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Interview with Eng. Nihad Fawzi Khalil ~ Life & Career Coach, Manager of FAL Foundation for Development

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Interviewer: Mahmoud Mansi

Editor: Monda Salem

“I think members of the HR team can be trained and qualified to play the role of internal coaches who can help other employees with their personal issues and solve conflict issues between a team’s members and colleagues.”

Nihad Fawzi Khalil

About the Interviewee

Eng. Nihad Fawzi Khalil a proud Egyptian feminist and a parent with a lot of passion towards helping women. She is an Associate Certified Coach (ACC) and member of the International Coach Federation (ICF). She is the cofounder and Executive Manager of FAL Foundation for Development, and the Owner of Red Roses Hand Crafts.

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Mahmoud Mansi Photography / ALEF Bookstores Kafr Abdu

THE INTERVIEW

1-HR Revolution Middle East Magazine: How did you change your career from being an engineer into being a life-coach?

Nihad Fawzi Khalil: There is always a long story behind a major change, it never happens over night. For me, the story started since I was still in college. I went for faculty of Engineering because I loved Mathematics and Physics, but I never asked myself what my strengths or talents were. The scores I had at school “Thanaweya Amma” were enough to take the decision to choose the prestigious college. It’s a decision taken at the age of 17 years old. At such early age, we cannot tell what we can do or what our capabilities are. Few years later, I realized I had not taken the right choice, but unfortunately I did not know what else to do; so I kept walking on the same track for long years. It seemed like there was no one who could help me. Finally in 2000, I knew about coaching and it took me 9 years to find a school that offers a 100% online study and certificate.

When I joined the International Coach Academy, I was not sure that I will make a career shift. I just wanted someone to help me with myself and my life. I wanted to be able to help others live a more fulfilling and happier life, not necessarily be a professional coach. But after I experienced the power of coaching and the big change I could make to my own life, I decided to take the hard decision which was to leave Software Engineering to coaching after more than 20 years in the field. The whole story can be found on my website: Aurora Beams Life Coaching.

2- HR Revolution Middle East Magazine: Being also a career-coach you get exposed to many problems that people are facing; based on your experience and observation, what are the common problems that people face with their jobs?

Nihad Fawzi Khalil: There are unlimited kinds of problems that people face in their jobs, but most of them are due to dissatisfaction and lack of fulfillment. People who are satisfied with what they are doing find solutions for any problem they face; they love what they are doing and want to keep doing it, so they are willing to solve the problems.

If we observe the cases where people do not love what they do, we will find that they did not have the opportunity to know what they really want because of many reasons: they might have the decision at early age, they are not aware of their capabilities, or it could be due to the families’ wrong beliefs that make them force their kids to go to colleges they do not like just because it is more prestigious. In addition to the fear of making a change at a late age (over forty), most of people at that age believe it is impossible to make any change even if they are unhappy with what they are doing. These are the most common reasons for dissatisfaction.

3- HR Revolution Middle East Magazine: Do you think personal problems have a direct or an indirect effect on the performance and enthusiasm of employees?

Nihad Fawzi Khalil: “After 2 or 3 sessions, all kinds of coaching turn into life coaching”, all coaches know this concept; whatever our niche is, we must be prepared to coach our clients on personal issues as we do on the professional ones. At the end we are human beings, so definitely our personal life directly impacts our performance, productivity and motivation; not only our current personal life but sometimes the past, as well, where our beliefs are formed. Fears and limiting beliefs are the biggest challenge we face with our clients; they consider them a reality but actually, they are just thoughts they have believed due to their personal experience and they can change them if they want.

4- HR Revolution Middle East Magazine: To what extent do you suggest the role of HR would be in order to help employees resolve their personal problems? Is it an HR role or not from your point of view?

Nihad Fawzi Khalil: First I need to clarify that real HR is different from the actual available HR in our corporate world according to my personal experience. Till 5 years ago, I had not seen real HR in the companies I worked for, the actual one was personnel departments concerned with managerial procedures. In my personal opinion and on the professional level, real HR must be concerned with training and developing the employee capabilities, finding out their strengths, assigning the right ones to the right job or at least recommend them according to their experience and capabilities, contributing to taking their skills to the next level and to be qualified to take bigger responsibilities. In a nutshell, everything must be planned by the HR.

