Cultivating Confidence and the Effects of Mentorship in Action with Hala Abdel Wadood

From a distinguished career in strategic communications, public policy, and governmental affairs, Hala Abdel Wadood shares the challenges she faced as a female leader in an industry traditionally skewed toward male figures.

In the spirit of Women’s Month and International Women’s Day, Abdel Wadood, CEO of Moharram & Partners Firm for Public Affairs and Strategic Communications, Africa and the Middle East, sat down with Business Today Egypt to discuss her insights into balancing strategy and emotional intelligence, fostering trust, building confidence, and empowering women in business.

As a successful woman in several leadership roles, Abdel Wadood shares her strategies for developing confidence – a blend of experience, self-awareness, and continuous learning. Her emphasis on setting achievable goals, seeking feedback, and embracing both success and failure provides an in-depth perspective into the mindset of a seasoned leader.

 

You have achieved a lot as a woman and built an admirable and inspiring reputation. How were you able to defy stereotypes and biases to build such a strong career?

Thank you for your kind words! Defying stereotypes and biases often requires resilience, determination, and surrounding oneself with supportive individuals and professional mentors, which I was blessed to have throughout my career journey. Additionally, it's about staying true to oneself, pursuing passions, and consistently challenging societal norms and expectations.

 

What kind of challenges have you faced as a female leader in your industry, and how have you overcome them?

Throughout my career, I have seen significant shifts in perceptions and attitudes compared to when I first started. Earlier in my professional journey, particularly in government relations and crisis management, there was this idea that men were better suited or able to handle the job, and breaking through this stereotype was a challenge.

One experience that shaped how I lead was working with older men on my team. Managing individuals who were older than me needed a delicate balance of strategy and emotional intelligence, with the challenge being creating a collaborative atmosphere where trust and mutual respect could thrive without them feeling like I was bossing them around. 

I recognized the importance of fostering a sense of cooperation, making it clear that we were in it together as a team and that I genuinely valued their expertise. Building trust was key, allowing them to see me as a leader and a teammate. This approach enabled me to gain their trust and respect, as well as their confidence in my guidance.

To further overcome similar challenges, I've focused on building strong relationships, demonstrating competence, and advocating for diversity and inclusion in the workplace. Additionally, I've sought mentorship, cultivated my skills, and stayed resilient in the face of adversity.

 

As a successful woman in several leadership roles, how have you developed your confidence as a leader?

Confidence as a leader comes from a combination of experience, self-awareness, and continuous learning.

I've developed my confidence throughout the years by setting achievable goals, seeking feedback, and learning from both my successes and failures. Additionally, surrounding myself with a supportive network and maintaining a positive mindset have been crucial in bolstering my confidence as a leader.

 

What advice would you give to other women aspiring to reach similar heights in their careers?

My advice to aspiring women is to believe in yourself and your abilities, cultivate resilience, and embrace opportunities for growth. Seek out mentors and allies who can support and guide you, and don't be afraid to advocate for yourself.

Stay true to your values, be willing to take calculated risks, and remember that setbacks are simply stepping stones to success.

Above all, never underestimate the power of perseverance and determination in achieving your goals.

 

How have you used your position to advocate for gender equality and women's empowerment in the workplace?

As CEO of Moharram & Partners, I plan to utilize my position to advocate for gender equality and women's empowerment in several ways.

This includes promoting diversity and inclusion initiatives within the organization, ensuring equal opportunities for career advancement and leadership roles, and implementing policies that support work-life balance.

 

Additionally, I am actively supporting mentorship and sponsorship programs for women, participating in industry events and panels to raise awareness about gender equality issues, and fostering a culture of respect and inclusivity in the workplace.

Through leading by example and using my influence, I strive to create a more equitable and empowering environment for all employees.

 

Was there an experience/s that heavily influenced your leadership style as a female executive and leader? What were the major lessons that you learned and how do you apply them today?

A major influence on my leadership style was witnessing the impact of mentorship and sponsorship on my own career growth, which has taught me the value of paying it forward and supporting other women in their professional journeys.

Back when I was younger, I tended to underestimate my abilities. However, a mentor, who has been both a colleague and a friend, played a pivotal role in empowering and pushing me to meet and exceed my potential. It was a turning point in my career.

Having someone mentor me and consistently believe in my capabilities has truly been a blessing; the trust, empowerment, and encouragement to push through have been an influential part of my life, shaping the way I approach leadership.

Today, my plan is to prioritize mentorship and sponsorship initiatives within my organization, advocating for women's advancement, and providing opportunities for skill development and leadership training.

