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- 5 - CEO Today Executive Coaching Awards 2024 - INTRODUCTION - CEO T O D A Y EXECUTIVE COACHING AWARDS 2024 Welcome to the CEO Today Executive Coaching Awards 2024, where we honor the exceptional contributions of executive coaches who are shaping the future of leadership. In today’s dynamic business environment, effective coaching is pivotal in guiding leaders toward success. This year, once again, we are pleased to feature Navid Nazemian, CEO of Navid Nazemian Executive Coaching FZCO, as our front cover honoree. Navid is renowned for his expertise in leadership transitions and executive development, providing invaluable guidance to leaders navigating complex business landscapes. Joining Navid is Tracey Cammock, a seasoned executive coach with over 20 years of experience in leadership development and organizational transformation. Tracey has held significant roles, including Sr. Director, Leadership Coach at Southern Glazer’s Wine & Spirits, where she was instrumental in driving leadership excellence and fostering a culture of continuous improvement. Among our other distinguished honorees is June Boyle, Founder of Skye Change Practice, an internationally respected change, leadership, and development practitioner with over 30 years of experience. June has held significant HR leadership roles with companies including BP, Lloyds TSB, and BT, focusing on strategic performance and transformations. Her dedication to aligning people strategy with business goals has been instrumental in driving genuine business success. We also recognize Ghaya AL Barwani, known as the “Ambitions Ambassador” and “RESULTS Whisperer,” bringing over 20 years of business development and management experience to her coaching practice. In addition to these remarkable individuals, this year’s awards feature many other outstanding leadership and executive coaches who are making a difference across various industries. Their collective expertise, innovation, and dedication reflect the best of executive coaching today. These professionals exemplify the highest standards of executive coaching, contributing significantly to the development of effective leadership and organizational success. On behalf of CEO Today, I invite you to explore the achievements of this year’s honorees and gain insights into their impactful work. Best regards, Mark Palmer Editor-in-chief Navid Nazemian PAGE 6 June Boyle PAGE 26 Tracey Cammock PAGE 64 Ghaya AL Barwani PAGE 70
Navid Nazemian has over 25 years of professional experience in high-pressure, complex roles, which he has used to support and guide others to reach their highest potential. Mr. Nazemian holds his title as the World’s #1 Executive Coach for another year as an ICF accredited executive coach, having completed coach training programs in Africa, America, and Europe, using his expertise to support fellow executives to maximize their leadership impact, create high performing teams and create admired organizations. Navid has been recognized as HR’s Most Influential Practitioner by the HR Magazine, named as 101 Most Iconic Coaching Leaders by ET World & CHRO Asia, and has received the Outstanding Leadership Award from Education 2.0. Next to all of this, he is also an internationally bestselling author of Mastering Executive Transitions: The Definitive Guide, which offers deep and practical insights for executives to implement transition best practices in their roles and organizations. We have the pleasure of hearing more from Navid Nazemian and learning more about the value and impact that he keeps creating. Email: info@nazemian.com LinkedIn: www.linkedin.com/in/navidnazemian Newsletter: www.masteringexecutivetransitions.com/newsletters/ mastering-leadership-transitions Instagram: www.instagram.com/masteringexecutivetransitions/ Book: www.amazon.com/dp/1637308132 CEO Today Executive Coaching Awards 2024 - GLOBAL - - 6 -
GLOBAL EXECUTIVE COACH OF THE YEAR NAVID NAZEMIAN CEO of Navid Nazemian Executive Coaching FZCO Navid, can you expand on your coaching style and what it was that drew you to transition coaching? It’s hard to describe one’s own style. But suppose I were to read through the many executive client testimonials that I have received over the years. In that case, they describe my coaching style as hands-on and collaborative, whereby I am an active thinking partner, linking business strategy to people development while focusing on maximizing leadership impact to facilitate successful career transitions. My methodology emphasizes overcoming obstacles quickly and fostering high-performing teams, drawing from my own extensive experience in executive leadership positions across various industries. In your experience, when should a CEO or organization know they need to bring in an executive coach to support them, and is there a point when it could be too late? Based on my own experience as an executive and a coach who’s worked with hundreds of executives, there are several key signs that indicate when a CEO or organization should consider bringing in an executive coach: • Feeling stuck or stagnant in their career progression to break into, or advance within the C-Suite into more complex roles • Struggling to effectively lead other executives or manage interpersonal dynamics effectively • Seeking guidance on navigating organizational politics or dealing with complex multi-stakeholder situations • Desiring to enhance specific leadership skills or behaviors I’d also like to emphasize that executive coaching is most effective when senior leaders proactively seek support rather than waiting until problems become severe and insurmountable. I firmly believe that executive coaching should be seen as a targeted instrument for continuous leadership improvement and organization growth, not merely a solution for leadership crisis management. Navid is a Trailblazer who has transformed the sector with his pioneering accomplishments” ET World & CHRO Asia CEO Today Executive Coaching Awards 2024 - GLOBAL - - 7 -
