This edition features a handful of business C-Suite Mastery: Profiles of Elite Executive Coaches that are at the forefront of leading us into a digital future

1. Usma
February 2024 | theeducationview.com
Vol.
02
Issue-03
Center for Excellence
Zafar
Piloting Worldwide
Business Landscape
Crowe
Elevating Leadership
Excellence
C-Suite Mastery: Proles of
Executive Coaching
Approaches
Effective Communication
Strategies for C-Suite Leaders
Succession Planning and
Leadership Development
Leadership Strategies of
Coaches at the Helm

4. Center for Excellence
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5. Letter
from the
Editor
Education is the power
to think clearly, the power
to act well in the world's
work, and the power to
appreciate life.
- Brigham
Young
E
Elite
Executive Coaches
The World of
E
xecutive coaching is a highly specialized ield that focuses on partnering with top-
level executives to help them achieve their full potential and excel in their
leadership roles. These coaches are experts in providing personalized and
tailored guidance, support, and feedback designed to meet everyone's unique needs and
goals. They act as trusted allies, offering a safe space to discuss con idential issues, share
insights, and provide constructive feedback.
In addition, they serve as sounding boards, offering perspective and insights on
complex business challenges and helping executives navigate dif icult decisions.
Executive coaches also play an essential role in fostering a culture of continuous
learning and growth, promoting innovation, and driving organizational success. Their
expertise and guidance are critical in helping executives build con idence, enhance their
leadership skills, and achieve their full potential.
Our latest edition, C-Suite Mastery: Pro iles of Elite Executive Coaches, The
Education View, delves into executive coaching, exploring the journeys and insights
of top-tier coaches who specialize in guiding C-suite leaders to achieve their fullest
potential. These coaches possess a unique blend of expertise, empathy, and strategic
guidance, enabling executives to navigate challenges, unlock new perspectives, and
drive sustainable success. The pro iles offer valuable insights into the art and
science of executive coaching.
We hope this edition honors these visionaries. By celebrating the
achievements and methodologies of these elite coaches, we aim to ignite a
ripple effect of empowerment, growth, and innovation in leadership
development. Just as honoring exemplary individuals is vital in fostering
inclusive and equitable educational environments, recognizing the
expertise and dedication of executive coaches is essential in
cultivating a culture of excellence and continuous improvement
in the corporate world.
Have an engaging read!
- Maria Christopher
T H E

6. Contents
Table
of
Profile
Special
10

7. Zafar
Piloting Worldwide
Business Landscape
Dr Usman
Ross
Mel
Mastering Modern Leadership
Maxcene
Crowe Elevating Leadership Excellence
24 Page
18 Page
20 Page
26 Page
with
TEV
Interviews
Succession Planning and
Leadership Development
Leadership Strategies of Coaches at the Helm
Executive Coaching Approaches
Effective Communication Strategies
for C-Suite Leaders
Articles

8. C-Suite Mastery:
Profiles of Elite Executive Coaches
FEBUARY - Issue 04
Dr. Usman Zafar
Mary Gardner
Maxcene Crowe
Mel Ross
Dr. Anuraag Guglaani
Veterinarian, Innovator,
Professional Speaker
Consultant and CEO,
MCFM Global
Founder,
Adapt2Digital
Managing Partner,
Wazir Advisors
Mary Gardner is an energetic and captivating public
speaker who leverages her extensive career
background and personal experiences to inspire and
empower audiences.
With a diverse background spanning healthcare
administration, receptionist roles, and catering,
Maxcene's journey into facilities management
showcases her tenacity and adaptability.
Mel Ross, the visionary Founder of Adapt2Digital,
stands as a guiding force amidst the progressive
wave of digital transformation.
Dr. Anuraag is a well-known expert in family
business consulting, recognized for his distinctive
hands-on approach in revitalizing businesses by
implementing systematic processes.
With a career spanning academia, government,
and private industry, Dr. Zafar has cultivated
expertise in eGovernment, intelligent cities, and
business development.
CEO,
World Business Hub (WBH)

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10. 10

11. Maxcene
Crowe
Elevating Leadership
Excellence
“
Each client is
different with some
similarities; never
assume all are the
same.
Special Feature
The Education View February 2024
usinesses grow,
Bprosper, and expand
when led by
proactive, resourceful
people who coordinate
smooth operations. These
diligent professionals
manage a wide range of
duties, including supplier
sourcing and contract
negotiations. Competent in
strategic sourcing,
negotiation, and client-
centered solutions, these
masterminds are pro icient
at negotiating the
complexities of service
procurement for maximum
facility functionality.
They play an integral part
in creating effective
facilities management
procedures and providing
solutions that are focused
on the requirements of the
customer. Their distinctive
combination of abilities
makes them successful
architects of ef iciency,
guaranteeing the accuracy
of organisational
operations. Maxcene
Crowe, a Consultant and
CEO at MCFM Global, is a
skilled, high-impact, and
in luential igure creating
ef icient strategies for
client-oriented solutions in
their best interest.
When she graduated from
University, Maxcene started
working for a Healthcare
Trust as a Contracts
Administrator on a part-
time basis. She played a
crucial role in the successful
completion of various
community development
projects through her
knowledge and experience
of JCT80 construction
contract defect liability
clauses.
Due to personal
circumstances changing,
Maxcene soon managed to

