Building Stronger Organisations
Through Engaging People

The OD Company is an organisational development consultancy that believes engaged employees are the foundation to successful organisations. We believe in fostering high performance teams and inspirational leaders.

We listen, measure, and evaluate organisations and their cultures. We value our relationships and partner with leaders to build stronger organisation and increase performance.

Our head office is in Doha, Qatar and we are passionate about making a difference and contributing to the qatar National Vision 2030. The OD Company and affiliates have presence in the Middle East, Europe and Australasia.

Engage

We create environments that are designed to engage.

Our Services

We help create the change your organisation is seeking

  • Organisational Strategy

  • Culture Assessment

  • Executive Coaching

  • Leadership Development

  • Advancing Human Resources Professionals

  • Qatarisation

Organisational Strategy

The alignment of strategy, vision, and values is paramount to organisational performance. We work with leaders to align strategy and vision, develop a clear sense of purpose, and ensure these are reflected in the activities of employees.

"The OD Company were working with us to review our HR Policies and how they align to our culture and organisational strategy. They were knowledgeable across all HR core functions and were able to deliver policies that were relevant and aligned to our needs, but also trained the HR team and provided them with tools to enable them to write HR policy in the future."
- HRBP, Telecommunications.

"The credibility of the partners is amazing as they demonstrated a great understanding of organisational strategy, before we proceeded they suggested we run workshops to provide opportunity for employees to design our values. They engaged our employees to think about what type of organisation they want to work for and belong to. Through the workshops they were able to deliver a sense of purpose and belonging. The employees were very excited to have been part of this and also we then aligned these to our organisational strategy so it was embedded into our culture. What was a really exciting part of the project was providing the employees with the ownership of the organisational strategy and values."
- HRD, Semi-Government

"Thank you to The OD Company – an agenda-less meeting for our board was an unusual suggestion, but it was one of the most valuable, communicative and interesting experiences. All our board members are looking forward to the next one!"
- CEO, Financial Sector.

Culture Assessment

An engaging and inspiring culture is paramount to organisational success. We are committed to understanding an organisation’s culture, it’s strengths, and it’s challenges. We use both qualitative and quantitative measures to assess organisational culture. We customise programmes specifically for the needs of our clients to help shape its culture into the desired state.

"The OD Company use a great cultural assessment tool, which allowed us to see what our organisational culture looked like and where we could improve. In partnership with them we were able to work with the leadership team to identify and implement initiatives to drive cultural change. We were very happy with the work that we achieved in collaboration with The OD Company."
- HRD, Semi-Government.

"We had a problem with our culture, but we didn’t quite know where. When we scoped the project we chose The OD Company as we felt they understood our unique challenges and could provide robust solutions."
- VP HR, Private

Executive Coaching

In order to be highly effective, executives must accurately identify their strengths and areas of development, examine the impact of their behaviour on others, and regularly and intentionally reflect on their values, goals and effectiveness. We focus on developing an executive’s full potential by coaching them to think and act beyond existing limits and paradigms.

"Najat created a safe and trusted place for me to think beyond what I knew – the experience was not only life changing but actually allowed me to rethink my career and I am now in the right place."
- Line Manager, Financial Services

Alexis created workshops for our HR team to deliver to our internal stakeholders. She coached the HR team to ensure they were able to train using the materials and were comfortable facing their stakeholders. The HR team responded well to her personable and approachability, creating a safe environment for the team to grow and learn."
- CAO, Education Sector

Leadership Development

The link between great leadership and employee satisfaction and performance is well documented. We design and deliver high quality, engaging programmes for leaders and their teams.

"The OD Company successfully created a coaching culture in our organisation. The organisational change has been immense. They developed a training program to raise awareness of coaching for line managers and employees. This has created a shift in how our organisation delivers their Qatarisation and development programs."
- Director, L&D Semi-Government.

"We ran an employee engagement survey and one of our key areas that we lacked in was leadership. The OD Company were contracted to help us design and deliver a program for our leaders. The program consisted of understanding our values and culture of our organisation, followed by a leadership assessment which was customised for our leadership competencies and then a program was delivered to build the leadership gaps. The work was professional, timely and they were not afraid to bring unique ideas to the table. We have seen some great results with our leaders and look forward to running our next employee engagement survey to measure the impact."
- COO, Semi-Government.