You’ve worked with leaders in multiple industries and across various continents. How do cultural differences influence leadership transitions, and how do you tailor your coaching accordingly? Cultural differences can indeed significantly influence leadership transitions by shaping leadership styles, decisionmaking processes, and communication dynamics. I must emphasize here that if we were to group the top 10 reasons for executive transition failure, ‘culture’ ranks among the three grouped reasons for failure. Hence, its impact (both positive and negative) can’t be overstated. In my coaching practice, I try to tailor my coaching to address cultural nuances by utilizing: • Cultural Intelligence: I help leaders develop cultural intelligence to navigate diverse environments effectively • Adaptation of Leadership Styles: I adjust my coaching to align with the cultural context, whether it involves hierarchical or consensus-based decision-making • Cross-Cultural Communication: I emphasize the importance of understanding and adapting to different communication styles, including direct and indirect approaches • Inclusive Leadership: I try to foster inclusive leadership practices that respect and leverage cultural diversity to improve both leader and leadership team performance By focusing on the above, I ensure that my coaching clients can lead effectively across different cultural settings. In your book Mastering Executive Transitions: The Definitive Guide, you emphasize planning over luck. Could you share a key strategy from the book that leaders often overlook when transitioning? In my book, I emphasize the importance of structured onboarding processes, a key strategy that executives often overlook during transitions. I do highlight that effective onboarding is crucial for setting the stage for success and reducing the high failure rate of executive transitions, which is about 40% during the first 18 months. By focusing on intentional planning and support, executives can better navigate the complexities of their new roles and avoid common pitfalls associated with executive transitions. This structured approach helps not only to acclimate to the organizational culture but also to build essential relationships and establish credibility quickly. An often-overlooked key strategy is the importance of initiating the onboarding process before the official start date, commonly referred to as Pre-Boarding or Pre-Onboarding. In my book I call this phase ‘Discover’. This proactive approach allows executives to build relationships, understand the organizational culture, and align expectations early on, which can significantly enhance their effectiveness and smooth the upcoming transition even before day 1 in a role. Over a quarter of a century that you have spent working in various industries across several continents and organizations, what are some of the developments that you have witnessed and have these generally helped or hindered CEOs? Over my 26-year career across five countries and seven organizations, I have indeed witnessed several key developments: Navid provides brilliant insights on what makes successful careers” Dr. Hannes Ametsreiter, ex Vodafone CEO The carefully nuanced, very pertinent, and experienced insights that Navid has, are rarely covered and hence deeply value-adding” Harriet Green, OBE, former Chair & CEO IBM Asia Pacific CEO Today Executive Coaching Awards 2024 - GLOBAL - - 8 -
• Increased Complexity in Business Environments: I have noted that the rise of global interconnectedness and technological advancements continue to create more complex business environments in return • Focus on Emotional Intelligence and Soft Skills: Although fellow author Daniel Goleman’s seminal book titled Emotional Intelligence (EQ) was published back in 1995, there continues to be a growing recognition of the importance of emotional intelligence and interpersonal skills in effective leadership. This shift emphasizes the need for leaders to connect with their teams on a more human level, fostering collaboration and engagement • Talent Management Evolution: The shift from employer driven to employee-driven job markets has made attracting and retaining top talent even more challenging • Focus on DEIB and Sustainability: There is a growing emphasis on diversity, equity, inclusion, belonging and sustainability, which has become crucial for organizational reputation and success You have held the position of a Nominating Committee Member on boards where you have a key part in choosing who they hire as executive, what goes into making that decision? I had the honor of serving for four years as a nominating committee member of the International Coaching Federation (ICF). A thoughtful, transparent, and independent nomination process is critical for building an effective governing body. Without getting into the actual details of how we measured candidates, here are some high-level considerations for an effective nominating committee member, whether it is for the ICF or generally speaking: • Board Composition and Balance: We must consider the overall composition and diversity of the board to ensure a variety of perspectives and skills are represented (especially for a global organization such as the ICF) • Nomination Process and Policies: We must adhere to a well defined nomination process and conflict disclosure policies to maintain transparency and integrity in our candidate selection process • Timing and Communication: We have to coordinate the timing of the nomination process and communicate decisions and rationales promptly to all stakeholders. (In my role at the ICF we always looked at the time window for the board of director candidates to be put on the ballot for ICF members to vote on, and then work the process and respective timelines backward) • Independence and Expertise: We must ensure that any nominating committee comprises of independent, non executive directors with the relevant expertise necessary to evaluate board candidates effectively and eliminate bias as much as possible by bringing in objective tools. (During my time at the ICF, we switched our interview methodology to competency-based interviewing and introduced the Hogan Assessment as an additional filter and date point). - 9 -
