I am Mary Senkowska, and this is why Creative Brain exists...

Our Mission & My Story


 

Methodology & Rationale


 

Our mission

Our mission is to empower 1 million professionals to drive positive contributions to global, national, and local economies by cultivating essential leadership foundations: deep self-awareness, robust mental health practices, adaptive resilience, and purpose-driven decision-making—shaping the Next Generation of leaders and guiding those who nurture them.

We work with individuals, teams and organizations to help build a healthy organism instead of a static structure because that's the only way an organization can withstand the amount of change and disruption we face.

Organizations are people and people are organizations, this is why people are who we focus on.

My story

I am a Talent Strategist, Behavioral Scientist, and PCC Executive Coach. My expertise lies in strategic talent development, which means that, essentially, I work with leaders to ensure that both they and their employees are prepared for the future.

I have a profound passion for speaking and writing. After a decade of intense experience, I took great satisfaction in synthesizing the most effective methods and insights garnered from work across more than 40 countries with over 90 nationalities into concise and practical resources and development programs to build Creative Brain Leadership Excellence Centre. 

From an early age, I went against the current, firmly believing that if they close the door, you find a window, or a vent! Living in 8 countries across 4 continents over 10 year period, going from nothing to leading an international business in less than 2 years, having gone through complex trauma, and being in rooms with world leaders, I came to understand that leadership excellence is an internal journey that requires a holistic approach now more than ever.

It is an honor to be able to focus on the future of leadership, as we struggle with global mental health crisis, brain evolution in the light of technological developments and thus altered ways of perceiving reality by younger generations, and unimaginable before amount of change. 
 
As an international speaker, I have had the privilege of participating in esteemed conferences such as THE Universities Summit, Global Female Leaders Summit, and TNW, where I shared my expertise on the future of leadership, holistic development, and helping employees discover and align with their Purpose.

Currently, I am conducting research on decision-making under uncertainty, space psychology and leadership development within teams operating in ICE environments, including offshore, military, and professional sports settings. In my previous life, at Heidrick & Struggles, I focused primarily on Innovation, Talent Development, Employee Engagement, and Board Practice.

I take pride in several achievements, including being recognized as the youngest PCC Certified Coach in the world, serving as a delegate at the 2022 UN Assembly General Transforming Education Summit in New York, USA, and being named one of the 20 Women in Business to Watch in 2021. Additionally, I was T500 Shortlisted as one of the most promising minds in the digital space in the Netherlands in 2018 and 2019. Now, I have my eyes set on Forbes 40 under 40 list, keep an eye out.

COACHING/TRAINING HOURS
5000+
COUNTRIES
40+
NATIONALITIES
90+
UN General Assembly, NYC, 2022
"The type of fulfillment and drive you get from seeing your work being a small part of changing economies is indescribable."

Mary Senkowska

CEO, Creative Brain

Pillars of our philosophy

1. Relationship with yourself is the longest one you’ll ever have so you need to sort it out first 

2. Peace is a misunderstood concept, excellence in leadership is built internally and self-awareness and emotions are key parts of achieving peace

3. Everything is a choice, whether you want to admit it or not, and often admitting we’re choosing something is the hardest part because it makes you take responsibility for the agency you have over your life

4. Letting go of something or someone doesn’t determine the score (success/failure), intentionality and grieving should be ever-present skills in leadership, that's what drives impact and innovation

5. Living your purpose makes you unstoppable and it should be your scale for professional growth 

6. You can only meet people as far as they are willing to go

7. We lack the vocabulary to recognize emotions correctly so we create incorrect responses 

8. Leaning into your emotions with curiosity makes you stronger which may seem counterintuitive at first

9. How you live your life depends on how you organize your thoughts

10. Without a change of consciousness there’s no real reduction of stress

A Member of 

Words I live by

"Leadership excellence is internal."

— Mary Senkowska

Methodology & Rationale

Create Ripples. | Drive Impact.
Being future-proof transcends into more and more conceptual framework, where the what decreases in meaning and the why slowly gains weight. Even the best product or service is temporary. World Economic Forum Jobs Report from 2023 estimates there will be a loss of 83 million jobs by 2027, creating another so-called new normal. The lost jobs, surely, will be replaced by new-normal-native jobs, many of which we don’t even have the technology for at this point. 

And it’s not only the skills gaps that we should be anticipating. It’s the cognitive flexibility that will be required to swiftly adapt to the changing reality and the mindsets of younger, also new-normal-native, generations. Did you realize that the generation entering the workforce now, is the first one that does not know the world without the internet, social media, and streaming? All these inventions are altering how our brain operates. From changes observed in the reward mechanisms to the nature of learning soft skills, we must be aware that the steps we took to get where we are may be far from what they need to progress.

Success, now, more than ever, became a system to improve and not a line to cross; pushing intentionality and adaptability to the forefront of leadership-excellence skillset.
Empty space, drag to resize
Unique Curriculum
Dynamic Approach
Inter-generational Expertise
Research at the Core
About a decade ago, the inquiry "What factors contribute to the accelerated progress of certain individuals compared to their peers?" initiated a series of research initiatives that have defined Creative Brain over the years and positioned it at the cutting edge of Future of Leadership discussions globally.

 Research indicates that Purpose serves as the most significant catalyst for stimulating an infinite motivation center, leading us to conclude that self-awareness is fundamental to the development of soft skills. This essential element varies across generations, evolves differently across cultures, and is intrinsically linked to brain development.

