🌍 𝗘𝗫𝗣𝗘𝗥𝗧𝗜𝗦𝗘: As a global speaker and LinkedIn Learning Instructor, I work with leading organisations including BP, BNP Paribas, Diageo, LinkedIn and Novartis Japan, delivering keynotes and workshops that develop calm, confident leaders from the inside out.

My workshops use powerful hypnotherapy and NLP techniques to fundamentally transform thought and behavioural patterns, ensuring strategies for raising visibility and overcoming workplace challenges. I'm dedicated to addressing high attrition rates, especially for women and diverse talent, by equipping them with the strategies to thrive.

𝗟𝗜𝗡𝗞𝗘𝗗𝗜𝗡 𝗟𝗘𝗔𝗥𝗡𝗜𝗡𝗚 𝗖𝗢𝗨𝗥𝗦𝗘𝗦:
1. Use Your Strengths for Impact and Influence at Work: https://bit.ly/49qaUGe 
2. Refresh Your Workplace Social Skills Online: https://bit.ly/3SOwoHF

𝗕𝗔𝗖𝗞𝗚𝗥𝗢𝗨𝗡𝗗: I led brand reputation and publicity campaigns for CEOs and senior leaders for over a decade at global companies, including Deloitte Global in New York, Deloitte UK, Grant Thornton, and Experian. My work was regularly featured in media such as Forbes, FT, Reuters, BBC, and Bloomberg. 

𝗪𝗢𝗥𝗞𝗦𝗛𝗢𝗣 𝗙𝗘𝗘𝗗𝗕𝗔𝗖𝗞:
⭐️ “Marielle you are a unicorn. I learned so much and was mesmerised by the way you delivered your workshop. I’m most definitely  going to use your tips!” LinkedIn, Workshop Attendee.

⭐️ "Amazing personal branding workshop. Thank you once again for sharing your time and knowledge with us; your insightful remarks and engaging presentation style truly captivated the entire audience. The practical tips you shared will undoubtedly prove useful in my own professional and personal life!" Macquarie, Workshop Attendee.

⭐️ “Marielle brings wisdom and empathy to her work, connecting deeply with the challenges facing women. Her guidance is both inspirational and practical, helping her mentees build their self-belief whilst equipping them with actionable tools to build their brands,” - Ian C, Red Bull, Global Leader.

🏆 𝗦𝗣𝗘𝗖𝗜𝗔𝗟𝗜𝗧𝗜𝗘𝗦: Workshop Facilitator | Keynote Speaker | Storytelling | NLP Coach and Hypnotherapist | Executive Presence | LinkedIn Strategy. 

📩 𝗖𝗢𝗡𝗡𝗘𝗖𝗧: Send me a DM here on LinkedIn for info on my corporate workshops or 1:1 work.

Marielle Legair

Change Management Leader | Executive Director in Treasury Tech | 20+ Years in Banking Innovation | Keynote Speaker | Empowering Women to Lead & Thrive

I help banks navigate complex treasury transformations without breaking operations.

Most regulatory system migrations are disasters. Mine aren't.

Recently, I led a complete Treasury Regulatory Group Reporting overhaul at Standard Chartered Bank—new platform, new/upgraded applications, new regulations/policies, new processes. Result: zero business disruption, 100% compliance with regulatory deadlines, and stakeholders who were "pleasantly surprised" it went so smoothly.

That's what 20+ years of change management expertise looks like in practice.

What I do today

As Executive Director of Treasury Liquidity & IRRBB (Interest Rate Risk in Banking Books) Technology at Standard Chartered Bank, I design and implement strategic technology systems that keep operations running while we transform them.

Results that matter: • Led cross-functional teams and programs that reduced operational costs by $42M - optimizing yearly • Improved project completion rates by more than 90% and efficiency by 95% • Founded the CIO Scrum Master Community of Practice changing perception and increasing capabilities • Transformed 37 teams across 10 domains into New Ways of Working and much more.

Beyond the day job

I speak at conferences on change management and women's leadership. I've also coached 100+ professionals through major career transitions—because navigating change is what I do best.

Let's connect

Looking for a change management expert who delivers results without the drama? 
Let's talk: niraseethacristian@gmail.com

Seetha Cristian

2010: Learning stopped when you got the job.

2026: Learning is how you keep the job.

I just started a 3-year DBA in Emerging Technologies with Concentration in Generative AI at Golden Gate University.

