development to be presented at the level of the actual audience, not at some notional equivalence based on paper qualifications.
Significant numbers of men and women of the national workforces now do have paper qualifications, many gained at the same college the expatriates attended (my late-30s group), and, if anyone would like to check their competence, I suggest somehow obtaining an invitation to the high-level facilities that have nationals as the lead scientists and engineers. They exist, but if I told you where they were, I would have to leave the country!
One major change in the composition of the combined workforce is the increase in the numbers of local female professionals. It might surprise many people that these local females did not see formal qualifications as the only way into a competent role. Many of them responded that a first degree was useful as a starting point, but they expected to be given the chance to grow and progress through exhibiting practical competence.
Perhaps any enquiring organization should include a learning and development specialist in their initial negotiation team, someone who could convince the local organization that they could deliver the required knowledge transfer as an integral, and measurable, component of the offering. As the local economies and business professionals mature, organizations must place more and more emphasis on modern business L&D practice, and the emphasis moving forward must be on leaving far more than pleasant memories behind when they take the money and run.
Dr Barry J Cummings, Chairman and Managing Partner of Action in Business International, a learning and development consultant with over 40 years of experience, worldwide, in designing and delivering individual and group learning solutions. Based for almost 20 years in Dubai and serving the entire MENA region.
Soft Skills