In this insightful conversation, we speak with Ghaya AL Barwani, a Master Certified Coach from the Sultanate of Oman, who has dedicated her career to transforming organizational culture, teams, and leadership in the Arab world. Driven by a deep belief in the power of people-centric cultures, Ghaya blends Western coaching methodologies with Eastern philosophies to address the unique challenges faced by organizations in the Middle East. From fostering empathy and resilience in teams to navigating cultural nuances and balancing tradition with modernity, Ghaya shares her transformative approach and the impact of her ÒResults with HeartÓ program. Her inspiring journey offers invaluable lessons for leaders, teams, and aspiring entrepreneurs alike.
What inspired you to specialize in Organizational Culture, Team, and Leadership coaching in the Arab World?
My inspiration stems from a deep-rooted belief in the transformative power of people-centric cultures where both human connection and high performance thrive, and to empower leaders to lead with empathy while still achieving exceptional results.
Growing up and working in the Gulf Region, I witnessed the unique cultural nuances and challenges that organizations often face. I wanted to bring my passion for leadership and team dynamics here, where I belong and where a balance between tradition and innovation is critical.
I've always been driven by a deep sense of joyful curiosity about how organizations function at their best and were drawn to the opportunity to leverage my corporate and coaching expertise to help leaders and teams unlock their full potential, fostering a culture of collaboration, innovation, and purpose. I aim to bridge the gap between traditional leadership strategy-based approaches and modern, people-centric practices and culture-based approaches that foster a culture of empathy, compassion, and high performance.
How do you approach helping organizations and teams overcome the unique challenges in the Middle East?
I employ a holistic approach that combines Western coaching methodologies with Eastern philosophies and cultural sensitivities. By incorporating my ÒRESULTS with heartÓ formula, which blends high-performance coaching with deep empathy and compassion, I help organizations and teams develop a people-first mindset where emotional intelligence and cultural sensitivity are the key drivers of success. The open communication and dialogue to align organizational goals with personal values allows the leadership and teams to navigate their organizational and region's specific challenges. These include balancing tradition with modernity, navigating geopolitical complexities, and fostering a diverse workforce. I always support my clients in their journey to tailor their strategies to address these needs effectively. I focus on building trust, fostering open communication, and empowering individuals and teams to come together to overcome obstacles and achieve their goals.
For example, a common challenge faced in the organizations I have worked with is in respecting authority and seniority, and balancing it with honoring age and familial relationships while ensuring that organizational goals and objectives are accomplished in the highest and best way for the community at large. Maintaining tradition, humanity, and diverse thought processes while keeping the end in mind is the cornerstone of my approach.
Can you share an example of how your ÒResults with HeartÓ program has transformed a team's journey?
One transformation stands out. I worked with an Executive Management Team struggling to meet performance targets amidst internal conflict and low morale. Through my ÒResults with HeartÓ program, we first focused on identifying a clear, unified purpose and rebuilding trust and compassion within the team. By re-establishing a unified focus and creating spaces for open dialogue and emotional connection, the team began to collaborate more effectively. They were able to not only exceed their targets but also cultivate a culture of support and empathy, which led to sustained performance growth and personal satisfaction among team members cascading into the rest of the organization. Even after discounting all the factors that contributed to the success of the Executive Management Team, the direct, indirect, and opportunity costs of the time spent on the program, the return on investment for the organization was over 700%.
What are the key qualities that make an effective organization and team in today's business landscape?
In today's fast-paced and ever-evolving business world, adaptability, emotional intelligence, and alignment between individual and organizational goals are crucial. Effective organizations and teams are those that can foster collaboration while being agile enough to respond to change. Empathy and clear communication are vital in ensuring that every team member feels valued and engaged. Moreover, a strong sense of purpose, both for the organization and the individuals within it, creates a powerful drive toward success. If I were to put them in bullet form for ease of reference, an effective organization and team in today's business landscape must possess the following qualities:
Purpose-driven: A clear and inspiring mission that resonates with all members and keeps the community in focus.
Empathetic: A culture of understanding, compassion, and respect for individuals.
Resilient: The ability to adapt to change, overcome setbacks, and learn from challenges.
Innovative: A mindset that encourages creativity, experimentation, and continuous improvement.
Collaborative: A strong sense of teamwork, cooperation, and shared responsibility.
Words are easy, investing the time and energy to make sure that these are felt, expressed and lived across the organization are key.
How do you integrate empathy and compassion into organizational and
team culture?
Empathy and compassion are not just Ònice to haveÓ soft skillsÑthey're business-critical and research has found that organizations that focus on people-centered metrics outperform their competitors in the market. I work with organizations to create a culture where employees feel valued, supported and empowered to bring their authentic selves to work. This starts with listeningÑtruly understanding the needs, motivations, and challenges of each individual. I also integrate mindfulness and emotional intelligence practices to cultivate a deeper sense of connection through active listening exercises, empathetic stakeholder mapping, and other tools and activities that enable transformation. When leaders model these qualities, it creates a ripple effect, transforming the entire organizational culture into one that prioritizes human well-being alongside business success. The impact of all these can be cataloged and measured through cultural and team effectiveness surveys that help leaders quantify and enhance their empathy and compassion within their sphere of responsibility.
What are the common challenges you observe in organizations undergoing transformation, and how do you guide leaders through these changes?
One of the biggest challenges is resistance to changeÑpeople are naturally uncomfortable with uncertainty and can feel threatened by the unknown. Leaders also struggle with balancing short-term performance pressures with long-term cultural shifts. I help leaders reframe change as an opportunity for growth rather than something to be feared. By developing a clear vision and fostering open communication, I guide them to lead with empathy, ensuring their teams feel supported and valued throughout the transition.
How do you foster resilience and cohesiveness in teams, especially
when they face setbacks?
Resilience comes from a combination of self-awareness, emotional intelligence, and a strong sense of purpose. When teams face setbacks, I encourage them to pause, reflect, and learn from the experience rather than react impulsively. Through my coaching, I help teams build trust and psychological safety, where individuals feel comfortable expressing concerns and failures without fear. This involves being open about what went wrong and, more importantly, celebrating and learning from successes, which can sometimes be more helpful and impactful for the team. This openness fosters greater collaboration, mutual support, and a shared commitment to overcoming obstacles together and, as such, fosters cohesiveness.
What advice do you have for other Arab women looking to transition from executive roles to entrepreneurship?
My advice is to embrace your inner ambitions and superhero! Trust that your leadership experience has equipped you with invaluable skills, and then allow yourself to grow into your new identity as an entrepreneur. Get focused on the RESULT you want, stay curious, and don't be afraid to step out of your comfort zone. Surround yourself with a supportive network of like-minded leaders and entrepreneurs while investing in your personal and professional development. Most importantly, lead with heartÑyour unique perspective, especially as an Arab woman, is your strength within the region and globally.
How do you stay current with trends in leadership and management consulting, and how do you apply these to your coaching methods?
As a coach, I am naturally a life-long learner who is driven by joyful curiosity. I continuously engage with global thought leaders in leadership, organizational development, and alternative healing. I also integrate cutting-edge research in mental fitness, emotional intelligence, and team dynamics. By attending industry conferences, participating in mastermind groups, and working closely with diverse clients, I ensure that my coaching methods evolve with the latest trends while staying grounded in my core philosophy of ÒResults with Heart.Ó
