The importance of personal and professional development

Munro Global Perpectives attach an economical interest of large stature to two aspects.

Research has shown that failing to achieve the foreseen and desired outcomes of M&A’s is in by far the most cases caused by the human component of the process. Time and time again it proves a real challenge to have staff co-operate in an effective manner if they come from different (organisational) cultures. These disappointing results can be prevented by appropriate guidance. The development of awareness, knowledge and skills, starting at the top and without excluding all other layers within the organisation, play a crucial role in the M&A process.

Besides the above, in this day and age doing business has been less and less limited to national borders. Enquiries by Dutch bank ING show that entrepreneurs perceive differences in languages and culture as an obstacle when doing business internationally. An impressive 40% even call this the biggest challenge.

“Just be polite” is not enough. After all; what seems polite to you, may be experienced as utterly rude to someone from a different culture. Even if you only do business with customers, suppliers, direct reports and colleagues within your national borders you will be confronted with people with very diverse backgrounds. Think of a difference in ethnicity, folklore, social circles, generation or sexe.

This is one aspect of the importance of adequate professional development.

Another important aspect is that in the forthcoming years a substantial part of the labour force will retire. Due to the lack of professionals to replace these people the labour market will become tight. Vacancies will have to be filled by younger staff not specifically looking for life time employment (unlike many baby boomers). Younger staff are mostly looking for opportunities to develop themselves; life time learning.
The extent to which they are able to develop themselves personally and professionally within an organisation will be of great importance in their choice for an employer.

If organisations want to attract and develop work effective staff they will have to be equally committed to providing for opportunities for individuals. In the predicted tight labour market, offering development opportunities will become the expectation from individuals and not a conditional option or a luxury.

The economical interest being that without effective staff organisational goals and targets will not be met. Even worse: economical damage may very well be the result if these aspects are not taken seriously. Think about the costs of internal conflicts, or the loss of an important trade partner.
We believe it is valid to state this is unnecessary and a real shame!