What would your advice be to those applying for a board position? For those applying for a board position, my general advice would be to apply only if they match the selection criteria to a high degree. This will avoid potential disappointment for being screened out of the process and ensures that strong candidates are being put forward for board positions. More specifically, and when working on behalf of the ICF, next to highlighting relevant board experience, candidates who’d like to be considered for a board of director position need to demonstrate a strong commitment to coaching ethics and a desire to advance the coaching profession. Furthermore, we were looking at prior engagement with the coaching community, e.g., as a President or Director at one of the local ICF chapters or any other service delivered to the profession of coaching, next to showcasing strategic vision and DEIB. By focusing on these areas, applicants can strengthen their candidacy for a board role. How does transition coaching benefit a CEO, and are there indirect advantages for others within the organization too? I can indeed think of multiple benefits for a CEO to work with an executive transition coach, such as: • Smooth Transition: Transition coaching helps CEOs navigate the complexities of their new roles, ensuring a smoother integration into the organization and minimizing disruption during the critical early stages of their tenure by de-risking it by 50% or more • Enhanced Leadership Skills: Transition coaching focuses on refining the specific skills and behavioral shifts that are required for the new role, enabling CEOs to meet and exceed expectations early on, effectively • Increased strategic Self-Awareness: Through guided reflection, CEOs gain deeper insights into their strengths, preferences and dark side traits, allowing them to make informed decisions and build authentic relationships with their teams and having the strategic self-awareness of knowing how to behave more effectively during times of stress, pressure, and conflict • Accelerated Productivity: Through structured transition support, CEOs can reach baseline productivity levels much more quickly, often up to 50% faster than those without transition support, which enhances their overall effectiveness in return On top of the above, the advantages for the organization are notable too: • Improved Team Dynamics: Successful transitions foster better alignment between the CEO and their leadership team members, which leads to increased engagement and overall business performance improvement Navid is a generous contributor, a great leader and a luminary who has influenced our thinking and made our insights better.” Dr. Claudius Hildebrand , CEO Consultant, Spencer CEO Today Executive Coaching Awards 2024 - GLOBAL - - 10 -
• Reduced Turnover: Organizations benefit from lower attrition rates among top team members, as successful transitions are linked to a substantial decrease of 13% in executive turnover risk • Cultural Integration: Transition coaching aids in understanding and reshaping organizational culture, helping the newly appointed CEO foster a supportive environment that aligns with strategic goals and enhances trust within the organization • Last but not least, Stakeholder Confidence: A well- supported CEO transition can instill confidence among board members, external stakeholders and investors, by demonstrating proactive leadership and an unwavering commitment to organizational success With the rapid evolution of leadership expectations, what traits do you believe will be most important for successful executives in the next 5-10 years? That’s a great question. And I could elaborate on the need to have a strategic vision, be adaptable, show empathy, stay resilient, etc. However, if I am certain about one thing, it is that future predictions are rarely accurate, at least when judged in hindsight! How many people were predicting Large Language Model Prompt Engineering to become a thing, even three years ago? Allow me to go back to the original advice that I received from one of my early mentors. His name is Michael Klein and he was the leader of two stores next to being an Advisor to the Navid is a highly established coach and his work on the highly under-researched and under-represented area of mastering executive transitions is uniquely insightful. He is an unparalleled expert and a thought leader in this field, having lived and successfully worked in five countries across six sectors and working with C-level leaders on the same as an executive transition coach.” Dr. Marshall Goldsmith, #1 Leadership Thought Leader & #1 NYT Bestselling Author - 12 -
Founder and CEO of the same retail chain store. At the time, I was a newly hired Sales Associate in one of their retail stores in Germany that sold sporting goods and fashion items. Given that I was new to sales and sales is a very transparent function, I was keen to work on my sales capabilities and improve quickly. So, I asked him what advice he would have for me to eventually become the best Sales Associate at the city and eventually at country level. And to my surprise, he said to me that I didn’t have to be the best at anything. I was intrigued and asked him how I’d become the best then. And he told me that I needed to do two things to eventually rise to the top. ‘Put yourself into the shoes of your customers,’ and ‘be the best at becoming better every day.’ Since then, I have taken these two simple but profound mantras to heart in everything that I do. How do you practice a work-life balance, as someone with clear ambition, do you actively plan time away from the office? There is a lot that’s already said about work-life balance, worklife integration, work-life harmony, work-life equilibrium, or whatever one prefers to call it. Personally, I very much like the approach that Tony Schwartz and Catherine McCarthy proposed when they wrote their famous HBR Article “Manage Your Energy, Not Your Time” back in 2007. I appreciate their thinking so much so, that I embedded it into the Double Diamond Framework™ of Executive Transitions. In a nutshell, their concept emphasizes that prioritizing personal energy management—across physical, emotional, mental, and spiritual dimensions—is crucial for achieving sustainable high performance and well-being, rather than merely focusing on (more) time allocation. As someone with various achievements and accolades, what is coming next for you, are there any projects you are planning or hope to begin in the future? I