As I stated before we are all human beings before being employers, or managers or employees, so providing support on personal issues can have great impact on productivity and performance. In my opinion, the HR department is the best to play this role and I think members of the HR team can be trained and qualified to play the role of internal coaches who can help other employees with their personal issues and solve conflict issues between a team’s members and colleagues. You may already find some of them playing this role with their colleagues, informally, in many HR departments.

5- HR Revolution Middle East Magazine: As a career coach, can you please provide us with one or more of the cases you have worked on? Can you tell us a career problem that occurred to one of your clients and how you helped him/her? This will be a very good case-study for us.

Nihad Fawzi Khalil: I cannot state a pure career problem, but I have a very common problem that most females face and that has a great impact on their career and success which is that most females lack self-confidence. I met females from different backgrounds, ages, social categories, and in different positions who lack self confidence. They fear higher positions, they fear making mistakes, and they do not believe they have enough skills for a new job or even to start a business, they feel guilty most of the time and especially when they make themselves a priority. Many women grew up with the belief that a good mother must give up her needs and happiness for the needs and happiness of her children. However, an unhappy woman can never make her family happy.

As you work with women, who represent a considerable part of the workforce, you must always support and enhance their self confidence to help them reach their highest potential.

6- HR Revolution Middle East Magazine: As a life-coach, how do you deal with yourself when you are in a problem?

Nihad Fawzi Khalil: For me, I have two choices; the first one is to use one of the tools I use with my clients in similar situations, but the most powerful one that I always recommend to my clients, is reflecting by writing; expressing my thoughts, my feelings, and my inner self in any situation brings a lot of clarity. Reflecting by writing helped me change my perspective in a major conflict I had once at work, just writing down all the details made me notice a positive side of the situation that made me completely change my mind from the feeling of being a victim to feeling grateful for the unexpected benefit I got. It helps notice our behavioral patterns as well; which is our repeated behavior in similar situations, and it helps understand more about our beliefs.

The second choice is to talk about the problem with my coach. Coaches have their own coaches to keep them accountable to their development and growth journey. Being involved in any situation, the details, my feelings, emotions and beliefs can prevent me from seeing the reality. So talking to a coach is helpful because he/she can have a more distant view of the situation. In addition, they are not emotionally involved which allows them to see more clearly and provide me with the appropriate feedback.

7- HR Revolution Middle East Magazine: Tell us more about your project: Red Roses Handcrafts.

Nihad Fawzi Khalil: This is another story J. It started when my father passed away. Six months after his death, I found myself in deep sadness and almost depressed. I couldn’t work; coaching needs high concentration and good listening and I wasn’t ready to listen to other people’s issues and pain; I had mine and they were enough, so I decided to do something manual that does not require any mental effort. As a teenager and till I got married I loved cross stitching, knitting, and sewing but I didn’t do any of that for long years because of my familial and work commitments, so I decided to start again. I spent hours just thinking about each item’s design and colors, then producing it. Working with colors, cutting the fabrics with the scissors, and sewing and creating something helped me relieve my pain and release my negative energy.

I made baby quilts, fabric totes and bags and lately, I added crochet bags to my products. Then I thought, I should start a handmade business; so I launched the Red Roses Handcrafts page on Facebook. I am still producing new items but in a slow rate as I am working on different projects simultaneously.

8- HR Revolution Middle East Magazine: You also provide workshops to teach other women make their own handcrafts. Apart from the direct benefit of learning that, what indirect benefits ca such skill add to the personality?

Nihad Fawzi Khalil: During my work on handcrafts, I joined Forsa program and AWTAD foundation to provide mentoring to young entrepreneurs on self-development to help them overcome the challenges they face. This experience made me think of merging all my experiences and interests into one formal body which is FAL Foundation for Development ten months ago. It is a nonprofit foundation for training and development where I provide different kinds of training, mentoring and coaching. I started by providing workshops of crochet, cross stitching, knitting, sewing and accessories. My objective was to encourage females to learn these skills to be able to make their own stuff as our mothers used to do according to their own taste, needs and finances, to enhance their creativity, and to start a new business out of it if they like.

I want, as well, to encourage young girls to acquire these skills to spend more pleasurable and creative time with their friends instead of wasting their free time on TV and mobile phones. All these reasons are direct benefits of learning these skills, but I think indirect benefits can be: stress release and relaxation, pleasure, creativity enhancement, and self discovery.

