•This should lead to a contribution to the Human Capital Index and higher GDP
Human Skills Development 
Gigantic investments 
but inadequate outcomes!
Human Skills Development 
Gigantic investments but inadequate outcomes! 
Why organisations are failing to engage their workforce, although it is recognised as important?
Put starkly, we are running 21st-century businesses with 20th-centuryworkplace practices and programs!
Do you see the Challenge coming?
Key Challenges
Key Challenges 
People development: In the triad of the (Process, People, Technology), process optimization and technology deployment are given a lot of importance and organizations are largely driven by these.
While Process and Technology improve the Efficiency and Effectiveness, People Skills development alone contributes to Efficacy.
Problem solving, Analytical Reasoning, Issue Management, Decision Making are the skills needed for people in organisations. 
People Development
•While management concepts abound, there is no structured and engineered system available for Human Skill development. 
•Training programs, workshops etc. are seen to be organized but these have limited results.
A scientific approach perhaps is required to understanding the learning needs of organizations and a framework to be built.
.. employees at all levels, individually and collectively, continually increase their capacity to improve their level of performance. 
Kullunga (2001) 
Organisational Learning
Organization Learning 
•Key to this is the understanding of Learning Disability. 
•Organizational Development can then be linked to recognizing, addressing and overcoming this disability.
Soucre: (Senge, p. 17-26)
Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities
Leadership
Organizations take on the personality of their leaders!
Organizations are products of their leaders!
Leaders take the responsibility for organisational skill-set development and its sustainability.
Leadership: What Does it Mean? 
A process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. 
Chemers M. (1997) An integrative theory of leadership 
Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. 
Kevin Kruse - Forbes
Leadership Skills Development 
AFPD Leadership Level Model
Leadership Skills Development 
AFPD Leadership Level Model 
90% of leaders in today’s organisations are of firefighting nature!
Leadership Skills Development 
AFPD Leadership Level Model 
Leadership & organisational skills need to evolve across the spectrum of mental energies.. from merely fire fighters to a gamer changers!
Such learning would require to be consciously managed with respect to Organizational Learning Disability
•Organisational Learning 
•Adaptive learning systems to transform the learner from passive receptor of information to collaborator.. 
•Development of educational material according to learning needs..
.. focus on cognitive skills.. & accommodation of both the ‘instruction’ and ‘construction’ of knowledge.. 
•Organisational Learning 
•Adaptive learning systems to transform the learner from passive receptor of information to collaborator.. 
•Development of educational material according to learning needs..
•Radical thinking is required for bringing in this transformation. 
•Norm vs Novelty needs to be recognized 
Organizational Transformation
We need a mindset shift from 
“Education is Very Important” 
to “Education is Every Thing” 
Knowledge Development
Knowledge Globalization
Self-Actualization: unleashing the full potential!
Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities
Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities
Adaptive learning could become a powerful modular approach to mind and behavior
The organisation move from organic growth mode, to generative mode.. from self-sustaining, to sustain the entire eco-system.
Changing the Rules of the GAME 
Leadership needs 
to focus on Transformation 
and be 
Game-Changers!
Read our recent research : 
www.id.ae
Thank you. 
“None can be more negative in its impact than the limitation on human resource capacity.” Said Musa 
Dr. Ail M. Al-Khouri Director General | Emirates Identity Authority | UAE 
ali.alkhouri@emiratesid.ae | www.emiratesid.ae | 
Slideshare.netdralkhouri | academia.orgdralkhouri 
@DrAliAlKhouri

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Leadership Challenge in the 21st Century: HR Development & the Overcoming of Learning Disabilities

  • 1. The Development of Human Resources & the Overcoming of Learning Disabilities through Organisational Learning Leadership Challenge in the 21st Century Professor Dr. Ali Al Khouri Director General - Emirates Identity Authority
  • 2. Do you see a relation between: Business agility and competitive advantage? Yes | No
  • 3. Do you agree or disagree with the statement that says: Workforce engagement in organisations is critical for business success? Agree | Disagree
  • 4. Do you agree or disagree with the statement that says: in engagement Workforce organisations is critical for business success? Agree | Disagree Fully involved, and enthusiastic about work
  • 5. Do you agree or disagree with the statement that says: in engagement Workforce organisations is critical for business success? Agree | Disagree “engaging employees” is becoming one of the biggest competitive differentiators in the business world today.