And if your next question is:

Aren't you too experienced to go back to school?

Don't you have a career to run, not a degree to chase?

How are you making time for this as a mother of three?

Isn't technology moving too fast to even bother keeping up?

I challenge you to change this to:

My 20+ years in financial services is exactly why I'm doing this. Experience without evolution becomes obsolete.

This doctorate isn't about proving I can learn. It's about contributing at a level my organization actually needs.

Time isn't the barrier. Irrelevance is. I'm not chasing a credential.

I'm building the capability to lead transformation in treasury, regulatory, and AI adoption with the depth this moment demands.

Being a mother of three is exactly why I'm doing this—not in spite of it. My kids are watching what I choose to do when it's hard. When time is scarce. When it would be easier to stay comfortable.

I'm showing them that learning doesn't stop when life gets full. It becomes more intentional. If I can model that growth requires structure, not endless hours, that's a lesson worth living.

Technology moves fast, which is precisely why I need structured rigor. Not surface-level trend-chasing.

Deep understanding of Generative AI, machine learning, responsible AI, and how to apply it in complex, regulated environments.

When you're designing AI-enabled liquidity forecasting or compliance monitoring systems, you can't afford to rely on vendor promises alone—you need to understand what's actually happening under the hood.

This isn't theory. It's application-based coursework across technical, business, and research tracks:

• Faculty with 80+ years of collective experience
• 15+ patents and 125+ published papers
• Biweekly thesis development workshops
• Global immersions in San Francisco, Singapore, and Mumbai with industry leaders

The outcome: publish research, write a book, or file a patent based on a thesis that solves real problems my organization faces with Generative AI.

My goal is to build frameworks that help financial institutions adopt AI responsibly without sacrificing the control and transparency that regulation demands.

Only 30 people were selected for this cohort. I'm one of them.

A year ago, I thought I was too busy to commit to this. Too senior to sit in a classroom again. Too practical for academic research. I'd convinced myself that formal learning was something you outgrew once you reached a certain level.

Today, I see it differently. The leaders who will shape the next decade aren't the ones who stopped learning when they got senior. They're the ones who used their seniority to learn with purpose.

Learning at this stage isn't about catching up. It's about leading ahead.

What belief about learning have you outgrown?

Change Management Specialist | Zero-disruption regulatory transformations for banks & fintechs | I make complex treasury migrations look effortless | Executive Director & Speaker

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Sometimes the best meetings happen when you least expect them.

I met Shilpa.

What started as a conversation quickly became something more: a shared understanding of what's missing in how we approach AI and technology adoption.

Shilpa's work bridging business, application, and women in tech isn't just talk.

She's building real pathways for women to lead in AI and digital transformation, creating spaces where technical capability meets strategic impact.

We spent hours discussing what practical AI adoption actually looks like. Not the hype. Not the buzzwords.

The real work of bringing people, process, and technology together in ways that deliver.

What struck me most: her commitment to making this accessible. To ensuring women aren't just participants, but architects of what comes next.

I'm excited to collaborate on this journey. To create, share, and progress further on AI research that's grounded in real-world application.

To build frameworks that work in complex, regulated environments.

To support more women stepping into these spaces with confidence.

This is the kind of partnership that moves things forward.

Looking forward to what we'll build together.

P.S. What's the biggest gap you see between AI hype and real implementation?

🔔 Follow Seetha Cristian to stay updated on my insights around leadership, transformation and change management.

"You gave me permission to think bigger."

That's what Sarah told me,
six months after our first coaching session.

She was a mid-level treasury manager at a global bank. Brilliant at execution. Invisible to leadership.

The problem wasn't her capability.

It was that no one was advocating for her in rooms she wasn't in.

We worked on three things:

1. Increasing her confidence
2. Building her internal network strategically
2. Making her work visible to decision-makers

Three months later, she was tapped for a transformation programme she didn't even apply for.

Someone finally saw what she'd been doing all along.

Here's what most people don't know:

Less than half of organisations offer meaningful mentorship programmes for women.

Women receive less manager advocacy than men.

Fewer mentors preparing them for senior roles.

This isn't about confidence or ambition.

It's about access.

Mentorship isn't a nice-to-have. It's how careers actually progress.

If you're a senior leader, ask yourself:

Who are you advocating for when they're not in the room?

If the answer is always the same type of person, that's the problem.

Women don't need to be braver.

They need sponsors who open doors.

