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Roche Middle East, alongside IE University, is embarking on the second cohort of RISE, an Inclusive Leadership Program, building on the success and impact of our first cohort. The initial cohort of 22 Roche leaders, graduates of RISE, left an indelible mark, sparking positive shifts in mindset, behaviors, attitudes, and team dynamics. A remarkable transformation unfolded, with participants shifting from awareness to action, channeling heightened awareness of diversity and inclusion into actionable strategies that foster a more inclusive workplace. RISE became a catalyst for embracing uniqueness, celebrating diverse perspectives, and instilling a culture where individuality is not only recognized but valued. This shift extended into behaviors, with participants championing inclusive decision-making and demonstrating increased empathy towards colleagues' experiences and backgrounds. What sets RISE apart is the post-program advocacy for change witnessed among participants. These leaders actively initiated positive changes within the organization, addressing diversity and inclusion gaps and becoming advocates for a more inclusive workplace. Mentorship, a cornerstone of RISE, empowered participants with hands-on experience in becoming mentors. This translated into teams experiencing a shift towards a more inclusive culture, where every member feels valued and empowered to contribute their unique skills and perspectives. Aligned with Roche's Diversity & Inclusion (D&I) vision, RISE is tailored for Roche leaders, a testament to our commitment to advancing careers by upscaling inclusive leadership and business skills. As we embark on the second cohort, we reflect on the profound impact of these programs, not merely within Roche but as contributors to a future where everyone can thrive, unleashing their best selves based on their unique qualities. Let's persist in paving the way for an innovative and inclusive future. #RISE #Leadership #InclusiveImpact #Roche #DiversityInclusion

Many pharmaceutical companies are striving to increase diversity at the leadership level by promoting diversity in leadership positions and boardrooms. By appointing diverse leaders and executives, companies can bring different perspectives, experiences, and insights to decision-making processes and foster a more inclusive organizational culture. Pharmaceutical companies are transparent about their diversity and inclusion efforts, reporting on diversity metrics, progress, and goals in their annual reports, sustainability reports, and corporate social responsibility (CSR) disclosures. By holding themselves accountable and publicly disclosing their D&I initiatives, companies demonstrate their commitment to advancing diversity and fostering a culture of inclusion.

July marks my 2-year milestone at Roche, and I'm overwhelmed with gratitude and motivation. 🎉👩🔬👩🏻💻Gratitude for the opportunities I've been given and motivation to continue pushing forward. A heartfelt thanks to my manager who hired me and provided me the opportunity, supported me, cheered for me, valued me, provided the tools and resources essential for my personal and professional growth. I am truly blessed to have such a supportive manager by my side.😌🙌🧿 Reflecting on this journey, I've come to realize that true leadership isn't about being the loudest voice or rigid in management style. It's about empathy, understanding, and simply being there for your team—it's about people, always. 💯 Another lesson close to my heart: let go of the mindset, you know the - I’m too senior for this task mindset? Ditch it. Every task, every project - it’s all a learning curve. 📈Execution is everything. Get your hands dirty. You can’t take off without hitting the runway with full speed. 🛫 Confession time: feeling like an imposter occasionally is more common than we think. Wondering if you’re the right person for the job ? You’re not alone. Honestly, you don’t need hard work, destiny or connections to make it through. All you need is, courage. 💪🏻Courage to follow unconventional paths in life, courage to be vulnerable. Courage to put yourself out there and take chances. Courage of not setting for anything less than you can deliver. Courage to go after what you really, really want. My two cents on making it through the corporate world. ✨😊🙏🏻

👋✨Calling all visionaries, mentors, and champions of talent! 🚀 It's time to put your rising stars in the spotlight and nominate them for the Totum Rising Star Awards! 🌠 Why should you nominate your team members? 1️⃣ Acknowledge Excellence: Your team members are the backbone of your success. Nominate them for the Totum Rising Star Awards to give them the recognition they truly deserve. 🏆 2️⃣ Team Building: What better way to boost morale and strengthen team bonds than by celebrating collective achievements? Nominate your team to showcase your collective brilliance to the industry. 🌐 3️⃣ Professional Growth: Nominating your team for these awards isn't just about the accolades; it's a commitment to their growth. It's an opportunity for them to connect with industry leaders, expand their networks, and take their careers to new heights. 🚀 Ready to make your team stand out? 👉 Head over to Totum Rising Star Awards to submit your nominations and let the world see the stars you've been privileged to work alongside. Tag your fellow leaders, spread the word, and let's light up the professional sky together! 🌟🎉 #TotumRisingStars #TeamExcellence #LeadershipMatters

