The Zoltan Szabo

I partner with high-performing leaders to:
-Transform their careers – gain clarity, secure promotions, or make meaningful pivots
-Lead high-impact teams – build trust, alignment, and performance from the top down
-Deliver strategic business outcomes – with confidence, clarity, and consistency
-Advise them on Transformation for delivery assurance to realize the value what you paid for

Owner

auticon Switzerland

IT, technology, data expertise with the extra benefit of neurodivergent thinking from our autistic consultants.

Commercial Director

Salesforce

Empower businesses to create seamless digital experiences, products, and services. Enabling accelerated digital transformation through composable enterprise.

Sales Leader

Amcor

CIO for Amcor Flexibles EAME, accountable for Digital strategy and transformation
:Digital Customer Care, Shared Service Centre, Supply Chain, HR, Master Data, R&D

CIO, EMEA

Full accountability of Amcor’s Digital and Business Transformation Program for Next Generation Workplace to enable Amcor`s operational efficiency improvement through technology for 33.000 co-workers on 195 sites, in 40+. Lead “Digital Lighthouse” projects in various departments.

Director

Developed and executed of Amcor’s global PET resin supplier strategy.  Negotiated strategic Framework Purchasing Agreements with global resin suppliers with a total purchasing value over USD 1 billion.

Lead project management office of group wide Procurement Transformation Program to orchestrate delivery of savings over $300 million.

Head of Corporate Procurement PMO

AGCO Corporation

Leading global strategic inventory planning and forecasting for all AGCO brands including sales and operations planning and product lifecycle management.

Global Forecasting and Planning Manager

Global parts planning for all AGCO brands.

Global Planning Manager

Manage Professional Services category team.

Sourcing Team Leader

Senior Sourcing Buyer

GE Consumer&Industrial

Demand planning for electrical components,

Global Planner

𝑾𝑯𝑨𝑻 𝑰 𝑫𝑶

I partner with high-performing leaders to:
🔹 Transform their careers – gain clarity, secure promotions, or make meaningful pivots
🔹 Lead with impact – build trust, alignment, and sustainable leadership development
🔹 Deliver strategic outcomes – with confidence, clarity, and consistency

My approach combines real-world executive experience with evidence-based, stakeholder-centered coaching, ensuring measurable career advancement and leadership growth.

𝑾𝑯𝒀 𝑰𝑻 𝑴𝑨𝑻𝑻𝑬𝑹𝑺

Leadership is the multiplier of business success. But too many leaders feel stuck — stretched thin, reactive, or uncertain about their next step.

The best leaders don’t go it alone.
They invest in executive coaching not as a luxury, but as a strategic lever for influence, growth, and transformation. Because when you evolve as a leader, your career, your team, and your organization evolve with you.

𝑯𝑶𝑾 𝑰𝑻 𝑾𝑶𝑹𝑲𝑺

I coach leaders 1:1 and in teams, using a structured yet flexible process:
✔ Clear Leadership Vision & Development Goals
✔ Measurable Behavioral Change & Stakeholder Feedback
✔ Continuous Accountability & Strategic Progress Tracking

With over 95% of my clients recognized by peers for measurable growth, I don’t just coach — I help leaders deliver results.

𝑪𝑶𝑵𝑻𝑨𝑪𝑻 𝑴𝑬 𝑭𝑶𝑹:

🔹 Executive Coaching & Leadership Development (1:1 or Team)
🔹 Career Coaching – transitions, promotions, or role evolution
🔹 Business Transformation Advisory for C-Level Executives

I’ll never get tired of saying this:

99% of jobs can be taught.
But you can’t teach attitude.

You can teach systems, tools, and strategy.
You can’t teach curiosity, humility, or ownership.

And yet, many companies still hire for experience over mindset.
They forget that skills evolve, but values define how someone shows up every day.

The best teams aren’t just built on talent.
They’re built on people who care.
Who take responsibility.
Who make others better.

Because skill gets the job done.
But attitude moves the entire team forward.

Steven Bartlett

Zoltan Szabo

Executive Coach & Transformation Leader | Advising Leaders to Transform Their Careers, Teams & Business Outcomes | Ex-CIO | IBM • GE • Salesforce

Leaving a toxic workplace isn’t quitting. 
It’s choosing self-respect over survival mode.