spend a considerable amount of my available time reading articles and leadership studies, as well as learning about new concepts and methodologies. But rather than coming up with a new idea, concept, or book every other year, I’m a huge fan of refining existing ideas and thinking of productizing them. To be more specific, Mastering Executive Transitions: The Definitive Guide launched as an eBook and Paperback just over two years ago. One year later, I published the relevant Workbook, a Hardcover edition (which includes a very kind foreword by Dr. Marshall Goldsmith and a bonus chapter on How to Select the Right Executive Coach), as well as the Audiobook version, which I narrated myself in a recording studio in Dubai. In 2024, I have launched my book as a text and sound summary on Blinkist and very soon on getAbstract. Very recently, I launched the Certified Transition Coach™ Training program, CEO Today Executive Coaching Awards 2024 - GLOBAL -
which is designed specifically for accredited coaches who’d like to deepen their coaching expertise to become impactful transition coaches. In 2025, I would like to launch an immersive eLearning program on Mastering Executive Transitions that’s going to be designed for executives who would like to experience a product that delivers substantially more value than reading or listening to my book but may not be prepared to invest in a 1:1 coaching program yet. Can you tell us what this award means to you as a third-time winner of the CEO Today Executive Coaching Awards? I would like to express my deep gratitude for this recognition. For me, it emphasizes the importance of collaboration and the invaluable support and partnership with clients, colleagues, and mentors who have guided me along the way. You know who you are! I would also highlight the significance of this award as a testament to the value of executive coaching in fostering leadership excellence and enabling executives and organizations to create admired cultures that are primed for success. I would convey my dedication to elevating the coaching profession and empowering executives to overcome obstacles, eliminate unproductive thinking, and solve their most complex challenges. If, through my life’s work, I am able to help clients achieve transformative results and, at the same time, inspire fellow coaches to continue innovating and adapting in service of their clients and the broader leadership community, then I’ve achieved all that I could possibly wish for, professionally speaking. Last but not least, I’d like to highlight my ongoing commitment to elevating leadership standards and fostering highperforming teams. Thank you very much; this is a true honor and one to cherish for years to come. Navid is a true transition guru” Dr. Ryne Sherman, Chief Science Officer, HOGAN Assessment Systems - 14 -
NAVID NAZEMIAN ABOUT My name is Navid Nazemian, and I am a seasoned professional whose journey began in the dynamic world of sales, where I honed my skills for six years. My career trajectory took a deliberate shift toward human resources, a passion that has guided my professional track for the past two decades. Over a quarter of a century, I have had the privilege of contributing my expertise to some of the world’s most admired companies, both on a national and global scale and navigating the landscapes of both emerging and developed markets. My most recent role as the Global Head of HR at Vodafone, based at the company’s global headquarters in London, marked a pivotal moment in my career. It was an opportunity to drive transformative change at a global level, and I am immensely grateful for the recognition I received towards the end of that role as HR’s Most Influential Practitioner by the HR Magazine. I am especially grateful as this is a peernominated award. Throughout my distinguished career, I have been fortunate to serve for top-notch blue chips such as Adidas, GE, BAT, Roche, and Vodafone. As a HR Executive, I have consistently sought to elevate the potential of individuals and teams through targeted leadership interventions throughout the years. The profound and transformative outcomes that result from effective coaching have always fascinated me. Eventually, I embarked on my own coaching journey, a decision that was informed by insightful consultations with esteemed executive coaches and coaching institutions. This transformative journey took me on a three-year coach education track, spanning three continents and exclusively taught by Master Certified Coaches (MCCs). My employers have wholeheartedly supported my dual role as a senior HR leader and executive coach, recognising the synergies and benefits this blend offers to my professional contributions. In summary, my multifaceted career has been a tapestry of diverse experiences, and I look forward to continuing my journey by focusing as an executive coach and leveraging my organisational experiences to shape the future of leadership. - 15 -
EUROPE Cecile Leburton Les Pertinences Rakel Baldursdóttir Coaching Inspired by Earth Zoran M. Pavlovic MD Heruka Lifesciences & Health Innovations June Boyle Skye Change Practice Rana Al-Falaki NAIL-IT Samantha Ng Arceus Coaching Sandra Wilson Insightful Journey 18 22 24 26 32 35 36
“Charisma is not innate; it is a talent that must be cultivated” T: +32 473 96 16 81 E: cecile.leburton@lespertinences.be W: www.lespertinences.be les mots en action les mots en action CEO Today Executive Coaching Awards 2024 - BELGIUM - - 18 -