12. balance ive distinct jobs,
including those of a Care
Bank employee, a busy
doctor's of ice receptionist,
and even a job providing
catering and bar services
for nightclubs in addition to
her daytime
responsibilities.
Maxcene was determined to
follow a speci ic
professional path. It was a
deliberate move that
eventually resulted in her
irst job in facilities
management with CBX Ltd.
This position as a trainee
facilities manager was more
than simply a job; it was the
start of an exciting career.
She accepted the dif iculties
of a taxing three-hour
roundtrip to the job site as a
necessary step towards his
goals.
She started her
professional career at 27 in
the exciting and enticing
ield of facilities
management. Her ability to
forge a niche for herself in
this extraordinary
profession was a credit to
her tenacity, adaptability,
and unrelenting will.
Embracing Uniqueness
with Distinction
Living by the motto "Dare to
be different and embrace
one's unique self," Maxcene
has carved out a unique
route for herself. She is
known for being a "problem
solver," with the instinctive
capacity to enter stressful
circumstances, evaluate the
confusion, and emerge as
the calm in the storm. Her
adherence to objectivity,
irm opposition to political
game-playing, and
relentless focus on the task
are the foundations for her
outstanding ability to
comprehend dif icult
situations quickly.
She demonstrates a great
ability to produce results by
approaching each obstacle
with a irm emphasis on
solutions. Her bravery to
stand out and embrace her
uniqueness is at the very
heart of who she is. By
doing this, Maxcene has not
only discovered her calling
but has also emerged as a
role model for individuals
who value authenticity,
bravery, and a irm
commitment to changing
the world. Her story is proof
of the strength of staying
true to oneself, standing
out, and emerging as a solid
force during the chaos,
solving issues, and enacting
change with unshakable
tenacity.
Know Your Client
One crucial lesson Maxcene
Crowe emphasises is the art
of client involvement. She
mainly focuses on the
crucial value of getting to
know her client. She asserts
that the cornerstone of her
approach is the need to ask
lots of questions in order to
understand the customer
fully.
Although everyone has
preconceived beliefs about
what makes an effective
strategy, Maxcene's skill is
in her capacity to set these
aside. Maxcene encourages
active listening, being
receptive to all forms of
learning, and having a
steadfast commitment to
understanding the
intricacies of each unique
circumstance. She looks into
the environment to ind the
key players and
comprehend their
motivations in order to
obtain insight into the basic
dynamics that shape
company actions.
In her quest for
comprehensive
understanding, Maxcene is
excellent at locating
problem areas and learning
from both achievements
and failures. When used
effectively, the power of
"why" can serve as a
lighthouse to guide you to
the problem's core.
Maxcene is aware of how
important it is to recognise
in luencers and utilise their
potential in order to
negotiate the challenging
business environment
successfully. By avoiding
previously tried and failed
methods, this strategy not
only avoids wasting time
but also avoids reinventing
the wheel.
Her deep comprehension
ultimately stems from the
conviction that each person
is different, even though
they may have
commonalities. She
advocates for an
individualised, holistic, and
intensely inquiring
approach to every client
engagement.
Client Commitment and
Professional Achievement
A few guiding beliefs and
practices stand out as
pillars of knowledge
throughout Maxcene's
professional career. She
places a strong emphasis on
openness and transparency,
and this concept guides her
dealings with clients. Her
approach is fundamentally
based on maintaining
objectivity, lexibility, and
adaptability in the face of
changing conditions,
making sure that the client's
demands are always put
irst.
Going above and beyond
is a core value of her work
ethic, not just a sign of her
professional dedication. Her
unrelenting commitment to
the idea of a culture of
ongoing learning and
development is evidence
that she recognises the
ongoing nature of personal
development. She promotes
12
“
In my opinion, it is important to
be open and transparent,
remain objective, flexible and
adaptable as circumstances
change with your clients.

