Managing transformation and change across borders
The biggest election year in history, 2024, is over. The new year and 2025 promise fresh agendas, policy frameworks and therefore more change as businesses capitalise. What does this mean for adapting to and navigating complexity in multinational teams and organisations? Ruth Holmes reports.
This article is taken from the Leadership Supplement from
Relocate Think Global People
Click on the cover to access the digital edition.
“We were much more ready than anticipated culturally for this – you cannot imagine how people will thrive until you give them the space. Berna Öztinaz, CHRO, Genel Energy Plc“
December 2024 offered a moment to take stock of the likely changes ahead after half the world’s population had the chance to vote in national elections. As 2025 gets underway, commentators, professional services firms and consultancies all published their predictions for the new year. Notable among all of them was that change – and equipping ourselves and preparing our organisations for it.
Living in VUCA (volatile, uncertain, complex and ambiguous) times is demanding. It is why wellbeing support is key for businesses to attract, recruit, retain and develop employees. Supporting people to maintain and build resilience and psychological capital to achieve both personal goals and align with the organisation’s objectives is a significant competitive advantage. Constant evolution is also about communicating and recognising change as a trust and human ‘hearts and mind’ challenge – not a resource reallocation issue.
….Read the rest of this article here on our sister website Relocate Global