9- HR Revolution Middle East Magazine: When you worked as an engineer, what was your criticism regarding the gap between HR and engineers? What is your advice to HR?

Nihad Fawzi Khalil: Actually there were no separate HR department; their functions were achieved by individuals from different departments. For example, interviews were done by the technical manager or the project manager. There was no separate department concerned with HR functions. Still, I would like to give an advice, not to the HR, but to the business owners: “Add real HR departments to your companies and include a coach with the team. You will reap the benefits of coaching your employees. With HR, you will take your employees and your business to a different level.”

10- HR Revolution Middle East Magazine: If you get back in time would you have joined another college?

Nihad Fawzi Khalil: I remember a discussion I had with my father who was a banker, when he tried to convince me to join the Faculty of Commerce to follow his steps in the banking field. He believed it was more appropriate for a woman. I stood up and said, “I am born to be an Engineer.”

But I wish I could get back in time with the knowledge I gained during these past years to make totally different choices in different areas of my life. I would change my life style and priorities. I would choose to live a more balanced life. I would choose only the things that bring me satisfaction and happiness. I wouldn’t care about what others want and focus on what I want. I would never fear trying new things and I would do whatever it takes to discover my passion.

HR Revolution Middle East Magazine: Ms. Nihad, your interview is very rich and I am sure it will have an effect on several people, including HR professionals.

Handcrafts page: https://www.facebook.com/RedRosesHandCrafts/

Coaching page: https://www.facebook.com/Aurora.Beams.Life.Coaching/

Foundation page: https://www.facebook.com/FALFoundation/

Coaching website: http://aurorabeamslifecoaching.com/

Coaching Blog: http://aurorabeamslifecoaching.worpress.com/

Also check, My articles on World Moms Network  

 

Interviews

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

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“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need to expand their areas of knowledge and expertise.”

Stephanie Runyan

Interviewer: Mariham Magdy

Brief Biography about the Interviewee:

Stephanie Runyan, PHR, is the Director of Learning for the HR Certification Institute (HRCI).  Previously, she served as an HR Content Manager, Recertification Supervisor and HR Products Manager.  She has worked for HRCI since August, 2010.

Stephanie has more than eight years of HR experience and is PHR-certified since 2009.  Previously, Stephanie worked as an HR Generalist for an engineering firm in Virginia and as an HR Manager for a law firm in Washington, D.C.  Stephanie earned a BS in English from the University of North Carolina at Greensboro and an MS in Human Resource Development from Villanova University

HR Revolution Middle-East: Ms. Stephanie, welcome to HR Revolution Middle East Magazine. It’s a great pleasure to have the opportunity to make this interview with you.

The HRCI has recently developed a rich Learning Catalogue for Professionals World-wide in addition to the International Certification Exams. This Learning Catalogue includes diversified courses, covering a lot of important fields, offered to learners to study at the ease of their homes online. As the Director of Learning, can you please share with us how was this differentiated product born?

Ms. Stephanie Runyan:

With the release of HRCI’s upSkill product in 2018, HRCI entered the learning space. Over the past two years, the demand for upSkill has increased. HRCI is now committed to continue offering current and relevant learning options to our global HR professional network. In 2020, this evolved into our establishment of a diverse and affordable learning catalog.

2- HR Revolution Middle East: The HRCI Learning Catalogue offers for Professionals the upSkill™ & the Online Professional Development Certificate Programs & Courses. Can you please explain to us the difference between the two products?

Ms. Stephanie Runyan:

HRCI’s certification exams require a combination of education and experience, as well as successfully passing a rigorous exam.  Upon successfully passing the exam, successful candidates earn a credential that requires recertification every three years. HRCI’s upSkill product is available to anyone, regardless of education or experience. The program offers a timed assessment for upSkill courses. After completion of an upSkill course, a digital badge is issued and does not require recertification efforts.

3- HR Revolution Middle East: We have really noticed that the upSkill™ micro credentials gives the HR Professionals the opportunity to learn about very specific and totally new areas in HR like or example “California HR” & “HR in Social Media”. We would love to learn from you how those products were that intelligently tailored to cover missing areas in the traditional HRM education?

Ms. Stephanie Runyan:

HRCI developed our UpSkill content based on feedback from our certified network of professionals. HRCI offers the PHRca certification, and those who earn that certification offered extensive feedback for the development of learning around California labor and leave legislation. In addition, HRCI identifies new topic areas based on what is happening in the world. For example, HR in Social Media, is a topic that impacts everyone, regardless of location or type of organization.