There’s a difference between resilience and tolerance. 
Resilience is growing through challenge.
Tolerance is enduring dysfunction until it drains you.

You can’t lead effectively in an environment that punishes honesty, ignores growth, or rewards burnout. 
And staying “just to prove a point” only delays your next chapter.

Walking away doesn’t mean you gave up. 
It means you finally decided to protect your energy, your values, and your peace.

That’s not quitting. 
That’s leadership.

Your next opportunity won’t always come from a job board. 
It’ll come from a room you’re not in.

That room is filled with decision-makers. 
And the people in it are saying names.

Make sure you’re building relationships with those who’ll say yours.

Because the truth is, 
Visibility isn't just about what you do. 
It's about who’s willing to vouch for how you do it.

Build trust. 
Show up with value. 
Be the kind of person others are proud to recommend.

Talks about #digital, #leadership, #transformation, #changemanagement, and #digitaltransformation

The scariest place to be is the same place as last year.

Same job. Same problems. Same frustrations.
Same conversations with yourself about maybe next year.
But nothing changes.

A year from now, you could be exactly where you are right now.
Or you could be somewhere completely different.

The difference isn't luck.
It's deciding that staying stuck is scarier than taking the risk to move.

If you're in the same place you were 12 months ago, ask yourself:
What am I avoiding?
What decision have I been delaying?
What move have I been too afraid to make?

Because the scariest part isn't the unknown.
It's waking up another year from now and realizing you chose comfort over growth.

Again.
Don't let another year pass you by.

Be who you needed when you were younger.

This hits different when you're in a position to lead.
Because somewhere along the way, someone believed in you when you didn't believe in yourself.

Someone gave you a chance when your resume didn't check every box.
Someone saw potential when everyone else saw gaps.
And now you have the power to do the same.

You can be the manager who develops instead of micromanages.
The leader who opens doors instead of gatekeeping them.
The mentor who gives honest feedback instead of vague praise.
The person who hires for character and coaches for skill.

Leadership isn't just about results.
It's about legacy.

It's about creating the environment, the opportunities, and the support you wish you had.

Because the people watching you now are where you used to be.
And what you do for them today will shape who they become tomorrow.

Be the leader you needed.

Ex-CIO | IBM • GE • Salesforce | Executive Coach & Transformation Leader | Advising Leaders to Transform Their Careers, Teams & Business Outcomes

People won't remember what you said.
They won't remember what you did.
But they'll remember how you made them feel.

This is the foundation of leadership.
You can have the best strategy, the clearest vision, and the strongest results.
But if people feel unheard, disrespected, or invisible around you, none of it matters.

Your team will forget the exact words you used in a meeting.
They'll forget the details of the project you delivered together.
But they'll never forget how you treated them when they were struggling.

How you made someone feel when they walked into your office with a problem.
How you responded when they made a mistake.
How you showed up when the pressure was on.

Leadership is measured in moments.
And those moments live in how people felt, not what you said.

Image credit: Roberto Ferraro

Never underestimate the person who chooses to grow when no one’s watching.

They’re not waiting for permission.
Not waiting for a title.
Not waiting for someone to say, “You’re ready.”

They’re building themselves,
In the early mornings.
Late nights.
Between meetings.
After setbacks.

These are the people who lead with intention.
Not just ambition.

Because the most dangerous person in the room
Isn’t the one with the loudest voice.

It’s the one who keeps learning quietly.
Until it’s time to lead boldly.

Keep learning. Keep building. Your next move will speak for itself.

If you’ve had access, opportunity, and good leadership, pass it on.

Because real leadership isn’t just about how far you go.
It’s about how many people you bring with you.

You don’t build legacy by hoarding insight.
Or by gatekeeping the table.

You build it by mentoring.
By inviting others into rooms they didn’t know they could enter.
By helping people see themselves as leaders, because someone once did the same for you.

If you’ve made it further than most, ask yourself:
Are you building longer tables?
Or just taller fences?

Success is multiplied when it’s shared.
And the best leaders are the ones who never forget that.

Image credits to Noemi Kis✨

How to Transition From Being Liked to Being Respected as a Leader

When you step into leadership, something shifts.
Being liked isn't enough anymore. You need to be respected.
And respect requires making decisions that won't always make people happy.

