Trust and authenticity in a workplace don’t happen by accident—they come from leaders who consistently show up with honesty, transparency, and a willingness to listen. When priorities start to compete, it’s easy for communication to slip or for employees to feel like numbers instead of people. The best leaders keep trust intact by being clear about challenges, making space for real conversations, and following through on their words. People don’t expect perfection, but they do want to know their leaders are real, dependable, and have their best interests in mind.
Summary:
Aneace Haddad is a seasoned executive coach and author based in Singapore. With over 30 years of international experience, Haddad has addressed the challenges of leadership, from founding a successful tech company to guiding C-suite teams through transformative periods. Today, Aneace focuses on his expertise on coaching top executives in large organizations, helping them unlock their "leadership superpowers" and encourage more effective, cohesive teams. Drawing from his own midlife journey, Haddad shares lessons on managing challenging team dynamics, aligning internal and external integrity, and embracing the ambiguity that often accompanies growth and change.
Quotes:
●"There's a growing comfort with ambiguity and not having these answers."
●"If nothing else is working, and these conversations you sense have become adversarial and detrimental, and you're not able to connect anymore, too many bridges have been burned, then it just needs to be cut off."
●"It's not one or the other. It's not like life coaching versus executive coaching. It's executive coaching slash life coaching slash purpose finding. Who do we want to be as a better team, as better people?"
Takeaways:
●Reflect on your own "midlife crisis" or experiences and consider how you can use those insights to better support your team or organization.
●When dealing with a problematic high-performer, focus on understanding their perspective and dreams rather than just trying to manage their behavior.
●Cultivate the ability to sit with ambiguity and allow teams to work through challenges, rather than rushing to provide solutions. This can unlock more natural and organic transformation.
Timeline:
[01:07] Aneace Haddad’s Path to Executive Coaching
[04:18] How Midlife Changes Shape Great Leaders
[10:39] Managing Difficult but Talented Employees
[17:05] Building Trust and Integrity in Leadership
[27:05] Where to Connect with Aneace Haddad
Conclusion:
Recognizing personal growth, especially during midlife, is key to building stronger, more effective teams within large organizations. As you handle these shifts, their experiences can bring fresh perspectives, adaptability, and deeper emotional intelligence to the workplace. When leaders acknowledge and support these transitions, they create an environment where employees feel valued and motivated. This approach not only strengthens team dynamics but also drives long-term success for the organization as a whole.
Links/Resources:
Website: https://www.aneace.com/
LinkedIn: https://www.linkedin.com/in/aneace/
Amazon Books: https://www.amazon.com/stores/author/B001HOF9Z4
Facebook: https://www.facebook.com/aneacehaddadpersonal/
Credibility Nation:
Website: https://MitchellLevy.com
LinkedIn: https://www.linkedin.com/in/mitchelllevy/
YouTube: https://www.youtube.com/@CredibilityNation
Facebook: https://www.facebook.com/CredibilityNation
Community: https://aha.pub/Superheroes