4- HR Revolution Middle East: The current Learning Catalogue for upSkill™ micro credentials  include California HR, HR in Social Media, Confidentiality and Technology, Risk Management, and Workforce Analytics.  Are you planning to add more specialties for the micro-credentials catalogue? Would you consider tailoring certain micro-credentials for the Middle East?

Ms. Stephanie Runyan:

As HRCI continues to expand its learning offerings, we will continue to evaluate our certification population. Based on such data, HRCI will tailor programs on based on certain geographical areas or needs.

5- HR Revolution Middle East: The upSkill™ is considered by the HRCI a bite-sized e-learning program that allows professionals to efficiently learn from top business experts, gain new skills, and impact decision-making at their organizations. Can you share with us more about how such content is developed and the huge efforts played in the background in order to enrich the market with this unique product?

Ms. Stephanie Runyan:

The entire upSkill development process was based on HR practices from current HR professionals.  We reached out and established micro-panels of experts in each of the content areas to build out the content and assessment for each of our upSkill courses.  In addition, we worked with third-party vendors to fill the gap for additional learning topics and products.   

6- HR Revolution Middle East: The Online Professional Development Certificate Programs & Courses include a variety of courses that don’t limit to the HR only but it even includes certificates in computer applications & cybersecurity. Can we consider this an opportunity from the HRCI to provide reliable courses’ content to professionals from other disciplines as well? Would this product be elaborated in future to turn into certifying professionals from other disciplines?

Ms. Stephanie Runyan:

HRCI continues to explore additional learning areas where HR professionals can expand their knowledge.  While our upSkill courses address specific topic areas, our learning catalog also offers educational opportunities that range from topics such as Agility, Women in Business, Data Management and Business Strategy. As far as learning is concerned, HRCI will continue to explore different disciplines and topics that impact the practice of HR.

7- HR Revolution Middle East: To what extent do you believe HR professionals shall not limit their study to HR related subjects only, but shall expand to learn about related disciplines to excel in their field and serve their organizations differently?

Ms. Stephanie Runyan:

HR professionals must be prepared for anything.  The roles of HR professionals continually change. I believe that there will be a continued need to expand their areas of knowledge and expertise.  I also expect that there will be a desire to learn more about specific industries, in greater detail.  For example, if you have a manufacturing organization, I can easily see HR professionals looking to learn more about the manufacturing industry, it’s competitors, and challenges that a specific industry may face.

8- HR Revolution Middle East: The Product Development dynamics have recently become very aggressive due to the technological disruption, so we would like to ask you finally, to give an advice for product directors and managers; how can they increase their creativity and innovation skills to cope with such dynamics?

Ms. Stephanie Runyan:

My recommendation would be to continue to monitor the needs and wants of your specific audiences.  As the world responds to the effects of the global pandemic, there will be an increased need for virtual capabilities and enhanced technology that can support your organization’s initiatives.

THANK YOU

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Interviews

Stevie Awards Winners’ Articles Series – Gate 10 LLC (Muscat)

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Your mind is your first enemy, if you challenge it you can challenge others”
Shadi Al Hroub

Winner Name: Shadi Al Hroub

Winner Title: Sr. Creative Director

Winning Organization: Gate 10 LLC  (Muscat)

Nomination Category: Marketing Categories

Nomination Sub Category: Most Innovative Advertising or Marketing Agency of the Year

Brief Biography about the Winner:

Shadi Al Hroub has 16 years’ experience in design and communications, including over 7 years of research in branding and advertising specifically. Al Hroub won more than 23 international awards at the prestige level. His experience ranges from creative direction, packaging, branding, and multimedia (both traditional and digital). Shadi worked as a professor in creative design in various American universities and creative consultant at Leo Burnett, Hilton Worldwide, Jordan Aviation, Royal Falcon, Jordan Duty-Free, Samsung, Macdonald, G2000, Hublot, The One, International Trade Centre (UN), and various international NGOs such as UNRWA, Global Health Development, and USAID. He was a final judge for the Stevie Awards for Creative Communications & International Business Award, final judge for Future Ideas Amsterdam, Adobe Achievements Awards 2014 until now, the A’ design awards, and grand jury panel at Vega digital awards, global trend awards 2018 and muse creativity awards. Al Hroub currently working as Sr. Creative Director and Creative Partner at Gate10 for marketing, Oman, and Chair the Media Awards Judging Committee of our 2020 (17th annual) Stevie Awards for Women in Business.

