Create the conditions for people and performance to thrive.

Leadership shapes how people experience work: whether they trust one another, speak openly, contribute their strengths, and approach challenges with clarity.

For organizations developing their leaders.

Discuss your leadership needs

Positive Impact Hub helps organizations develop leaders who create those conditions. Born in Qatar, our work brings together positive psychology, leadership science, and cultural intelligence to address the realities of leading in a complex, multicultural world.

Through consulting, training, leadership journeys, coaching, and speaking, we connect research with the decisions and behaviors that shape organizational life.

1ConsultingLeadership and culture 2TrainingWorkshops and programs 3Learning journeysSustained development 4CoachingExecutive and leadership 5SpeakingKeynotes and events

How we support your organization

Five ways to work with us

Leadership and Culture Consulting

Align leadership practices with the culture you want to build.

For organizations seeking to strengthen leadership capacity, address team challenges, or bring greater consistency to how their values are practiced.

We help executives and HR and learning leaders examine the conditions their leadership practices create, identify development priorities, and shape an approach that fits their organization. An engagement can begin with the Leadership Diagnostic, a confidential interview study across a leadership population that shows what is actually happening before anything is designed.

An engagement can include:

Exploring leadership and team culture challenges.
Clarifying the behaviors needed to support organizational priorities.
Designing leadership development programs and learning journeys.
Planning how learning will be applied and progress reviewed.

What this supports. Clearer leadership expectations and a practical direction for developing people and strengthening culture.

Leadership Training and Workshops

Equip leaders for the situations they face every day.

For emerging leaders, managers, and senior teams developing the skills to communicate clearly, navigate differences, and support performance.

Our training brings leadership research into practical situations, from giving feedback and addressing tension to building trust across a multicultural team. Sessions can combine facilitated discussion, exercises, reflection, and workplace application.

What this supports. Practical skills, shared understanding, and more intentional leadership behaviors.

Positive Leadership in Practice

Explore how leaders build trust, recognize contributions, communicate expectations, and address challenges with care and accountability.

Cultural Intelligence and Multicultural Leadership

Examine how cultural assumptions shape communication and relationships. Develop more thoughtful approaches to leading across differences, with particular relevance to Qatar and the GCC.

Emotional Intelligence and Self-Awareness

Recognize personal patterns and their impact on others. Practice responding more deliberately under pressure.

Leadership Communication and Difficult Conversations

Build skills in listening, feedback, setting boundaries, and addressing disagreement with clarity and respect.

Psychological Safety and Mattering at Work

Understand how leadership behaviors affect whether people speak up, feel valued, and have meaningful opportunities to contribute.

Purpose, Strengths, and Relational Energy

Connect individual strengths with shared priorities and examine how everyday interactions support or deplete a team's energy.

Training topics can be delivered as focused workshops or brought together in a broader development engagement.

The full program listTwenty one programs, grouped by what a leader leads: self, others, systems+

Lead Self

Who you are before what you do.

Resilience Lab. Six sessions or one day. A personal resilience plan built from attention, thought patterns, motivation and coping, tested against real pressure.
Emotional Intelligence Lab. Eight sessions. Reading yourself and others accurately enough to lead a difficult conversation well.
Wellbeing Lab. Seven modules. The conditions of a life and a working week that sustain performance rather than borrow from it.
Steady Mind Lab. Attention and steadiness under uncertainty, with guided practice leaders can keep after the room closes.
Job Crafting. Redesigning your own role around values, strengths and interests, task by task and relationship by relationship.
Leading with Strengths. Finding what you are already good at, and leading from it deliberately.
Growth Mindset. How leaders meet an adaptive challenge, with the experiments that make the shift visible.
Positive Psychology, an introduction. One session. The science behind the flagship and the Labs, for a team or an all staff hour.

Some programs in this group are built on licensed practitioner material and carry its attribution in every workbook.

Lead Others

The conditions you create around people.

Leading for Positive Impact. Two days. The flagship: feedback that builds capability, strengths named accurately, expectations people want to meet.
Influencing Upwards. Strategic credibility for the people who advise rather than decide.
The FALCON Leadership Workshop. Half day to one day. Six disciplines, taught through experience rather than slides.
The Energy Advantage. One day. Relational energy: why some leaders leave people with more than they found them with, and how to do it on purpose.
Effective Communication Skills. One day. Clear, direct and respectful, across functions and cultures.
Positive Leadership: A Pathway to a Thriving Workforce. Emotional intelligence, communication, resilience and engagement in one arc, with cases.
Performance Management and SMART Goals. Setting, reviewing and holding goals so that performance conversations stop being feared.
Goal Setting and Delegation. Handing over work in a way that grows the person and keeps the standard.

Some programs in this group are built on licensed practitioner material and carry its attribution in every workbook.

Lead Systems

The culture and structures a leader shapes.

Adaptability and Change Management. About six hours. The change curve, resistance patterns, and a cultural intelligence lens on why change lands differently in different rooms.
Problem Solving Skills. One day. Structured methods and an exercise bank, applied to the organization's own problem.
Cultural Agility for Leaders. Two days. Describing before interpreting; building a shared working culture rather than expecting a team to adopt yours.
Positive Leadership in the Qatari Context. Built on original research with twelve Qatari leaders, for organizations that want leadership development to fit the country it is in.
The executive team intensive. One day, the whole team, the chief executive in the room, and a written record of what was decided.

Framework: Inter-Cultural Intelligence (ICI), the Three Colors of Worldview, and the 12 Dimensions of Culture © KnowledgeWorkx. Used by a certified ICI partner. Some programs in this group are built on licensed practitioner material and carry its attribution in every workbook.