13. Special Feature
Maxcene Crowe
Consultant and CEO,
MCFM Global
The Education View February 2024

14. 14
“
“
I went in to assess
the chaos, and
became the calm,
in the storm.
the adoption of this culture
among those around her,
creating an atmosphere that
is conducive to growth and
development.
Maxcene's approach is
characterised by her
insatiable thirst for
information. She diligently
seeks out insights outside of
her specialty because she is
aware of how the business
landscape is always
expanding and changing.
She incorporates insightful
viewpoints into her
business practices by
drawing on the experience
of mentors and a variety of
other sources. She places a
special emphasis on

15. discoveries that are
consistent with the
fundamental principles of
educating, inspiring, and
energising.
She supports ongoing
self-improvement because
she thinks that setting a
good example for others
may be a powerful
incentive. According to her,
encouraging people to move
outside of their comfort
zones and sharing ideas
with like-minded peers and
colleagues is crucial to
fostering growth and
creativity.
Maxcene's journey serves as
both a re lection of her
personal and professional
development and a case
study of the regenerative
potential of an open,
lexible, and curious
mindset. Those that have
the honour of working with
her ind inspiration in her
commitment to the values
of shared learning, constant
growth, and true client
commitment.
Trust-Centric Consulting
In her capacity as a
consultant, Maxcene Crowe
consistently emphasises the
importance of privacy and
con identiality. She is aware
that the foundation of any
fruitful client-consultant
relationship is trust,
without which progress and
mutual gain are impossible
to achieve. Maxcene is
adamant about protecting
private information because
she recognises the weight of
reputational harm that
con identiality violations
may cause.
Her approach to
maintaining con identiality
is supported by a number of
crucial guidelines. The most
important among them is
the golden rule: never talk
about or reveal clients'
names in any setting
without getting their
permission. It demonstrates
her steadfast commitment
to upholding the con idence
her clients have in her.
Beyond this, she practises
keen environmental
awareness. She carefully
chooses the locations for
private conversations,
making sure they take place
in rooms rather than
hallways. This careful
attention to detail
demonstrates her
commitment to upholding
the con identiality that her
clients are entitled to.
She extends her
dedication to con identiality
by being careful and
prudent in her
communication. In
correspondence, only
pertinent parties are
invited, reducing the
possibility of
unintentionally disclosing
sensitive information.
Maxcene maintains a
consistent and courteous
response in circumstances
where inquiries can
potentially pierce the cloak
of con identiality, simply
emphasising that the topic
is con idential and cannot
be shared.
Maxcene is an expert at
adapting and using tactics
that are compatible with
many leadership styles,
despite not being a coach by
de inition. Her strategy is
based on the essential idea
of comprehending the
leaders she works with,
spotting their distinctive
business models, and
successfully adopting their
language. Her dedication to
ensuring that her clients
receive unique, ef icient,
and highly personalised
consultation services is
underscored by her
adaptable and perceptive
approach.
Mobilisation Mastery
The future presents an
encouraging trajectory for
Mobilisation Mastery,
according to Maxcene
Crowe's view. Her goal is to
make Mobilisation Mastery
the leading expert in
integrating transition skills
into organisations and
raising the bar on
knowledge in this crucial
area of facilities
management. She imagines
a setting in which both
clients and service
providers are able to make
important discoveries,
ending the typical errors
caused by a lack of empathy
or a thorough
comprehension of the
complexities that underlie a
successful mobilisation.
Maxcene is acutely aware
of the major role that AI and
technology play in the
sector and anticipates the
changing trends within it.
She sees these technologies
taking the stage and
enhancing mobilisation
processes' ef icacy and
ef iciency.
Additionally, she imagines
a market where there is
improved client-provider
engagement and alliances.
The deeper understanding
and alignment that may be
fostered by these
cooperative arrangements
will ultimately result in
smoother and more
effective transitions.
Maxcene notices a
growing emphasis on
supply chain sustainability
in addition to technology
developments. This includes
putting more of an
emphasis on ESG
(Environmental, Social, and
Governance) principles as
well as reporting carbon
emissions and supply chain
sustainability. Maxcene is
steadfast in her dedication
to upholding sustainability
objectives within
Mobilisation Mastery as a
supporter of sustainable
practises and creating a
positive social impact.
Additionally, she fervently
urges others to support the
B1G1(Business for Good)
community causes based on
the 17 UN Sustainability
Goals, resulting in a positive
social impact on the lives of
others and their
communities.
In simple terms, Maxcene
sees a world in which
Mobilisation Mastery
emerges as a source of
knowledge, in which
interdisciplinary
collaborations and
technological developments
reshape the business
landscape, and in which
sustainable best practices in
transition and mobilisations
are ingrained into business
practices. Her vision is not
just a prediction; it
represents a dedication to
reshaping mobilisation and
transition management in
the future to make it more
effective, sympathetic, and
socially responsible.
Special Feature
“ The Education View February 2024
T H E

