From Casablanca to New York City and now thriving in Dubai since 2005, Dr. Hanane’s journey spans three continents. Armed with a US MBA and DBA, she brings over 20 years of multi-industry management experience from Fortune 500 companies, governments, and non-profit organisations. This journey inspired the founding of Tawazoun, meaning ‘balance’ in Arabic. Tawazoun began with the intention to shift the narrative of gender equality to gender balance, evolving into a human-centric think-do tank that now tackles broader imbalances. It aims to cultivate and accelerate balance between individuals, and across inclusive workplaces, thriving societies and a balanced planet.

Women’s Tabloid: Global professionals often make bold career transitions that redefine their paths. What inspired your move from New York City to Dubai, and how did this shift influence your approach to leadership and business strategy?

Dr. Hanane Benkhallouk: New York was instrumental in shaping me, teaching me resilience and the ability to innovate under pressure. However, different stages of life and personal growth demand different environments. Dubai called me for a fresh perspective, offering an atmosphere of agility and a culture where the word “impossible” seems to be banned. Here, I felt a closer connection to my roots and identity, which might be misperceived elsewhere. As a proud Arab and Muslim, Dubai provided a space where I could authentically express who I am, blending my professional ambitions with my cultural and personal identity. This transition has greatly influenced my leadership style, prioritizing a more human and inclusive approach to business that respects and integrates diverse perspectives.

WT: As the Executive Director of Sustain Leadership Consultancies, how do you design human-centric business models that drive long-term impact across different industries?

HB: The idea of starting Sustain Leadership Consultancies came from a deep desire to shift the narrative within the business world. Witnessing the often transactional nature of business interactions and the short-term focus prevalent in many strategies, I felt compelled to advocate for a model that prioritizes long-term sustainability and human-centric practices. This vision is rooted in the belief that businesses not only can, but should, operate in a way that nurtures the people and environments they touch. Our mission is to embed this philosophy into the core of every strategy we develop, ensuring that the businesses we work with are not just surviving but thriving responsibly and ethically.

The approach we take at Sustain Leadership is built on the foundation of the SEEDS framework, which stands for Sense, Engage, Empower, Develop, and Sustain. This begins with deeply sensing the environments in which businesses operate, the needs of their stakeholders, and the broader impacts of their actions. By truly engaging with these elements, we can create strategies that empower all parties involved.

We then focus on developing these strategies into clear and adaptable practices that sustain over time, ensuring that the initial positive impacts grow rather than diminish. This method is not just about adapting to today’s world; it’s about shaping the world of tomorrow. We customize these strategies across various industries, ensuring they are relevant, agile, and scalable, thus driving meaningful, long-lasting change. Through this purpose-driven approach, Sustain Leadership aims to transform businesses into platforms for positive societal impact, proving that profitability and responsibility can go hand in hand.

WT: Entrepreneurship and innovation are critical for economic growth. What key strategies have you implemented to foster an entrepreneurial mindset, particularly in emerging markets?

HB: My passion for fostering entrepreneurship was ignited during my tenure with the government in Dubai when I discovered the pressing need to create millions of jobs for our youth. Understanding the urgency of this challenge, the idea of promoting entrepreneurship transitioned from a mere option to a necessity. I felt a deep personal call to be part of this mission. It was clear that encouraging entrepreneurial ventures was not just about business development; it was about shaping futures and empowering the next generation. This realization has driven my efforts to build supportive ecosystems and innovate our approaches to entrepreneurship, ensuring that we not only meet the immediate job needs but also lay the groundwork for sustainable economic growth.

As a practitioner and enthusiast of neuroscience and behavioral psychology, my approach to fostering entrepreneurship deeply integrates the principles of human cognition and behavior. This scientific foundation enhances my ability to design programs that not only impart essential business skills but also cultivate resilient and innovative entrepreneurial mindsets.

Ultimately, my aim is to empower a new generation of entrepreneurs who are equipped to build sustainable businesses that contribute to sustainable economic growth. These efforts are geared towards moving us as a region toward a more knowledge-based and innovation-driven economy, aligning with global advancements and local needs. 

WT: Advancing gender balance remains a global challenge across industries. How has your work contributed to closing the gender gap, and what progress have you observed in leadership and business over the years?

