Dr.Hanane د.حنان Benkhallouk, MBA. DBA بن خلوق’s Post

🤝 𝙐𝙣𝙘𝙤𝙣𝙫𝙚𝙣𝙩𝙞𝙤𝙣𝙖𝙡 𝘼𝙡𝙡𝙞𝙖𝙣𝙘𝙚: 𝙍𝙚𝙙𝙚𝙛𝙞𝙣𝙞𝙣𝙜 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙏𝙤𝙜𝙚𝙩𝙝𝙚𝙧 🚀 I had the pleasure of diving into a spontaneous meeting with Antar Nadam. Despite our similar goals in driving innovation in traditional leadership approaches, 𝗼𝘂𝗿 𝗲𝗻𝗰𝗼𝘂𝗻𝘁𝗲𝗿 𝘄𝗮𝘀 𝗻𝗼𝘁 𝗼𝗻𝗲 𝗼𝗳 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻, 𝗯𝘂𝘁 𝗿𝗮𝘁𝗵𝗲𝗿, 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻. Nestled in the urban tranquility of a quiet cafe, we immersed ourselves in our individual work, periodically 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗼𝘂𝘁 𝗹𝗼𝘂𝗱 💭, 𝗲𝘅𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗮𝗻𝗱 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿'𝘀 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀. Nadam's openness and wealth of experiences was truly inspiring, drawing from - amongst others - nearly a decade of service with Singapore Airlines where he had encounters with prominent political leaders, Lee Kuan Yew and Goh Chok Tong. What struck me most about Nadam is his honest curiosity and beginner's mindset, despite his extensive professional experience and in spite of being my senior in age. Our mutual dialogue on what defines a great leader in today's dynamic world resonated deeply, reinforcing our shared vision for transformative leadership. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗿𝗲𝗲 𝗸𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗿𝗼𝗺 𝗼𝘂𝗿 𝗲𝘅𝗰𝗵𝗮𝗻𝗴𝗲: 𝟭. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗕𝗲𝗴𝗶𝗻𝗻𝗲𝗿'𝘀 𝗠𝗶𝗻𝗱: 🌱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 every opportunity with fresh eyes and a learning attitude. This allows new perspectives and possibilities into our lives and way of work. 𝟮. 𝗛𝗼𝗹𝗶𝘀𝘁𝗶𝗰 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 🌟 𝗕𝗹𝗲𝗻𝗱 experience with mindfulness, adaptability, and flexibility. In today's rapidly evolving landscape, leaders who prioritize personal development and well-being are better equipped to navigate challenges and inspire others. 𝟯. 𝗕𝗿𝗼𝗮𝗱𝗲𝗻 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀 & 𝗦𝗲𝗲𝗸 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝗚𝗿𝗼𝘄𝘁𝗵: 🔄 𝗖𝗿𝗲𝗮𝘁𝗲 engagements for open-minded exploration and mutual enrichment. By exchanging insights and perspectives and embracing diverse viewpoints, we challenge each other to think differently while fuelling continuous learning and growth. As I reflect on our meeting, I'm reminded of the power of collaboration in driving meaningful change and innovation. #MindfulLeadership #PersonalDevelopment #CollaborativeGrowth #EmpoweringHope ______________ [𝗤𝘂𝗶𝗰𝗸 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀] Together, we can co-create a future where leadership is defined by empathy, authenticity, and continuous evolution: 1. Embrace Beginner's Mind 2. Holistic Leadership 3. Broaden Perspectives & Seek Collaborative Growth [𝗜 𝗜𝗻𝘃𝗶𝘁𝗲 𝗬𝗼𝘂 𝗧𝗼 𝗝𝗼𝗶𝗻 𝗧𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻] Let's explore together and inspire positive change in the way we lead and live. #ContinuousLearning #LeadershipDevelopment #Innovation #PositiveChange 1. What insights do you have on mindful leadership and personal development? 🤔 2. How do you cultivate a beginner's mindset in your professional journey? 🌱

Mind the Gap: The Transformative Power of Cultural Intelligence (CQ) In today’s interconnected world, the ability to adapt, connect, and collaborate across cultures isn’t optional – it’s essential. Yet, so many of us still struggle with the gap between our intentions and the impact we make. Cultural Intelligence (CQ) offers a way forward. It’s not just about knowing cultural norms; it’s about developing the awareness and empathy to truly connect. At TL Global Insights, we believe CQ is a game-changer for individuals, teams, and organizations. It empowers leaders to adapt, enhances communication, fosters empathy, and transforms potential conflict into opportunities for growth. How can you bridge the gap in your interactions and relationships? Start by exploring the power of CQ in our latest post. 👉 https://lnkd.in/gqVJbvrQ Together, let’s turn cultural differences into drivers of collaboration and innovation. #CulturalIntelligence #CQ #Leadership #GlobalTeams #MindTheGap