Have you ever had to fire or demote someone?


I took this photo mid-flight thinking about this.
Deep thoughts indeed.

You get a terrible sinking feeling in your chest.

The same happened to Alice (not her real name).

"Expand someone else's role because Tony isn't scaling."

Tony (not his real name) had been a solid Delivery Manager for years. 

Complaints were piling up, but the pattern was leadership, not Tony: vague expectations, reactive asks, no coaching.

Tony is direct-'can do / can't do'-and that was being misread.

Before a rash decision, Alice asked 👇 

1️⃣Did we set clear expectations or only react?
2️⃣Does Tony understand what he signed up for?
3️⃣Did we guide him and track progress?
4️⃣Did we clearly call out gaps?

Answers were vague.

This wasn't a talent problem; it was a management problem.

Alice stepped in. 

"Let me sit with Tony. We'll define expectations, agree on metrics (SLAs, response times, ownership), and set weekly check-ins."

The lesson here?

We're often too quick to replace instead of invest.

Coaching # tasking.
Investing = time, clarity, and feedback.

So before you expand someone else's role, ask: "Did I set this person up for success?"

P.S. I've seen capable people be pushed out due to unclear expectations. Have you seen this in your organization?
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Leadership used to come with answers.
Today it comes with decisions made before clarity arrives.

Most leaders will not say this out loud.
But many are leading without knowing if the ground will hold.

Plans shift after approval.
Signals change without warning.
What felt right last quarter no longer fits.

This is not poor leadership.
This is the condition leadership now lives inside.

Ambiguity is not a passing phase.
It is the space where decisions are now made.

The real risk is not uncertainty.
The real risk is pretending it is not there.

When leaders rush to sound certain, people feel it.
When leaders over explain, trust thins out.
When leaders avoid naming doubt, teams stop asking honest questions.

People are not looking for perfect answers.
They are watching for steadiness.

Steadiness is built when leaders name what is unclear.
When they protect focus even when direction is still forming.
When they make one clear next step without promising the full path.

This kind of leadership is quiet.
It does not look impressive in updates.
But it holds people together when change keeps pressing in.

Leading through change today is not about having a script.
It is about helping people stay grounded while the story is still unfolding.

P.S. For leaders working in constant change, what do you find hardest to hold steady when clarity does not show up?
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Change is failing quietly, even when it is managed perfectly.


Not because leaders are careless.
And not because the strategy is weak.

But because the nature of change itself has shifted.

Traditional change management was designed for a different era.
An era where change was an event.

Something to plan.
Something to roll out.
Something to stabilize after.

That logic no longer fits.

Today, change is not a phase people move through.
It is the environment they operate inside.

This is where change enablement overtakes change management.

Management focuses on directing movement.

Enablement focuses on strengthening the human system that must move.

In practice, the difference matters.

Change management asks,
 “How do we implement this?”

Change enablement asks,
“What must people let go of, relearn, and decide differently for this to work?”

Management measures adoption.

Enablement builds judgment, confidence, and ownership under pressure.

And this is why many transformations stall without obvious failure.

The plan is delivered.
The milestones are met.
But people feel stretched, uncertain, and reactive.

Because the work was managed externally,
while the real disruption was internal.

Enablement shifts the leader’s role.

From driving compliance,
To creating conditions where people can think clearly, adapt wisely, and move without being pushed.

The future of transformation will not be led by better plans.

It will be led by leaders who enable people to operate well inside constant change.

P.S. From your experience, where does traditional change management still create value, and where does enablement become essential?
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Most leaders think vision is about pointing forward.

In 2026, that is no longer enough.

The real work of leadership now is becoming a vision-anchor
when the ground keeps moving.

Volatility is no longer an event.
It is the environment.

Teams are not asking leaders to predict the future anymore.
They are asking for something harder.

Stability in the middle of uncertainty.

Not calm times.
Not clear times.
Messy, shifting, incomplete times.

This is where many leaders struggle.

They keep updating plans.
They keep changing priorities.
They keep explaining what changed.

But what people are really looking for is not another update.

They want to know:

What still holds when everything else moves?

Vision anchoring is not about direction.
It is about meaning.

It is the leader’s ability to say:
“This is what we stand for, even now.”

“This is what will not change, even if the strategy does.”

“This is how we decide when there is no perfect data.”

In 2026 change patterns, clarity does not come from certainty.
It comes from coherence.