Full descriptions of the core programs are in the program catalogue.

Leadership Learning Journeys

Give leaders time to learn, apply, and develop.

For organizations seeking sustained development across a leadership group.

Learning journeys connect a sequence of experiences around agreed development priorities. Participants explore relevant concepts, apply them to their work, and return to reflect on what happened and what needs further practice.

A tailored journey can bring together:

Workshops built around a coherent set of leadership priorities.
Reflection and application between sessions.
Peer discussion of real leadership challenges.
Coaching where appropriate to the engagement.
Reviews of learning and agreed next steps.

What this supports. Continued practice and a stronger connection between leadership learning and daily work.

Executive and Leadership Coaching

Support individual growth where leadership becomes personal.

For leaders navigating greater responsibility, challenging relationships, or changes in how they need to lead.

One-to-one coaching creates space to examine assumptions, understand recurring patterns, and work through specific leadership situations.

Reflection is connected with actions the leader can practice in their own context.

Coaching can focus on:

Self-awareness and leadership impact.
Communication and difficult conversations.
Cultural intelligence and team relationships.
Boundaries and interpersonal dynamics.
Purpose, values, and leadership direction.

What this supports. Greater clarity, stronger self-awareness, and more deliberate leadership choices.

Keynotes and Speaking Engagements

Bring a research-informed perspective to your leadership conversation.

For conferences, institutional gatherings, and organizational events exploring leadership, culture, and the future of work.

Speaking engagements connect positive leadership science with practical questions about how people work and lead together.

The focus is shaped around the audience and the purpose of the event.

Themes include:

Creating the conditions for people and performance to thrive.
Mattering at work: feeling valued and having the opportunity to add value.
Cultural intelligence in multicultural organizations.
Relational energy and the influence of everyday interactions.
Human wisdom and ethical leadership in the age of AI.

What this supports. Meaningful discussion and practical ideas participants can bring into their own leadership.

Our approach

Research that informs practice

Our work draws on positive psychology, positive leadership science, cultural intelligence, and emotional intelligence. We translate these fields into practical ways to think, communicate, and lead.

Attention to cultural context

Leadership takes place within particular relationships, institutions, and cultures. Our Qatar roots and international perspective inform an approach that takes those differences seriously.

Human dignity and meaningful contribution

We help leaders examine whether people feel valued and have opportunities to add value. This includes how leaders listen, recognize contributions, set expectations, and respond when things go wrong.

Application in everyday work

Development becomes useful when people can apply it. We connect learning with the conversations, decisions, and team situations participants need to handle.

The expertise behind Positive Impact Hub

Founded in Qatar by Roberta Saffels

Positive Impact Hub was founded in Qatar by Roberta Saffels, a leadership development consultant and keynote speaker with more than 20 years of international experience working with multicultural teams across more than 50 countries.

Roberta holds a Master's in Applied Positive Psychology from the University of Pennsylvania. Her methodology draws on qualitative academic research into positive leadership in the Qatari context, connecting research with local leadership realities.

This foundation informs PIH's work with executives, HR and learning leaders, senior managers, emerging talent, and institutional partners. About Roberta.

How we work together

Four steps, from first conversation to reviewed progress

1
Understand your context
We begin with your organizational priorities, the challenges your leaders face, and what you want to develop or change.
2
Design the engagement
We agree on the audience, objectives, scope, and approach. A tailored proposal outlines delivery, timing, fees, and how progress will be reviewed.
3
Learn and apply
We connect research and reflection with relevant leadership situations through the agreed combination of consulting, training, coaching, or speaking.
4
Review and build on progress
For development engagements, we review application against the agreed objectives and identify priorities for continued practice.

Part of a broader leadership ecosystem

Seven pillars, one purpose

Positive Impact Hub brings together education, research, community, media, technology, and convening around a shared purpose: advancing leadership that helps people, organizations, and societies thrive. Our services contribute to this broader vision by helping organizations put positive leadership into practice.

Explore Positive Impact Hub

Frequently asked questions

Who are these services for?

−

We work with organizations developing their leadership capacity, including executives, HR and learning teams, senior managers, and emerging leaders. Our work is especially relevant to multicultural environments in Qatar, the GCC, and internationally.

What is the difference between training and a learning journey?

Training addresses a focused topic or set of skills. A learning journey connects multiple development experiences over time, giving participants opportunities to apply learning, reflect, and build on their progress.

Can an engagement be tailored to our organization?

Yes. The design begins with your priorities, participants' responsibilities, and the situations they need to navigate. Topics and activities are selected around that context.

Can we combine services?

An engagement can combine complementary support, such as consulting to clarify development priorities, workshops for a leadership group, and coaching for individual leaders.

What does positive leadership mean?

Positive leadership examines how leaders create conditions for people to contribute and perform. It involves trust, meaningful work, recognition, and constructive relationships, alongside clear expectations and accountability.

How are format and duration decided?

The format and duration depend on the objectives, audience, and depth of work required. These details are agreed during the scoping process and included in the proposal.

How are fees determined?

Fees reflect the scope of the engagement, preparation, delivery, and any agreed follow-up. A tailored proposal is provided after an initial discussion.

How do we assess progress?

We agree on relevant indicators at the outset of a development engagement. Depending on the scope, these may include application of specific leadership behaviors, participant reflection, and feedback against agreed priorities.

What do we need to prepare?

A brief description of your needs is enough to start. If available, include the intended audience, approximate participant numbers, preferred timing, and budget considerations.

Let's discuss what your leaders need.

Whether you are planning training, developing a leadership journey, supporting individual leaders, or preparing an event, we can help you identify an appropriate starting point.