18. Zafar
Piloting Worldwide
Business Landscape
Dr Usman
Elite coaches are
essential for
supporting
executives to overcome
obstacles at work, develop
specialized plans, and
improve performance.
These leaders provide
personalized mentoring,
strategic insights, and
emotional intelligence
distinctively. They support
the development and
success of CEOs by helping
them become more self-
aware and enhancing their
leadership abilities.
With over 20 years of
experience, Dr Usman
Zafar, CEO World
of
Business Hub (WBH), is a
seasoned IT and business
executive who has made a
renowned name in the
United Arab Emirates. His
career path includes
essential positions in
academia, the public, and
the commercial sectors. He
turned the organization into
a one-stop shop for global
expansion, establishing
alliances with more than 90
businesses globally and
completing more than 100
projects across North Africa
and the Middle East
(MENA).
Widely recognized
worldwide, he has won
multiple accolades. These
values inform his social
responsibility, innovation,
excellence, and integrity
decision-making. His advice
to prospective professionals
stresses passion,
understanding of the global
business environment,
ability to develop
relationships and resilience.
The Education View had
an interview with Dr Usman
Zafar.
Below are the excerpts from
the interview:
Could you share your
journey to becoming a
prominent igure in your
industry and the pivotal
moments that shaped
your career?
I am a seasoned IT and
business leader with over
20 years of experience in
the UAE, including senior
roles in academia,
government, and private
industry. I have a proven
track record of success in
leading and executing
complex projects, managing
teams, and building
relationships with key
stakeholders. My expertise
includes eGovernment,
intelligent cities, and
business development.
As CEO of World Business
Hub (WBH), I have founded
and led the company to
become a one-stop shop for
international companies
looking to expand into the
UAE and the MENA region. I
have secured partnerships
with over 90 companies
worldwide and delivered
over 100 projects across the
18
Dr Usman Zafar
CEO,
Adapt2digital

19. MENA region, mainly in the
public sector.
Previously, I served as IT
Director for the Ajman
Ruler's Court, where I
managed all eGovernment
projects for the state of
Ajman and established
relationships with
renowned companies
worldwide. I was also
Managing Director at Al
Taqnyah Business Solutions,
where I converted the
company into a pro it center
in less than three years
despite the global economic
crisis.
I began my career as a
University Lecturer at
Ajman University, where I
taught various IT courses,
served on university
committees, and managed
the university's
Technosphere Research
Centre.
I am a highly sought-after
speaker, delivering over 500
keynote speeches
worldwide. I also received
several awards, including
the Top 51 Global In luential
Leaders in Smart Cities
(2019).
I am a passionate and
driven individual with a
solid commitment to
excellence. I am con ident
that my skills and
experience would be
valuable to your
organization.
What is the overarching
mission and vision that
drives your work?
I have served as a Board
Advisor to several blue-chip
companies and traveled the
world. I now have a mission
and vision to make the
world a better place to live
by creating job
opportunities. World
Business Hub (WBH) signs
mandate with developing
countries in healthcare,
education, smart cities,
infrastructure development,
youth development, green
energy, and other areas to
build the countries through
Public Private Partnerships
(PPPs) or Build-Operate-
Transfer (BOT) projects.
We are uniquely
positioned to provide these
services to governments
worldwide and create job
opportunities. I am
passionate about making a
difference in people's lives
and have built partnerships
across the globe to make it
happen.
What are some of the
most signi icant
challenges you've
encountered, and how
have you overcome them?
Public-Private Partnerships
(PPPs) have become
increasingly popular in the
Middle East and North
Africa (MENA) region in
recent years as
governments seek to attract
private investment and
expertise to help inance
and deliver major
infrastructure projects.
However, several signi icant
challenges still need to be
addressed to ensure the
successful implementation
of PPPs in the region.
Some of the most
signi icant challenges to
PPPs in MENA include:
• Lack of a supportive legal
and institutional
framework.
• Lack of capacity.
• Lack of a track record.
• Failure to provide
bankable projects.
• The MENA region is
perceived as a relatively
high-risk region for
investment.
• Use blockchain
technology to improve
security and
transparency.
Have you received any
noteworthy awards or
recognition for your ield
contributions?
I have a massive list of
awards. Below is a
prominent list of awards I
have received.
• The International Prime
Awards.
• The "Global Achievers
Award" in Bangkok,
Thailand, in 2022 at the
Indo-Thai Business
Development Conference
organized by the Institute
of Economic Studies in
Bangkok, Thailand.
• Awarded Top 51 Most
Impactful Smart Cities
Leaders Globally
Awarded Top 51 Most
Impactful Smart Cities
Leaders Globally – by
World CSR Day & World
Sustainability.
• Leading Smart City
Expert in the MENA
Region Leading Smart
City Expert in the MENA
Region- by 8th
International Smart City
Conference & Expo.
• GCC Young Achieve
Award GCC Young
Achieve Award - by World
CSR Awards.
• I was awarded as a
"Leading Smart City
Expert in the MENA
Region.
• H.E. Brigadier Sultan Al
Nuaimi - General
Directorate of Residency
and Foreigners Affairs -
Ras Al Khaimah, honored
me as a "Senior Board
Advisor Locus Chain" for
an outstanding
Contribution at
Innovation Conference
and delivered a Keynote
Speech on Blockchain
GCC Challenges
organized by Federal
Authority of Identity &
Citizenship on 19th of
Feb 2019 at Hilton Hotel
RAK, UAE.
• I received an Excellence
Award from General Dahi
Khalfan, chief of Dubai
Police, for implementing
the successful eNotary
project for Dubai Courts.
What advice do you have
for others aspiring to
make a difference in your
ield?
Here is some advice for
others aspiring to make a
difference in the ield of
expanding businesses into
new markets, without
mentioning the name WBH:
• Be passionate about
helping businesses grow
and succeed.
• Be knowledgeable about
the global business
landscape.
• Be able to build
relationships with
businesses and investors.
• Be persistent and
resilient.
Interview with TEV
The Education View February 2024
T H E