EXECUTIVE COACH OF THE YEAR Executive Coach & Founder of Les Pertinences CEO Today is delighted to present an exclusive interview with Cécile Leburton, the inspirational founder of Les Pertinences. Cécile is a Master Coach MCC and supervisor. She supports leaders and executive teams, trains people managers, and also works as a senior consultant in skills assessment. How are approaches for supervision and executive coaching different, and what are the benefits for a leader in using them? These two approaches allow leaders to take time to reflect on what they do, how they do it, and why they do it. Supervision offers a reflective space to explore leadership topics with a supervisor’s guidance. This enables the leader to shift their perspective, identify new solutions to their challenges, and sustain high energy levels. Coaching focuses on a specific goal that we define at the outset and work on over a few weeks. This approach helps the leader achieve their goal quickly with guidance, transform certain behaviors, and sharpen their skills. Could you share an example of coaching transforming an executive team? I remember a leadership team meeting filled with palpable tension. Trust had eroded after poorly managed changes, leaving each director defensive and focused more on disagreements than on guiding the organization. Egos clashed, turning every discussion into a power struggle. Over four months, I conducted a team assessment to reflect employees’ voices, helped the group revisit its mission and purpose, and co-created a trust contract. By transforming individual egos into assets for the team, we replaced mistrust with collective intelligence. The challenges were immense, but seeing this team rebuild and thrive remains one of my proudest achievements. How can executive coaching help leaders balance performance demands with ease? In a high-stakes role, leaders must cultivate a keen capacity for discernment. As a coach, I reveal and protect this essential discernment, empowering leaders to navigate their responsibilities with clarity and resilience. The power of coaching lies in the ability to identify which skills are optimal and which need development in a leader. This often requires stepping back and accepting the need to change behaviors to achieve different results. As leaders enhance their skills, I turn these improvements into powerful action levers. Moreover, aspects of people management are real challenges to tackle. In this regard charisma is not innate; it is a talent that must be cultivated. Coaching helps to develop this skill for the benefit of teams, the organization, and managers. With online coaching, we connect from anywhere, and I proudly partner with clients across France, Belgium, Switzerland, and Luxembourg. How does your acting background enhance your approach to business coaching, particularly with leaders? I’m going to share a secret with you: when I was a young business coach, my mentor told me, «Cécile, if you want to work with executives, whatever you do, don’t reveal your past as an actress!» Given my rebellious spirit, I didn’t follow his advice. Today, I’m proud of that decision because it has become my trademark. I see many similarities between the business world and the theater: power plays, group dynamics, competition, solidarity, the distribution of leading roles, the quest for meaning, the need for purpose, along with the importance of working on visibility. I love developing my clients’ creativity, as it is a powerful lever. Boldness is often necessary if one wants to grow their leadership. Cecile Leburton CEO Today Executive Coaching Awards 2024 - BELGIUM - - 19 -
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EMPOWERING CEOS TO LEAD THROUGH CHANGE Contact Rakel Baldursdóttir ACC-certified Coach Member of the International Coach Federation (ICF) Website: www.icf-coaching.org/rakel/ LinkedIn: www.linkedin.com/in/rakel-baldursdottir-b43633189 CEO Today Executive Coaching Awards 2024 - ICELAND - - 22 -
Challenges for CEOs In today’s rapidly changing world, CEOs and other leaders face an unprecedented level of complexity, with the aftereffects of the COVID-19 pandemic, natural disasters linked to Climate Change and increasingly rapid technological development. In this environment, organizations must recognize that employee well-being and adaptability are critical for success, both in the short and long term. CEOs and managers are not only responsible for strategic decision-making but also for fostering an environment that supports and empowers their teams through these turbulent times and bring hope to positive changes. The Importance of Taking Care of Employees The importance of taking care of employees cannot be overstated, especially in times of uncertainty. A disengaged or stressed workforce can quickly undermine the organization’s ability to innovate, adapt, and grow. Employees need to feel supported, heard, and valued. They need clarity about the direction the company is heading and the role they play in achieving that vision. When employees understand their purpose and feel cared for, they are more likely to be motivated, productive, and resilient in the face of change. Ultimately, organizations that prioritize the well-being and growth of their employees are more likely to retain talent, drive performance, and successfully navigate times of uncertainty. Moreover, CEOs must be conscious of their own wellbeing. By taking time for self-care, they model the importance of prioritizing mental, emotional, and physical health, for themselves and for their teams. A leader who is burnt out or stressed is less likely to inspire others to perform at their best. My Coaching Approach I am an ACC-certified coach with the International Coach Federation (ICF), a Climate Change Coach, NBI Practitioner, and Whole-Brain Coach. My coaching approach combines with the science of well-being and neuroscience. I focus on empowering CEOs, managers and employees to embrace change, take ownership of their challenges, navigate uncertainty with confidence and adopt solution-oriented thinking. My perspective as a Climate Change Coach further allows to guide leaders and teams in adopting sustainable, forwardthinking strategies that align with both environmental and organizational goals. I also coach those who, due to circumstances such as natural disasters, are forced to make major changes, to adapt and discover solutions in a new environment. RAKEL BALDURSDÓTTIR Coaching Inspired by Earth LIFE AND BUSINESS COACH OF THE YEAR It‘s time to rethink about how we think about things. CEO Today Executive Coaching Awards 2024 - ICELAND - - 23 -