Advancing Human Resources Professionals

The organisation’s Human Resources team is ultimately accountable for the continued success of organisational and people strategies. The OD Company offer accreditation, coaching and workshops to develop the HR team and enable them to drive strategies and initiatives within the organisation. We are passionate about advancing the HR function within Qatar and positively contributing to the Qatar National Vision 2030.

"We worked with The OD Company when we started to review our HR Strategy and realised we needed something that was more aligned with our organisation’s vision. The OD Company provided an assessment for all my HR team allowed us to identify their skills and capabilities. They also ran workshops with the business and HR Team separately to ensure we were balancing the needs of the business, being strategic, and, simultaneously building the capability of the HR team."
- Head of HR, Healthcare Sector.

"We engaged with The OD Company as training partners where they delivered an excellent internationally accredited training program to our HR team. They also trained key HR leads to enable them to deliver the training inhouse in the future. "
- Group CHRO, Telecommunications.

Qatarisation

The OD Company is proud to hold extensive expertise in the field of Qatarisation. We have developed and implemented award winning Qatarisation strategies. We work with your organisation to tailor make a Qatarisation strategy suiting your organisation’s specific needs and challenges.

"They delivered a robust award winning Qatarisation program exceeding our expectations. As our partners in Organisational Development they have a great values driven approach and can identify our challenges and help drive the change by enabling our people”.
- COO, Financial Services.

"A unique consultancy in Qatar providing value to the organisation and its people and deliver what they say they are going to deliver!”.
- Owner, Healthcare.

let's talk

And we'll tailor a solution for your organisation's success.

Inspire

Leadership that creates business culture & success.

Our Team

Our experience is your success

The team draws on years of experience working with organisations both internationally and within Qatar. A customised plan of services will be developed to meet each client’s specific needs.

We work with clients to ensure continued success of a project using the expertise of The OD Company team and affiliates.

Together, we work as a team to create your success.

Alexis Al Qassmi

founder

Alexis is an innovative and values driven HR leader with a strong local and international HR management and consulting background spanning more than 15 years. She is an inspirational and visionary leader who achieves people productivity, organisational efficiency, and cost effectiveness through the implementation of pragmatic strategies.

Alexis brings a holistic approach to champion change and promote high performing cultures through developing and enabling people.With proven capability in a number of organisational functions including strategy formulation, organisational development, Qatarisation, talent management, HR policy development and remuneration and reward, she forges authentic partnerships with clients to enable them to be the drivers of change and accelerate their organisation’s success.

Alexis holds a Bachelor of Commerce, Masters of HRM, is a fellow of the CMI, as well as, British Psychological Society Level A and B accredited.

CONTACT ALEXIS

Najat El Mahdy

founder

Najat is an expert change consultant, certified executive coach, and trusted HR Advisor with over 15 years of Global Experience within various sectors.

Najat has introduced the concept of coaching into a number of organisations simultaneously coaching senior executives leading change. Najat has the ability to enable, grow and strengthen companies’ human capital, leading their teams and individuals through major organisational transformation. With in-depth knowledge of core HR areas specialised in Talent Management, Employee Engagement and Retention Strategies she drives change in partnership with her clients needs. Recognised for her strategic thinking in talent development, organizational performance management and managing cross-cultural diversity. She has been recognised for her work through regional awards.

Najat holds a BSc, MRes and is working towards her Doctorate enriching knowledge and expertise in the HR landscape of Qatar. She also holds prestigious fellowships of the CIPD and the CMI. She is an ACC of the International Coaching Federation and accredited by the British Psychological Society.

CONTACT NAJAT

Our Clients

Creating valued partnerships with excellent results

Creating trusted and respected partnership with our clients is our priority. It is when these partnership are formed, that great work is created. The OD Company works with both government sector and private sector companies across a range of industries. We work with clients to ensure continued success of a project using the expertise of The OD Company team and affiliates.



OUR PARTNERS

OUR PARTNERS


contact us

Success

Through strategic change management.

Corporate Social Responsibility

Sharing knowledge through CSR

The OD Company’s passion of developing people and supporting the Qatar National Vision 2030 is evident through its CSR activities. The OD Company are proud to be the sponsor of the Qatar HR Forum. We provide a platform to support the forum in delivering their vision for HR professionals in Qatar. The work we do in collaboration with the QHRF is aligned to our values in providing excellence to the HR profession in Qatar with a joint purpose is to building HR capability, providing standards and sharing knowledge.