It’s time to celebrate a mini-milestone in the creation of my book Story-Centred Leadership – Crafting Cultures of Change. Last night, I finished the time-consuming process of analysing the interviews. In my quest to include diverse contributors, this snowballed into 88 conversations which created – wait for it! – over 88,000 words of transcripts! Reviewing all those words of wisdom has given me a great opportunity to test my own story-centred model. It has worked well for me, and I hope it will offer value to others when the book is published next spring. Here’s what I’ve learned: Story-listening: Start by walking in your stakeholders’ shoes. The joy of intentional listening - it is truly transformative when your only goal is learning and discovery. Listening with such focus is a whole-body experience. Whilst tiring, it has often left me feeling elated. It made me wonder, when I can experience that depth of creative connection, why do I spend so much time in relationships at a superficial surface level?     Story-building: The essential building blocks of our stories of change. People instinctively start with why their experience matters and use ingredients such as anecdotes, metaphor and data in the construction of their story.  Watching them share their story, I often felt I had a front row view onto people’s unique talents.   Story-shaping: Evolve and enhance your story by asking others for feedback and challenge. While the interviews have been an organic meander as opposed to a rigid route march, I have always finished with the question ‘what am I missing?’ I have found this to be a powerful way to invite counter perspectives.   Story-sharing: Embed stories into the culture. I’ve become increasingly aware of the micro cultures we build in our interpersonal networks - cultures of reciprocity, vulnerability and learning. I am humbled by the generosity shared and trust placed in me. I feel hopeful that this web of connection can contribute to a collective consciousness working for positive change which is my ultimate goal.   Story-living: Disintegrate myths that diminish us, discover our superpowers and lead in our context. Story-living is the ongoing process of being a leader whatever that looks like, acknowledging that we don’t need to know where the story ends but that we can hold a space where others can work alongside us to enable it to emerge. I am proud of myself and grateful to the encouragement of others. Along the way, I’m remained alert to my own self-limiting stories and stayed focused on my goals. While t still feels like I’ve got a long way to go, I hope that sharing the process might encourage others in their work too. #leadership #storytelling #change #transformation #sustainability #purpose #culture #learning

As we celebrate Asian American and Pacific Islander (AAPI) Heritage Month, it's a great opportunity to both reflect on our progress and confront the ongoing challenge of underrepresentation in leadership roles, particularly in tech and academia. Despite a robust presence at many levels, Asian Americans often find it tough to break into the executive suite, holding only about 5% of C-suite roles. From my own adventures as a mountaineer and as an executive coach, I've learned a thing or two about tackling seemingly insurmountable challenges. One crucial takeaway? The path to leadership is forged by seizing initiative. For AAPI professionals, this means actively enhancing skills, connecting with mentors who get the nuances of navigating multiple cultural contexts, and ensuring your hard work and achievements don’t go unnoticed. 𝗦𝘁𝗲𝗽𝘀 𝗳𝗼𝗿 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗚𝗿𝗼𝘄𝘁𝗵: 𝟭. 𝗞𝗲𝗲𝗽 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Continuously upgrade your skills through courses or self-study to stay ahead of the curve. 𝟮. 𝗙𝗶𝗻𝗱 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗠𝗲𝗻𝘁𝗼𝗿𝘀: Connect with mentors who can provide not just career guidance but also cultural insights, which can be incredibly valuable. 𝟯. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗬𝗼𝘂𝗿 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆: Make sure people know about your contributions. Volunteer for projects that can put you in the spotlight, and don't shy away from sharing your successes. 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀: While the drive to lead comes from within, having the support of your organization is critical. If you're an AAPI professional, don't hesitate to speak up about what you need to succeed: • 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀: Advocate for mentorship programs that address the specific challenges faced by AAPI employees. • 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴: Ask for access to leadership and development programs that cater specifically to your growth needs. • 𝗖𝗹𝗲𝗮𝗿 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘄𝗮𝘆𝘀: Encourage transparency in career advancement processes to ensure they’re fair and inclusive. This AAPI Heritage Month, let's not just wait around for change; let's be the change. Speak up in meetings, leverage your networks, and take every chance to lead. If you think there’s a way I can help you and your team tap into your full potential, I’d love to join you. Let’s work together to make this month a kickoff for lasting empowerment and success. Here’s to making our mark, together!   #AAPI #leadership #ERG 

