Bio:
Frederik F. Haentjens is the Executive Advisor, Facilitator and Coach with Stepping Stone Global (Bahrain). He holds a masters degree in social psychology and sociology and in the past has held key advisory positions at SABIC, UCB Pharma, SIEMENS, KPMG, EADS/Airbus and at governmental organizations in Europe as well as in the Gulf region. At Stepping Stone Global, he specializes in organization reviews, change management, HR strategy development, planning, executive coaching and sales and management development among other specialties. He is also a firm believer of the motto ‘The key to successful leadership is to inspire your people, not to manage them.’
Questions: 1. How do you like living and working in Bahrain?
I find Bahrain a very attractive and unique place to be in the Middle East. Along with an exceptionally favorable economic climate, Bahrain welcomes foreign investment and offers a unique business and family-friendly culture and environment.
2. What is your average day at work like?
After my morning coffee and dropping my children to school, I read through my emails and answer some messages on professional networking sites like LinkedIn. During the day I have meetings with collegues and clients and discuss their business needs or help develope solutions for their organizational or HR related challenges. On weekday evenings I try to balance business and pleasure by inviting colleagues or clients for a cup of coffee or dinner.
3. What is your biggest professional challenge?
To become independent from my client's organization, once they are empowered and have developed the capabilities to own the changes that I introduced in their organization. I believe it is crucial as an advisor to ensure the full handover of knowledge and skills to a client. This is challenging, and a very rewarding one too.
4. What is the most important thing you look for in new hires?
I mainly work with independent professionals who hold a unique view on business and the region. It is very important that they understand the economic, political, cultural and social dynamics of the region and the work cultures of my clients.
5. What is the biggest challenge you face in hiring talent?
Finding people willing to work and live in the Middle-East.
6. What is your favorite part of your role?
Networking. You would be surprised with how many professionals use social networking sites like LinkedIn and Facebook to network effectively. Twitter, is also a tool I use increasingly, to keep track of new developments in my field as well as to communicate easily with colleagues, clients and candidates.
7. What has been the highlight of your career in HR?
Being able to assist in major transformation projects with companies like SABIC and EADS and help develop a new HR strategy and organization structure that allows my clients and their staff to perform more effectively.
8. What do you read to keep abreast of industry developments?
I mainly read articles and blogs that I come across on social networking sites and especially on Twitter. My mailbox stays empty but my Facebook, LinkedIn and Twitter profiles are full of interesting links to articles people share.
9. What is your advice to someone looking to enter the field of HR?
My advice for them is to understand the dynamics of strategic thinking. You need to understand the objectives and goals of an organization, to be able to develop a cost-effective and efficient HR strategy. Once you are able to do that, you’d have adhered to the basics of HR.
10. How do you see the Middle East evolve as a place to practice HR?
The Middle-East is the best place for talent management and leadership development. There are huge investments in both these fields that are worth being further explored.
11. If you could wave your magic stick and make a significant development in one specific area of HR practices worldwide, where would that fall?
I would ensure that HR is not restricted to employee services only, but includes strategic support practices.
12. Anything else you'd like to share with the community of Bayt.com Employers?
Don’t forget to help HR professionals understand your objectives, before you trust them with your staff.