Learn More

Let's collaborate and help bring this vision alive.

Culture

Strengthen organisation culture & performance.

Our Journal

Insights, anecdotes & success stories

This area welcomes you to explore the journey of The OD Company and their successes. It also provides a platform where best practises, thought leadership and evidence-based research will be shared.

Sharing Knowledge through Webinars

The OD Company joined forces with the Qatar HR Forum to launch its Digital Academy in 2020. Thought leaders in their field were invited to share their expertise with their members on cutting edge topics within the HR realm.  Some of the speakers have included:  Bob Kelleher Mark Ridley Dave Ulrich Lucy Adam SUPPORTING THE ...
Read More
Read More

Sharing Knowledge through Webinars

November 12, 2020

The OD Company joined forces with the Qatar HR Forum to launch its Digital Academy in 2020. Thought leaders in their field were invited to share their expertise with their members on cutting edge topics within the HR realm. 

Some of the speakers have included: 

  • Bob Kelleher
  • Mark Ridley
  • Dave Ulrich
  • Lucy Adam

SUPPORTING THE 2030 VISION

Accountability as an HR Leader

Definition: ‘the fact of being responsible for what you do and able to give a satisfactory reason for it, or the degree to which this happens’ We all work in a team or have some form of interaction with others, where we collaborate and agree to pre-defined deliverables. This is across all sectors and functions ...
Read More
Read More

Accountability as an HR Leader

November 11, 2020

Definition:

‘the fact of being responsible for what you do and able to give a satisfactory reason for it, or the degree to which this happens’

We all work in a team or have some form of interaction with others, where we collaborate and agree to pre-defined deliverables. This is across all sectors and functions within an organisation. It is extremely rare to find an employee that is not performing a role to accomplish something for their organisation. 

On a personal level as an HR Leader Accountability is important to me as part of building relationships and owning my deliverables.

The concept of accountability particularly at work is important to an organisations’ success. Each employee is performing a role, no matter what level of seniority they hold. They are contributing to the success of the organisation and thus automatically share Accountability.

We have all heard of the story of JFK and the Janitor:

President John F Kennedy was visiting NASA headquarters for the first time in 1961. While touring he introduced himself to a janitor who was mopping the floor and asked him what he did at NASA. 

‘I am helping to put a man on the Moon!’

The janitor not only shared and understood the vision, but he was demonstrating Accountability through his purpose.

Accountability is not unique to the function of HR; it is an everyday occurrence. Whether it is in the form of a personal or professional commitment, we are always committing to deliver something to others in our daily lives.

What happens when one does not deliver, what then? Once I have overcome my disappointment in not receiving what was promised. I seek Accountability. I expect Accountability. Why? I trust that people do what they say they are going to do. This is not just in work, but also in my personal life.

When I asked my 13-year-old, what does Accountability mean to you? He so clearly answered ‘you do what you say you are going to do’. I could not have said it better or more simply myself.

What really happens when commitment is not kept, trust is broken and relationships breakdown, trying to rebuild this becomes almost impossible.

What does Accountability mean for HR?

An essential part of my philosophy as an HR Leader is to deliver. I deliver on time. I deliver with excellence. I deliver what is promised. It is realistic that sometimes this may not happen for various reasons, so what then? Then I am Accountable for this non-deliverable. I take the responsibility and I own my work.

But why is it so important? It is important because as HR leaders, we are promising to deliver in everything we do. We deliver talent, we deliver on our strategy, we deliver results. I make things happen. I ensure that I or my team is enabled to deliver the results that are expected and promised by us. Accountability of HR is there for the whole organization to see and impacts individuals directly.

When I do not find Accountability within my team or my stakeholders, I am disappointed. I distrust that they can deliver in the future, and I lose confidence in the people that I am collaborating with daily. Trust which is important in forming relationships that are reliable and committed. Collaboration and teamwork are both essential to delivering an organisations vision and strategy and trust is vital to that team collaboration. 

