After 27 years at Mohsin Haider Darwish (MHD) LLC, Areej Mohsin Haider Darwish has not only worked for – and then led – the conglomerate’s growth and expansion throughout Oman but has also seen the nation’s business landscape significantly develop.
“We have seen a steady transformation through development plans with the predominant focus on economic diversification,” she tells CEO Middle East. “We have seen growth in infrastructure, logistics, smart cities, strategic development of free zones and economic diversification.”
Areej can relate to the government’s focus on sustainability, which is outlined in Oman Vision 2040, because she views it as a central tenet of her own management. “As a leader, I look at sustainability as a mindset that prioritises people, planet and profit equally. We have a responsible approach to the way we lead and how our actions have a wider impact on society and environment.”
With this in mind, Areej defined a set of day-to-day practices and longer-term strategies to help MHD achieve what she calls the “triple bottom line” of social, environmental and financial performance. On a daily basis, MHD has turned to digital tools in a bid to be as paperless an organisation as possible. Recycling initiatives, energy-efficient lighting and solar panels have been installed to minimise energy consumption and wastage.
“We are also looking at converting our fleet to electric vehicles and though complete coverage will take time, we have started walking this path,” she says.
This isn’t about ticking off some boxes to meet CSR or ESG criteria. “These measures have a positive impact on the environment,” Areej says.
Leadership: values and style
After years at the helm of MHD LLC, Areej recognises that a leader does more than manage and direct people; with their experience and insights, they can have a positive influence in the community.
“In order to positively lead and interact with employees, team members and business partners, leaders require a strong set of leadership qualities.”
Over time, she has developed leadership value system based on three core themes:
Vision and passion: “For me, a leader should be a visionary. Great leaders have the ability to see the bigger picture of where the organisation is headed, what it’s capable of, and what it will take to get there. They have a relentless passion to achieve their organisational goals and are able to see possibilities and identify opportunities. They turn ideas into action.”
Resilience: “The business world is dynamic and with the changing business scenario it is so important that a leader is resilient. With their management, they lead by example and support and bring their team to work together no matter the circumstances. It’s the innate positivity that helps to cope with challenges in a calm and collected manner. It’s important to focus on solutions rather than on problems.”
Communication: “Good communication is one of the leadership attributes that is absolutely fundamental to the growth of an organisation. It’s important for a leader to communicate effectively as it motivates and inspire teammates to work hard and achieve team targets and organisational goals as well. Effective leadership and effective communication are intertwined as they directly affect the success of the business strategy.”
Leaders have their own style, which helps them achieve their goals and turn a vision into reality.
“For me as a leader, cooperation and participation works best as it creates a more engaged workforce and a strong sense of organisational identity.”
That said, Areej recognises that involving more people in decision-making presents its own challenges – it can be time-intensive, since the workforce needs time to process the information, formulate suggestions and present options to the leader. Analysing the information and options can also take time, while group work, in general, always raises the possibility of contention.
“However, I am of the opinion that the advantages outnumber the disadvantages and the leader must set an example to keep the team focussed on working towards a common goal. It also helps if the leader leads discussions in a strategic way.”
Legacy and succession planning
MHD LLC was founded by Mohsin Haider Darwish, Areej’s father. Today, her son, also named Mohsin, is CEO of the company’s ACERE division, which she is chairperson of. In her roles as a daughter, worker, leader, mother and the middle generation of the family business, Areej has gained insight into a number of areas. One of these is succession planning.
“In order to ensure the younger generation gains valuable experience, we have involved Mohsin actively in the business. He has not only learnt and been trained in the business but he has taken the lead and is redefining the business through his innovative ideas. Allowing the next generation to innovate works in the best interest of the family business and also helps to make decisions about the long-term future in a rapidly changing world.”
She values the mixture of experience and youth that she and Mohsin offer MHD. “My son has different thoughts and ideas on how to expand our presence and I have the experience of foresight.”
However, while she recognises that handing over the corporate reins of power completely is on the horizon, Areej remains focussed on the present. “Currently, our focus is to expand and strengthen our business and our family’s purpose, principles and values are our guiding light.”
A male-dominated industry
“When I joined the industry almost three decades ago, a woman leading in the automotive sector was unheard of,” says Areej.
“But I feel that it is not about gender, as that has no impact on one’s ability to perform a job and do it well. It is about the abilities, efficiency, drive and skills that make a difference.”
Areej used her passion for cars to challenge herself, learning the finer details of the industry and figuring out how she could make a difference.
While she wouldn’t call herself a role model, Areej does feel that her experience, both in the automotive sector and as a leader, holds tremendous value. “Our actions play an instrumental role in shaping people’s career aspirations, as they will tend to see how we make the best of the opportunities and how we brace for challenges in our businesses. We can help them see their potential and achieve more.
“If through our actions we can make a difference to anyone and inspire them to progress in their professional and personal growth, then I can think we are positive role models or influencers.”
Under her leadership, MHD ACERE has recently entered into a few new business verticals. “Auto Expert is an advanced diagnostic training and development centre that was launched with the aim of becoming a one-stop-shop for scheduled maintenance, service and repairs of all kinds of vehicles.
“With the transportation infrastructure needing an overhaul and new car sales going up each year, there was a demand for superior maintenances. The facility caters to accessories, detailing, polishing, window tinting, smart repairs and paint jobs for all kinds of vehicle brands.”
MHD ACERE recently opened its ninth MG showroom and service centre, in Nizwa, while the division has also ventured into the car rental space.
Areej sees that corporate perceptions have dramatically changed over the past few decades, with more women entering the traditionally male-dominated sector. However, in order to encourage more women to enter the automotive industry, organisations need to focus on recruiting, retention and growth opportunities for deserving women candidates.
“Technology is also changing the nature of work in the sector. As cars have gotten smarter, and automotive jobs have become more tech-based, we have women working in these technologies extensively such as data science and artificial intelligence. There are a lot of women in the tech-based fields and the automotive industry has to take advantage of the expertise that the female workforce has to offer.”
From a company’s perspective, equal access, mentorship programmes, equal pay and flexible working arrangements can all encourage more women to enter the industry, Areej adds. “My advice to women is not to focus on the fact they are in a male-dominated industry. It’s about their performance level; show them your abilities and follow your dreams.”
Nurturing team talent
Here’s what Areej Mohsin Haider Darwish looks at when considering a member of her team for promotion:
Performance: This would be one of the main criteria for promotion as we assess and evaluate the performance of an employee over a period of time.
Work ethic: This is an integral factor as a positive workplace ethic ensures a positive ambiance. Employees who exhibit good prioritisation skills, punctuality, consistency and commitment are key drivers for any business.
Self starter: I think when employees are naturally committed and dedicated to what they do, they will take the initiative to go beyond and are capable of managing themselves, motivating themselves or handling their work without the need of supervision from their seniors.
Solution-oriented mindset: Solutions-driven employees take the initiative to focus on finding solutions and at the same time identify ways to prevent other issues from occurring. This proactive mindset can help in delivering better results and tackling new challenges.
Teamwork/people skills: Employees who value teamwork deserve the career progression as they promote strong working relationships, improved efficiency and productivity. A team worker fosters a culture of collaboration, by which they lead others towards attainment of organisational goals.