20. 20
Executive Coaching Approaches
Strategies
Effective
C-Suite
for Leaders

21. Article
The Education View February 2024
n the dynamic world of
Ibusiness, effective
communication stands
as the foundation of
successful leadership,
especially for C-suite
executives. The ability to
convey ideas, inspire teams,
and navigate complex
situations with clarity and
con idence is paramount.
This article delves into the
essential communication
strategies that C-suite
leaders must master to
thrive in their roles, with a
focus on executive coaching
approaches that facilitate
growth and development.
Key Communication
Strategies for C-Suite
Leaders
Clarity and Conciseness:
C-suite leaders must distill
complex ideas and
strategies into clear, concise
messages that resonate with
diverse audiences. By
avoiding jargon and
unnecessary technical
details, they ensure that
communication is easily
understood and actionable.
Active Listening:
Prioritizing active listening
is essential for C-suite
leaders. By seeking to
understand the perspectives
and concerns of others
before formulating
responses, they foster trust
and encourage open
dialogue within the
organization.
Understanding the
Importance of
Communication for
C-Suite Leaders
C-suite executives hold
pivotal roles in driving
organizational strategy and
vision. Their effectiveness in
communication not only
shapes internal culture and
employee engagement but
also in luences external
stakeholders, including
investors, customers, and
partners. Clear and
compelling communication
fosters trust, alignment, and
collaboration, thereby
driving organizational
success and sustainability.

