AM bank’s CAN DO attitude to help women achieve opportunity gap

Ms. Nahla Khaddage Bou-Diab, Deputy General Manager and Chief Operating Officer of AM Bank, recently gave few insights about her AM bank and employment of women, the banks approach to the customer service, take on the digital innovation and many more related topics in the Middle East.

She said that, she thinks that they recognized that innovation is not something that can be verbalized by only the top administration. Innovation is triggered by a certain foundation. Innovation is the outflow of people’s passion and people’s creativity. When someone recognizes that, then they must recognize that there’s a certain way of handling the organization and laying down the groundwork to be able to trigger revolution, passion and creativity. And that they recognized that, and they even considered that to be one of their core purposes as senior management of the bank. Managing in a way where they give instructions is much relaxed on people than supervising the emotions and creating a sense of fitting and activating the passion. Leadership factually is not use to that. And, so, there’s huge room and an opportunity for management progress when it comes to this. And this is where people and the leaders must move to if they want novelty, she concluded about why there was a need for all the other businesses struggles to recognize the innovations and that it is what they are lacking.

She had some thoughtful opinions regarding the opportunity gap for women than the gender gap on the whole. She believed that the first step is the actual acknowledgement by the organizations that this is not a social concern; this is an administrative need as well. Since those two different directions are dealt with totally in a different way by organizations. So, if she understood why gender diversity is an organizational need, which she did, she was going to adjust her processes, her structure, and her way of managing things to accommodate this need. Because there is a need for gender diversity in her organization. So, the first step is the acknowledgement that this is a need. And then maybe she could talk a little bit about that in terms of why it’s a need. This topic led to the understanding of the core need in an organization. As there is no longer a competition with just the geographical boundaries, there is now the competition with the globe, this means to have to be able to adapt a wider view of the world, of its pressures and the ways it can be addressed which will help in the decision making processes. Then the strategies can be adjusted with the possibilities presented by the global environment. She believed that here gender diversity enables you to see a broader view. Because if you look at how individuals make decisions, you would comprehend that the strength lies in how wide your visualization is. And she may elaborate on this in future. So, people will be accessible with information. And everything that happens after that, in order for them to act or to make choices, stems from the evidence they see. 

She concluded saying that their priority is to keep doing what they’re doing. And that is to ensure that this style of management drills down to everybody in the association that is their middle-management team and workers. She is very proud of the slogan that they indeed deliver every day with every communication, and it’s called the Can Do. And it’s all about positivity; it’s all about dreams; it’s all about the ability to do the good things, to make changes. So, that’s something that they’ve done already. All they need to do is to continue with this to sustain it in the long-term.