Building Capabilities That Drive Performance

1. Program Overview & Objectives

• OXY Leadership Program: 3-year, multi-batch initiative for ~200 leaders.
• Integrated coaching (1:1 & group), assessments, workshops, and advisory.
• Objectives focused on strengthening leadership capability, developing high-potential talent, enabling measurable outcomes.

2. Methodology & Delivery Model

• Assessment-led approach: Pre/Post 360° evaluations to track measurable progress.
• Coaching at scale: Individual and group coaching supported by continuous line manager engagement.
• Strategic advisory layer: Consulting support to align leadership development with business strategy and future learning needs.

3. Impact & Results (Ongoing)

• 190 leaders coached, 467 individual hours, 147 group coaching hours, and 216 assessments delivered to date.
• Demonstrated leadership skill improvement, stronger HiPo pipeline, and higher engagement and confidence.
• Successfully embedded coaching into leadership culture while developing qualified consultants worldwide.
• Leadership competence improvement 5-10% across most leaders in 360 degree assessment.

1. Program Overview & Objectives

• Enterprise-wide AI upskilling initiative supporting Omantel's Future Portal
• Designed to build validated, certified AI capability across roles while laying the foundation for a scalable AI Academy.
• Objectives focused on measurable capability building, applied AI use cases, and future-ready digital talent.

2. Methodology & Delivery Model

• Blended AI journey combining curriculum design, hands-on application, and rigorous evaluation.
• Stepwise approach: AI curriculum → real-world projects → multi-layered assessments → role-based integration.
• Pre/Post evaluations linked learning outcomes to performance, talent pipelines, and strategic priorities.
• Kirkpatrick 4 level assessment L1, L2, L3, L4.

3. Impact & Results

• 35 employees trained, with full pre/post assessments and certified AI capability validation.
• Created a benchmarked pool of AI specialists able to deliver immediate business value.
• Established a culture of measured growth and accountability, strengthening Omantel's leadership in digital transformation and national knowledge economy goals.
• Skills and performance improvement through Action learning projects.

1. Program Overview & Objectives

• Enterprise-wide mentoring initiative to embed mentoring as a sustainable leadership and talent development practice
• Structured mentoring framework combining preparation, guided engagement, and applied learning
• Strengthen leadership and people capability across the organization
• Build internal mentoring capability and ownership
• Support continuous development aligned with both individual growth and organizational goals

2. Methodology & Delivery Model

• Structured mentoring journey: Clear frameworks, roles, and guidelines to ensure consistency while allowing flexibility
• Capability preparation: Mandatory mentor and mentee onboarding to establish shared expectations, ethics, and effective mentoring practices
• Guided engagement: Bi-monthly mentoring sessions aligned to individual development plans and real work challenges
• Applied learning: Experience-based development through real scenarios, reflection, and practice embedded into mentoring conversations
• Flexible delivery model: Seamless transition between face-to-face and virtual formats to ensure continuity
• Cultural integration: Designed to embed mentoring into everyday leadership behaviors and the broader talent ecosystem

3. Impact & Results

• Successfully embedded mentoring as an ongoing cultural practice rather than a one-off initiative
• Strengthened leadership, coaching, and interpersonal effectiveness across participating employees
• Improved goal alignment, communication, and development ownership among mentors and mentees
• Contributed to broader organizational capability uplift and internal talent growth
• Maintained learning continuity and engagement during disruption through virtual delivery
• Reinforced long-term leadership and succession readiness across the bank

1. Program Overview & Objectives

The Takatuf Mu'tamad Program is a comprehensive leadership and capability development initiative delivered in partnership with Takatuf and the Oman Investment Authority (OIA). It was designed to empower participants with essential leadership, teamwork, and workplace competencies to prepare them for dynamic professional environments and enhance their contributions to organisational culture and performance.

The program focuses on both individual growth and organizational capability building through blended learning and practical application. Its core objectives include:

• Enhancing leadership, communication, and teamwork skills
• Building emotional intelligence and interpersonal effectiveness
• Strengthening problem solving and collaborative decision making

2. Methodology & Delivery Model

The program employs a blended and experiential learning approach, combining structured workshops, coaching, and interactive activities to ensure practical skill application and sustained engagement.

Core Elements:

• Engaging Workshops: Participants engage in interactive sessions designed to encourage active participation, dialogue, and skills practice.
• Emotional Intelligence Module: Focused on four core competencies—Self Awareness, Self Management, Social Awareness, and Relationship Management—to develop personal and relational effectiveness.
• Team Building Activities: For example, a Building Teamwork and Creativity challenge using Lego bricks to foster collaboration, communication, and creative problem solving under constraints.
• Case Studies: Real world scenarios allow participants to analyze complex situations, make informed decisions, and apply theoretical concepts.
• Group Projects: Participants work on collaborative assignments to deepen competencies in teamwork and applied problem solving.