Overall, this has shaped my leadership style to be inclusive, collaborative, and supportive. I strive to create a culture where everyone feels valued and empowered to reach their full potential, regardless of gender or background.

 

How do you ensure gender diversity and equal opportunities for women in the hiring and promotion processes within your organization?

To ensure gender diversity and equal opportunities for women in the hiring and promotion processes within my organization, I implement several strategies:

Unbiased recruitment practices through utilizing blind resume screening techniques and structured interview procedures to mitigate unconscious biases during the hiring process. Our job postings emphasize our commitment to diversity and inclusion.

Diverse candidate pools by actively sourcing candidates from a wide variety of talent pools. Transparency about promotions and opportunities for growth by ensuring that decisions on promotions are based on merit, performance, and potential, rather than subjective factors.

Regular reviews and enforcing accountability. We regularly review our hiring and promotion processes to identify any disparities and take corrective actions as needed. Accountability measures are in place to ensure adherence to diversity and inclusion goals.

By implementing these strategies, we strive to create a workplace culture that fosters gender diversity and provides equal opportunities for women to thrive and advance in their careers.

 

Can you share some specific initiatives or programs that your company has implemented to support the professional growth and development of women?

At M&P, our commitment to empowering women is reflected in the numbers and initiatives we have implemented. Around 57% of our team are women, and in the senior positions – director and up – women hold 42% of those positions. Of course, this includes a female CEO – me.

In the world of public policy and governmental affairs, where things can be a bit biased towards men, we're actively pushing to empower our women. We get them involved in panels, interviews, and meetings with VIPs, ministers, and government stakeholders.

We also have a lot of age diversity in our company, with some as young as 25 years old. It's impressive to see them engage with CEOs, directors, and other influential figures, gaining confidence and valuable knowledge. So, it's been amazing to watch them get exposed to these experiences and grow.

Our senior members, especially the VPs, play a crucial role in empowering our team members. Through networking opportunities, attending conferences, mentoring, and other initiatives, we work to ensure that the knowledge and experience of our senior leadership are shared, promoting the team’s growth and development. It's all part of our mission to empower women at all levels in M&P.

 

 

What is your vision for the future of women in business, and how do you think we can create a more inclusive and equitable business environment for all women?

My vision for the future of women in business is one where gender equality is the norm, and women have equal access to opportunities, resources, and leadership positions.

To make this a reality and create a more inclusive and equitable business environment for all women, we must take concerted actions on multiple fronts:

1. Education and Awareness: We need to continue raising awareness about gender biases and stereotypes that exist in the workplace, and provide education and training on how to address them. This includes educating both men and women on the importance of gender equality and inclusive leadership.

2. Policy and Legislation: Governments and organizations must enact and enforce policies and legislation that promote gender equality, such as pay equity laws, parental leave policies, and anti-discrimination measures.

3. Leadership Commitment: Senior leaders must demonstrate a strong commitment to gender diversity and inclusion, both through their actions and their words. This includes setting diversity targets, holding leaders accountable for progress, and fostering a culture of inclusion on all levels of the organization.

4. Flexible Work Arrangements: Providing flexible work arrangements, such as remote work options and flexible hours, can help accommodate the diverse needs of women balancing work and family responsibilities.

5. Mentorship and Sponsorship: Mentorship and sponsorship programs play a crucial role in supporting the career development and advancement of women. Organizations should actively promote and support these initiatives to help women navigate their career paths and access leadership opportunities.

By taking these actions, we can create a more inclusive and equitable business environment where all women have the opportunity to thrive and succeed.

 

If you were a brand, which one would you be and why?

I won’t mention a certain brand, just to not be biased, but as I always highlight in my talks, every single person has a brand identity that she/he needs to develop and promote.

Just like with any organization or business, it is vital to have a clear brand identity – how you present yourself, your reputation, credibility, and value systems.

It takes a lot of effort, hard work, resilience, and persistence; however, it is even more important for individuals to create, strengthen, and promote a brand identity. This personal brand identity is one that people around you will link to your work ethic, value system, and reputation, and it is what will differentiate you from others.

If I were a brand, I would be aligned with one that represents innovation, curiosity, and a commitment to making information accessible to everyone. A brand that fosters a culture of continuous learning, creativity, and collaboration. A brand that values diversity and inclusion, and strives to create products and services that improve people's lives.

Likewise, I value innovation, learning, and inclusivity, and I seek to contribute positively to the world by empowering others and facilitating access to knowledge and opportunities.