7 MORE Questions on Leadership with Nancy Alhyari
- ryogesh88
- May 14
- 6 min read

Name: Nancy Alhyari
Title: Founder of Thrive Thru Coaching & CFO of Bella & Bella Productions
Organisation: Thrive Thru Coaching LLC
Nancy Alhyari, founder of Thrive Thru Coaching and CFO at Bella & Bella Productions, combines leadership and coaching to empower individuals and promote women in business. Her work spans from enhancing coaching standards in Jordan as an influential ICF Board Member to fostering innovation and potential in education and entrepreneurship. Nancy's commitment to transformative growth and her vision for a coaching culture in organizations reflect her dedication to driving positive change and nurturing future leaders.

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 Nancy'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?
I believe that building trust as a leader involves embracing transparency and authenticity in every interaction. By presenting 'the whole me' in conversations, I can foster a culture of openness and honesty, encouraging employees, customers, and stakeholders to reciprocate. Being open about challenges and decisions, and truly listening to others' perspectives, enhances mutual respect and understanding.
I find that this approach not only strengthens relationships but also contributes to a positive organizational culture and sustainable growth, as it's rooted in showing vulnerability and integrity, fostering a culture of trust and openness.
2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?
To me, 'VISION' and 'MISSION' are the guiding forces, the compass that directs my decisions and actions, especially during challenging times. They anchor my leadership and inform me of the difficult choices I may face, ensuring alignment with core values. The first step I took in establishing my business was to articulate these principles clearly in writing, providing a foundation of clarity from the outset.
In practical terms, the vision, mission, and core values drive the planning, goal-setting, and foundational culture within my companies, shaping every aspect of our operations and guiding us toward our long-term objectives.
3. How can a leader empower the people they're leading?
A leader can empower their team by adopting a coaching mindset, which involves recognizing that every individual possesses innate resources and potential. By granting team members autonomy, encouraging creativity, and viewing them as partners rather than subordinates, a leader can foster a collaborative and innovative environment. This approach not only enhances individual growth but also contributes to the collective success of the organization.
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?
My leadership style is not the product of traditional mentorship but rather a mosaic of insights gleaned from a multitude of interactions and experiences. I've always believed in the power of learning from everyone around me, whether through direct collaboration, observation, or even casual conversations. For instance, my first manager taught me the critical importance of not making assumptions, which has led me to value open dialogue and continuous inquiry within my team. This lesson was not through formal mentorship but through the day-to-day experiences and challenges we navigated together.
Similarly, my work with a leader in the Ministry of Education, UAE, exposed me to the profound impact of empathy in leadership, further shaping how I connect with and support my team members. This was not through a structured coaching relationship but through shared projects and mutual exchanges of perspectives.
Even moments spent with my cousin's children, observing their resilience and optimism when playing games -‘it’s okay, I’ll win next time”- have contributed valuable lessons to my leadership approach, reminding me of the importance of perseverance and a positive mindset in the face of challenges.
Thus, my leadership style has been shaped by a rich tapestry of interactions, each person and experience contributing a unique thread to the overall picture. This approach to learning and growth speaks to my belief in the value of diverse perspectives and the collective wisdom that emerges from a multitude of voices and experiences. It's this inclusive and adaptive approach that defines my leadership, born not from a single source of guidance but from a willingness to learn from every encounter and every individual along my journey.
5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?
100%. I've found that leadership often involves making strategic choices about where to direct my energy and attention, and where not to. Here are a few strategies I employ to maintain focus:
1. Clear Prioritization: Each week, I begin by setting clear priorities that are aligned with our team's goals and the wider company objectives. This allows me to remain focused on jobs that provide the greatest value and ensures that I am working on projects that are consistent with our strategic objectives.
2. Delegation and Trust: Knowing when to assign responsibilities and to feel comfortable about it is a must for me. By delegating work to talented team members, I not only empower them but also free up my time to address higher-level strategic challenges. For me to stay focused on the areas where I can have the most influence, I need to have this trust in delegating.
3. Time for Reflection and Planning: This allows me to step back from the day-to-day tasks, evaluate progress, and adjust the course if necessary. These moments of reflection are important for maintaining a clear, focused vision.
4. Limiting Distractions: In today's digital era, distractions are abundant (Insta reels are my rabbit hole). I intentionally restrict these disruptions by scheduling times to read messages by keeping my phone away and employing the saying ‘out of sight, out of mind.
With these strategies, I maintain a focused approach, ensuring that I'm dedicating my efforts to what truly matters.
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?
One challenge I've faced is effectively visualizing the 'time horizon,' essential for strategic planning. Despite exploring numerous tools, none fully satisfied my need for clear visuals and comprehensive planning across various time frames. This led me to create a personalized, matrix-style time management system, featuring a distinctive blend of visual cues and color coding. It started with recognizing the importance of setting time milestones, at 5 years, 3 years, 1 year, and 1 month, to clearly map out and plan for future developments.
Here's a short rundown of how it works: Starting with a comprehensive 5-year plan that outlines the overarching vision and long-term goals, with each year highlighted in different colors to indicate focus areas. This sets the stage for identifying key milestones and strategic paths. From this broad outlook, I break down these goals into detailed annual objectives, each color-coded to align with the 5-year plan, forming a cohesive visual roadmap. Monthly steps then distill these objectives into actionable tasks, with the matrix's color scheme providing clarity on progress and upcoming tasks. Weekly tasks, also detailed in the matrix, ensure alignment with both monthly and annual goals, maintaining focus on immediate priorities while contributing to broader objectives. This approach keeps me organized and focused and allows me to quickly assess progress and adapt to changes.
Side note: For those curious about why I chose a 5-year plan instead of just focusing on the immediate year, the reason isn't as strategic as one might think. In fact, it's more serendipitous. At 19, while navigating my way through an electrical engineering degree in Jordan—a commitment that spans five years—my mind, perhaps in search of some sense of order, naturally gravitated towards this timeframe as a planning benchmark. It's amusing, really, how our minds pick up these patterns, isn't it?
7. What advice would you give to a young leader who is struggling to delegate effectively?
To the aspiring leaders out there, remember this: Leadership isn't a solo journey, nor is there a one-size-fits-all approach to tackling tasks. Embrace the diverse perspectives and strengths your team brings to the table—even if they differ from your own methods. Here's a nugget of wisdom I wish I'd grasped earlier: The art of delegation is your best ally.
It’s always a good practice to begin with reflection on how you assign tasks and seek candid feedback from those you trust—mentors, peers, or your team. Such insights are gold, highlighting areas for improvement in your communication, task alignment with individual strengths, or the level of independence you grant.
Trust is the cornerstone of effective delegation. Show faith in your team's capabilities; this not only empowers them but also nurtures a culture of growth. Clarity is key—be explicit about what needs to be done, the resources available, deadlines, and any specific guidelines. This approach eradicates confusion and sets everyone up for success.
And when it comes to task assignments, do it with intention. Align responsibilities with your team members' skills and their eagerness to grow. This strategy not only boosts efficiency but also ensures your team feels appreciated and integral to the project's success.
By adopting these strategies, you'll not just become adept at delegation but also foster a thriving environment where both you and your team can excel. Remember, leadership is as much about guiding others as it is about facilitating their success.
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