Name: Abdulaziz Al-Roomi

Title: HR Leader and Best Selling Author

Organisation: Boubyan Bank Group

A visionary HR Leader and Executive Coach with 20+ years of professional cross-industry experience covering retail, petrochemical, engineering, oil and gas, logistics, IT, F&B, banking, and other sectors.

Has a demonstrated history in managing HR departments for global organisations, developing leaders of the future, supervising multi-million-dollar financial budgets for strategic business transformation initiatives, and adding efficiency to complex organisational processes.

Qualified Executive Coach who has a passion for coaching and mentoring senior professionals. Has a proven record of +3000 hours in empowering individuals to progress through challenging company ranks through tailored and bespoke 1:1 career advisory and coaching.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Abdulaziz's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

As a leader, building trust with employees, customers, and other stakeholders is foundational to long-term success and strong relationships. Here's how I approach it: Open and Transparent Communication: I prioritize clear, honest communication. I keep employees informed about company goals, changes, and expectations.

For customers, I ensure they receive timely updates on products, services, and any issues. With stakeholders, I provide consistent insights into the company's performance and strategic direction.

Consistency and Reliability: I ensure my actions align with my words. When I commit to something, I follow through. Consistency in decision-making and behavior reinforces reliability, which is critical to trust.

Empathy and Active Listening: I strive to understand the perspectives and concerns of all parties. Whether it’s an employee’s career aspirations or a customer's feedback, showing that I care and am willing to listen strengthens relationships and builds trust.

Accountability: I take responsibility for my actions and the outcomes of my decisions, both positive and negative. Being accountable demonstrates integrity and fosters an environment where others feel comfortable doing the same.

Empowering Others: I empower employees to make decisions and take ownership of their work, which builds their confidence and trust in me as a leader. Similarly, I seek to give customers solutions that meet their needs and support stakeholders in achieving shared goals.

Lead by Example: I demonstrate the values, ethics, and behaviors I expect from others. This helps create a culture of mutual respect and trust, where employees, customers, and stakeholders can see my commitment to the company’s values.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

Vision and Mission are both crucial to the direction and success of a business. They provide purpose, clarity, and a framework for decision-making. Here's what they mean to me and how they translate into real-world business actions:

Vision: A Vision is a future-oriented statement that defines what an organization aspires to become. It outlines the long-term goals and the impact the company wants to have on its industry, community, or the world at large. A vision serves as the guiding star for the organization, providing inspiration and focus.

Real-World Application: A clear vision helps align the efforts of all employees, ensuring that everyone understands the big picture and works toward a shared future. For instance, if the vision is to become the leader in sustainable technology, every decision—from product development to marketing strategies—should keep sustainability at the forefront. It's also a motivator for stakeholders, investors, and customers who are looking to align with a company that shares their values and ambitions.

Mission: A Mission is a statement of the company’s purpose in the present. It defines what the company does, who it serves, and how it delivers value. While the vision is aspirational, the mission is practical, outlining the steps the company is taking to make that vision a reality.

Real-World Application: A mission is used daily to guide decision-making. For example, if the mission is to provide affordable healthcare to underserved communities, the company's business strategies, marketing efforts, and partnerships will focus on accessibility, affordability, and community outreach. It helps to prioritize resources and set clear goals. A mission also ensures that all team members understand their roles in achieving the company’s objectives, making it easier to measure progress.

Bringing Vision and Mission into Action: In practice, both the vision and mission influence the company's culture, operations, and strategies. Vision helps in setting long-term goals, driving innovation, and inspiring the workforce. It’s about staying focused on where the company is headed and maintaining consistency across all actions.

Mission drives day-to-day operations and decision-making. It ensures the business delivers value to customers and stakeholders while maintaining the company’s values. In summary, a vision is where the company aims to go, and a mission is how it will get there. Both need to be communicated clearly and embedded in the company's culture and strategy to effectively guide business actions and decisions.

3. How can a leader empower the people they're leading?

Empowering people as a leader is about giving them the confidence, resources, and support to take ownership of their work, make decisions, and contribute to the organization’s success. It involves fostering an environment where individuals feel valued, trusted, and capable of achieving their full potential.

