Women Who Lead, Do, and Change: Ecaterina Harling

Ecaterina Harling is a Transformation Director at the European Bank for Reconstruction and Development (EBRD). She works closely with senior leadership to align technology, data, and processes with the Bank’s mission to invest in changing lives. Passionate about the power of technology to unlock possibilities, she sees digital transformation as an opportunity to shape the future.

Tell us a bit about yourself, your background, and your current role.

I’m part of the leadership team at the European Bank for Reconstruction and Development (EBRD), where I’m responsible for design and transformation. Our mission – we invest in changing lives – deeply resonates with me. I believe every technology decision we make internally has the power to amplify that impact, whether it’s enabling our products digitally or improving how our teams collaborate. My path into tech started early, but it was really shaped by mentors at each organisation I’ve worked at, who made technology feel exciting and full of possibility. They showed me how tech can open new frontiers – not just streamline what exists, but reimagine what’s possible. That mindset has stayed with me. I’ve never seen a division between business and technology. To me, technology is part of the very fabric of an organisation – just as essential as strong governance or skilled people. When you see it that way, digital transformation becomes less about tools and more about shaping the future.

What achievement are you most proud of? 

One of the accomplishments I’m most proud of is co-authoring a multi-year investment plan for the Bank. It tackles both technical debt and lays the foundation for new digital capabilities that will future-proof the organisation. The biggest lesson? Don’t be afraid to take the long view – and don’t underestimate the power of groundwork. Fixing the foundations isn’t always glamorous, but it creates the space for innovation. Also, collaboration is everything. That plan came to life because of cross-functional input, shared vision, and trust in the process. Digital leadership isn’t about having all the answers – it’s about bringing people together to build the right ones.

Have you faced any career challenges?

Absolutely. One of my toughest critics has always been… me. I’ve often found myself questioning: Do I know enough? Am I technical enough? But over time, I’ve learned to channel that self-doubt into curiosity and growth. Early in my career, I didn’t fully understand the technology stack. I could speak the language of design and requirements, but I didn’t grasp how things came together end-to-end. That gap made me feel like I didn’t have a seat at certain tables. I made it my mission to work across the full product lifecycle – until it’s in the hands of the users. I even took on judging panels for DevOps awards, to learn from the best in the field in deeply technical topics. What I’ve learned is that depth comes with exposure and intention. You don’t have to know it all upfront – but you do have to keep showing up and stay open to learning across disciplines. That mindset builds real confidence.

Where do you still see gaps or barriers for women in digital, and what one action would accelerate change?

One of the biggest barriers I still see is internal – limiting beliefs around technical aptitude or needing to be an expert in every detail before speaking up. Too often, women second-guess themselves before others ever get the chance to see their potential. But I’m also hugely inspired by women who are breaking those mental models – those who step into new spaces boldly, and then turn around to pull others up with them. We need more of that: networks that share knowledge, mentorship that demystifies digital roles, and role models who normalise both growth and imperfection. If I could wave a wand and accelerate change, I’d amplify those communities and make mentorship part of every organisation’s DNA – not a nice-to-have, but a core business priority. 

If you had five minutes with a woman just starting her digital career, what would you tell her to focus on first?

Start with the user. Understand who you’re building for and what problem you’re solving. The most common trap is to get caught up in building feature-rich tech that doesn’t actually serve a need. Keep it simple. Ask: If this process or system didn’t exist, how would I design it from scratch? Then, build your personal boardroom. Surround yourself with people who will challenge you, cheer for you, and reflect back your growth. You don’t need dozens – just a few trusted voices who help you navigate tough moments and big opportunities. That support is your foundation.

What do you think companies can do to support career progress for women working in digital roles?

True progress requires more than good intentions – it takes equity in action. That means recognising that not everyone starts from the same place. Companies should offer mentorship, leadership pathways, and visible role models for women in technical roles. And performance reviews need to reward outcomes and impact – not just visibility or volume. We also need to stop equating confidence with competence. Women often get overlooked not because they aren’t qualified, but because they aren’t loud. Organisations must train managers to look deeper and elevate talent that might present differently.

What three digital tools or platforms could you not run your work without?

• Collaboration platforms – these are essential for co-creating and iterating in real-time across teams
• AI tools – From brainstorming to task automation, AI is a game-changer for productivity and innovation.
• Silent mode on my phone – Seriously underrated. In a world of constant pings, deep focus is a superpower. Silent mode helps me protect it.

In the next 12 months, which emerging trend or shift should our community keep on their radar?

The convergence of AI and human-centred design. It’s not just about deploying the latest tools – it’s about shaping digital experiences that are ethical, inclusive, and innovative. Another shift to watch? Skills over titles. As organisations flatten and digital roles evolve, success will come to those who are adaptable, curious, and willing to cross traditional boundaries. Women who embrace lifelong learning and bold reinvention will be at the forefront of this change.