22. Role-Playing Scenarios:
Simulated scenarios and
role-playing exercises
provide C-suite leaders with
opportunities to practice
communication skills in
realistic settings.
These interactive
experiences enable leaders
to re ine their approach,
adapt to different
audiences, and anticipate
potential challenges.
Feedback and Re lection:
Regular feedback sessions
with executive coaches
facilitate ongoing learning
and growth. C-suite leaders
receive constructive
feedback on their
communication
performance, identify areas
for re inement, and develop
action plans for continuous
improvement.
Peer Learning and
Collaboration: Executive
coaching programs often
incorporate peer learning
and collaboration
opportunities, allowing C-
suite leaders to exchange
insights, share best
practices, and learn from
each other's experiences.
This collective approach
fosters a culture of
continuous learning and
development within the
executive team.
C-suite leaders often ind
themselves at the forefront
of organizational change,
whether it's implementing
new strategies, driving
innovation, or managing
crises. In such scenarios, the
power of clear and concise
communication cannot be
overstated. By articulating a
compelling vision and
outlining a strategic
roadmap, leaders can rally
their teams behind common
goals and inspire collective
action. However, achieving
clarity in communication
requires careful
consideration of audience
dynamics, context, and
messaging channels. C-suite
leaders must tailor their
communication strategies to
resonate with diverse
stakeholders, ensuring that
their messages are relevant,
meaningful, and easily
understood.
Moreover, effective
communication extends
beyond the dissemination of
information; it is also about
fostering meaningful
connections and building
trust. Authenticity and
transparency lie at the heart
of trust-building, as
stakeholders value leaders
who demonstrate integrity,
honesty, and vulnerability.
By sharing their
experiences, acknowledging
mistakes, and soliciting
feedback, C-suite leaders
can cultivate an
environment of openness
and mutual respect. In
doing so, they not only
foster stronger
relationships but also create
a culture where individuals
feel valued, heard, and
empowered to contribute
their best.
Executive coaching serves
as a valuable resource for C-
suite leaders seeking to
enhance their
communication skills and
leadership effectiveness.
Through personalized
assessments, skill-building
exercises, and role-playing
scenarios, executive coaches
provide valuable insights
and guidance tailored to
each leader's unique needs.
By offering constructive
feedback, challenging
assumptions, and
facilitating self-re lection,
coaches help C-suite leaders
identify areas for growth
and develop actionable
strategies for improvement.
Moreover, executive
coaching fosters a
supportive environment for
experimentation and risk-
taking, enabling leaders to
stretch beyond their
comfort zones and re ine
their communication
approaches in real-world
settings.
Conclusion
Effective communication is
a fundamental skill for C-
suite leaders, in luencing
organizational culture,
employee engagement, and
stakeholder relationships.
By mastering key
communication strategies
and leveraging executive
coaching approaches, C-
suite leaders can enhance
their ability to inspire,
in luence, and lead with
impact. Clear, authentic, and
tailored communication
fosters trust, alignment, and
collaboration, driving
organizational success in an
increasingly complex and
interconnected business
landscape. As C-suite
leaders invest in honing
their communication skills,
they position themselves
and their organizations for
sustained growth,
innovation, and excellence.
Authenticity and
Transparency: Authenticity
builds credibility and trust
among stakeholders. C-suite
leaders should
communicate openly and
transparently,
acknowledging both
successes and challenges
while remaining true to
their values and principles.
Tailored Communication:
Recognizing that different
stakeholders have unique
needs and preferences, C-
suite leaders must tailor
their communication
strategies accordingly.
Whether addressing
employees, shareholders, or
customers, adapting the
tone and format of
communication enhances
relevance and engagement.
Executive Coaching
Approaches to Enhance
Communication Skills
Individualized Assessment:
Executive coaches conduct
comprehensive assessments
of C-suite leaders'
communication strengths
and areas for improvement.
This personalized approach
allows for targeted
interventions and
development plans tailored
to each leader's unique
needs.
Skill-Building Exercises:
Executive coaching
programs incorporate skill-
building exercises designed
to enhance key
communication
competencies, such as
public speaking, emotional
intelligence, and con lict
resolution. Through practice
and feedback, C-suite
leaders develop con idence
and pro iciency in various
communication contexts.
T H E
22
Executive Coaching Approaches
The Education View February 2024

24. he wave of digital
Ttransformation is
progressive and
dynamic. Within this luid
domain, Mel Ross, the
innovative and visionary
Founder of Adapt2Digital
is a source of guidance for
leaders managing the
complexities of today's
corporate environment.
Driven by a strong desire to
explore new places and an
insatiable curiosity about
how technology and people
interact, she has skillfully
combined executive
coaching, change
management, and digital
marketing.
With the advent of
Adapt2Digital, a company
committed to assisting
leaders in devising effective
digital strategies, Ross's
journey into change and
transformation began. Her
knowledge serves as an
instruction manual for
aspiring leaders and
executive trainers in an era
where modernization is not
an option but a must.
Her story inspires leaders
to impact the rapidly
evolving digital landscape
signi icantly. It's more than
just a story of personal
success. She shed light on
her remarkable journey in
the industry while
discussing with us.
The Education View had
an interview with Mel Ross.
Below are the excerpts from
the interview:
Could you share your
journey to becoming a
prominent igure in your
industry and the pivotal
moments that shaped
your career?
I have always had an af inity
for adventure and the
future, coupled with a
curiosity about what drives
people to behave and act the
way they do. My early
career combined these two
things by working in the
emergent digital marketing
space. I have also been lucky
that my career and life have
allowed me to work and live
in different countries all
over the world.
My marketing career
allowed me to explore how
digital technologies can
bring value and bene it to
the human experience and
ethically provide data to
keep enriching and evolving
that experience over time. I
guess that's how I got into
change and transformation.
Having experienced
different places,
environments, and
situations with a thirst for
the future, curiosity around
the potential of technology,
and a deep connection to
humans and humanity
drove my interest and
development as a mentor
and coach.
Adapt2Digital was a
company set up to support
leaders in creating effective
digital strategies. But
something strange was
happening. Whenever we
were working with a client,
the CEO or senior leader
would often speak to me
con idently, asking for
guidance to learn and
develop their modernity.
That was when Modern
Mindset Theory became a
thing—working with
leaders as mentors to help
them explore their beliefs
around the future and
digital and data.
What is the overarching
mission and vision that
drives your work?
In 2013, these areas of
experience and expertise
came together when we
founded the business that is
today Adapt2Digital. The
premise and belief have
remained unchanged: that
the gift of our age is our
ability to reconnect with
humanity using digital and
data for good.
The only difference is
whether this is passive or
active. Most importantly, we
can all agree that culture
shifts by looking up. For me,
this is key. Our leaders often
do not realize the power
they wield when it comes to
the success of change or
transformation. It is not just
the decisions they make; it
is how they show up and
how they role model the
future in the eyes of the
workforce that is the actual
driver of success in my
experience.
If culture eats strategy for
breakfast, mindset eats
culture for lunch!
What are the primary
aims and goals you have
set for yourself in 2024
and beyond?
In 2024, I aim to work more
closely with individual
leaders, CEO entrepreneurs,
Ross
Mastering Modern Leadership
24

