The goal of such platforms should be to provide the opportunity for the global talent mobility

Author : DarioEnders
Publish Date : 2020-11-07


The goal of such platforms should be to provide the opportunity for the global talent mobility

Since the introduction of the Broad-Based Black Economic Empowerment (BBBEE) legislation, the growth of the consultancy sector in Black Economic Empowerment (BEE) has been phenomenal. Black Economic Empowerment is a national Economic Transformation Imperative and somehow we need to encourage and foster alignment in the thinking. Economic empowerment and transformation in South African means participation by previously disadvantaged individual in the main economic sectors of the country. However, the current economic players seem not to see the benefit in allowing new players in. The country requires the current and aspiring entrepreneurs to come together and debate on what needs to happen to change the status quo. South Africa cannot be globally competitive as long as the bigger part of the population is excluded from the economic activity. This is self-defeating and must be addressed. Business, especially, the private sector must want to address this situation. It is to their benefit. Let us drive entrepreneurship development until we have reached the critical mass that guarantees the country a meaningful position in global entrepreneurship competitiveness. This is about global entrepreneurship competitiveness.

YOUTH AND WOMEN EMPOWERMENT: South Africa is one of the countries in the world that has taken a decisive step in promoting Youth Entrepreneurship, and yet we are one of the poor performers in Youth Enterprise Development. The country must connect the youth with the other youth of the world, and build exchange platforms and programmes, like conceptualizing a successful and sustainable Youth Enterprise Development Model (Products & Services, Business Development & Market Access, Systems & Knowledge Support, Exports Markets Development, Financial & Technical Support, etc.)

Women empowerment does not mean that men are excluded from actively advancing the development of women. As long as they support the objectives of emancipating female citizens, they should be welcome in the Women Empowerment Programmes. However, women are encouraged to take the leadership in their own empowerment and challenge men to be supportive of their programmes and initiatives. There is a need to consolidate Women Empowerment Programmes and Initiatives in South Africa to achieve maximum impact. Women are in the majority, and therefore their participation in the economic activities of the country will increase our economic production, management and leadership capacity. This will make us economically competitive in the continent and globally.

MENTORSHIP: The application of internal and external Mentorship Programmes is fundamental to the continuous development and life-long learning. The extent to which Mentorship Programme in companies is formalized varies from one company to another. Irrespective of that, there is either an internal or external mentorship approach. The talent development circumstances of a company influence the approach that each company follows. Some companies have a combination of both internal and external mentorship programme. External Mentorship is mostly appropriate for the executives and senior managers. An Internal Mentorship programme would be more appropriate for the large portion of the staff. For any internal Mentorship programme to be successful, the company must develop a standard programme, and develop internal mentors to participate in the programme.

ADVISORS AND SPOKESPERSONS DEVELOPMENT: Advisors and Spokespersons are the professionals that find themselves in the firing lines more than any other professionals. They are often called in very late, when the leaders have already implicated themselves. Yet there are very few forums at which these important professionals get together to share their frustrations and experiences. As a country we should strive to establish forums and networks at which this unique talent is further developed and supported. It is also for those who aspire to be developed as advisors and spokespersons. We need to regularly assemble these professionals to take stock of their profession, interact with the other professionals and the public they serve. There are no questions as to why business executives, senior managers, leaders, and politicians need advisors and spokespersons. They are indispensable.

TALENT MOBILITY: The African continent is one of the highest recipients of global talent. Business practitioners in the global talent mobility space are experiencing complex client demands and therefore are encouraged to work together in developing a talent pool that will be able to service the needs of the growing number of highly specialized expatriates that are deployed in Africa by the global multinationals. Secondly, the African governments are becoming sophisticated in the regulation of the movement of foreign talent into the continent. Most countries are pushing for compliance with localization policies to make sure that their countries are not only benefiting the foreign countries but also the local citizens. The cross-border platforms across the continent must be created. The goal of such platforms should be to provide the opportunity for the global talent mobility practitioners to interact and connect. This is to make sure that the local and global trends and practices are aligned. This is one of the young sectors in Africa with the highest relevance to the African and global economies.

MANAGEMENT AND LEADERSHIP DEVELOPMENT: Many books have been written about Management and Leadership. Every country has a specific global context of management and leadership to deal with. More and more South African companies are venturing into foreign markets (countries) and they are sending their best managers and leaders there. Companies like MTN, SABMiller, and Sasol, are some of the successful South African companies that have sent their best managers and leaders to foreign markets to lead their operations. The Management and Leadership Programmes in South Africa should have as their main goal to bring both South African and global managers & leaders together to discuss and share insights. This is necessary for the South African companies to thrive in home, new and foreign markets.

PROFESSIONAL WRITERS DEVELOPMENT: Professional writers, like artists, can be very isolated, and yet the rest of the population wants their writing. It is amazing that these inspirational professionals do not get together to share their professional experiences often enough. South Africa can do better in enabling the professional writers to get together and support each other. We also want them to hear from their clients, the readers. If you are a professional and aspiring writer you require coaching and mentorship by seasoned writers. You will appreciate the value you will obtain from meeting fellow writers. You may also meet authors that are open to co-authoring of books and articles.

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