Christina Charenkova

Every transformation starts with one thing A leader who’s willing to UNLEARN. Not read more. Not work harder. Not copy what others are doing. But unlearn what no longer serves. The truth? Most organisations aren’t stuck because of strategy. They’re stuck because of ego. Outdated assumptions. Old success formulas. Leadership habits that once worked but now hold people back. You can’t: ✅ Build agility on top of micromanagement. ✅ Create safety while rewarding burnout. ✅ Drive innovation if failure is punished. Change doesn’t trickle down. It starts up top. One leader choosing to shift That’s the spark. 📌 You want transformation? Unlearn control. Unlearn perfection. Unlearn the myth that strong leaders never change. It’s not soft. It’s strategy. Because when leaders unlearn outdated habits, They unlock capacity in others. ✨ The best cultures aren’t built by leaders who know everything. They’re built by leaders who evolve loudly, visibly, and first. 🕹️ DM me to learn how I help leaders build high-performing organisations. 🕹️ Follow me, Wardah Harharah, CCXP, FCIPD, PCC C for insights on #OrganizationalDesign and building human-centred organisations that transform culture, people and performance.

79

86 Comments

The Board That Forgot Why It Existed (from the 14 part series: Lessons from the Boardroom) This board was busy. The papers were heavy, the meetings were long, and every action item was carefully tracked. Yet when I asked directors to describe the organisation’s core purpose, the answers varied wildly. Some talked about service delivery. Some focused on compliance. Others spoke about financial sustainability. All valid priorities, but not the same answer. Over time, the board had become so absorbed in the machinery of governance that it had drifted from the meaning of governance. The “why” had been lost in the “how.” We took a step back. Before the next strategic planning cycle, the board spent a full day revisiting its purpose: why it existed, who it served, and what impact it wanted to have. Those answers became the lens for every agenda item, budget decision, and risk discussion that followed. The change was immediate. Debates became sharper because everyone was clear on the shared goal. Non-strategic items were dropped from agendas. Directors said they felt “reset” and more aligned than they had in years. This aligns with findings in the Stanford Social Innovation Review, which note that mission clarity is one of the strongest predictors of board effectiveness across both corporate and nonprofit sectors. Without it, even the most competent boards can drift into operational overreach and decision paralysis. Lesson: Governance starts with purpose. If your board cannot articulate it in one sentence, it is time to pause and refocus. If your board can’t agree on why it exists, every decision will be harder than it needs to be. The Strategy Pack helps boards clarify and embed organisational purpose, using practical tools to connect mission, priorities, and resource allocation. Pair it with the Core Essentials Pack to ensure that purpose flows through your agenda structures, decision-making processes, and governance frameworks. 📍 Strategy Pack → https://lnkd.in/g-vWYVSJ 📍 Core Essentials Pack → https://lnkd.in/g4vB_9k4 #BoardAlignment #PurposeDrivenGovernance #BoardEffectiveness #GovernanceInFocus #LessonsLearned #LeadershipAlignment

32

15 Comments

What happens when a team is deeply engaged—but underperforming? In this episode, I sit down with Greg Pickering, Senior Manager at the Australian Financial Complaints Authority (AFCA), to explore what it really takes to lead complex, emotionally demanding teams toward high performance—without losing sight of trust, fairness, or being human. Greg brings a rich blend of leadership experience, personal insight, and even a touch of theatrical flair from his life in arts and podcasting. Together, we unpack how he led a cultural transformation inside one of AFCA’s teams—turning friction into flow, and resistance into results. Whether you're managing change, leading other leaders, or committed to building psychological safety at scale, this conversation offers practical insight and honest reflection on the messy, human side of leadership. In this episode, we cover:  — Why 100% employee engagement doesn’t always mean high performance  — How unconditional positive regard can unlock trust and candor  — Using data not just to measure—but to listen and understand  — What it takes to reestablish fairness in complex team dynamics  — How Greg balanced care and accountability to shift team performance  — What vulnerability, clarity, and psychological safety look like in action  — Leadership lessons from transforming a high-resistance, high-impact team What struck me most was how Greg uses data not just to inform—but to connect. By digging into the deeper story beneath performance and engagement, he uncovered insights that reshaped team dynamics in powerful, lasting ways. His approach shows that setting clear expectations and holding people accountable isn't harsh—it’s one of the most respectful things we can do when we lead with care. If this episode sparked something for you, I’d love to hear your reflections. 

65

6 Comments

I mentor people who want to enhance their board careers. Often they seek professional mentoring because they have exhausted themselves trying to step from volunteer to paid boards, invested heavily in qualifications that don't open doors, or because years of coffee ☕ drinking with anyone who appeared to have an insight (or introduction) to share has not resulted in any real progress. The article below highlights the exhaustion felt by women, in particular, who may have disproportionate caring responsibilities. Men also report frustration and exhaustion. Sometimes this, alone, can be the thing that holds you back. You have the skills, qualifications, and experience. You lack the energy to display that vital spark, curiosity, and warmth. Directors need energy to invest in their roles. The answer is not to give up. You are more than enough. You are perfectly good at the things that make your most valuable contribution. The answer is to focus. Work out your unique contribution. Make it shine. 💡 #boards #governance #careers https://lnkd.in/gMkXdyrA

67

11 Comments

'Do you delegate meaningful responsibilities?' In leadership, delegation and empowerment are not about giving up control. It’s about building capability and helping others grow so you can scale your impact. Here's your Leadership Guide, a simple and quick reference to strengthen the skills that matter most in your career. These Guides are designed to exchange thoughts and learn from each other. Today’s Focus is: Delegation & Empowerment 1. What your boss observes: Whether you delegate meaningful responsibilities or cling to tasks that could develop others. 2. Why it matters to your career: Senior leaders promote those who build capability beneath them. It proves you can scale and lead larger teams. 3. How you benefit: You’ll be free from routine tasks and have more time for strategic decision-making. You’ll accelerate your team’s development and be seen as a talent builder. Use these Quick Success Tips to improve: 1. Identify projects a team member can fully own. 2. Delegate decision-making authority, not just execution. 3. Provide resources and then step back. Reflective Questions to ask yourself: 1. Which tasks can I let go of immediately? 2. Which tasks do I need to start training to empower my team? Found this Leadership Guide useful? Now it’s your turn: Please share how you’ve practiced delegation and empowerment in your leadership journey. Your insights may inspire others. Share this Leadership Guide with a colleague, friend, or teammate who could benefit from these practical and regular #Leadership insights. Your leadership grows stronger when knowledge is passed forward. Thanks. Growth Studio [Mentoring Community]

22

The future of work is here, and it’s stirring fears of people being replaced by AI. As we navigate these changes, an effective AI strategy is essential. And it’s not just about implementing technology; it's also about managing the change. ✅ Identify potential impacts within your team and organisation. ✅ Do your risk review. ✅ Allocate an appropriate leader for your AI initiatives. ✅ Get the right skills and input to guide your journey. I’ll dive deeper into this topic in my one hour express masterclass next week, August 19th, lessons from real AI journeys. And you will leave with a 90 day roadmap to get things done! More info in the comments. 📢 Comment. ♻ Repost. 📌 Follow me. 👆 Click the newsletter link under my profile name above. Let's fast-track strategy with momentum, respect and AI

20

5 Comments