25. I also think that the
complexity and pace of
change can often drive
leaders to react and rely too
heavily on the past to make
critical decisions instead of
being more responsive and
leaning into what's possible.
Mentoring and coaching are
fundamental support
mechanisms that should be
more readily available to
leaders to make this shift. Of
course, I am biased when
asked how best I can
overcome these challenges
because my answer would
lie front and center with
developing a modern
mindset to show up as a
current leader.
Have you received any
noteworthy awards or
recognition for your ield
contributions?
I am not really into shiny
things, to be honest. For this
reason, I tend to stay away
from accolades. However,
based on customer feedback
and research, I have been
awarded the most
innovative executive
mentoring organization
this year. For me,
recognition is something
that is given, not sought.
I am incredibly proud that
a recognized leadership
book published this year,
Reimagining Leadership:
Empowering Growth and
Performance Through
Purposeful Change and
Constructive Culture by Dr.
Elie Daher, has two chapters
dedicated to Modern
Mindset and my work.
Can you share some
insights into your plans?
I think a massive amount of
support is needed to help
bridge the gap between
leaders and modernization.
Assisting leaders to
recognize who they are
drives success in a modern
world, less what they do,
and bringing the three
tenets into leadership
practice.
If we can continue to
work towards normalizing
the human side of
leadership and the
imperative of role model
leadership in culture work,
we can have a positive
impact.
“
and business owners who
have a passion and belief in
the future so I can help
them make that a reality for
their path and that of the
organization they lead.
I am also keen to expand
my volunteering work as a
mentor and coach, helping
SMEs here in the UK thrive
and working with
passionate people
worldwide who have a
dream and need some
support to make that real
and change their lives
forever. This year, I also
launched a passion project
focusing on female
entrepreneurs, leaders, and
business owners navigating
some of the challenges of
reaching a mid-life point,
often coupled with
menopause.
What are some of the
most signi icant
challenges you've
encountered, and how
have you overcome them?
The seed of self-awareness
has de ined effective
leadership for decades. This
remains one of the biggest
challenges working with
leaders in the change and
transformation space. The
certainty of modernization
is absolute. However, it's a
challenge to help leaders
translate that into practice,
into how they show up in
the eyes of others.
The Education View February 2024
Interview with TEV
“
Adapt2Digital was a company set
up to support leaders in creating
effective digital strategies.
T H E

26. 26
Succession Planning and Leadership Development

27. Article
The Education View February 2024
By providing unbiased
feedback, challenging
assumptions, and offering
guidance, executive coaches
empower leaders to
overcome obstacles,
leverage their strengths,
and cultivate the mindset
and skills needed for
sustained success.
Strategies for Succession
Planning
Succession planning is
essential for the long-term
sustainability and success of
organizations, ensuring a
seamless transition of
leadership and continuity of
vision and strategy.
Executive coaches play a
critical role in identifying
and grooming high-
potential talent to assume
leadership roles in the
future.
Leadership
of
Helm
Coaches
Strategies
n the realm of executive
Icoaching, leaders serve
as pivotal igures
guiding individuals toward
personal and professional
growth while also shaping
the future of organizations
through effective succession
planning and leadership
development.
The Role of Executive
Coaches in Leadership
Development
Executive coaches serve as
catalysts for transformation,
working closely with
leaders to unlock their full
potential and achieve peak
performance. Beyond
addressing immediate
challenges and skill gaps,
executive coaches take a
holistic approach to
leadership development,
delving into core values,
beliefs, and behaviors that
shape leaders' effectiveness.
at the

