When Everything Happens at Once… Leadership in Times of Change

We are WAVA Global and have been coaching and training leaders and teams for more than 18 years. We specialise in developing leaders of highly diverse teams of different nationalities, having worked with organisations in 26 different countries to date. 

We focus on people’s strengths and motivators, delivering programmes that transform talented employees into great managers and leaders.

Harvard Business Review and consultancy company McKinsey have repeatedly pointed out that the vast majority of leadership development programmes fail. Why? Because they miss two vital components:

We address both of these issues in our programmes, and include one on one coaching as part of our leadership development programmes. This gives participants an opportunity to dive deeper into their own challenges, obstacles and roadblocks experienced along their leadership journey, resolving or dissolving unconscious motives and fears that may be holding them back. 

What this gives you and your organisation is better results on delivering your mission with a more cohesive and impactful team, led by a strong leader.

Some months unfold exactly as planned. Others? Not so much.

I had every intention of being out of the UK for February, working with corporate clients in the Middle East. What I hadn’t factored in was moving house on the 1st of February! So, Saturday I’ll be packing up my home, and the very next day I’ll be catching a train to the airport for three weeks of leadership development work.

It’s a reminder that change rarely arrives in neat, predictable steps. Sometimes, everything shifts at once – personally and professionally. And while it can feel overwhelming, these moments are also where the biggest opportunities emerge.

I’ll be working with a leadership team in a company that has recently been acquired, helping them navigate a major transformation. In times like this, uncertainty is high. People wonder what the future holds, whether they’ll still have a place in the new organisation, and how the culture will evolve under new leadership.

When a new leader steps in, trust doesn’t come automatically – it has to be built. And that starts with communication.

🔹 Clarity over certainty: No leader has all the answers in times of transition, but silence breeds fear. Even when decisions are still unfolding, openly sharing what is known and what to expect next builds confidence.

🔹 Listening before leading: Leaders who take the time to understand concerns, acknowledge emotions, and involve people in the process foster deeper trust. It’s not just about strategy. It’s about connection.

🔹 Small actions, big impact: Trust isn’t built through one big announcement. It’s the accumulation of consistent, transparent actions – following through on commitments, checking in with people, and making space for honest conversations.

The best leaders know that change isn’t something to endure, it’s something to lead. They create clarity where they can, acknowledge uncertainty where they must, and bring people with them, rather than pushing change at them.

Because change will keep happening. The real question is: how will you show up when it does?

Reach out to me at njdavies@wavaglobal.com to learn how we can support your leadership development journey.

Transforming a Business for Success 

Challenge

Lesha Bank is the first Shariah compliant investment bank in Qatar. As QFB it had experienced a number of turbulent years and poor performance which resulted in new management and many new employees coming onboard who quickly needed to become a cohesive team to turnaround the business and re-gain trust with investors.

Solution

WAVA Global Ltd were brought in by the CEO to work with the C-Suite and wider leadership team to capitalise on their strengths and work together to turnaround the bank.

A leadership development programme, Inspired Leaders, was designed and delivered with a series of 3 two-day workshops and 5 one-to-one executive coaching sessions.

The focus included:

• Leadership Development
• Developing High Performance Teams
• Clifton Strengths Finder
• Emotional Intelligence
• Courageous Conversations
• Developing Others Through Coaching

Results

The 8 C-Suite and senior leaders who participated in the initial programme work more cohesively with each other and across their teams, drawing on each other’s strengths and with enhanced communication.

The improvements are so noticeable that we are now working with an additional 12 leaders within the organisation, taking them through the same programme with an eye to rolling this out even further within the bank.

The modern workplace is more diverse than ever, with up to five generations working side by side. Each generation brings distinct values, expectations, and approaches to their careers.

From Baby Boomers to Generation Z, this intergenerational mix has transformed how organisations need to think about career development. The old one-size-fits-all approach, where linear progression through management levels was the norm, is no longer fit for purpose.

At WAVA Global, we believe that developing inspired leaders starts with understanding what drives individuals — and that varies significantly across generations. Here’s how leaders can rethink career development to meet the needs of today’s multigenerational workforce.

Generational Differences in the Workplace

Baby Boomers often value stability and loyalty. They bring decades of experience and deep institutional knowledge to the table. Many are looking for roles that allow them to make a lasting impact and often prefer more traditional structures that reflect their commitment.

Generation X, sandwiched between Boomers and Millennials, tends to value independence and self-reliance. Having navigated significant technological changes throughout their careers, they are comfortable working autonomously and often expect leadership to empower them to make decisions without too much oversight.

Millennials are known for seeking a balance between work and life, craving opportunities for collaboration and growth. They look for purpose in their roles and are motivated by organisations that offer flexibility and a clear path for professional development.

Then we come to Generation Z, who are entering the workforce with an entirely different perspective. While they are digital natives and purpose-driven, many are reluctant to take on traditional middle management roles. The idea of managing others while balancing operational responsibilities is less appealing, as they seek roles that provide more flexibility, autonomy, and opportunities for immediate impact. The hierarchical nature of middle management doesn’t always align with their values, which are shaped by an increasingly dynamic and fast-paced world.

Why Traditional Career Ladders Don’t Work Anymore

With these generational differences, a one-size-fits-all approach to career progression is simply outdated. The traditional corporate ladder, where employees move up to middle management as the next logical step, doesn’t appeal to everyone—particularly younger generations. Gen Z’s reluctance to embrace these roles has pushed leaders to reconsider how they shape career development.