Stevie Award Winning Case Study:

We established our creative philosophy, objectives, and strategies that will lead us to have a creative output. It doesn’t matter how good you are today. What really matters is how fast you progress and what steps you take every day to improve your creative thinking. Therefore, our purpose is to make life better by design.

Our vision is a world where the role and value of design are recognized as a fundamental creator of value, enabling happier, better products, better processes, and better performance, setting us “apart from the crowd.”

It also gives our team morale a boost by highlighting team and individual achievements, plus help to cement our credibility. The creative industry has been driven by changing consumer behaviors and expectations, especially among younger generations who demand instant access to content, anytime, anywhere. So, the creative industry is growing and will continue to play an important part in the future. The uniqueness in the industry is the diversity of people making it happen.

More about Gate10 Story

Every company has a story that makes it unique, and that story should be compelling and inspiring. Across the industry we are known for our expert ability to simplify complex processes and promote clarity. Our beliefs and core competencies in user focused design across multidisciplinary areas allow for seamless consistency and a greater focus on the details that matter.

Gate10 has received many awards and honors throughout 2019 for our work from Italy three awards, and US two awards. We are very proud of all we have accomplished over the last years. We even more excited and passionate about the next years. We have come a long way, and we are looking at reaching many more milestones and achievements. We continue to improve in every area of our business and our goal is always to anticipate our customers’ needs and exceed their expectations. We are a company built on people and great ideas.

Needless to say, on our team, we have some of the brightest minds and talented team players that are a valued part of our success, even though many of them are working in the background. If you’re just hearing about Gate 10, we welcome you to further explore our reputation from our past clients and projects. We are looking forward too many more years as we continue to grow and improve together.

We grow our business beyond any possible limits

Our reputation is one of excellent customer service and exceptional creative solutions. We have experience custom designing everything from market research and marketing data analysis, full branding & communication strategizing, creative writing, advertising campaign strategizing & Execution, Digital Marketing strategizing & Execution. We have the skills and passion to deliver only the best. User-centered design is just a starting point. Equipped with insights from best practices to analytics, our solutions are strategic and based on analytical discovery. Driven by both skill and magic, the result is a cohesive product that spans both print and digital.

Common sense creativity

We think common sense is really special. That sweet spot where all our common values align. That’s why we create things that make sense to the people who share it, to the people who work on it, to the people who skip over it, and to the times we live in. 

Our client’s corporate image and content are represented consistently, effectively, and accurately with every project we engage in. However, we do accept clients from all over the world. Our team’s expertise, combined with our unmatched creativity and problem-solving experience, ensure our clients receive professional and reliable service regardless of geographic location.

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Corporate

Empathy at Work. Interview with Mimi Nicklin: Empathetic leader, Author and Business strategist

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Mimi Nicklin is an Author and the host of the Empathy for Breakfast Show & Secrets of The Gap podcast.

She is an experienced marketer and communications specialist, business strategist and a wellknown empathetic leader. She is a natural coach, writer and creative mind, and has held roles as diverse as Strategic Director, Vice President and Creative Officer in some of the world’s leading advertising agencies.

Her passion for balancing humanism with capitalism, drives her commitment to leading the practice of Regenerative and empathetic leadership, as well as her ‘principles of people’, into organisations and communities worldwide.

Softening The Edge is Mimi’s debut book – out on 15 September and available for pre-order now on amazon.com 

INTERVIEWER: Cinzia Nitti

HR Revolution: Hi Mimi, it’s our honor to make this interview and thanks in advance for what you will share with the HR Revolution Middle East Family. Many people assume that Empathy is generally about “being there” when someone is going through a difficult life path. Would you tell us more about the value of Empathy and how the whole concept relates to corporate life?

Mimi Nicklin: After thirty years of data that shows empathy is declining, we have a deficit on our hands; a corporate humanity deficit, an Empathy Deficit. The Empathy Deficit has been formed by a gap in connection with each other at the deepest social and corporate levels over many decades, and it undermines the fundamental principles of our ability to thrive in at work. Workplace absenteeism and apathy are reaching endemic proportions. Corporate anxiety, depression, and extreme proportions of burnout often complete the picture. Never has there been a time in history when we needed an intervention into our working lives more than we do today and empathy and ‘Regenerative Leadership’ is a powerful driver for this turnaround.