I ensure I role model Accountability and as an empathetic leader I see it from my team’s perspective. If they are delivering in their role and I am not, then why should they continue to deliver. What keeps them motivated if their leader is not leading by example? To engage and motivate my team I ensure that I hold myself Accountable when the need arises and build that trust and reliability. The bottom line is ownership, responsibility and Accountability must be role modelled by the leaders of the organisation to embed it into the organisational culture.  

I always ensure that when dealing with stakeholders, employees, or clients that I manage their expectations to ensure that any delay in delivering is communicated to them openly, transparently and with a proposed solution. I do not bring problems or issues to my customers but come with a solution. This demonstrates accountability – acknowledging the issue and aiming to do something about it. 

Can we, HR Professionals mandate Accountability?

As an HR leader I know that we cannot mandate an employee to take Accountability, but we can create an environment where employees value Accountability and become accountable to one another. This in turns provides an environment which provides HR a sense of personal responsibility to the organization, their colleagues, and the bigger picture.

The culture can be role modelled by HR and when results are not delivered it is owned and in turn celebration of successes and recognition of employees who do deliver.  

As an HR Professional you may not be able to enforce an organisational change which embeds accountability, but you can role model accountability and influence, if not the organisation at least your colleagues. Do not forget the uniqueness of our role; HR is at the heart of the organization’s vision, culture, and people. HR is the only department that could have an impact on every employee in the company. 

People feel accountability when they have ownership therefore a culture demonstrating accountability will empower employees to have ownership over their work and in turn personal responsibility to deliver.

Please if there is one thing that you take away from this article, as an HR Leader.

Role model Accountability in your organisation.

What are your thoughts on having Accountability in the HR profession? 

Sharing knowledge through CSR

The OD Company’s passion of developing people and supporting the Qatar National Vision 2030 is evident through its CSR activities. The OD Company are proud to be the sponsor of the Qatar HR Forum. We provide a platform to support the forum in delivering their vision for HR professionals in Qatar. The work we do ...
Read More
Read More

Sharing knowledge through CSR

November 11, 2020

The OD Company’s passion of developing people and supporting the Qatar National Vision 2030 is evident through its CSR activities. The OD Company are proud to be the sponsor of the Qatar HR Forum. We provide a platform to support the forum in delivering their vision for HR professionals in Qatar. The work we do in collaboration with the QHRF is aligned to our values in providing excellence to the HR profession in Qatar with a joint purpose is to building HR capability, providing standards and sharing knowledge.

Sharing Knowledge through Webinars

The OD Company joined forces with the Qatar HR Forum to launch its Digital Academy in 2020. Thought leaders in their field were invited to share their expertise with their members on cutting edge topics within the HR realm.  Some of the speakers have included:  Bob Kelleher Mark Ridley Dave Ulrich Lucy Adam SUPPORTING THE ...
Read More

Sharing Knowledge through Webinars

November 12, 2020

The OD Company joined forces with the Qatar HR Forum to launch its Digital Academy in 2020. Thought leaders in their field were invited to share their expertise with their members on cutting edge topics within the HR realm. 

Some of the speakers have included: 

  • Bob Kelleher
  • Mark Ridley
  • Dave Ulrich
  • Lucy Adam

SUPPORTING THE 2030 VISION

Accountability as an HR Leader

Definition: ‘the fact of being responsible for what you do and able to give a satisfactory reason for it, or the degree to which this happens’ We all work in a team or have some form of interaction with others, where we collaborate and agree to pre-defined deliverables. This is across all sectors and functions ...
Read More

Accountability as an HR Leader

November 11, 2020

Definition:

‘the fact of being responsible for what you do and able to give a satisfactory reason for it, or the degree to which this happens’

We all work in a team or have some form of interaction with others, where we collaborate and agree to pre-defined deliverables. This is across all sectors and functions within an organisation. It is extremely rare to find an employee that is not performing a role to accomplish something for their organisation. 

On a personal level as an HR Leader Accountability is important to me as part of building relationships and owning my deliverables.

The concept of accountability particularly at work is important to an organisations’ success. Each employee is performing a role, no matter what level of seniority they hold. They are contributing to the success of the organisation and thus automatically share Accountability.

We have all heard of the story of JFK and the Janitor:

President John F Kennedy was visiting NASA headquarters for the first time in 1961. While touring he introduced himself to a janitor who was mopping the floor and asked him what he did at NASA. 

