Field Notes on Leadership and Organizations

There is a significant difference between knowing what we should do and being able to do it consistently. We often blame willpower when the real work is designing behavior that can repeat even when motivation drops.

From implementation intentions and habit stacking to how habits connect with the six stations of Ofuq: a practical guide to building habits that outlast enthusiasm.

Have you ever felt like a different person when speaking a language other than your mother tongue? The question is whether our personality has changed, or whether the new language has changed how much of it others can see.

From the experience of a friend rebuilding his presence in a new country, to why leaders should judge ideas and not only fluency, a look at language, identity, and giving people room to express who they are.

Some sports stories end with the final whistle. Others really begin after it. Looking at the Ronaldo and Jesus conflict through the lens of leadership raises a much bigger question: what happens when one member of a team becomes bigger than the institution around him?

From what trust really means between a leader and a high-influence individual, to why accountability has to work in both directions, to how organizations can build teams that do not depend on one star.

Some films entertain for a couple of hours and disappear. The Pursuit of Happyness stays with you, because it lets you experience the distance between where Chris Gardner is and where he wants to be, and what it actually takes to close that distance.

From the real meaning behind the misspelled title, to the basketball scene that defines the film, to why happiness can exist in the pursuit itself: a look at what the story reveals about preparation, responsibility, and self-leadership under pressure.

A graduate mentions prompt engineering during a training session, and it becomes a way into a bigger question: not whether AI will take our jobs, but how it will change the work we already do.

From what makes professional experience valuable when AI can answer in seconds, to why managers will need to rethink their role: what that conversation revealed about judgment, capability building, and the space that opens up when tasks get automated.

A new job, a new degree, a new habit: they all tend to start with more optimism than the effort actually requires. Then reality arrives, motivation drops, and we start asking whether the decision itself was wrong.

From the Valley of Despair to informed optimism: what a model built in 1979 still teaches us about telling a normal emotional dip apart from a genuine reason to change course.

Everyone at LEAP seems to have a goal: an investor looking for an opportunity, a founder looking for funding, a leader looking for ideas. The difference is whether you arrive knowing exactly what you are looking for.

From the panels I followed to the 30-second elevator pitch that opens the next conversation: why the real value of LEAP shows up only after you leave Riyadh.

The more I worked with them, the less I believed the answer was a list of generational traits. What mattered more was understanding the environment that shaped them, and asking how to build on what this generation already brings.

From attention management to co-designing the Ofuq Guide: what a genuinely multigenerational team looks like when nobody is asked to be a version of the same person.

I started to understand that the training, content, and activities are only part of the experience. The strongest impact happens in the people you meet, the differences you live, and the questions you start asking yourself.

From Erasmus+ to AIESEC and the European Solidarity Corps: a practical guide to finding the exchange experience that actually fits what you need.

A student council does not create a leader. But it can give a young person something equally important: an early place to practise leadership before they even know that is what they are doing.

From Vice President of the Student Parliament at sixteen to a Youth Leadership Ecosystem framework built through years of work at Liwan.

How a man who was never a football star, and started his coaching career as a translator, learned to read people, build belief, and manage some of the biggest personalities in the game.

From losing Ibrahimović at Inter to managing superstars at Real Madrid, and what his 2026 return tells us about change management and conflict.

What Simon Sinek's Start With Why taught me about the limbic brain, gut decisions, and why purpose has to come before activity in program design.

From the Golden Circle to Ofuq: why change starts from within before it becomes visible as leadership.

Participation and agency are often used interchangeably, but they are not the same thing, and the gap between them shapes how much youth programs actually change.

What it takes for institutions to move from designing programs for young people to designing them with young people.

What started as a detailed travel plan became a lesson in cultural intelligence, adaptability, and the difference between capacity and priority.

From the streets of Old Tbilisi to Gergeti Trinity Church and a road crossing into Türkiye, here is what the journey taught me about leading with clarity.

As the largest tournament in the competition's history, featuring 48 national teams, it revealed a story of long-term strategy, courageous leadership, and cultures built well before kickoff.

From Jordan's historic debut to Messi and Ronaldo's lasting influence, here is what the tournament teaches us about leadership.

There was a time when your CV was the first thing employers wanted to see. Today, that reality has changed.

In 2026, your LinkedIn profile is often your first interview before anyone contacts you.

Your CV still matters, but it is no longer the center of your professional identity. Your LinkedIn profile has become your digital reputation.

The Middle East and North Africa is experiencing an unprecedented acceleration in AI adoption across entrepreneurial ecosystems. AI-driven startups have attracted more than three times the investment levels seen in 2021.

Governments in Saudi Arabia, the UAE, Qatar, and other Gulf countries are actively investing in AI infrastructure, digital transformation programs, and innovation ecosystems.

Saudi Vision 2030 alone places Artificial Intelligence at the center of economic diversification and human capital development.

AI is enabling entrepreneurs to launch businesses with smaller teams, lower operational costs, and faster access to market intelligence than ever before.

A few years ago, I was facilitating a leadership program when one of the participants approached me during a break and said something I still remember today.

"I've attended leadership trainings before. They were all interesting, but after a few weeks, everything went back to normal."

At the time, I realized he was describing a problem that exists far beyond one organization or one training room.

Organizations spend significant resources on leadership development every year. They bring in trainers, send managers to workshops, and invest in learning platforms. Yet when we look six months later, we often struggle to identify what actually changed.

People attended. Certificates were issued. Feedback forms were completed. But leadership inside the organization remained largely the same.

When people talk about the Gulf's transformation, the conversation often revolves around mega-projects, technology, investment funds, and ambitious national visions.

And while all of these are important, I believe the most significant transformation happening across the region is less visible.

It is happening inside organizations.

Over the last few years, governments, corporations, NGOs, and development programs across the Gulf have been operating in a completely different environment than they did a decade ago. Expectations are changing faster. New industries are emerging. Traditional ways of working are being challenged.

In this environment, infrastructure alone is not enough. Technology alone is not enough. Even funding alone is not enough.

Few conversations create as much confusion inside organizations as the discussion around OKRs and KPIs.

At some point, almost every leadership team asks the same question: "Should we move from KPIs to OKRs?"

The question sounds reasonable. The problem is that it assumes the two systems are competing with each other.

In reality, they were never designed to solve the same problem.

Over the years, I have seen development organizations, NGOs, consulting firms, and private-sector companies invest significant effort in redesigning their performance systems, only to discover that the issue was not the framework itself. The issue was understanding what each framework was actually meant to do.

When people discuss the FIFA World Cup 2026, the conversation usually focuses on tactics, star players, and squad depth.

But there is a dimension of this tournament that rarely gets discussed. And it has everything to do with leadership.

For the first time in history, the World Cup will be hosted across three countries: the United States, Canada, and Mexico. Teams will travel enormous distances between matches, crossing time zones, adapting to different climates, and managing constant disruption.

In other words, they will be asked to perform at their highest level under conditions that are deliberately uncomfortable.

Sound familiar? This is exactly what we ask of leaders every day.

When I took on a program with a budget exceeding two million dollars, spread across four international donors, I thought the hardest part would be the work itself.

It was not.

The hardest part was managing four organizations that each had their own priorities, their own reporting formats, their own definitions of success, and their own timelines.

That experience taught me more about program management than any certification or training ever did.