E
Essence Middle East Consulting FZ-LLC
The second last day of 2025, and a flood of thoughts.
For all the debate on whether circling the sun once again is any reason to celebrate in a cosmic sense (probably not), the year-end does provide a useful opportunity to reflect on what has—and has not—been happening.
Essence Consulting’s business started getting serious this year. One principle we have been clear about is that we build ca ...Show More
The second last day of 2025, and a flood of thoughts.
For all the debate on whether circling the sun once again is any reason to celebrate in a cosmic sense (probably not), the year-end does provide a useful opportunity to reflect on what has—and has not—been happening.
Essence Consulting’s business started getting serious this year. One principle we have been clear about is that we build capability in clients. We therefore don’t measure success by how long we stay engaged; simply spending time going over the same issues would count as failure. We aim to deliver mutually defined value, transfer capability, and move on. Our clients seem to appreciate this: we’re seeing repeat business and continued requests for advice even after formally exiting an engagement. We closed assignments with several clients in 2025, started more, and continue to look for places to add value.
What stood out for me was the number of leaders who see HR as a serious driver of growth and impact on both the top line and bottom line—some through motivation and morale, others through organisational design. While we’re comfortable with both, what clients value most is our ability to speak the truth. When you hire a consultant, you want a fresh pair of eyes and a candid, non-judgmental voice.
And a key statement I will make here:
Everyone likes the idea of change; very few like the process. The leaders who persist understand that organisational change often begins with what we, as leaders, are avoiding changing in ourselves—and that reflection is triggered by a trusted voice offering a different perspective.
When focus or intent is missing, engagements backfire. We recalibrate when that happens—no egos involved.
Coaching is the second-largest component of my time, largely with individuals navigating life and leadership questions. I often see impostor syndrome surface in middle management—the familiar “am I ready for the next level?” Some hesitate to engage because I can be ex ...Show Less
Industry
Human Resources Services
Company Size
2-10 Employees
Headquarter
Dubai
There are no active jobs
Powered By