‘I am helping to put a man on the Moon!’

The janitor not only shared and understood the vision, but he was demonstrating Accountability through his purpose.

Accountability is not unique to the function of HR; it is an everyday occurrence. Whether it is in the form of a personal or professional commitment, we are always committing to deliver something to others in our daily lives.

What happens when one does not deliver, what then? Once I have overcome my disappointment in not receiving what was promised. I seek Accountability. I expect Accountability. Why? I trust that people do what they say they are going to do. This is not just in work, but also in my personal life.

When I asked my 13-year-old, what does Accountability mean to you? He so clearly answered ‘you do what you say you are going to do’. I could not have said it better or more simply myself.

What really happens when commitment is not kept, trust is broken and relationships breakdown, trying to rebuild this becomes almost impossible.

What does Accountability mean for HR?

An essential part of my philosophy as an HR Leader is to deliver. I deliver on time. I deliver with excellence. I deliver what is promised. It is realistic that sometimes this may not happen for various reasons, so what then? Then I am Accountable for this non-deliverable. I take the responsibility and I own my work.

But why is it so important? It is important because as HR leaders, we are promising to deliver in everything we do. We deliver talent, we deliver on our strategy, we deliver results. I make things happen. I ensure that I or my team is enabled to deliver the results that are expected and promised by us. Accountability of HR is there for the whole organization to see and impacts individuals directly.

When I do not find Accountability within my team or my stakeholders, I am disappointed. I distrust that they can deliver in the future, and I lose confidence in the people that I am collaborating with daily. Trust which is important in forming relationships that are reliable and committed. Collaboration and teamwork are both essential to delivering an organisations vision and strategy and trust is vital to that team collaboration. 

I ensure I role model Accountability and as an empathetic leader I see it from my team’s perspective. If they are delivering in their role and I am not, then why should they continue to deliver. What keeps them motivated if their leader is not leading by example? To engage and motivate my team I ensure that I hold myself Accountable when the need arises and build that trust and reliability. The bottom line is ownership, responsibility and Accountability must be role modelled by the leaders of the organisation to embed it into the organisational culture.  

I always ensure that when dealing with stakeholders, employees, or clients that I manage their expectations to ensure that any delay in delivering is communicated to them openly, transparently and with a proposed solution. I do not bring problems or issues to my customers but come with a solution. This demonstrates accountability – acknowledging the issue and aiming to do something about it. 

Can we, HR Professionals mandate Accountability?

As an HR leader I know that we cannot mandate an employee to take Accountability, but we can create an environment where employees value Accountability and become accountable to one another. This in turns provides an environment which provides HR a sense of personal responsibility to the organization, their colleagues, and the bigger picture.

The culture can be role modelled by HR and when results are not delivered it is owned and in turn celebration of successes and recognition of employees who do deliver.  

As an HR Professional you may not be able to enforce an organisational change which embeds accountability, but you can role model accountability and influence, if not the organisation at least your colleagues. Do not forget the uniqueness of our role; HR is at the heart of the organization’s vision, culture, and people. HR is the only department that could have an impact on every employee in the company. 

People feel accountability when they have ownership therefore a culture demonstrating accountability will empower employees to have ownership over their work and in turn personal responsibility to deliver.

Please if there is one thing that you take away from this article, as an HR Leader.

Role model Accountability in your organisation.

What are your thoughts on having Accountability in the HR profession? 

Sharing knowledge through CSR

The OD Company’s passion of developing people and supporting the Qatar National Vision 2030 is evident through its CSR activities. The OD Company are proud to be the sponsor of the Qatar HR Forum. We provide a platform to support the forum in delivering their vision for HR professionals in Qatar. The work we do ...
Read More

Sharing knowledge through CSR

November 11, 2020

The OD Company’s passion of developing people and supporting the Qatar National Vision 2030 is evident through its CSR activities. The OD Company are proud to be the sponsor of the Qatar HR Forum. We provide a platform to support the forum in delivering their vision for HR professionals in Qatar. The work we do in collaboration with the QHRF is aligned to our values in providing excellence to the HR profession in Qatar with a joint purpose is to building HR capability, providing standards and sharing knowledge.