Mastering Respect: Demand, Command, or Earn? The reasons... Respect is a cornerstone of effective leadership and healthy relationships, but how do we attain it? Here’s a breakdown of the dynamics of demanding, commanding, and earning respect: Demanding Respect: Some believe respect can be demanded, but true respect is voluntary and earned through actions, not demands. Commanding Respect: Authority figures often command respect due to their position, but genuine respect is more profound and rooted in admiration for one's character and actions. Earning Respect: The most sustainable form of respect is earned through consistency, integrity, empathy, and competence in one's endeavors. Timing Matters: Demands and commands may yield temporary compliance, but earning respect fosters long-lasting trust and loyalty. Who Should Employ Which Approach?: Leaders should focus on earning respect by leading with humility, integrity, and empathy, while leveraging authority when necessary. When Does It Work?: Earning respect works best in environments where collaboration, trust, and shared goals are valued over hierarchical power dynamics. Challenges of Demands and Commands: Demands and commands can lead to resentment, rebellion, and a toxic work culture if not balanced with empathy and understanding. The Human Element: Respect is deeply rooted in human psychology, requiring authentic connection and recognition of others' worth. Cultural Considerations: Different cultures may perceive respect differently, highlighting the importance of cultural intelligence and sensitivity in leadership. Gender Dynamics: Gender biases can influence perceptions of respect, with women often having to work harder to earn respect in male-dominated industries. Situations Where It Doesn't Work: In environments with entrenched power dynamics, earning respect may be challenging, requiring systemic changes and cultural shifts. Continuous Growth: Respect is not static; it requires ongoing effort, self-reflection, and adaptability to evolving contexts and relationships. #Leadership #Respect #Integrity #Empathy #Authenticity #CulturalIntelligence #GenderEquality #WorkCulture #TeamBuilding #PersonalDevelopment Respect isn't a one-size-fits-all concept. By understanding the nuances of demanding, commanding, and earning respect, leaders can cultivate environments where respect flourishes organically, fostering collaboration, innovation, and mutual success. How do you approach respect in your professional journey?

Let’s be honest. The world is changing faster than we can keep up, and the traditional leadership toolkit is starting to feel a bit outdated. What if the true measure of success isn't about leading from the front, but about fostering genuine connections and empowering those around us? 🧰 Simon Sinek once said: "A boss has a title, a leader has the people." This resonates deeply with me. It suggests that the essence of leadership isn’t confined to those at the top. Instead, it’s about how we interact with each other every day. When was the last time you felt truly empowered by someone’s kindness or uplifted by their genuine interest in your well-being? These moments stick with us because they touch on something fundamentally human 🫂 In my own experience, it’s the small acts of kindness that have made the biggest impact. Whether it's a smile, a helping hand, or simply listening to someone who needs it; kindness has the power to brighten someone's day and create a ripple effect of positivity. It's a key human skill because it connects us on a deeper level, reminding us of our shared humanity and the importance of compassion in our interactions 🫶🏼 Brené Brown, often speaks about the power of authenticity: “What we know matters, but who we are matters more.” This couldn’t be more true in today’s world. Authenticity isn’t about being perfect; it’s about being real. It’s about showing up with all our imperfections and connecting on a deeper level 🫱🏿🫲🏼 When people cooperate, they bring out the best in each other, pooling resources, ideas, and efforts toward a common goal. It's a fundamental human skill because it bridges differences, promotes harmony, and builds stronger bonds among people 👨🏽🤝👨🏿👫🏻👩🏽🤝👩🏻🧑🏻🤝🧑🏾 Empowerment is another human skill that’s often overshadowed by traditional leadership traits. It’s about creating an environment where people feel valued and confident in their abilities. This isn’t something that can be mandated from the top down; it has to be nurtured through genuine support and encouragement, often sprouting from the ground up 🌱 I'm tired of maintaining the status quo, so let’s shake things up. The next time someone starts on about leadership skills, let’s steer the conversation toward human skills. These are the traits that truly make a difference in our lives and in our work. By embracing human skills instead, we can unlock a new era of untapped potential, one that’s richer, more fulfilling, and profoundly human 👣

𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 🌍 I recently finished The Culture Map by Erin Meyer, and I can confidently say it’s one of the best books I’ve read this year. This insightful guide dives into how cultural differences shape communication, leadership, and collaboration—critical elements for anyone working in today’s global environment. Living surrounded by people from all over Europe and having traveled with an international group this summer, I’ve seen firsthand how cultural awareness can make or break relationships. Meyer’s book perfectly captures the nuances I’ve observed and offers practical advice for anyone navigating these challenges. Here are my Top 5 Takeaways from this game-changing book: 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗰𝗼𝗻𝘁𝗲𝘅𝘁𝘂𝗮𝗹 🗣️ In high-context cultures like Japan, much is left unsaid, while in low-context cultures (like the US), clarity and directness are key. Knowing when to adapt your style is essential. 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀𝗻’𝘁 𝘂𝗻𝗶𝘃𝗲𝗿𝘀𝗮𝗹 📝 In some countries, direct feedback is welcomed (I think o my Dutch/Flemish colleagues Charlotte Loop Sam Huylebroek) but in others, it’s wrapped in softer messaging. Learning to read between the lines is a critical leadership skill. 𝗧𝗿𝘂𝘀𝘁 𝗶𝘀 𝗯𝘂𝗶𝗹𝘁 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 🤝 Task-based trust (common in the US) grows from competence and results, whereas relationship-based trust (prevalent in China) stems from personal connections. 𝗗𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 🤔 In cultures like France, disagreement is seen as intellectual engagement. In others, such as Japan, it may be viewed as disrespectful. Adjusting your approach can keep conversations productive. 𝗧𝗶𝗺𝗲 𝗶𝘀𝗻’𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗹𝗶𝗻𝗲𝗮𝗿 ⏰ While some cultures are strictly punctual like Germany, others have a more flexible view of time. Understanding these differences helps in setting realistic expectations. In a world that’s more connected than ever, The Culture Map is a must-read for anyone looking to lead across cultures. It’s given me a new perspective on how I approach my relationships, both professionally and personally. 🌍 How has cultural understanding shaped your leadership style? I’d love to hear your thoughts in the comments! #Leadership #Personalgrowth #CrossCulturalManagement #GlobalBusiness #TheCultureMap #CulturalDiversity

3 reasons why you can successfully cooperate and lead with cultures that intercultural assessment show as a "bad fit" for you: 1. You work with people from that culture who do not represent its mainstream values: expats (mostly different froom their national profile) Mexican data engineers, German entertainers, Chinese from Shenzhen, and so on. 2. The surrounding culture is atypical for the location: most multinational firms, unitversities and large cities are cultural islands in their respective countries and continents. New York isn't the USA, Shanghai isn't China, NYU in Shanghai is neither China nor the USA. 3. Work culture dominates: I trained leaders from 3 continents at IKEA, Bayer, Danieli Group and many other firms, They had more in common than they had assumed from one another's passport, because the brand was a destination to a long voluntary journey. Join my FREE webinar on June 20 to find out much more about the way people differ from each other and the cultures in which they were born, and how (mis)matches play out in leadership:

Understanding and embracing cultural sensitivity and empathy are more than just ethical imperatives; they are strategic advantages. Embodying these traits enables us to better navigate the complexities of modern interactions and foster environments where everyone can thrive. Seeking to understand through a lens of cultural sensitivity involves recognizing and respecting the unique backgrounds, experiences, and perspectives each individual brings to the table. Empathy is at the heart of this understanding. It allows us to see the world from another’s viewpoint, not just to sympathize, but to truly comprehend their emotions and thoughts. This deep level of engagement is crucial for effective facilitation and leadership, as it helps to create a space where all participants feel valued and understood. Additionally, employing open-ended questions in our dialogues enhances this dynamic, encouraging a free flow of ideas and minimizing misunderstandings. Moreover, understanding and addressing our own biases and the colloquialisms we use is essential in maintaining clarity and respect in communication. Being mindful of the jargon and humor that might not translate across cultures ensures that we are inclusive in our approach. This not only enriches our interactions but also paves the way for innovative and inclusive solutions that can drive our organizations forward. #CulturalSensitivity #Empathy #InclusiveLeadership #Facilitation How do you incorporate cultural sensitivity and empathy into your professional practice? I’m eager to hear about the strategies that have worked for you!

I’m proud to share how growing up in a multicultural environment has been a transformative experience that shaped me into a more open-minded, adaptable, and future-focused individual. In recent years, many people are growing up in culturally diverse settings, and I am one of them. Experiencing two distinct cultural realities has taught me how to navigate differences and adapt to new environments. Instead of viewing these differences as challenges, I embraced them, knowing they offer valuable opportunities for growth and connection. As the world becomes more interconnected, the idea that “the world is a small village” feels more real than ever. Those of us raised in diverse settings are better equipped to collaborate in a globalized world, and the opportunities for innovation and growth are limitless. Living in such an environment deepened my understanding of people and helped me build strong relationships with those from varied backgrounds. This ability to connect and communicate has been invaluable, both personally and professionally. Although there were moments of confusion and inner conflict, these experiences taught me resilience and emotional intelligence, making me more self-aware and prepared for the future. #GlobalMindset #CulturalGrowth #Adaptability #Innovation #Leadership