Middle East - Stanton Chase International

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MAY 2010 p2 Stanton Chase International: Celebrating 20 Years The 20th Anniversary of the global expansion of Stanton Chase International was celebrated on the 26th of April in the Fort Island of Madinat Jumeirah, in Dubai, with about 200 senior executives, mostly from the GCC region, attending the special reception that was hosted by the UAE office of Stanton Chase. Dr Panos Manolopoulos, Vice Chairman Regions of Stanton Chase International and Managing Partner of Stanton Chase UAE welcomed the guests, presenting in brief the steps of the growth of Stanton Chase over the past two decades and focusing on the importance the company places in building strong and long term relationships with its partners around the world. Dedication and wholehearted commitment on being next to the senior executives and not only acting as commissioned consultants represents the core of the company’s philosophy and the various activities of its offices around the world support this mentality. Stanton Chase started its global expansion in 1990, thus taking over the name “Stanton Chase International”. Ever since, the number of offices has increased exponentially to 70 offices today in 43 countries around the world. Collaborations Stanton Chase Middle East and the CEO Clubs UAE have signed a Memorandum of Understanding in order to initiate a mutual collaboration on joint initiatives addressed to senior executives in the Middle East. STANTON CHASE INTERNATIONAL Regional News Exclusive Newswire Participation in Conferences 4Stanton Chase Middle East supported the 5th Annual HR Strategies in Oil, Gas & Petrochemicals Conference, held in Doha, 12-14 April 2010. Wassim Karkabi, Managing Partner of Stanton Chase in Qatar and UAE and Regional Practice Leader EMEA for the Industrial Sector acted as a panellist during the conference, focusing on the Role of HR VISIT OUR WEBSITE: www.fleminggulf.com in Preparing for Tomorrow’s Business 12 Challenges. th - 14th 5 April 2010, W Doha Hotel & Residencies, Qatar th Annual HR Strategies in Oil, Gas & Petrochemicals 2010 4Stanton Chase Middle East also supported the 2nd HRM Summit, held OUR DISTINGUISHED SPEAKERS AND PANELISTS Dr. Richard Leete, General Secretariat for Mundhir Al Barwani, Petroleum Hamood M. Al-Harthy, Al Rushaid Group, Development Planning (GSDP) Qatar Development Oman (Saudi) Director, Department of Social Development Director HR Group HR, Manager in Bahrain, on 4-5 May 2010. Panos Manolopoulos, Stephanie Cox, Schlumberger (France) Shahzad Sadan, Al Vice Hassan Group of Chairman Dr. Adel Aldosary, King Fahd University Vice President Human Resources Companies (Oman) for Petroleum & Minerals (Saudi) General Manager - Human Resources and Chairman, City Planning Department Dr. Axel Bode, Wintershall Group Administration (Germany) Murad Suleiman, FranklinCovey Middle Global Director of Human Resources Abdulkarim Yahya Hilal, Bahrain National East Gas Company General Manager Eion Turnbull, BAPCO (Bahrain) Head HR Dy. Chief Executive Officer (Pride of HR Profession Award at the Global HR Dr. Parag Diwan, University of Petroleum Regions of Stanton Chase International and Managing Excellence Awards) Partner & Energy Studies acted Carel Oberholzer, SABIC, (Saudi Arabia) Vice Chancellor & Indian School of Petroleum Global Lead for Organizational Development Hussain Redha, Ministry of Labor, Secretary General and Design Bahrain, former Executive General Manager, Energy Institute (India) BAPCO (Bahrain), Former GM HR and Admin Chief Operating Officer Ragner Falck, Qatar Petroleum Head Strategic Manpower Planning Ken Nikolai, Abu Dhabi Gas Industries Wassim Karkabi, Stanton Chase (Qatar & Division – GASCO (UAE) UAE) Abdulrahman Al Tuwaijri, Saudi Aramco Advisor Human Capability Division Managing Partner & Regional Practice Leader, (Saudi Arabia) as a key note speaker, focusing on “Leadership HRD Consultant in the Age of Industrial, the EMEA ‘New Bob Gower, Sakhalin Energy Investment Co. (Russia) Duncan Freer, Oil & Gas Job Search, (UK) Khalid M. Al-Buhairan, Saudi Arabian Deputy HR Director Managing Director Chevron (Kuwait) Human Resources Manager Ron Villejo, Emirates National Oil Company Limited (UAE) Management Trainer Learning & Development Centre Normal’”. Other Events Official Endorser: HOT SPOTS Qatar’s National Development Strategy 2011-2016: Population, Labour Force and Qatari Employment – KEYNOTE Adopt, Adapt & Implement modern HR practises in the Oil, Gas & Petrochemicals sectors: Delivering Business Objectives through HR Strategy – INTERACTIVE PANEL DISCUSSION The role of HR in preparing for tomorrow’s business challenges – INTERACTIVE PANEL DISCUSSION Coaching and Mentoring young nationals & grooming them as tomorrows leaders – 13th April 2010 Associate Sponsors: Strategic Hospitality Partner: Knowledge Partner: 4Stanton Chase Middle East and the CEO Clubs UAE organized an exclusive senior executive business breakfast on the 24th of May, in Dubai, sponsored by S.P. Jain Center of Management, Dubai – Singapore. The topic discussed was “Globalization 4.0 – The New Paradigm for CEOs”. Key note speaker: Prof. Michael Barnes, Dean, Global MBA Program, S.P. Jain Center of Management, Dubai – Singapore. The event was attended by more than 150 senior executives from the GCC region. 4On the 17th of May 2010, Panos Manolopoulos, Vice Chairman Regions of Stanton Chase International and Managing Partner Middle East acted as key note speaker in S.P. Jain Center of Management, Dubai – Singapore, within the initiative “Visiting Wisdom and CEO Quest”. Silver Sponsor: Supporting Sponsors: Co-sponsors:
MAY 2010 p3 STANTON CHASE INTERNATIONAL Middle East Profile and Mobility Trends of the Senior Executives in Middle East May 2010 On the break of the new era, characterized by many as “the new normal”, while having “survived” through the turmoil of the 2009 deep recession, the Senior Executives in the Middle East begin to develop the balances and requirements that will allow them to further advance their career within this volatile environment. Though last year was mostly the “year of survival”, this year seems to head towards “development”. The issues and priorities questioned during 2009 and the values that seemed to become weaker in view of the depression are now put into scrutiny and urge senior executives to decide on the next steps in their career. Even from last year, top executives were beginning to regard Middle East, and mainly the GCC region, as a market for long term business development, as opposed to the rather more opportunistic short-term plans of the past. As such, they had started questioning quality in general and C-level decision making, raising issues of personal and career development, shortage in leadership talent as well as retention of talent in the current GCC environment. Given the fact that, despite the strong blow and the challenges, the regional economies emerged as “winners” - compared to other parts of the world - and still proceed with the regional long-term development plans, the senior executives seem to feel safe enough to start exploring professional opportunities, often expressing a dissatisfaction regarding the managerial decisions and overall culture that emerged through the 2009’s survival policy. As a consequence, development of technical skills as well as of the personal business network, along with the need for professional advise and mentoring gain in importance, in order to allow the executives on one hand to make the next step and, on the other hand, to face the increasing competition from the still unstable economies around the world. Another point that prevails from the above is the need of the companies as employers to prove their ability to develop an environment that lives up to the expectations of today’s senior executives, supporting their Panos Manolopoulos Exclusive Newswire personal and professional growth, while increasing their retention rates. Regardless of whether the executives are ex-patriats or nationals (as the last percentage tends to increase, given the on-going nationalization programs of the Middle Eastern countries), the complexity of their requirements, combined with the complexity of what is required by them, shows the way to a era of new leadership that should not be underestimated. Even though there is a false perception that talent is “in abundance” due to the recession, the truth is that, despite the increased competition, competent senior human talent is always scarce to find, and it will keep being even more difficult. Retention, as well as careful succession planning, is to become among the top priorities of the companies that, besides promoting their brand to the clients, would need to promote their brand to the executive / employee market as well. Stanton Chase – Middle East conducted this CEO Census in order to compile the profile of Senior Executives in the Middle Eastern region today, analyze the trends in this challenging market, and comprehend the opportunities and threats in their career development. We would like to thank the 638 top executives from the Middle Eastern market (mainly from the GCC, but also the Levant and North-East Africa) who responded. It is the second year Stanton Chase – Middle East has run this comprehensive survey, with the aim to depict preliminary long-term trends and characteristics over time, starting with the comparison from last year’s results. These tendencies will be much more clearly outlined in the future, based on the following years’ respective surveys. This series of surveys demonstrate Stanton Chase’s commitment to understanding business leaders’ views shaping the Senior Executives’ career in the region – and sharing this knowledge with the world at large. Dr Panos Manolopoulos is Vice Chairman Regions of Stanton Chase International & Managing Partner Middle East.
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Middle East - Stanton Chase International

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