Here's how to make that transition without losing your humanity:

1️⃣ Accept that you can't please everyone
The moment you prioritize being liked over being effective, you lose credibility.
→ Stop avoiding hard conversations to keep the peace. Address issues early, directly, and with clarity.

2️⃣ Set clear expectations from the start
Respect comes from consistency, not surprises.
→ Be explicit about standards, deadlines, and accountability. Don't assume people know what you want.

3️⃣ Follow through on what you say
Nothing kills respect faster than empty threats or inconsistent enforcement.
→ If you set a boundary, hold it. If you make a commitment, honor it. Your actions define your leadership.

4️⃣ Be fair, not equal
Treating everyone the same isn't leadership. Treating everyone fairly is.
→ Make decisions based on performance, behavior, and impact, not favoritism or fear of conflict.

5️⃣ Lead with empathy, not softness
You can be kind and still be firm. You can care about people and still hold them accountable.
→ Listen to your team. Acknowledge challenges. Then guide them forward with clarity and support.

The shift from liked to respected isn't about becoming cold.
It's about earning trust through competence, consistency, and courage.

Make sure to follow me for more leadership strategies.

Let’s be honest,
Your first 90 days in a job define your reputation.

This is when people decide whether to trust your leadership or question your direction.

Here’s how to build credibility, earn trust, and lay the foundation for long-term success:

💡 Listen before you lead.
Your instinct might be to fix things, but your first job is to understand them.
Spend time observing patterns, asking questions, and learning what’s working.
The leaders who listen first lead more effectively later.

💡 Clarify what success looks like.
Meet with your manager and key stakeholders early.
Ask: “What does success look like at 30, 60, and 90 days?”
Clear expectations protect you from surprises and help you focus on what actually matters.

💡 Build trust through reliability.
Don’t overpromise. Do exactly what you say you will, every time.
Small acts of consistency build credibility faster than grand speeches.

💡 Create quick, meaningful wins.
Look for visible improvements that matter to your team.
Something you can deliver in weeks, not months.
Early wins prove you can execute and boost team confidence.

💡 Build relationships at every level.
Trust doesn’t come from authority, it comes from connection.
Meet peers, direct reports, and senior leaders with genuine curiosity.
People support what they help shape.

The first 90 days aren’t about proving yourself.
They’re about earning trust, setting direction, and showing you’re the kind of leader people want to follow.
If you’re stepping into a new leadership role and want a clear roadmap to succeed from day one,

Save this post for when you start your next leadership role.

Let's be honest. Bad news sucks.
Especially in corporate when your credibility is on the line.

You know you have to deliver it, but you're worried about how it makes you look.
Will they lose trust in you?
Will this hurt your next promotion?
Will they question your competence?

Here's the truth: Bad news doesn't damage your credibility.
How you deliver it does.

Here's how to present problems strategically without losing respect:

1. Lead with the problem, not the excuse
Don't bury the issue in context or backstory. Get to the point immediately.
-> Say: We're going to miss the Q4 deadline by two weeks before explaining why.
-> Leadership needs to understand the impact first, then the reasons.

2. Own it, even if it wasn't entirely your fault.
Blaming your team, another department, or circumstances makes you look defensive.
Say: This happened on my watch, and here's how I'm addressing it instead of It's not my fault because...
Ownership builds trust. Excuses destroy it.

3. Come with solutions, not just problems
If you show up with bad news and no plan, you're asking them to solve it for you.
Prepare 2-3 options with trade-offs. Say: Here are three ways we can move forward. Option A gets us back on track fastest but costs more. Option B...
Even if they don't pick your solution, you've shown you're thinking ahead.

4. Show what you've already done to mitigate the issue
Prove you didn't just discover the problem and panic.
Say: We've already paused X, redirected Y, and set up daily check-ins to monitor progress.
This shows you're managing it actively, not waiting for rescue.

5. Follow up with a transparent update
Don't deliver bad news and then go quiet. That creates doubt.
-> Schedule a follow-up within a week. Share progress, what's working, and what's still at risk.
-> Consistent communication rebuilds confidence fast.

Bad news is inevitable.
But how you handle it separates reactive employees from trusted leaders.