When leaders anchor vision:
People feel less anxious, even without answers
Decisions move faster, not slower
Trust deepens because direction feels steady

Without anchoring, volatility turns into noise.
With anchoring, volatility turns into movement.

The leaders who stand out now are not the loudest.
They are the most grounded.

They help others find their footing
while the ground is still shifting.

P.S. As a leader, what helps you stay anchored when things are unclear?

I would love to hear how you think about this.
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There is a moment in leadership where speed looks brave.
And waiting feels dangerous.

That moment decides everything.

Most leadership work is judged by decisions.

But the real work happens earlier.

In the pause where the answer is not ready yet.
Where people are quiet, not because they agree, but because they are unsure.

This is the part leaders are rarely trained for.

Waiting here feels uncomfortable.
Not knowing feels visible.
And visible feels risky.

So leaders move on.

They name a direction.
They close the conversation.
They create relief in the room.

But relief is not the same as readiness.

In this space, people are watching for one thing.
Not confidence.
Not speed.

They are watching to see if it is safe to tell the truth.

Who stops speaking first.
What questions never get asked.
Where energy drops instead of lifts.

This pause is not empty time.

It is a signal check.

It tells you whether alignment is real or polite.
Whether trust is present or just assumed.

Leaders who rush through this moment often meet the same issues later.

Only louder.
Only harder.
Only more costly.

Leaders who stay here longer do something different.

They do not force answers.
They let clarity earn its way forward.

This is not delay.

It is judgment.

And it is where human leadership quietly shows itself.

P.S. When you are in that space before a big call, what helps you hold the tension without rushing the answer?
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You know that feeling when the year starts slipping away and you are still carrying the same weight?

January is almost over.

And something inside you knows you need to move differently this year.

I felt this in 2024.

I had reached a point where staying the same felt harder than changing.

So I made uncomfortable decisions. I took intentional steps forward. I looked inside for strength instead of waiting for it to arrive.

That shift opened doors I did not know existed.

Now I am ready for more.

Here is what I learned along the way:

Progress does not come from perfect plans. It comes from deciding to act.

Five people reached out to me asking how I pivoted during uncertain times. That conversation stayed with me.

It reminded me that transformation is not meant to be private.

So I am offering you what helped me.

An ear that listens. 
A heart that understands. 
An approach that moves you forward.

Not because I have all the answers.

Because I have walked through the questions.

I have helped 159 people navigate change so far.

And what I have noticed is this:
• Most people do not need more information.
• They need someone to help them see what they already know.

If you are ready to take that first step, my calendar is open here: https://lnkd.in/gfibutET

My goal is simple.

To make your life 1% better.

P.S. January is almost gone. How are you feeling about where you are right now?

Ever had one of those hours at work where everything feels… heavy?

Not because the work is hard but because you feel invisible in it.

Today was one of those moments for me.

You've fought fires nobody saw.
You're accountable for outcomes.
You've built teams through messy phases.

And yet somehow, in the noise of meetings and shifting priorities, it feels like your contribution is standing just outside the spotlight.

And in that moment, the thoughts creep in:

"Is this worth the emotional tax?"
"Why am I even doing this?"
"Should I just step away?"

It's not anger. It's a quiet frustration mixed with fatigue. 
The kind that makes you want to close the laptop and disappear for a while.

What helped me shake it off wasn't pretending the feeling wasn't real.

It was pausing long enough to separate emotion from reality.

I reminded myself: This is a moment not my story.

Reorgs create noise.
Visibility ebbs and flows.
Leadership creates friction.

None of that erases the work, the progress, or the person I've become doing it.

Instead of spiraling, I asked a better question: 
"What is actually in my control right now?"
Clarity. Structure. Calm conversations. 

Showing up again tomorrow with intent not resentment.

And something shifted.

The frustration didn't vanish. But it lost its grip. 
I could breathe again. 
I could see the bigger arc instead of the sharp edge of the hour.

Leadership isn't just about steering teams through complexity. 

Sometimes it's about steering yourself through moments where quitting feels easier than continuing.

If you've ever sat at your desk thinking, "I just want to walk away," know this:

You're not broken. You're human.

The ability to reset quietly, deliberately is a leadership muscle worth building.

What's one thing that helps you reset when work feels heavy?
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taplio

The Battle

Marielle Legair

Seetha Cristian

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taplio

The Battle

Marielle Legair

Seetha Cristian

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Seetha Cristian's LinkedIn Performance

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