HB: Throughout my career, I have been deeply involved in numerous initiatives aimed at promoting gender balance in leadership and business. While these efforts, including educational programs, mentorship, and the implementation of allyship and quotas etc, have made an impact, I realized that involving men in the dialogue was crucial. This led to the initial launch of Tawazoun, which started as a platform to foster collaborative environments where men and women work together toward achieving gender balance.

However, my experience highlighted that building strong female leaders through traditional methods, while necessary, was not sufficient on its own. It became clear that the challenge extends beyond simple diversity measures—it’s about embracing a variety of leadership styles and reinforcing a balanced approach that values the full spectrum of human potential.

We look at challenges as individual ones, applying a lens that transcends gender to consider the unique context and needs of each leader. This has led to a shift in strategy towards modifying the systems and environments in which leadership is cultivated, including changing the metrics by which we measure success.

By moving beyond traditional diversity and inclusion tactics to a more nuanced approach that values leadership variety, Tawazoun now strives to create environments where both men and women can thrive equally and lead together. This approach is about redefining leadership paradigms in a way that utilizes the full potential of every individual, irrespective of gender.

WT: Tawazoun emphasizes creating balanced individuals, workplaces, and societies. How do you see this framework being applied in diverse cultural and corporate environments worldwide?

HB: Tawazoun, meaning ‘balance’ in Arabic evolved from its initial mission explained in the previous answer, today tawazoun adopts a comprehensive approach to fostering balance across individual well-being, workplace inclusivity, societal engagement, and environmental sustainability. Our approach is streamlined into three core actions: educate, advocate, and execute, which are interwoven to ensure our efforts are cohesive and impactful across different cultural and corporate environments:

• Educate: We run workshops and seminars that enhance understanding and skills around emotional intelligence and resilience for individuals, inclusivity and equity in workplaces, community engagement strategies for societal balance, and best practices for environmental conservation. These educational efforts are designed to resonate culturally and practically with diverse audiences.
• Advocate: Tawazoun actively engages with policymakers, business leaders, and community stakeholders to promote and develop policies that support balanced development. This includes advocacy for mental health resources, equitable workplace practices, active community involvement, and stringent environmental protections.
• Execute: We implement specific, actionable programs that demonstrate our commitment to balance. This includes launching well-being initiatives for individuals, diversity and inclusion programs in corporations, community development projects, and partnerships with environmental organizations to execute sustainability projects.
• Cultural Sensitivity and Adaptation: Central to our strategy is a deep respect for the cultural contexts in which we operate. We tailor our programs to align with local values and needs, ensuring our initiatives are both effective and sustainable.

WT: As a strategist specializing in culture change and innovation, how do you help corporations, NGOs, and SMEs adapt to an evolving business landscape while maintaining their core values?

HB: In today’s fast-evolving business environment, adapting is not a luxury but a necessity for survival. As a strategist specializing in culture change and innovation, my role is to guide organizations—be it corporations, NGOs, or SMEs—through this imperative transformation, ensuring they not only survive but excel by holding true to their core values. Here’s my approach to making adaptation a seamless part of an organization’s strategy:

• Cultivating a Responsive Culture: I start by developing a culture that supports innovation and resilience, creating an environment where creativity is encouraged and every individual feels empowered to contribute. This foundational step ensures the organization is primed for change and growth.
• Empowering Mindset Shifts: With a supportive culture in place, I then focus on fostering mindsets that embrace adaptability and proactive problem-solving. By nurturing a perspective that views changes as opportunities, organizations can thrive amidst uncertainty.
• Enhancing Process Agility: To complement the cultural and mindset shifts, I streamline organizational processes to enhance flexibility and responsiveness. Implementing agile methodologies allows for rapid iteration and effective adaptation to market changes.
• Strategic Technology Integration: Finally, I guide organizations in integrating the latest digital tools strategically. This ensures that technology not only supports but enhances the adaptative capabilities of the organization, aligning with and advancing their strategic goals.

By holistically addressing culture, mindset, processes, and technology, I ensure that adaptation becomes an integrated part of the organization’s strategy, allowing them to stay relevant and competitive in a dynamically evolving marketplace.

WT: Your book, SEEDS of Change, explores transformation and leadership. What key insights from your research and experience do you hope global leaders and changemakers will take away?

