Navigating Change and Innovation: Insights from Areej Al Shaibani on AI, Leadership, and Organizational Culture
As the Senior Manager of Talent Planning & Mobility at Omantel in Oman, and recognized as a LinkedIn Top Talent Management Voice, she embodies the essence of visionary leadership. Areej’s journey through the GCC region’s professional landscape is marked by her roles as an award-winning mentor and a catalyst for organizational growth. From orchestrating successful mergers to pioneering change initiatives, her expertise spans a broad spectrum. As we prepare to delve into her wealth of experience, from merging entities to spearheading change initiatives, this interview is set to be an invaluable resource for professionals and aspiring leaders alike.
Q: How did your experience working in both the public and private sectors shape your approach to HR management?
My experience in both sectors has provided me with a comprehensive perspective on HR management. In the public sector, I learned the importance of structured processes and adherence to regulations, which are crucial for maintaining accountability and transparency. The private sector, however, taught me the value of agility and innovation in driving organizational performance. This dual experience has allowed me to blend the best practices from both worlds, fostering a balanced approach that emphasizes strategic planning, employee development, and operational efficiency.
Additionally, my exposure to advanced technologies has been instrumental in streamlining HR processes and enhancing decision-making capabilities. This experience has also honed my people skills and leadership abilities, enabling me to manage diverse teams effectively and navigate complex organizational changes with a growth mindset. Throughout my career, I have been fortunate to have great mentors who have guided me and served as role models in embracing continuous learning and innovation.
Q: As an expert in change management, what are the most critical factors to consider whenleading organizational change?
Leading organizational change requires a multifaceted approach, particularly in today’s technology-driven environment. The most critical factors include:
- Clear Vision and Communication: Articulating a clear vision for the change and ensuring that all stakeholders understand the reasons behind it. Effective use of technology can facilitate better communication and engagement.
- Stakeholder Engagement: Involving employees at all levels in the change process tofoster ownership and reduce resistance. Utilizing digital platforms for collaboration can enhance thisengagement.
- Training and Support: Providing necessary training and resources to help employees adapt to new processes and technologies. Leveraging e-learning and virtual reality can make this training more effective and accessible.
- Monitoring and Feedback: Continuously monitoring the progress of the change initiativeand being open to feedback to make adjustments as needed. Big data analytics can providevaluable insights into the success of these initiatives.
- Cultural Alignment: Ensuring that the change aligns with the organizational culture andvalues, promoting a positive and inclusive environment.
- Leadership Commitment: Having strong and visible support from leadership to drive the change initiative forward and address any challenges promptly. Leadership skills are crucial in maintaining morale and motivation during transitions.
Q: You are known for promoting a learning and development culture. What are the keycomponents of such a culture, and how do you foster it within an organization?
A strong learning and development culture is built on several key components:
- Continuous Learning Opportunities: Providing employees with access to ongoing training programs, workshops, and educational resources. Incorporating technology, such as AI and onlineplatforms, can make learning more dynamic and personalized.
- Mentorship and Coaching: Encouraging experienced employees to mentor and coachothers, fostering knowledge sharing and personal growth. Great mentors play a vital role in nurturingtalent and guiding career paths.
- Supportive Environment: Creating a safe space where employees feel encouraged toexperiment, make mistakes, and learn from them. Promoting a growth mindset helps employees seechallenges as opportunities for development.
- Recognition and Reward: Recognizing and rewarding employees’ efforts andachievements in their learning and development journey.
- Alignment with Organizational Goals: Ensuring that learning initiatives are aligned with the organization’s strategic objectives and contribute to its overall success.
To foster this culture, I advocate for leadership to model continuous learning, invest in professional development programs, and create platforms for knowledge sharing and collaboration across the organization. Technology, such as learning management systems, can greatly enhance the accessibility and effectiveness of these programs.
Q: Your master's thesis focused on the impact of Artificial Intelligence on HR Development.How do you see technologies like AI, virtual reality, big data, and cloud computingtransforming the HR landscape?
I chose to explore the impact of AI on HR Development because most existing research primarily focused on using AI in recruitment. My passion lies in fostering an environment of learning and development, and I saw an opportunity to delve into an underexplored area. During the Covid-19 pandemic, when most learning shifted online, I aimed to demonstrate how AI could revolutionize learning and development, particularly within the public sector in Oman. Technologies like AI, virtual reality, big data, and cloud computing have the potential to transform the HR landscape in profound ways:
- AI for Personalized Learning: AI-driven tools can create personalized learning and development plans based on individual employee needs and career aspirations. This ensurestargeted and effective training, enhancing both skills and career growth.
- Virtual Reality for Training: Virtual reality can provide immersive learning experiences,making training more engaging and impactful. This technology can simulate real-world scenarios,allowing employees to practice and hone their skills in a safe environment.
- Big Data for Insights: Big data analytics enables HR to make data-driven decisions byanalyzing comprehensive data sets to identify trends and patterns. This approach can enhanceworkforce planning, talent management, and overall HR strategy.
- Cloud Computing for Accessibility: Cloud-based HR systems offer scalability and accessibility, ensuring that HR processes are efficient and can be managed from anywhere. This is particularly valuable for remote and hybrid work environments.
Embracing these advanced technologies allows organizations to create a more dynamic and responsive HR environment. By leveraging AI and other innovations, we can foster a culture of continuous learning and development, ultimately driving organizational success and employee growth. This approach requires a growth mindset, agility, and a commitment to utilizing technological advancements to their fullest potential. My research demonstrated that AI could elevate learning and development to new heights, proving particularly beneficial in the public sector during challenging times like the Covid-19 pandemic.
Q: As a woman mentor recognized by the Global Skills Development Council, what advice doyou have for young women aspiring to leadership roles in HR?
My advice to young women aspiring to leadership roles in HR is:
- Embrace Continuous Learning: Stay updated with the latest trends and technologies inHR to remain relevant and innovative. A growth mindset is essential for adapting to new challengesand opportunities.
- Build a Strong Network: Connect with mentors, peers, and industry leaders who canprovide guidance and support. Great mentors can help navigate the complexities of careeradvancement and personal development.
- Develop Resilience: Be prepared to face challenges and setbacks with determination anda positive attitude.
- Advocate for Yourself: Be confident in your abilities and advocate for your career growthand development opportunities.
- Promote Inclusivity: Champion diversity and inclusion in the workplace, creating asupportive environment for all employees.
- Leverage Technology: Utilize technological advancements to drive HR initiatives anddemonstrate the value of digital transformation in HR processes.
- Cultivate People Skills and Leadership Abilities: Strong communication, negotiation, and leadership skills are crucial for effective HR management and organizational success.
By focusing on these areas, young women can build successful careers in HR and contribute significantly to their organizations’ growth and development. Embracing technology, agility, and a growth mindset will empower them to lead with confidence and make a lasting impact.
Engage in conversations about the future of HR, Empowering young leaders, and connect with Areej at the upcoming Digital Talent Ecosystem Dialogue, Oman Edition on 24-25 Sep wherein she will be sharing her insights on crucial topic of Bridging the Digital Divide with Diversity & Inclusion in the Workplace. Be part of a dynamic community driving transformation—learn more about the event: https://zurl.co/FCr4