Here's how a leader can empower their team:

1. Delegate Authority and Responsibility

2. Provide Clear Expectations and Goals

3. Encourage Continuous Learning and Development

4. Foster a Culture of Trust and Transparency

5. Recognize and Celebrate Contributions

6. Encourage Collaboration and Teamwork

7. Provide Constructive Feedback

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

There are many examples of coaches and mentors who have impacted my leadership style and overall, my life preceptive.

It was interesting that I learned to be tougher from my lady manager, while becoming more empathetic from another male manager. Such experience helped me to view a person with minimum bias and prejudgment.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Maintaining focus as a leader is essential for both personal effectiveness and the success of the team or organization. Leadership often requires discipline in terms of what you don’t do, just as much as it does in terms of what you do.

Here's how I maintain focus in my role:

1. Avoiding Micromanagement

2. Saying No to Non-Essential Tasks

3. Avoiding Over-Commitment

4. Avoiding Decision Fatigue

5. Avoiding Distractions

6. Staying Aligned with the Vision

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

My approach to planning for the week, month, and years ahead is structured, yet flexible enough to adapt to changes as they arise. Here’s how I plan for each time frame:

1. Weekly Planning: Focus on Priorities and Execution.

Each week, I start by setting clear, actionable goals that align with broader objectives. My weekly planning focuses on execution, maintaining momentum, and addressing immediate priorities.

2. Monthly Planning: Review, Adjust, and Anticipate

Monthly planning is about assessing progress toward long-term goals, adjusting strategies, and ensuring we stay on track. It’s a time for reflection, course correction, and forward-looking focus.

3. Long-Term (Yearly) Planning: Strategic Vision and Sustainable Growth.

Yearly planning is about setting the vision for the future, anticipating long-term challenges, and identifying growth opportunities. This is where strategic goals and company-wide initiatives are defined and reviewed.

Adaptability and Flexibility: While planning is essential, I also recognize the need for flexibility. In leadership, external factors such as changes in the market, new opportunities, or team dynamics can require quick adjustments. That’s why I make it a point to review and adapt my plans regularly, staying agile and open to change. I encourage my team to embrace this adaptability, as it’s a vital trait for long-term success.

7. What advice would you give to a young leader who is struggling to delegate effectively?

My advice would be rooted in the understanding that delegation is not a sign of weakness—it’s actually a sign of strength and trust. Effective delegation is essential for scaling your impact and ensuring the success of your team. Here are some key pieces of advice to help you delegate more effectively:

1. Recognize the Power of Trust.

Trust your team’s capabilities. They might approach tasks differently than you would, but that doesn’t mean they’re doing it wrong. Give them the freedom to succeed (and fail), and be there for guidance, not control.

2. Clarify Expectations.

One of the biggest barriers to effective delegation is a lack of clarity. When you delegate, ensure you’re clear about what needs to be done, why it matters, and the expected outcome. This helps eliminate any confusion and gives the person you’re delegating to a sense of purpose and direction.

3. Start Small and Build Confidence.

If you’re new to delegation, it’s helpful to start with small tasks that won’t be overly overwhelming for you or your team. As you gain confidence in the process, you can gradually delegate more complex or higher-stakes tasks.

4. Empower Your Team, Don’t Micro-Manage.

A common mistake in delegation is micromanaging. Once you’ve delegated a task, step back and allow the person to take ownership. Interfering too much can lead to resentment and undermine the confidence of your team members. Instead, be available for support, feedback, and guidance when necessary.

5. Understand the Strengths of Your Team.

Delegation isn’t just about getting tasks off your plate. It’s also about matching tasks with the strengths of your team members. If you know someone excels at project management and another at creative thinking, delegate accordingly. This ensures that tasks are done efficiently and with quality, while also giving your team a chance to work in areas where they can shine.

6. Provide Opportunities for Growth

Delegation is not just about workload management; it’s about helping your team develop professionally. When you delegate tasks, offer opportunities for growth and learning. Even if it’s a task that might initially be outside of someone’s comfort zone, the experience gained from taking on new responsibilities is invaluable.

7. Reflect on Your Own Role.

Finally, take some time to reflect on why you’re struggling to delegate. Is it a lack of trust? Fear of mistakes? Or perhaps you’re still holding onto a belief that only you can do certain tasks well? Understanding the root of your reluctance to delegate is key to overcoming it.