Now that AI makes content is easy to create (and all sounds the same), thought leadership leverages your leadership to amplify your message. That is...if you can find agreeable leaders to work with you. Shout out to Jamie Williams and • Sharon Delaney McCloud CDE® for making it happen at UNC Health #thoughtleadership #healthcaremarketing

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🤯 🤯 🤯 🤯 🤯 🤯 Purna Virji 🤯 🤯 🤯 🤯 🤯 🤯 Just sat in on an action-packed presentation by my bestie and learned so much/got inspired to be a better citizen of LinkedIn. Key takeaways: ✅ A thought leader is a state of mind, not a role in a company. Everyone can be thought leaders if you lead with your thoughts 🤯 ✅ Coordinate posts between all company members for maximum reach... stagger your posts to keep the party going all night long 🤯 ✅ Thought leader ads are a great way to amplify your reach, inexpensive, and can help your company reach even more people by amplifying your diverse voices 🤯

ReD Leadership Interview // Culture as the key ingredient in successful M&As   In 2023, Novo Nordisk acquired French MedTech company BIOCORP, as part of their strategy to complement existing capabilities with external innovation in the future. In our latest Leadership interview, VP of Corporate Development at Novo Nordisk Mikael Wedell-Wedellsborg – who played a leading role in the integration – and Biocorp’s CEO Eric Dessertenne speak to ReD’s Mads Holme and Alexis Jakubowicz on how they navigated this acquisition; from the importance of carrying out a deep cultural analysis upfront, to maintaining an open dialogue during the integration phase, to seeing cultural tensions not as problems to solve but fruitful moments of growth and learning.    “Culture was the cornerstone of the integration,” says Mikael, “but we had to do the culture work differently; we had to go in-depth as opposed to past acquisitions. We knew that if we didn’t get this right from the start, it would turn out to be something that would haunt us later.”   Read the full interview below where you can also read ReD’s four recommendations for leaders looking to get cultural integration right. #leadership #strategy #M&A

Become a Thought Leader You already know LinkedIn is the ideal platform to showcase your industry expertise and establish your credibility as a thought leader. So, how do you become a thought leader? 1. Share insightful content 2. Engage in meaningful conversations 3. Contribute and comment on topics within your industry. Thought leadership enhances your credibility and attracts a dedicated following of like-minded professionals.

💡𝗛𝗼𝘄 𝗦𝗵𝗼𝘂𝗹𝗱 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀? While it is important for your thought leadership executives to participate in viral conversations and share their insights on key events, it is very crucial to consider the relevance of each occasion and its alignment with your communication objectives and key messaging when selecting speaking opportunities. Encouraging leaders to comment on topics that are only slightly or significantly irrelevant to their field of work can compromise the consistency and reliability of your thought leadership goals and strategy, as well as the authenticity of their communications. It is essential to evaluate every single speaking opportunity suggested by the thought leadership team or executives themselves. Explain the strategic dimensions and the possible outcomes or consequences of deciding to comment on or skip a specific topic. As a consultant, your role is to ensure that the thought leadership executives maintain a clear and strategic path in their communications and messaging, effectively reaching their target audience. ❓️𝗪𝗵𝗮𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗰𝗼𝗺𝗺𝗼𝗻 𝘀𝗰𝗲𝗻𝗮𝗿𝗶𝗼 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝗮𝗱𝘃𝗶𝘀𝗲 𝘆𝗼𝘂𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗻𝗼𝘁 𝘁𝗼 𝘁𝗮𝗸𝗲 𝘁𝗵𝗲 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆? Photo Credit: Forbes