  • 6. Nearly 90% of executives surveyed by the Economist Intelligence Unit believe that organizational agility is critical for business success.. Yet most companies admit they are not flexible enough to compete successfully!
  • 7. Almost one-third (27%) of respondents say that their organization is at a competitive disadvantage because it is not agile enough.
  • 8. Nearly 65% of the Global Workforce is disengaged with the organization!! Source: Towers Watson 2012
  • 9. Source: Towers Watson 2012 •Impact of under-engaged employees on Organizational Performance? •Excellent contribution when Highly Engaged!
  • 10. The higher the engagement of employees, the greater the impact on the bottom line. Source: Towers Watson 2012
  • 11. HR Engagement (Development) •While private industry is driven solely by commercial needs, Governments need to handle this from a National skill development perspective. •This should lead to a contribution to the Human Capital Index and higher GDP
  • 12. Human Skills Development Gigantic investments but inadequate outcomes!
  • 13. Human Skills Development Gigantic investments but inadequate outcomes! Why organisations are failing to engage their workforce, although it is recognised as important?
  • 14. Put starkly, we are running 21st-century businesses with 20th-centuryworkplace practices and programs!
  • 15. Do you see the Challenge coming?
  • 17. Key Challenges People development: In the triad of the (Process, People, Technology), process optimization and technology deployment are given a lot of importance and organizations are largely driven by these.
  • 18. While Process and Technology improve the Efficiency and Effectiveness, People Skills development alone contributes to Efficacy.
  • 19. Problem solving, Analytical Reasoning, Issue Management, Decision Making are the skills needed for people in organisations. People Development
  • 20. •While management concepts abound, there is no structured and engineered system available for Human Skill development. •Training programs, workshops etc. are seen to be organized but these have limited results.
  • 21. A scientific approach perhaps is required to understanding the learning needs of organizations and a framework to be built.
  • 22. .. employees at all levels, individually and collectively, continually increase their capacity to improve their level of performance. Kullunga (2001) Organisational Learning
  • 23. Organization Learning •Key to this is the understanding of Learning Disability. •Organizational Development can then be linked to recognizing, addressing and overcoming this disability.
  • 27. Organizations take on the personality of their leaders!
  • 28. Organizations are products of their leaders!
  • 29. Leaders take the responsibility for organisational skill-set development and its sustainability.
  • 30. Leadership: What Does it Mean? A process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. Chemers M. (1997) An integrative theory of leadership Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. Kevin Kruse - Forbes
  • 31. Leadership Skills Development AFPD Leadership Level Model
  • 32. Leadership Skills Development AFPD Leadership Level Model 90% of leaders in today’s organisations are of firefighting nature!
  • 33. Leadership Skills Development AFPD Leadership Level Model Leadership & organisational skills need to evolve across the spectrum of mental energies.. from merely fire fighters to a gamer changers!
  • 34. Such learning would require to be consciously managed with respect to Organizational Learning Disability
  • 35. •Organisational Learning •Adaptive learning systems to transform the learner from passive receptor of information to collaborator.. •Development of educational material according to learning needs..
  • 36. .. focus on cognitive skills.. & accommodation of both the ‘instruction’ and ‘construction’ of knowledge.. •Organisational Learning •Adaptive learning systems to transform the learner from passive receptor of information to collaborator.. •Development of educational material according to learning needs..
  • 37. •Radical thinking is required for bringing in this transformation. •Norm vs Novelty needs to be recognized Organizational Transformation
  • 38. We need a mindset shift from “Education is Very Important” to “Education is Every Thing” Knowledge Development
  • 43. Adaptive learning could become a powerful modular approach to mind and behavior
  • 44. The organisation move from organic growth mode, to generative mode.. from self-sustaining, to sustain the entire eco-system.
  • 45. Changing the Rules of the GAME Leadership needs to focus on Transformation and be Game-Changers!
  • 46. Read our recent research : www.id.ae
  • 47. Thank you. “None can be more negative in its impact than the limitation on human resource capacity.” Said Musa Dr. Ail M. Al-Khouri Director General | Emirates Identity Authority | UAE ali.alkhouri@emiratesid.ae | www.emiratesid.ae | Slideshare.netdralkhouri | academia.orgdralkhouri @DrAliAlKhouri