WOMEN LEADERSHIP DEVELOPMENT AND WELL-BEING EXECUTIVE COACH OF THE YEAR ZORAN M. PAVLOVIC MD CEO of Heruka Lifesciences & Health Innovations WEBSITES: herukahealthinnovations.com/solutions instituteofcoaching.org/users/zoran-m-pavlovic-md-0 EMAIL: heruka.innovations@gmail.com CONTACT A Visionary Expert in Shaping Women’s Leadership Success in Life Sciences Organizations Dr. Zoran M. Pavlovic is a psychiatrist with over 30 years of experience in clinical research, pharmaceuticals, mental health and consultancy on psychiatry and neurology drug development and seven years of experience in leadership coaching, training and mentoring. He earned his MD and Board Certification in Psychiatry from the School of Medicine, University of Belgrade, Serbia. Additionally, Dr. Pavlovic is a certified wellness and recovery coach by the Academy of Executive Coaching and certified executive coach by the Henley Business School. He also holds the International Coaching Federation (ICF) ACC credential. He is also a Fellow at the Institute of Coaching, McLean, Affiliate of Harvard Medical School. His expertise extends into the corporate and life science sectors, where he offers exclusively designed CEO Today Executive Coaching Awards 2024 - SERBIA - - 24 -
leadership coaching programs for aspiring and current women leaders. Among these is his flagship 4H SWELL (States of Wellness) Well-Being and Self-Care Women Leadership Development Program, which emphasizes women leaders in the life sciences well-being across four key dimensions: Happiness and Life Satisfaction, Health (Physical and Mental), Financial Health and Well-Being, and Inner and External Harmony. Dr. Pavlovic has also created several branded, womenonly leadership development programs including HEALS4ME, focusing on building holistic, entrepreneurial, agile, and self-leadership mindsets, and the LEAD-STYCSKILLS program, which supports development of authentic and positive leadership styles and enhances. essential leadership competencies and skills. He is the inventor of the 4S (stages) Leadership Development Mind Map a four-phase program. Each phase is carefully crafted to ensure holistic growth and long-term impact: Step 1: Highly Interactive Training: This phase delivers immersive, interactive training sessions that lay foundation for leadership competencies and skills focusing on practical applications and immediate engagement. Step 2: 1-1 Coaching and Mentoring: The participants receive individualized support tailored to their unique challenges and aspirations through personalized coaching and mentoring, fostering deeper insights and leadership confidence. Step 3: Self-Coaching and Self-Mentoring: In this self-guided phase, participants develop self-coaching and selfmentoring skills, empowering them to sustain their growth proactively and independently by practicing selfreflection, journaling, and self-motivation. Step 4: Micro-Training, Micro-Coaching, and MicroMentoring: To ensure the program’s long-term effectiveness, this phase provides ongoing, bite-sized coaching, training, and mentoring sessions customized for specific upcoming challenging situations in the workplace. These micro-interventions reinforce learning and support continuous leadership development well beyond the program’s end. This phased approach ensures that participants not only gain specific leadership mindsets, competencies, and skills but also integrate, maintain, and enhance them, thus boosting their long-lasting success and progress so they can thrive in their leadership careers. With over a decade of meditation practice and training on the Mindfulness tools at the Center for Mindfulness Medical Center University of Massachusetts, Dr. Pavlovic integrates contemporary secular with ancient Buddhist mindfulness practice. This holistic method addresses individual and organizational challenges, fostering grit, resilience, self- and other compassion and growth mindsets. Dr. Pavlovic consults with organizations specifically on management of the chronic stress and burnout prevention. He is an expert in the field of neurosciencebased training, coaching, self-coaching and mentoring and serves on the editorial boards of esteemed journals like Innovations in Clinical Neuroscience and Neuropsychiatric Disease and Treatment. As an accomplished writer, Dr. Pavlovic shares insights on platforms such as Forbes Coaches Council, Life Science Leader, Brainz Magazine and Institute of Coaching McLean Affiliate of Harvard Medical School. Through his company, Heruka Lifesciences & Health Innovations, he continues to transform the lives of high potential female employees (HIPOs), emerging, first-time and senior women leaders in the lifesciences industry. CEO Today Executive Coaching Awards 2024 - SERBIA - - 25 -
June Boyle is an experienced executive coach and consultant, and the founder of Skye Change Practice. With over 30 years in HR and organisational development, her career was shaped by transformative experiences at BP, where she collaborated with top strategists and thought leaders. This exposure inspired her passion for coaching and consultancy, focusing on leadership and organisational change. Through Skye Change, June helps global clients navigate disruption and foster sustainable growth. She prioritises collaboration, co-creation, and long-term partnerships, enabling leaders and teams to adapt, learn, and thrive in today’s rapidly changing business environment. June Boyle has given us an insight into her career and her approach, allowing us to understand what it takes to be an executive coach and consultant. www.skyechange.com CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 26 -
JUNE BOYLE Founder of Skye Change Practice June, what was it about coaching and consultancy which drew you in, when did you decide this was something you could make an impact with? My coaching and consultancy practice grew out of many years working with world-class practitioners in the field of organisation and strategic business development. My experience in BP was pivotal. This was an organisation that needed to reset it’s future and brought some of the best thinkers, strategists, consultants and thought leaders in the field into the organisation. I had the opportunity to train, learn and partner with many of these key figures as BP embarked on a major transformation of the company over multiple years. It opened the whole field of what it meant to focus on organisation development, culture, knowledge management, being a learning organisation, coaching and developing leaders to be more effective in delivering breakthrough results. It widened my horizons and helped me realise that coaching and consultancy would be a key part of