Najlaa Al Sager is the Head of Talent Management for Group Human Resources at National Bank of Kuwait (NBK), where she spearheads learning and development initiatives. As one of the founders of the NBK RISE Women in Leadership Development Programme, she has been instrumental in creating pathways for women leaders in the banking sector. With a Master’s in Business Administration and professional certification in International Human Resources, Najlaa Al Sager brings extensive expertise in organisation development, talent management, and career planning to her role in shaping the future of leadership at NBK.

In November 2024, NBK’s learning initiative won the Developing Women Leaders award at the MERIT Summit & Awards in Dubai.

How did you specifically design the programme to address the challenges faced by women in leadership across different business sectors, and what key insights have you gained?

NBK is committed to promoting diversity and increasing the representation of women in leadership positions at NBK, and in Kuwait. As such, we developed this programme to help potential women develop further and prepare them for their leadership positions by fostering their skills, helping them gain further insights, and provide them with the right tools to excel.

Some key insights gained include:

• Tailored Support: Women face unique challenges depending on their industry; thus, a one-size-fits-all approach is ineffective.
• Value of Community: Building a supportive network among participants encourages sharing experiences and strategies, fostering resilience and collaboration.

By addressing the growing gap, NBK RISE empowers women to break through barriers, creating greater diversity and driving innovation across industries.

Can you elaborate on the methodology used to measure the tangible and intangible outcomes of the initiative, particularly in terms of progress towards NBK’s broader sustainability goals?

To assess the programme's effectiveness, we employed both qualitative and quantitative methods:

• Surveys and Interviews: Pre- and post-programme surveys were administered to gather feedback on participants' confidence and skill levels. We also looked at the effectiveness of the curriculum being taught and amended along the way.
• Alignment with Sustainability Goals: We tracked how participants implemented sustainable practices in their roles, linking their professional growth to NBK’s broader sustainability objectives

What innovative approaches did you employ to create a programme “designed by women for women”? How did the design differ from more conventional leadership development programmes in terms of curriculum or other aspects?

The NBK RISE programme was uniquely crafted with input from women at all levels within the organisation, ensuring that it aligns with their real-world experiences and challenges. What sets this programme apart from conventional leadership development programmes are the following innovative approaches:

• Collaborative Curriculum Development: We partnered with top universities to design a curriculum that combines academic rigor with practical relevance. By working closely with women in leadership roles, we ensured that the content directly addressed the unique challenges and development needs of women aspiring to senior leadership positions.
• Focus on Personal Development: Unlike traditional programmes that often focus solely on professional skills, NBK RISE emphasises personal development. The programme includes modules on emotional intelligence, work-life balance, and resilience, recognising that these areas are critical to a woman’s success in leadership but often overlooked in conventional leadership training.
• Mentorship Model: A key element of the programme is the mentorship model. Each participant is paired with a mentor who understands the specific challenges women face in leadership roles. This mentorship fosters meaningful, ongoing relationships and provides personalised guidance, ensuring that participants are equipped to overcome barriers and achieve their leadership goals.

These unique features make NBK RISE exactly what it claims to be: a programme by women, for women! It’s designed not only to develop leadership skills but also to empower women to thrive in their careers while maintaining personal well-being and work-life balance.

What long-term strategies have been implemented to ensure continuous professional development and career advancement for participants of the programme?  

To support the continued development and career advancement of participants, we’ve implemented several key strategies:

• Alumni Network: We’re building a strong alumni community to foster networking and provide ongoing mentorship.
• Ongoing Learning Opportunities: We offer follow-up workshops, webinars, and refresher courses to ensure that women who have completed the programme stay updated regularly and are equipped with the latest skills and insights to strengthen their leadership capabilities.

In what ways does NBK RISE contribute to breaking systemic barriers for women in leadership, and how do you envision this initiative potentially influencing broader corporate practices in the region and globally?

NBK RISE plays a critical role in challenging systemic barriers by advocating for policy changes within organisations and championing diversity in leadership. The programme works to dismantle obstacles that have traditionally hindered women’s advancement to senior roles, such as unconscious biases, unequal opportunities, and the lack of supportive networks.

Potential Influence on Corporate Practices:

• Cultural Transformation: By highlighting and celebrating successful women leaders, the initiative aims to shift organisational cultures toward greater inclusivity and gender equality. It challenges outdated norms and promotes the value of diverse leadership, and inspires organisations to create environments where women can thrive and grow without glass ceilings.
• Best Practices Sharing: The programme also serves as a model for other organisations in the region and globally. Through the sharing of best practices, NBK RISE demonstrates the tangible benefits of investing in women’s leadership development – such as improved decision-making, increased innovation, and enhanced employee engagement – making a compelling case for other companies to adopt similar initiatives.

In summary, NBK RISE is strategically designed to empower women leaders through tailored support, innovative programming, and a commitment to long-term development. By addressing systemic barriers and demonstrating the value of inclusive leadership, it is not only transforming women’s careers, but is also paving the way toward a more inclusive corporate landscape regionally and globally.

Do you have an initiative in organisational, leadership, and people development worth sharing? The next edition of the MERIT Summit & Awards is coming up soon on 5-6 June 2025 in Lyon. Submit your application until 7 March – shortlisted initiatives will be invited to present at the upcoming summit in Lyon.