HR Revolution: Why Empathy in the workplace matters and how it impacts employee productivity?

Mimi Nicklin: As the environments we work within become ever tougher and sharper edged, especially during 2020, we are seeing employee productivity and performance dwindle. We have a deep problem at the exact point where humanity meets capitalism, and there is a lack of balance between the two which is impacting the performance, focus and capability of team members. This is a problem fuelled by three key parts. First, an ubiquitous obsession with growth at all costs which sees employee wellness drop in importance; second, a never-ending stress cycle which is impacting staff at all levels; and third, a widespread disconnection between our people and corporate culture at an unprecedented scale.

HR Revolution: Mimi, as a consultant and business strategist, do you have a human-centric “recipe” to develop Empathy at work? What would you suggest to HR Departments to improve their effectiveness in supporting employees through Empathy?  

Mimi Nicklin: The key of all empathetic organisations success lies in truly listening to our teams. Both overtly and directly, and through confidential channels such as questionnaires or feedback forms. After many months of 2020 have seen us working from home, as HR specialists we have had an opportunity for the first time in a long time to truly slow down and to consider the wider context of our teams and culture. We can’t expect our teams to not want to make change, to push back against old patterns and to want to work for a higher, more impactful purpose with a more flexible approach. It is in embracing this desire that will lead HR teams to be able to innovative and make sustainable changes to employee performance and health. At the top of our lists should be to listen to our teams as they re-enter their working environments and reassess each area of our business in light of the new world we are facing.

HR Revolution: Vulnerability has been a critical factor for business leaders during the COVID-19 pandemic. Is there any kind of professional-empathetic method that balances both a company’s ambition and highlights the employee’s role?

Mimi Nicklin: I often talk about principles of people beyond profit. This is not to say people ‘before’ profit. Our businesses need to remain profitable and sustain our organisational imperatives, but we can lead a culture that looks at the value of the strength of our people as something that has commercial value. Empathy in leadership and culture is a data set and an input for your business and the method of balancing them reduces risk and improves uptake and trust from staff, leading to improvements across KPI’s.  Without being able to walk in the shoes of our employees and understand their diverse viewpoints, it is nearly impossible to inspire and lead teams to success, and even harder to create marketing, powerful business decisions or innovative products and services that truly and deeply resonate with people.

HR Revolution: How Empathy, Emotional Intelligence and Technology coexist in response to the post-pandemic era?

Mimi Nicklin: We have more technology to connect with each other and our clients than ever before, and more data to leverage an understanding of what people want, yet the systematic dehumanization by corporate agendas and over analysis has damaged our ability to connect. Zoom calls and team applications can brilliantly connect us and facilitate our business processes but we must be aware the technology can lead to inauthentic and ‘cold’ culture’s between leaders and teams. As HR leaders, it is our intuition and integrity in empathising with the real and honest problems that our teams have (on and off screen) that will allow us to really make an impact and leverage technology without losing our humanity and connectedness to each other at work.

HR Revolution: “Softening the Edge.” A leadership book on Empathetic Influence and Emotional Intelligence is your first book (out on September 15th). Would you give our readers a glimpse of its content?

Mimi Nicklin: Softening the Edge focuses on something I have been passionate about for my entire career—the sustainable wellness of our workforce, treating people with kindness and decency, and the future of Regenerative Leadership that sustainably promotes human values as well as the financial value of every business. It addresses the Global Empathy Deficit from within our organisations, based on my own experiences leading teams around the world, and inspired by the turnaround story in my current organisation. The goal is to create wider understanding that the world of leadership and business is critically responsible for playing a role in protecting and improving our social future. Today, many people do not enjoy their work, burnout is at all-time high, depression is impacting over 33,000,000 people and the younger generation is leaving the corporate workplace in droves. By failing to proactively nurture empathy in our future leaders, we are failing to protect our future. Softening the Edge is part business tool, part corporate culture guide and part social eye opener to a downward trend impacting all areas of life and work. It shows how by harnessing and exercising empathy for employees and each other we can reverse the trend, build happier, more productive businesses and create a kinder, healthier world.

Thanks for your precious contribution, dear Mimi. The whole HR Revolution Crew wishes you all the best!

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