Get to know Chadi Moussa – Leadership Development Specialist
You’ve led leadership development initiatives across industries and continents – what’s one insight you think holds true no matter the business context?
Your leadership identity and reputation are unlikely to be identical regardless of one’s self-awareness. Individuals that pro-actively seek and incorporate feedback command a greater understanding of their impact on others and their performance.
You bring deep experience in both in-house HR and external consulting – how has that shaped the way you support clients today?
Years of working in international businesses have helped me appreciate the dynamics and mechanics of organisational life. External consulting has exposed me to industry insights, emerging trends, and a strategic overview of progressive practices.
As a former Executive Committee member, I understand the challenges businesses face today, and how consultants can partner with leaders to address these challenges and maximise the value of the collaboration.
You’ve worked with leaders in sectors as varied as elite sports and financial services – what’s your approach to helping individuals perform at their best, whatever the environment?
There is no silver bullet or single intervention when it comes to high performance. The mantra applies to elite sport and business. When I work with leaders, I make sure they are clear on their values and goals. Whether you’re chasing sporting glory or business supremacy, leaders need to know what they stand for and what they want to achieve.
While this sounds simple, many leaders I meet get dragged away from their values and pulled towards activities that are counter-productive to achieving their stated purpose and priorities.
Once leaders embrace their values and desired impact, they can ensure their daily routines and actions are geared towards achieving what is most important to them.
What’s a book, podcast, or resource you often recommend to leaders looking to grow or navigate change?
‘The Intelligence Trap’ by David Robson and ‘Eat That Frog!’ by Brian Tracy are recommended reading materials for individuals seeking to optimise their performance.
‘The Intelligence Trap’ explores the dangers of not challenging our own thinking processes. Smart individuals can undermine the quality of their decision-making when their expertise restricts their openness to alternative evidence or consideration of other points of view. It shares practical approaches to making better decisions.
‘Eat That Frog!’ is no nonsense and gives a practical framework for helping leaders focus on the most important tasks questioning the use of ineffective to-do lists.
What’s the value of having a career-planning conversation with an expert coach as part of a Leadership Development Programme?
The value of an experienced coach in a Leadership Development Programme goes far beyond the individual. It strengthens teams, retains talent, and supports succession planning.
Coaching helps leaders align their career ambitions with their strengths, values, and the organisation’s future needs; a genuine win–win. It provides a framework for recognising strengths, surfacing development priorities, and exploring career paths, while anchoring the programme in each leader’s personal goals.
As a coach, my role is to fast-track self-awareness through diagnostics, questioning, and reflection. This sparks critical thinking, better decisions, and intentional actions. Coaching also offers a safe space for leaders to explore opportunities and challenges, balancing support with constructive challenge, and fostering true ownership of their careers.
When leaders grow with purpose, organisations benefit from engaged, future-ready talent, and that’s where I believe coaching delivers its greatest impact.