Green Energy International Ltd (GEIL) the Operator of the
Otakikpo Marginal Field in OML-11, commences the training of future leaders by
sponsoring her GMs and Managers to top MBAs globally.
GEIL, like most successful companies, has a clear interest
in preparing future leaders who will champion the visions of its pioneers and
founders.
The company, in a statement, said the move was in
furtherance of its objectives to empower its workforce.
It said the company is currently sponsoring four General
Managers to world-class MBA programmes at Warwick Business School (WBS), one
Manager at Imperial College, and three GMs at Cass Business School all in the
United Kingdom.
The company confirms additional four GMs and a Manager would
start their MBA programme by the third quarters of 2022 with top institutions
such as Harvard Business School (HBS), Yale School of Management, and London
Business School (LBS) being targeted.
“The aims of these MBAs are to help the Company’s future
young leaders develop advanced and flexible management skills; improve
leadership and people management skills; and ensure the Company’s vision are
showcased globally.
“The program also affords the managers the opportunities to
network and create connections or partnerships for GEIL and her people; manage
difficult situations on behalf of the company; keep GEIL’s finances healthy;
promote and maintain GEIL’s positive image; gather, interpret, and create
reports based on industry data; and improve GEIL’s employee retention,” the
company said.
GEIL’s Chairman, Professor Anthony Adegbulugbe, while
addressing the GMs and Managers stated he is a believer in youth leadership as
their zeal and agility put them at advantage in driving the Company’s vision.
He unveiled the Company’s succession planning strategy which
is tailored to ensure the company always has the right leaders in place should
a change happen quickly.
He confirmed his unwavering belief that failing to create an
orderly plan for succession could make it difficult for his company to adapt
immediately if a key player leaves the organization.
Adegbulugbe admonished the Company’s leadership that to
build an effective talent pipeline, all senior leaders must have a strong
command of the entire succession process, keep their finger on the pulse of new
social trends and fresh ideas, observe regulatory compliance, and ensure that
no stone is left unturned to secure the company’s future.
He stressed that it is by nurturing existing employees who
are already familiar with the organization’s operations and inner workings,
that GEIL can meet the demands of succession and ensure that future leaders
remain within the walls of the Company.
Adegbulugbe encouraged the participants in the programme to
take the opportunities offered by the Company seriously to justify the fact
that truly the youths have what it takes to be future leaders or Organizations
and the Country.
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