Four Tenets to Build a Workforce that can Turn Ideas into Reality for the Gulf Market

Four Tenets to Build a Workforce that can Turn Ideas into Reality for the Gulf Market

Four Tenets to Build a Workforce that can Turn Ideas into Reality for the Gulf Market

The world was surprised by the immobilization and apprehension that paralyzed Great Britain’s Brexit negotiations with the European Union. However, Ricardo Vargas saw this coming, and he is not surprised.

Vargas, the Brightline Initiative’s Executive Director, a think tank that operates under the support of the Project Management Institute, spent most of his professional life exploring the gap between concepts and implementation. When he analyzes the Brexit case, Vargas sees a traditional characteristic of having an idea but lacking the means to execute.

In an interview, Vargas said that he noticed the issues with Bretix before they started showing. However, he believes that the British people have a right to choose their future. Vargas thinks that the people voted for an idea, and there were no specific plans on how to execute these concepts. Vargas said ‘People turn ideas into reality. They are the embodiment of strategy. ‘

According to Ricardo Vargas, the number of problems in the Brexit debate is many and complicated. He thinks that the particulars of the Brexit case are undoubtedly distinct. However, the primary driving force mirrors the burden that many nations and organizations deal with in their quest to create a better future.  Vargas thinks that many businesses experience a large gap when it comes to having an idea and executing it and that this continues to be an issue because most individuals don’t feel the need to close this gap, which creates a great detachment between strategy and administration.

At Brightline, Vargas and the alliance of organizations, including LHH, contributing to the Initiative’s thinking and research have devoted themselves to look for the best alternatives to bridge the implementation gap. Their works keep getting the same critical response that is: organizations need to adopt the right business environment and culture as well as employ the right person who can implement unique concepts.

Many businesses concentrate all their resources and best personnel on developing great ideas instead of simultaneously determining which resources and model of delivery their facilities on what needs to be done to fulfill their plans effortlessly.

Great workforce management in the Gulf and Dubai is all about training your talent – your employees to adapt to the ever-changing business atmosphere in the Middle East by equipping them with the right skills and perspectives. This helps to bridge the gap between the big idea concepts and implementation.

At LHH Gulf we work with organizations in the region to help manage their workforce in Dubai and the Middle East region i as organizations are now keenly aware that it is their Talent who will turn concepts into reality here in the Middle East.  Globally LHH works and supports Organizations as the business world is in constant change and disruption. We enjoy working with these partners to support understanding employees, their skills and talents, their value to the organization and develop further growth plans which build talent and business. Bridging the gap between employees, their interactions with each other and the organization will bring ideas and execution to align. 

Workforce Management in the Gulf, Dubai and the Entire Middle East

Four Tenets to Build a Workforce that can Turn Ideas into Reality for the Gulf Market

The Coalition members of Brightline created a  “People Manifesto”, The manifesto is a list of ideas and principles that help businesses to navigate through challenges in the future.  Culture is developed.

Business leaders understand the importance of workforce management in the Gulf Dubai and the entire Middle East. Culture is one of the primary aspects of strategy, but you cannot build it using a list, because it is an active and organic organism birthed from the characteristics and responses of the labour force. Culture comes from a shared sense of belonging and trust among the employees. 

People Act in their own Interests

As a business executive, you ought to understand that even when there is a common goal, some people have different agendas, interests, and motives. They may accept that change is inevitable and that it benefits everyone; however, they might be resistant, especially when the cost is high for a single person to bear.

According to Vargas, organizations must be transparent about the repercussions of resisting change and sticking to the traditional ways of working and mindsets.,  Businesses should accept that every worker may not make the transition required. 

Collaboration is important but not the most important!

We know that a successful organization requires employees who can work together towards the common goals of the business. Effective teams help to find solutions, increase scope in the creative process, and come up with useful results when compared to what an individual can deliver alone

With that said, according to the People Manifesto, not all projects require teamwork and there must be insight into when which is needed or not needed. 

The Brightline Initiative is a coalition of members from leading global organizations. Each is dedicated to helping executives bridge gaps between strategy, how that is designed and then delivered. LHH is an active member together with Boston Consulting Group, BMS, Agile Alliance and Netease. There are also academic institutions that collaborate and   as part of the coalition: University of Tokyo, Duke University, Technical University of Denmark and MIT

LHH Gulf works with organizations in the Middle East – the Gulf and Dubai supporting organizations bridge gaps, manage talent and meet organizational goals. Please email us at for more information.