For instance, middle management roles often come with the expectation of managing people, solving operational challenges, and driving business outcomes, all within a rigid structure. This doesn’t align with Gen Z’s desire for more fluid, innovative roles. They want to lead, but on their terms, perhaps through project-based roles, cross-functional teams, or entrepreneurial-style initiatives that offer immediate results and less bureaucracy.

How Leaders Can Adapt Career Development

So, how can leaders respond to these generational shifts?

1. Create Flexible Leadership Pathways
Organisations need to offer alternative career paths that don’t rely solely on middle management positions. This could mean providing leadership opportunities that are more flexible, project-based, or even temporary in nature, allowing individuals to step in and out of roles based on their skills and interests.

2. Foster Cross-Generational Mentorship
Mentorship across generations is a powerful way to foster collaboration and knowledge sharing. By pairing Baby Boomers or Gen X leaders with Millennials and Gen Z employees, you create a two-way exchange where experience meets innovation.

3. Offer Continuous Learning Opportunities
Each generation values development differently, but continuous learning is a universal need. Whether through formal education, online courses, or experiential learning like stretch assignments and international projects, providing a wide range of learning options keeps your team engaged and growing.

4. Embrace Flexible Work Arrangements
Flexibility in how, where, and when people work is a key driver for both Millennials and Gen Z. Organisations that offer remote work options, flexible hours, or job-sharing opportunities are more likely to attract and retain talent from these younger generations.

Conclusion

At WAVA Global, we’ve spent over 20 years helping organisations develop leaders who inspire across generational lines. We understand that creating tailored career development opportunities is key to attracting, retaining, and motivating employees from every generation.

As the workplace continues to evolve, so must our approach to leadership. By embracing the unique strengths and aspirations of each generation, we can build cohesive, high-performing teams that thrive in today’s dynamic world.

Is your organisation ready to meet the needs of this multigenerational workforce? Contact us at njdavies@wavaglobal.com to find out how we can help you develop leaders who inspire across all generations.

Have you ever looked at someone else’s success and thought, I should be further ahead by now?

It’s a feeling most leaders know well.

We scroll through LinkedIn and see peers landing promotions, leading major projects, or speaking at conferences. We sit in meetings and compare ourselves to someone who seems to have all the answers. We hit a milestone but barely pause before raising the bar again, thinking, It’s not enough yet.

That’s comparisonitis—the habit of measuring ourselves against others and feeling like we’re falling short.

It’s exhausting. And, most of the time, it’s unfair.

Because the truth is, we’re usually comparing ourselves to someone else’s highlight reel—not their struggles, setbacks, or moments of doubt. And when we focus on where we should be rather than how far we’ve come, we rob ourselves of the confidence and motivation that fuel real growth.

So, what if there was a different way to think about success?

The Hero 10 Years Ahead

When Matthew McConaughey won an Oscar, he shared a story about being asked, Who is your hero?

At first, he didn’t have an answer. But after some reflection, he said: "My hero is me… 10 years from now."

Ten years later, someone asked him, So, are you your hero now?

He thought about it and said, No, because my hero is still me—10 years from now.

It was never about reaching a fixed point of success. It was about growth. About always striving to be a better version of himself, not compared to anyone else, but compared to who he had the potential to become.

The Hidden Trap: The Gap vs. The Gain

Dan Sullivan, in The Gap and the Gain, explains why so many of us feel like we’re constantly behind, no matter what we achieve.

We live in the gap—the space between where we are now and where we think we should be. When we focus on the gap, success always feels just out of reach. It’s a moving target. The moment we hit one goal, we immediately set another.

But when we shift our perspective to the gain—when we look back at how much we’ve grown, the lessons we’ve learned, the resilience we’ve built—we start to see our progress. And when we see our progress, we feel more motivated, capable, and confident in the journey ahead.

What This Means for Leadership

Leaders are especially vulnerable to comparisonitis and the gap mentality. The higher you rise, the more pressure you feel to prove yourself, to measure up, to always be achieving.

But real leadership isn’t about chasing someone else’s version of success. It’s about:

• 🔹 Measuring backwards – Look at where you started and acknowledge how far you’ve come.
• 🔹 Recognising progress, not just perfection – Leadership is a journey, not a destination.
• 🔹 Comparing yourself only to your future potential – Not to peers, competitors, or external expectations.
•  

Imagine you’re leading a team through a complex challenge. It’s easy to focus on everything that’s still uncertain or unfinished. But if you step back and look at where you started—the obstacles you’ve already navigated, the lessons your team has learned—it changes the way you see your progress.

And that’s not just helpful for you. It’s a powerful way to lead others.

The Leadership Shift: Encouraging Growth Over Comparison

As leaders, we can create cultures that either fuel comparisonitis or cultivate progress-focused mindsets.

What if, instead of always pushing for the next thing, you encouraged your team to reflect on what they’ve already achieved?

What if, instead of measuring against an external benchmark, you asked, How have we grown in the last six months?

What if, instead of worrying about whether you’re keeping up, you asked yourself, Am I becoming the leader I want to be?

The best leaders don’t aim to be the best compared to others. They aim to be better than they were yesterday.

Who’s Your Hero?

So, if you could look ahead 10 years, what would the best version of you look like?

Would they be more courageous? More self-assured? More balanced?

And if you met them today, would they be proud of the progress you’ve made?

Maybe your hero isn’t someone else. Maybe your hero is you—10 years from now.

And maybe, just maybe, that’s the only person you ever need to compare yourself to.

Reach out to me at njdavies@wavaglobal.com to learn how we can support your leadership development journey.