how I would operate as a leader in the future. It helped me to realise that the only key differentiator in an organisation of any shape or size are its’ people and supporting them to navigate change, learn and grow in response to the ever-changing environments and complexity we face in the world. As the Founder and managing director at Skye Change Practice, how did your 30 years of experience help you create a successful platform to support more organisations reach genuine business success? Having experienced a wide range of global organisations, not for profits and charities, each facing major challenges, disruption to their purpose, business models, products and services, it became increasingly clear to me that it required building relationships and numerous conversations through partnering and a process of co-creation for new and innovative pathways to take form. The ability to listen and meet the organisation where it was, deeply understand the context of the organisation and its environment – including what it exists for, building appreciation of the challenges ahead would be essential elements of what it takes to navigate future sustained future success. Can you tell us about the work at Skye Change and the team you have built to create services that aid organisations in a variety of ways? When Skye Change was formed in 2011 it was about something I loved and some I do. The Skye part is based on the Isle of Skye which evokes embodied energy, an HR, MANAGEMENT CONSULTING & ORGANISATION DEVELOPMENT COACH OF THE YEAR CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 27 -
CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 28 - amazing ecology and space to think and breath. Change is a constant and demands ever increasing amounts of time, mindset shifts and embodied energy of leaders and their organisations to be able to deal with ever increasing complexity to meet the needs and demands of their environments in a post-conventional way. The team I have built has been achieved through relationships and networks. Primarily through seeking out and collaborating with independent like-minded souls who share a similar passion for change and are committed to supporting organisations who chose to develop their leaders and teams to grow, learn and adapt in response to an evolving world. My practice has been built through long-term engagements with several independent and mutually sustaining partnerships over the years. My practice includes operating as a non-executive director, senior management consultant, executive coach, programme director, faculty member, adviser and associate. My partnerships and fellow travellers include Case Leadership, Neish, Wondrouspeople, Holoschange, Renewal Associates, Resident Coach, Presence Based Coaching, Forton Group, SchoolforCEOs and my own independent work as a consultant and executive coaching practice where I have been recommended or known to the senior leaders across multiple sectors, charities and not-for-profits internationally. Teaching and Learning has been a major part of my practice and career, including completing 12 years as a non-executive director and chair of court at Edinburgh Napier University (No.1 Modern University in Scotland). How do you measure a client’s success, and do you work with a specific approach? Typically, the work is measured by evaluation, observation, feedback, impact and whether the coaching goals were accomplished. Within my coaching practice it will include the co-creation of a context, a project for coaching (a commitment) and a curriculum (coaching outcomes) of learning, experiments and practice as part of the coaching relationship. Regular check-ins and mid-point reviews in the coaching process are a key feature. Measurement will typically include the use of 360 feedback tools, other forms of leadership and psychometric assessments, line manager, board and team feedback to understand how the client occurs for others. Larger client interventions will often include other forms of learning evaluation methodologies especially on multi-year projects including the Kirkpatrick Model, surveys, independent audits, focus groups, interviews, post assessment learning, retaking 360 assessment tools to calibrate change, for example the Leadership Circle Profile. June is incredibly incisive, she uses her incredible experience to know what the issue is before you do! This means that June can help unravel a situation and show you the best route forward and how to ensure that you take the learning with you for future events. June has a particular ability to converge the theoretical principles with a clear perspective on a live experience and nudge you to the right conclusion. June even navigates the process so that you are left thinking that you came up with the answer yourself - a humble genius! Senior Marketing & Partnership Executive. TESTIMONIAL
CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 29 - What is the benefit of implementing change programmes across HR and how does this benefit the organisation? HR is typically the catalyst and change agent within their organisations – often they are responsible for initiating the change and ongoing development of the strategic people initiatives, company leaders and culture. They take responsibility for identifying the external partners/ experts to support the organisation’s readiness and capacity to deliver change aligned to future organisational state and performance outcomes. The main benefits are that HR can provide the rich context and history regarding how the organisation has approached change previously and what it will take to effectively deliver the benefits for the organisation in the future. HR typically sees the bigger picture and can set the context as both the business partner and trusted adviser to the leadership teams and their boards. The HR function also supports the case for change and are pivotal in helping to frame and shape the tone and listening into the organisation. Whilst they might not always claim to be the deep experts, they are the “sensemakers” working across all levels of leadership. We often
CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 30 - use the term “be the change you want to see” mostly the HR functions also “do the change”. They are key influencers, shapers and advocates, and they can coach and counsel the organisation for the need to go on the journey of change and development. Change programmes are about people and involve changing operating models, employment policies and practice, changing culture as well as supporting leaders and teams to build their capacity to drive “trans-form-ation”. To realise the benefits of change means that HR is critical partner throughout the change process and journey. Can you share a story or example of a particularly impactful coaching experience that reaffirmed your passion for this profession? The impact of coaching through my client work is more general than a specific story. I am extremely passionate about this profession, and I enjoy working with all the clients and organisations that I have engaged with whatever context they bring to the coaching by helping them to be more embodied, successful and fulfilled. The coaching is particularly impactful when clients are curious to learn more about themselves and move towards their learning edges, reap the rewards of new insight(s), build greater self-awareness, are able to let go of self-limiting beliefs, begin to shift their mindsets to being more creative than reactive, wrestle with their conflicts, are willing to experiment and try new habits and practices and commit to work through the conversations that are often missing in their key relationships with others. Can you tell us more about your contribution to leadership teams? Leadership teams are a key unit of performance in organisations. Leveraging the power of team performance and culture, who are purpose-led and uniquely placed to deliver the business outcomes and sustained success, is key. Developing teams that can work within the strategic context with the skills to adapt, innovate and modify to cope with the level of disruption, complexity and pace of an ever-changing world is critical. My contribution has been to work alongside the leader and their teams over a period (often 12-18 months) to support their ongoing development and growth. Typically, my approach is to ensure the work of the team is supported by incorporating tools and frameworks that will support the team’s overall performance and effectiveness. This will include both individual and collective work with these leaders. What or who is it that inspires your work as a coach? I am inspired by the impact that learning, growth and development can have on all our lives especially when the context demands it or is ready for some form of change. I feel hugely privileged to have this opportunity to contribute through my work as a coach and consultant with such diverse individuals, teams and organisations. I have been working with June for just over a year now and I believe the wise counsel and support she has afforded me has made a significant difference to the way that I now ‘show up’ as a leader at Lockton. Relationships built and bonded through trust and candid conversations are at the very heart of how I do business and I have a kindred spirit in June. Lorraine Boyle, Partner Mid Market Professions. TESTIMONIAL
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CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 32 - Contact: Dr. Rana Al-Falaki Tel and WhatsApp: +44 7812595264 Email inspireme@nail-it.uk Websites: www.ralfalaki.com www.nail-it.uk NAIL-IT offers a comprehensive and practical approach to empowering professionals, executives, and business owners to succeed in all aspects of life.
CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 33 - RANA AL-FALAKI Founder of NAIL-IT Dr. Rana Al-Falaki is a renowned figure in the health and performance industries, with her entrepreneurial journey extending beyond healthcare through her company, NAILIT. While financial and business success can be goals, Dr. Al-Falaki emphasizes that there is far more to life than just money. Her focus is on creating a deeper state of flow and inner fulfilment, which serve as true drivers for success of professionals, executives, and business owners. NAIL-IT’s coaching and training are built on three pillars: maximizing potential, minimizing stress, and mastering leadership. These principles provide organizations and professionals with a comprehensive approach to personal and professional growth. NAIL-IT combines motivational techniques, strategic planning, biologic health and behaviour shifts and emotional intelligence delivered through coaching, workshops, speaking engagements, and immersive events. Dr. Al-Falaki ensures an engaging experience by blending challenge with fun. What sets NAIL-IT apart is her unique perspective as a pioneering clinician, disruptor, coach, speaker, author, and mother. With a scientific background and multiple awards, her methods carry credibility and rigor. The programs focus is on six key elements: Needs, Attitude, Integrity, Limitless, Intuition, and Tangibility. Through NAIL-IT, Dr. Al-Falaki has built a platform for sustainable transformation, empowering professionals to thrive. The company’s personalized and empathetic approach has garnered attention, making it a sought-after resource for lasting change. Maximizing Potential: NAIL-IT’s primary goal is to help professionals realise their full potential. Whether advancing in a career, improving relationships, or setting life goals, Dr. Al-Falaki provides strategies that empower them to achieve more than they ever thought possible. Minimizing Stress: Stress management is a key focus at NAIL-IT. Dr. Al-Falaki’s research and personal experiences shape original techniques for reducing stress and sustaining energy, resulting in a state of sustained productivity and balance. Mastering Leadership: Leadership training at NAIL IT focuses on emotional intelligence, decision- making, and inspiring others. Dr. Al Falaki’s programs foster self-awareness, confidence and productivity, helping professionals become impactful and effective leaders in any setting. By integrating these three elements, NAIL-IT offers a comprehensive and practical approach to empowering professionals, executives, business owners and teams to succeed in all aspects of life. PROFESSIONAL TRAINING & COACHING SERVICE OF THE YEAR 1 2 3
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