| ign="center"> | | | | â in other words maintaining a focus on |
| Companies across the EMEA region entered the New | | | | costs, while growing talent and productivity and |
| Year, with tighter spending and risk management | | | | profitability. It will become increasingly important to |
| controls, significant workforce and management | | | | target the right talent, more so than ever before. |
| leadership challenges, fiercer competition, more | | | | 2. The executive compensation debate is raging as |
| government regulation and, perhaps the biggest | | | | the extreme volatility of 2009 exposed executive |
| challenge of all, lingering uncertainty about where best | | | | remuneration programs globally. As organisations |
| to invest precious capital. | | | | review their executive pay structure they will seek |
| If 2009 proved a year the world economy would | | | | to find a balance between shareholders interest and |
| rather forget, 2010 brings measured optimism for | | | | the organisationsâ need to attract and retain |
| corporate growth across Europe, The Middle East | | | | top talent. |
| and Africa. Improved management confidence in the | | | | 3. The need for communication and strong leadership |
| global economy, prospects for higher corporate | | | | will be substantial as business inevitably picks up and |
| earnings, and more buoyant (though still somewhat | | | | employees review their options. The ability to engage |
| stressed) credit markets seem likely to empower the | | | | employees and managing the uncertainty will be |
| rebuild of organisational assets and plans forced to | | | | crucial as organisations aim to mitigate turnover risk. |
| abandonment in the challenging days of | | | | 4. Organisations might be reducing spend, but they |
| whatâs been called "The Great Recession." | | | | are prioritising human capital areas for investment. |
| With this new and especially fluid business dynamic | | | | According to a recent survey the areas include: |
| shaping business decisions from Stockholm and Tel | | | | leadership development and assessment; talent |
| Aviv to Moscow and Cape Town, consumers and | | | | management and succession planning; learning and |
| investors alike await more signals of economic | | | | development; and work lifestyle benefits amongst |
| strength whilst employers still wonder whether the | | | | others. |
| recession really is over. What is clear is that nearly | | | | Tanugi concludes: âThere is no doubt 2010 is |
| every business in the EMEA region is leaner than it | | | | going to be an interesting year. In 2009 we saw |
| was just one year ago, and perhaps smarter for | | | | companies scaling down with wide-scale hiring |
| having survived a torrent of economic obstacles on | | | | freezes, now everyone is thinking about next |
| the road back to future-looking business planning. | | | | quarter. We will see the competition for top talent |
| The EMEA region is poised for better days in 2010, | | | | intensifying as the year goes on â |
| but critical challenges remain. In the calm after the | | | | sustainable growth is just not possible without the |
| storm of a worldwide economic dislocation and one | | | | human capital and leadership to drive it!â |
| of the severest downturns, industry leaders are | | | | This article is an extract of the White Paper entitled |
| cautiously optimistic as they look forward to the twin | | | | 'EMEA Leadership Outlook - Looking Ahead With |
| promise of better economic times and growth. | | | | Measured Optimism'. Get your copy of the full White |
| Alain Tanugi, Chairman TRANSEARCH International | | | | Paper via the Transearch International website at |
| executive search firm, feels that the new decade | | | | Given their unique viewpoints on the way forward, |
| brings interesting challenges highlighted by the | | | | distinguished executive search consultants from a |
| following issues: | | | | number of TRANSEARCH International offices across |
| 1. Success will be defined by organisationâs | | | | the EMEA region contribute their unique market |
| ability to âshrink and growâ | | | | insight and client engagement expertise. |