Empathy as an HR Leader

Presented in the last few months with unprecedented ways of working, disconnection from our ‘norm’ and our own struggles of finding our way to balance our work and family demands. I wanted to share with you my journey of what it means to be an HR Professional in this time i.e. Covid-19.   Empathy speaks to ...
Read More

Empathy as an HR Leader

October 20, 2020

Presented in the last few months with unprecedented ways of working, disconnection from our ‘norm’ and our own struggles of finding our way to balance our work and family demands. I wanted to share with you my journey of what it means to be an HR Professional in this time i.e. Covid-19. 

 Empathy speaks to me, it always has  since I started my HR Journey, it has always been my objective to “do the right thing”. This is not always the easiest thing to do in our profession, but it is the right approach for me. I have always empathised with people, whether they are the leader, the employee, or one of my stakeholders.

Prior to making any recommendations or decisions I take a moment to ask myself some questions such as: 

What does it feel like to be in someone’s position at this point? 

What does it feel like to be in this situation and being faced with whatever this is?

When I have led change or led HR functions, I have been able to build relationships with my leaders to embed trust within our relationship. They often share my philosophy of ‘doing the right thing’. 

 Reflecting, I often wonder whether it is trust or empathy or both? Is it the idea that I tell the truth, no matter how hard it is to hear? I believe so. I have empathised with our employees and I have always tried to present the facts and provide clear recommendations. But I do believe it is important to share what we know, not to withhold any facts of information back and to provide support and guidance. 

So, what do I do to empathise?

  • I listen. I always listen I provide a safe place for my stakeholders to come and talk and I listen without any distraction. I earn their trust.  
  • I acknowledge their feelings. I engage and I hear them and validate their feelings. 
  • I work with them to provide an action plan, that could be something as simple as sending an email or they go and talk to their line manager, or I mediate. It depends on the situation.
  • I tell them how it is, I give my opinion, as firm as it may be- I tell the truth. This is how I build trust. I do not sugar coat. 

Empathy is essential in this time as we have colleagues facing redundancies and upheaval of their lives. It is important that we empathise with their situation and how they are feeling. 

Please if there is one thing that you take away from this article, as an HR Leader; Provide empathy to your employees, not policing. 

Share with me what your thoughts are on having empathy in our profession- the HR Profession in this time?

Disclaimer: The views and opinions included in this article belong to their author and do not mirror the views and opinions of any organisation.

HEC Paris in Qatar signs MoU with Qatar HR Forum

HEC Paris and Qatar HR Forum (QHRF) signed a Memorandum of Understanding (MoU) whereby HEC Paris is supporting QHRF by offering lectures from HEC Paris’ renowned faculty. The MoU is under the patronage of The OD Company as part of their commitment to Corporate Social Responsibility.  https://www.gulf-times.com/story/622361/HEC-Paris-in-Qatar-signs ...
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HEC Paris in Qatar signs MoU with Qatar HR Forum

February 16, 2019

HEC Paris and Qatar HR Forum (QHRF) signed a Memorandum of Understanding (MoU) whereby HEC Paris is supporting QHRF by offering lectures from HEC Paris’ renowned faculty. The MoU is under the patronage of The OD Company as part of their commitment to Corporate Social Responsibility. 

https://www.gulf-times.com/story/622361/HEC-Paris-in-Qatar-signs-MoU-with-Qatar-HR-Forum

QFCRA wins Award

The Qatar Financial Centre Regulatory Authority (QFCRA) received the Middle East and North Africa’s “Best Nationalisation Initiative” award at the ceremony in Dubai. The forum rewarded organisations and individuals in the region for their proven excellence and outstanding human resource practices and achievements. Najat El Mahdy was the lead in ...
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QFCRA wins Award

May 22, 2017

The Qatar Financial Centre Regulatory Authority (QFCRA) received the Middle East and North Africa’s “Best Nationalisation Initiative” award at the ceremony in Dubai.
The forum rewarded organisations and individuals in the region for their proven excellence and outstanding human resource practices and achievements. Najat El Mahdy was the lead in developing and designing the program for their client. 

https://www.gulf-times.com/story/549694/QFCRA-receives-Mena-s-best-nationalisation-initiative-award

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Keep up to date with all our news.

Connect

Let’s create your organisations change today.

P: +974 5584 8855

E: hello@theodcompany.com

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Zone 43 Street 250 Building 289
Doha, Qatar.

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