‘Don’t wait for permission to lead. Step up, ask questions, and trust your instincts’

By Tony Sanchez 14th October 2025

In our latest Women in Finance Interview, Tony Sanchez speaks to Charissa Chang.

With close to 25 years of experience in financial services, Charissa is the Head of Broker Sales – Commercial Mortgages (North and Midlands) at Allica Bank.

Her career has been shaped by a deep-rooted belief that building strong, lasting relationships is the foundation of any successful business, a principle she applies when supporting brokers and their clients’ lending needs.

Charissa takes pride in delivering a personal, consultative, and ‘thinking outside the box’ approach that helps brokers navigate complex cases and opportunities for their clients.

At Allica, she leads a dynamic and trusted team focused on driving growth and championing innovation in the commercial mortgage space.

What brought you into financial services?

Like many in the industry, my journey into financial services wasn’t something I had planned, it happened quite organically.

I’ve always been a people person, and the opportunity to build meaningful relationships, engage with a wide range of people, and make a tangible difference felt like a good fit.

With no day being the same, that blend of social interaction and problem-solving has kept me here since ever since!

What do you think makes a successful leader? And in particular women leaders?

I believe that to be a successful leader, man or woman, it’s important to build trust and respect with your team through open communication.

Being empathetic, acting with integrity, and not being afraid of accountability are qualities that I feel a leader should have, alongside a clear vision and the ability to motivate and inspire others, and leading from the front is a great way to demonstrate that you are in it together.

What are the biggest barriers you have faced in your career in financial services?

One of the biggest challenges has been navigating environments where leadership didn’t always reflect diversity.

It takes confidence to speak up and advocate for change, especially early in your career. But those moments have also been the most shaping, they’ve taught me to lead with purpose and to champion inclusion wherever I can.

If you could tell your younger self one thing you know about business now, what would it be?

Don’t wait for permission to lead. Step up, ask questions, and trust your instincts. You will be rewarded for initiative and curiosity far more than perfection.

What’s your own personal mantra?

‘Progress over perfection’ it’s a reminder to keep moving forward, even when things aren’t perfect. Growth comes from momentum, not waiting for ideal conditions.

What do you think is key for finding a successful work-life balance?

Setting boundaries between both.

It’s not just about switching off, it’s about being fully present in whatever you’re doing.

Whether it’s work, family, or personal time, I always try to give each my full attention in the moment and protect that space.

What’s one key leadership lesson you’ve learned along the way?

Throughout my career I have come across a very wide variety of leadership styles, some amazing and others not so great.

What this has taught me is to take the best and worst of that into account to shape the kind of leader I strive to be.

Leadership is less about having all the answers and more about creating an environment where others feel confident to contribute theirs.

All the best leaders build trust and encourage collaboration within a team, and I’d like to think that is what we have at Allica.

What advice do you have for women aiming for leadership positions?

Believe in your own value and lead with your instincts.

Successful leadership, regardless of gender, is built on trust, empathy, and integrity.

The best leaders create environments where others feel confident contributing their ideas and do not sit in ivory towers looking down, they advocate for inclusivity.

What do you think is holding women back?

While progress in the industry has been made, we have to acknowledge that there are barriers that remain.

Many women still face environments where leadership lacks diversity, making it harder to envision their own path forward within a company.

Then there are other challenges like unconscious bias, limited access to support, and imposter syndrome that continue to hinder personal development.

I think there is a real opportunity for businesses to tackle this head-on by providing training courses in leadership development to support women seeking to enter senior roles.

Do you think there is still a glass ceiling?

I think the glass ceiling has certainly cracked, but it hasn’t completely disappeared.

There are plenty of women at the very top of finance now: leaders like Alison Rose, Debbie Crosbie, and Anne Boden have shown that women can reach the highest levels of financial services. Those examples are powerful because they prove that it’s possible.

But the reality is that it’s still harder for women to get there. Progress often relies on persistence, support networks, and workplaces that genuinely value diverse perspectives, not just talk about them.

The good news is that the landscape is shifting. Each woman who breaks through makes it a little easier for the next.

For me, it’s less about denying that barriers exist, and more about recognising that they can be overcome and the opportunities for equality are achievable.

The challenge now is to make sure success for women in finance isn’t exceptional, it’s expected.

How do we encourage more women into financial services?

To encourage more women into the industry, organisations must focus on visibility, inclusion, and opportunity.

I believe this starts with showcasing female role models in leadership, creating safe spaces where women feel heard and supported.

Offering development programmes like mentorship, sponsorship, and return to work are key, and inclusive recruitment practices, such as gender-neutral job descriptions and balanced shortlists, help attract diverse talent, while flexible working arrangements and transparent promotion pathways ensure retention.

Initiatives like the Women in Finance Charter do play a vital role by holding firms accountable to gender diversity targets and linking progress to pay.

Ultimately, cultural change plays a huge part ensuring women can thrive at every level.