HB: In SEEDS of Change, I explore the imperative of maintaining a human-centric approach as we navigate an increasingly digital world, where artificial intelligence and automation are prevalent. Here are the streamlined insights and essential competencies that leaders need to embrace:

• Sense: Leaders must balance data-driven decisions with empathy and intuition, understanding not just the data but the human stories behind it.
• Engage: In an era of automation, it’s crucial to foster inclusivity and ensure that technology enhances rather than replaces human interaction.
• Empower: As AI becomes a standard tool, empowering people involves equipping them with the skills for effective collaboration with technology, fostering creativity where humans and machines complement each other.
• Develop: Continuous personal and professional growth is essential in keeping pace with technological advancements, ensuring agility and relevance.
• Sustain: Leaders must build sustainable legacies that consider both technological efficiency and human well-being, upholding ethical standards and promoting long-term benefits.

These SEEDS competencies are designed to help leaders thrive in a future where the integration of human insight and digital capabilities is key to success. By focusing on these areas, leaders can ensure that the digital advancement enhances our human experiences, making businesses not only more efficient but also more compassionate and inclusive.

WT: Sustainability is a crucial pillar for businesses today. How do you integrate sustainable strategies into organizations, and what role do the UN Sustainable Development Goals (SDGs) play in shaping the future of business?

HB: In our proprietary approach known as the ‘3 Cs of Sustainability’—Compliance, Commitment, and Culture—we start by demystifying complex sustainability concepts. This framework highlights the evolution from merely adhering to regulations to embedding sustainability deep within the organizational DNA. It’s crucial that businesses understand these concepts in simple, actionable terms to fully embrace and integrate them into their operations.

We simplify intricate sustainability ideas into clear, practical strategies that organizations can readily adopt. This enables a transition from viewing sustainability as a compliance obligation to recognizing it as a core component of their operational and strategic framework. By fostering a commitment that evolves into a cultural norm, we aim to transform business practices toward what we see as the only way to conduct business: with purpose-driven profitability. This approach aligns with global sustainability goals and positions businesses for long-term success in an eco-conscious market.

Through our work at Tawazoun explained earlier, we facilitate this shift by providing tools, resources, and guidance that integrate sustainability into every aspect of business operations. We transform it from a complex challenge into a clear and manageable pathway, empowering organizations to not just participate in the global sustainability movement but walk the talk.

WT: For aspiring entrepreneurs—especially women—looking to make a meaningful impact, what essential skills, mindset shifts, or strategies do you recommend for navigating today’s business world?

HB: When guiding entrepreneurs, I stress the importance of seeing beyond generic labels like man or woman. Each individual has unique needs and aspirations, so it’s crucial to delve deep to understand what truly motivates you and defines your vision for impact. Recognize that your entrepreneurial journey should be tailored to your personal circumstances and goals.

Secondly, success demands proactivity and flexibility. The fast pace of change means that staying attached to a single idea is not viable. Entrepreneurs need to constantly evaluate their relevance and adapt as necessary. Adopt a growth mindset, lean on your support networks, and always define your own metrics of success. Ask yourself: What does success look like for me?

By focusing on what makes you unique and staying adaptable, you can navigate the complexities of entrepreneurship more effectively and authentically

WT: How do you think leadership dynamics and corporate culture will evolve to accommodate a workforce that prioritizes autonomy over traditional employment?

HB: As the gig economy expands and new generations redefine the workplace, leadership is undergoing a significant transformation, shifting from traditional power and control to a focus on nurturing and building trust. Here is an overview of how leadership is adapting:

• Leadership as Enablement: Leaders are evolving from commanding figures to facilitators, equipping team members with the necessary tools and information for independent success.
• Trust-Building: The leadership model now emphasizes transparency and fairness, establishing trust as the cornerstone for a remote and diverse workforce.
• Soft Skills Development: I call them core skills not soft skills: Emotional intelligence, empathy, and communication are becoming indispensable skills to support and connect with a varied team.
• Customized Work Experiences: Adapting work arrangements and benefits to individual preferences is essential for attracting and retaining talent.
• Continuous Feedback Culture: Rapid adaptation based on continuous feedback is crucial for staying aligned with workforce needs in a fast-paced gig economy.
• Technology Investment: Leaders are enhancing remote collaboration and project management through advanced technology to support a dispersed workforce.

Inclusivity and Diversity: A nurturing leadership style includes creating inclusive environments that value diverse perspectives and foster innovation.

This transformation in leadership is a strategic embrace of its potential in the gig economy. We are planting the SEEDS of Change, for a new era of leadership through the principles of nurturing a future that thrives on empowerment and trust, ensuring that the seeds we sow today will grow into the impactful leadership practices of tomorrow.