Participants are positioned as active learners, taking ownership of their development while applying insights back in their workplaces.

3. Impact & Results

The Takatuf Mu'tamad Program delivered measurable benefits for both participants and their organisations:

• Strengthened individual capabilities in emotional intelligence, leadership, and communication
• Improved teamwork dynamics and collaborative problem solving skills
• Enhanced confidence in decision making and interpersonal interactions
• Reinforced learning through peer coaching and experiential activities
• Participants developed practical tools for ongoing application in workplace environments

The program contributed to building a cohort of more confident, reflective, and resilient leaders ready to navigate professional challenges and contribute positively to organizational culture.

1. Program Overview & Objectives

The Khibrat National Capability Assessment Program (2020–2021) was a strategic initiative designed to increase the employability of Omani graduates and address the growing number of job seekers in the country over the past five years.

This program is a collaboration between multiple government ministries, aiming to equip higher diploma and bachelor graduates with the necessary skills to enter the workforce confidently. The program focuses on:

• Developing key soft skills such as leadership, time management, teamwork, communication, and professional ethics
• Preparing graduates to demonstrate these skills in the workplace across various industry sectors
• Guiding graduates in creating tailored CVs and preparing for interviews to enhance employability
• Identifying the best-fit candidates for training and employment using structured, psychometric assessments

2. Methodology & Delivery Model

The program followed a two-phase approach: assessment and intensive training, combining data-driven candidate selection with practical skills development.

Phase 1 – Assessment:

• All 6,000 applicants underwent testing, which included:
  1. Cognitive/Aptitude Test – measures analytical thinking, problem-solving, and cognitive abilities.
  2. Situational Judgment Test (SJT) – evaluates decision-making, judgment, and workplace behavior in realistic scenarios.
• Assessment scores were used to identify the most suitable candidates for the on-job training program, ensuring a data-driven, objective, and bias-free process

Phase 2 – 5-Day Intensive Workshops:

• Soft Skills Workshops: Focused on leadership, teamwork, time management, communication, and professional ethics
• CV Development & Interview Preparation: Graduates were coached to craft purpose-driven CVs and prepared for interviews
• Experiential Learning & Practice: Participants engaged in interactive exercises to apply learned skills in realistic settings

3. Impact & Results

• Candidates Assessed: 6,000 graduates over two years
• Candidates Accepted for On-Job Training: 1,756 (876 in 2020; 880 in 2021)
• Enhanced Employability: Graduates acquired critical soft skills, improved CVs, and interview readiness
• Data-Driven Selection: The assessments enabled objective selection of candidates best suited for the program and workplace success

The program contributed to strengthening Oman's national workforce by ensuring that graduates were both assessed for potential and equipped with practical skills, bridging the gap between education and employment.

1. Project Overview & Objectives

This project focused on conducting a comprehensive Learning Needs Analysis (LNA) to develop an annual training plan for mid–high level employees within the Authority. The objective was to:

• Identify competency gaps at individual and organizational levels
• Align learning priorities with strategic objectives
• Develop a structured annual training roadmap
• Recommend practical on-the-job development interventions
• Integrate a sustainable 70–20–10 development framework

The outcome was a data-driven training plan designed to enhance leadership capability, operational efficiency, and organizational performance.

2. Methodology & Delivery Model

The Learning Needs Analysis project was conducted through a structured four-phase approach:

• Diagnostic & Assessment Phase: Conducted stakeholder interviews, reviewed strategic objectives, and analyzed competency gaps to identify priority development areas for mid–high management.
• Design & Prioritization Phase: Translated identified gaps into clear learning priorities and developed a structured annual training roadmap aligned with business goals.
• Development Planning Phase: Designed recommended training programs and practical on-the-job development initiatives tailored to leadership and managerial competencies.
• Implementation Framework Phase: Integrated a customized 70–20–10 development model to ensure sustainable learning through experiential projects, coaching and mentoring, and formal training.

3. Impact & Results

• A comprehensive annual training plan aligned with organizational strategy
• Clear competency development priorities for mid–high management
• Structured on-the-job learning pathways
• A structured list of recommended training programs based on identified gaps and business priorities
• A sustainable 70–20–10 development framework
• Improved alignment between capability development and business performance

The client gained a strategic roadmap to systematically enhance leadership capability and organizational effectiveness.