 By anchoring our programs in the science of self-awareness and drawing from fields such as cognitive science, psychology, and neurobiology, we integrate these insights with strategic and operational business acumen to assist leaders in maximizing human potential and effectively managing their teams. This comprehensive approach has enabled us to identify over 140 micro-components associated with commonly recognized soft skills, such as executive presence.

Consequently, we can design programs tailored to facilitate specific behavioral changes that promote enduring transformation and ensure optimal growth. The role of our Talent Strategist is to collaborate with you in determining the most effective strategy to enhance the time-effort ratio while considering the specific context of your organization to future-proof your workforce.

 The efficacy and retention of leaders are heavily dependent on their capacity to organize their thoughts, regulate their emotions, and cultivate mental resilience. These competencies empower them to make sound decisions that will better steer organizations toward future success.

Organizations are composed of individuals, and individuals constitute organizations. We assist you in cultivating a healthy organism rather than a static structure. Given the current pace of change, in 50 years, we will observe a year's worth of progress compressed into just 11 days. It is imperative for your leaders to continuously reinvent themselves, navigating complexity while maintaining a strategic focus.

Our proprietary model, Focus Zone, enables us to develop the most dynamic growth programs available in the market. By pinpointing the precise behavioral changes we aim to achieve, we can select the most effective skills components to focus on, ensuring optimal integration into daily operations. With frequent feedback loops, experiential learning, and our follow-through mechanism incorporated into each training session, we guarantee that the sessions are not only effective but also foster lasting change and generate a ripple effect throughout the organization.
The way younger generations perceive leadership, motivation, and success is fundamentally different from previous ones. This shift isn’t just cultural—it’s neurological. Their brains have been shaped by constant digital stimulation, instant access to information, and a radically different social environment, leading to unique challenges in how they process rewards, develop motivation, and engage with reality. 

This is why it's crucial we train raising stars differently but also provide seasoned leaders with insights and tools to better manage multi-generational workforce. At Creative Brain, we tackle the entire generational spectrum. Starting from program for youth and first-time leaders to executive education for those who need to connect across all layers of the organization.

Curious why new generations need a transformed approach to leadership? 
1. The Dopamine Dilemma: Instant Gratification vs. Long-Term Reward
The rise of social media and instant-access technology has conditioned younger generations to seek frequent, small dopamine hits—likes, notifications, and quick wins—rather than long-term, effort-based rewards.
  • Unlike previous generations who were conditioned to work toward delayed gratification, young professionals often experience reward fatigue when faced with traditional career paths requiring years of effort before seeing significant payoff.
  • Leaders must rethink motivation structures, incorporating short-term milestones, gamification of work, and real-time feedback loops to sustain engagement.

2. Purpose Over Paycheck: A Shift in Motivational Drivers
Unlike past generations that prioritized financial security and stability, younger professionals are more purpose-driven—but their sense of purpose is often fragmented by the overwhelming volume of choices they face.
  • Neuroscientific studies show that intrinsic motivation—a sense of alignment with personal values and impact—is far more effective for long-term engagement than extrinsic rewards like salary bumps.
  • Leaders need to connect work to a greater mission, help employees define their “why”, and offer autonomy and growth opportunities that reinforce this alignment.

3. Reality Distortion: Information Overload & Decision Paralysis
Growing up with constant digital access has altered how young professionals perceive reality, risk, and decision-making:
  • The prefrontal cortex, responsible for executive function and critical thinking, develops differently when exposed to high-speed, high-stimulation digital environments. This leads to:
  • Struggle with deep focus (due to constant multitasking and information switching).
  • Lower risk tolerance (because the online world provides “control” through unlimited options and undo buttons).
  • Decision paralysis (too many choices create fear of missing out on the “best” path).
  • Leaders must simplify complexity, offer structured decision-making frameworks, and create environments that promote deep work instead of constant context-switching.

4. The Social Connection Deficit & Its Impact on Leadership
With fewer in-person interactions and an increase in digital communication, younger generations have weaker interpersonal skills, lower emotional resilience, and higher social anxiety than previous cohorts.
  • Neuroscience shows that real-world social interactions strengthen empathy, trust, and emotional intelligence, which are critical for effective teamwork and leadership.
  • Leaders must actively facilitate in-person collaboration, mentorship, and psychological safety, ensuring that young professionals develop strong interpersonal skills despite their digital-first upbringing.

The Leadership Shift: From Authority to Coaching & Adaptability
Given these neurological and psychological shifts, traditional top-down leadership no longer works. Instead, successful leaders must:

✅ Act as coaches rather than commanders—helping young talent define success, navigate uncertainty, and stay engaged.
✅ Redesign motivation structures with purpose-driven work, short-term wins, and clear progression paths.
✅ Support cognitive resilience by creating focus-friendly work environments and structured decision-making tools.
✅ Foster real human connection, counteracting digital isolation with mentorship, peer learning, and emotional intelligence training.

The leaders who understand these neurological differences won’t just retain top young talent—they’ll unlock their full potential and drive the future of work.
As leaders, we’re often told to improve upon abstract and highly immeasurable skills, which becomes a cause for confusion and imprecise actions. Focus Zone approach allows you to identify the smallest possible component forces that build bigger, difficult to track soft skills. Research Creative Brain conducted specified +140 component forces that build 14 key core capabilities for leader of the future. 

Identifying the building blocks of well-rooted neural connections, we are able to bring it to the conscious mind and dismantle the old while building the new. This develops highly self-aware leaders, in control amidst endless uncertainty and change.

Looking to partner?

Copyright © 2025
Created with