Leadership doesn't expect perfection. They expect honesty, ownership, and a plan.
Give them that, and your credibility stays intact.

Share this with someone who's about to have a tough conversation with their boss.

Present Bad News to Leadership Without Losing Credibility

From uncertainty to landing a great role.

That’s the transformation we saw in this client.

He came to us frustrated, putting in the effort, sending applications, doing everything “right” but still hitting a wall.

The silence was discouraging. The rejections started to feel personal.
And like many high performers, he began to question if he’d ever break through.

So we got to work.
We rebuilt his story with clarity.
Refined his resume to highlight leadership and impact.
Taught him how to align his energy with roles that actually matched his value.

And most importantly, helped him stay grounded through the emotional rollercoaster of job searching.

The result?
He landed a great role.
One that gave him income, stability, and the confidence to keep building momentum.

Sometimes it’s not about the “dream job” right away,
It’s about getting back in motion, with a plan that puts you in control again.

If you’re in that uncertain middle, you’re not alone.
You just don’t have to stay there.

Message us the word “Career” and we’ll help you find your next step forward.

Some leaders don’t need a new title, they need a new level of clarity.

This client came to me feeling stuck between corporate politics, micromanagement, and a growing sense of frustration.

She had the skills, but her environment was holding her back.

Together, we worked on redefining her leadership presence: 
✔ Navigating complex dynamics with confidence. 
✔ Showcasing her project management strengths. 
✔ Learning how to manage upward and handle difficult leaders effectively.

The result? She’s now showing up with clarity, calm, and influence and her work is being noticed for all the right reasons.

Sometimes leadership growth isn’t about changing companies. It’s about changing how you show up within them.

If you’re ready to lead with more confidence and less chaos, message me “Leadership” and I’ll share how I can help you grow next.

Most professionals realize it too late,
The restructure, the “new direction,” the quiet exclusion from key meetings.

But the truth is, there are always signs before a job is at risk.
You just have to know where to look.

Here are 5 to pay attention to:

💡 1. Your workload changes without explanation.
Either you’re buried in low-impact work or slowly excluded from key projects.
Both are signs your role is being redefined or deprioritized.

💡 2. You’re left out of decisions you used to influence.
When your opinion stops being sought, it’s often because decisions are being made without you in mind.

💡 3. Feedback turns vague or disappears.
Silence isn’t a compliment. It’s often a signal of disengagement from your manager or leadership.

💡 4. The company starts “restructuring for efficiency.”
When you hear words like “streamline” or “realignment,” expect change and prepare early.

💡 5. Your visibility with leadership drops.
Fewer meetings, fewer updates, fewer mentions.
When your presence fades, so does your leverage.

If you notice even two of these signs, don’t wait to react.
Start documenting wins, rebuilding visibility, and activating your network.

Because career security doesn’t come from a company, it comes from readiness.

Save this post in order to be prepared for the future; we don’t know what can happen.

Layoffs are still common in 2025. Smart, capable people are getting laid off as teams keep shrinking. If that includes you, you are not alone. The cha

Open article: How to Tell Your Layoff Story Without Sounding Like a Victim (Interview and Networking Guide) by Zoltan Szabo • 10 min read

How to Tell Your Layoff Story Without Sounding Like a Victim (Interview and Networking Guide)

You're not failing at your job search.

You're solving the wrong problem.

I've spent 20+ years in Fortune 500 companies watching talented directors and VPs spin their wheels. Same pattern every time.

They polish the resume. Optimize LinkedIn. Fire off applications.

Nothing happens.

Here's what actually breaks job searches at the director and VP level:

You're applying to roles you don't want. You see "Director of Marketing" and apply because it matches your title. But you hate the industry. Or the company culture screams red flags. You're checking boxes instead of choosing direction.

You can't sell your value when it counts. The interview goes great. They're interested. Then negotiation starts and you freeze. You have no idea how to quantify what you've delivered or why you're worth the number you're asking for.

You don't know what you're actually looking for. Not really. You want "something better" but can't define better. So you chase everything and connect with nothing.

The resume isn't your problem. Your strategy is.

Vote in the poll below. 

Drop a comment with your vote. What's making your specific challenge harder right now?

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