28. Talent Identi ication:
Executive coaches possess a
keen eye for talent,
recognizing individuals who
demonstrate the potential to
lead. Through assessments,
feedback, and observation,
executive coaches identify
emerging leaders and assess
their readiness for greater
responsibilities.
Leadership Assessment and
Development:
Executive coaches conduct
comprehensive assessments
of leadership competencies,
strengths, and areas for
development. Based on
these insights, they design
tailored development plans
to address skill gaps,
enhance leadership
capabilities, and prepare
individuals for future
leadership roles.
Mentorship and Sponsorship:
Executive coaches serve as
mentors and sponsors,
providing guidance, support,
and advocacy to emerging
leaders. By sharing their
wisdom, networks, and
experiences, executive
coaches accelerate the
development of future
leaders and prepare them
for the challenges of
executive leadership.
Succession Planning
Workshops:
Executive coaches facilitate
workshops and training
sessions focused on
succession planning and
leadership development.
These interactive sessions
provide leaders with
opportunities to explore
leadership best practices,
engage in peer learning, and
develop strategies for
grooming their successors.
Leadership Development
Strategies:
In addition to succession
planning, executive coaches
employ various strategies to
nurture leadership talent
within organizations.
Leadership Competency
Development:
Executive coaches work
with leaders to develop
essential leadership
competencies, such as
strategic thinking,
communication, decision-
making, and emotional
intelligence. Through
targeted coaching and
feedback, leaders enhance
their effectiveness and drive
organizational performance.
Leadership Presence and
In luence:
Executive coaches help
leaders cultivate executive
presence and in luence,
enabling them to inspire
and mobilize others toward
a shared vision. By re ining
communication skills,
building rapport, and
mastering persuasion
techniques, leaders elevate
their impact and credibility
within their organizations.
Change Management and
Innovation:
Executive coaches support
leaders in navigating change
and fostering innovation
within their organizations.
By fostering a growth
mindset, encouraging
experimentation, and
promoting a culture of
learning and agility, leaders
drive organizational
adaptability and resilience
in the face of disruption.
Diversity, Equity, and
Inclusion (DEI)
Executive coaches play a
vital role in promoting
diversity, equity, and
inclusion within
organizations. By raising
awareness, challenging
biases, and advocating for
inclusive leadership
practices, coaches help
leaders create
environments where all
individuals feel valued,
respected, and empowered
to contribute their best.
Executive coaching stands
as a cornerstone in the
leadership development
journey of organizations.
With their guidance,
executives can hone their
skills, navigate challenges,
and drive organizational
success. One of the most
crucial aspects of executive
coaching lies in succession
planning, ensuring that
leadership pipelines remain
robust and future-ready.
Executive coaches play a
pivotal role in identifying
high-potential individuals
within an organization and
providing them with the
necessary support and
development opportunities
to prepare them for
leadership roles.
Furthermore, executive
coaches facilitate a culture
of continuous learning and
growth within
organizations. By
encouraging leaders to
re lect on their experiences,
learn from their successes
and failures, and embrace
new perspectives, coaches
foster a mindset of agility
and adaptability. In today's
rapidly changing business
landscape, the ability to
learn and evolve is
paramount for leaders to
stay ahead of the curve and
drive innovation.
Moreover, executive
coaches serve as trusted
advisors and sounding
boards for leaders grappling
with complex decisions and
dilemmas. Through
con idential discussions and
objective feedback, coaches
help leaders gain clarity,
perspective, and con idence
in their decision-making
processes. By providing a
safe space for leaders to
explore ideas, voice
concerns, and seek
guidance, coaches enable
them to navigate challenges
with resilience and
determination.
Conclusion
Executive coaches wield
signi icant in luence in
shaping the future of
organizations through
effective succession
planning and leadership
development. By leveraging
their expertise, insights, and
experience, executive
coaches empower leaders to
realize their full potential,
drive organizational
performance, and build a
pipeline of talent for the
future. As organizations
navigate the complexities of
today's business landscape,
the guidance and support
provided by executive
coaches at the helm will
continue to be instrumental
in fostering a culture of
leadership excellence,
innovation, and growth.
The Education View February 2024
T H E
28
Succession Planning and Leadership Development

30. Year Founded Mascot
AYA Eagle
Affilia on: Islam
1992
School Colors
Teal & Gold
Early Childhood
VPK- K
Department
Girls
Boys
Total
Elementary
1-5
Middle School
6-8
High School
9-12
53 221 130
67
120
139
184 132 138
405 262 277

31. Vision
At AYA, our vision is to establish a renowned independent school,
na onally and interna onally, known for its unwavering commitment to
academic excellence and quality educa on. We aim to cul vate
honesty, compassion, and respect for all, guided by the teachings of the
Qur'an and the Sunnah of the Prophet Muhammad (peace and
blessings be upon him).
Mission
Driven by our mission, we strive to provide a safe, nurturing, and
Islamic environment that fosters academic excellence. Our goal is to
shape our students into successful, 21st-century global ci zens.
www.ayatampa.org
5905 E. 130th Ave Tampa, FL 33617
813-987-9282