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

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

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

Getting paid is great.

But are you valued?

What about:
❓ Your time?
❓ Your development?
❓ Your work-life balance?
❓ Your interests?
❓ Your opinions?

The best jobs won't just pay the bills.
They'll show you you're worth more.

✅ Your ideas won't be background noise - they'll lead the conversation.
✅ Your development won't be an afterthought - it’ll be part of the strategy.
✅ Your happiness won't be a bonus - it'll be the key to success.

So, how do you know if a company truly values its people?

➡️ Ask them about some recent team wins.
↳ Do they celebrate people, or just results?

➡️ Bring up further development opportunities.
↳ Do they invest in learning, mentorship, and industry networks?

➡️ Flip the script on feedback.
↳ Do they ask questions and learn from their employees?
↳ Are they creating a culture of curiosity and improvement?
Or do they always have to be the smartest person in the room?

Trust your gut.
If you feel like just a number, you probably are.

You don't have to settle,
Because you're not just looking for a job.
You're looking for a future.

♻️ Repost this to help job seekers in your network.
And follow me @**Zoltan Szabo** for more.

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

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.

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.

Changing jobs isn’t a red flag. 
Staying in the wrong one is.

Growth isn’t always comfortable. 
And comfort rarely leads to growth.

Too often, professionals stay because it’s familiar, 
The people, the rhythm, the title.

But if you’ve stopped learning, contributing, or feeling challenged, 
You’ve already outgrown the role.

Changing jobs isn’t a sign of instability. 
It’s a sign you’re ready for more.

Let’s normalize chasing potential, not comfort.

Because the best leaders don’t wait for permission to grow. 
They go where they can make the biggest impact.

Follow me for more insights on leadership and career growth.

When it feels scary to jump, you should jump. 
Or else you'll be stuck in the same place forever.

The roles that intimidate you are often the ones you need most. 
The conversations that make you nervous are the ones worth having. 
The moves that feel risky are usually the ones that lead to growth.

Most professionals stay stuck not because they lack opportunity.

They stay stuck because fear keeps them from taking it. 
They wait for perfect timing. 
They wait for more experience. 
They wait for confidence to arrive first.

But confidence doesn't come before the jump. 
It comes after.

Every major move in your career will feel uncomfortable. 
That's not a sign to stop. 
It's a sign you're about to grow.

So if you're standing at the edge of something that scares you, ask yourself:
What's scarier? Taking the risk or staying exactly where you are?

Because staying safe has a cost too. 
It's called regret.

Quote credit: Eric Partaker

Wrong is wrong, even if everyone is doing it. 
Right is right, even if no one is doing it.

Leadership isn't about following the crowd. 
It's about doing what's right, even when it's uncomfortable.

Even when it's unpopular. 
Even when it costs you something.

Too many professionals compromise their values because "that's just how it's done here." 

They stay silent when they should speak up. 
They go along with decisions they know are wrong. 
They justify bad behavior because everyone else is doing it.

But integrity doesn't work that way. 
You don't get to pick and choose when your values matter. 
They either guide you, or they don't.

The best leaders aren't the ones who play it safe. 
They're the ones who have the courage to stand alone when it matters.

Because at the end of the day, your reputation isn't built on what was easy. 
It's built on what was right.

Be that leader.

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.

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.

How to Bounce Back After Being Passed Over for a Promotion

Getting passed over for a promotion hurts.
You put in the work. You delivered results. You stayed loyal.
And someone else got the role.

Here's the truth:
How you respond will determine whether this becomes a setback or a setup for something better.

Here's how to bounce back strategically:

→ Give yourself space to process it
Don't pretend it doesn't sting. Take a day or two to feel the disappointment before jumping into action mode.
💡 Talk to someone you trust outside of work. Get it out of your system before you engage with leadership.

→ Ask for honest feedback, not reassurance
This is your chance to get real clarity on what's holding you back.
💡 Schedule a conversation with your manager. Ask "What do I need to develop to be ready next time?" not "Why didn't I get it?"

→ Create a 90-day action plan
Don't wait for the next promotion cycle to hope things change.
💡 Pick 2-3 areas to focus on. Build proof points. Get visible wins. Show them you're already operating at the next level.

→ Expand your options
Being passed over doesn't mean you're not promotion-ready. It might just mean you're not being seen where you are.
💡 Update your resume. Reach out to your network. Start exploring what else is out there.

Getting passed over doesn't define your career.
How you respond does.
Use this as fuel, not failure.

Follow me for more career strategy that helps you move forward.

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.

You've earned the role. 
You have the experience. 
But you still feel like you don't belong.

That's imposter syndrome.
And the more you grow, the louder it gets.

Here's how to manage it:

🔍 Recognize the pattern 
Imposter syndrome isn't about lacking skill. It's about how you interpret success. Action: Track these thoughts when they show up. Write them down. Awareness breaks the cycle.

🔍 Reframe the narrative 
Your brain keeps you small to protect you from failure. But you wouldn't be here if you weren't capable. Action: Keep a wins document. Add one thing you did well each week. Review it when doubt creeps in.

🔍 Show up anyway 
Confidence doesn't come before action. It comes after. The more you show up despite the doubt, the more proof you create that you belong. Action: Speak up in the next meeting. Share your perspective. Do it even when you feel uncertain.

Imposter syndrome doesn't mean you're unqualified. 
It means you care about doing well.

Don't let it stop you from owning what you've earned.

Share this with someone who needs to hear it today.

Connections don’t create opportunities. Relationships do.

Most professionals spend years collecting contacts on LinkedIn,
but very few ever turn those connections into something real.

If you want your network to work for you, stop being passive and start being intentional.
Here’s how to turn LinkedIn connections into real career opportunities:

1. Curate, don’t collect
You don’t need thousands of random contacts. You need the right 200.
→ Audit your network. Prioritize leaders, recruiters, and peers in your target roles or industries.

2. Engage with purpose
Likes don’t build trust, conversations do.
→ Leave thoughtful comments. Ask follow-up questions. Add perspective. The goal isn’t visibility, it’s connection.

3. Reach out without an ask
Most messages fail because they start with a request.
→ Start with value. Congratulate them on something recent, share a resource, or mention a mutual interest. Relationship first. Opportunity later.

4. Stay visible, not noisy
You don’t need to post daily. You need to be remembered for your insight.
→ Share one post or reflection per week that shows how you think and lead. That’s what builds credibility.

5. Nurture relationships when you don’t need them
The best time to build trust is before you need a favor.
→ Action: Check in quarterly. Send a note of appreciation. Comment when they share something meaningful.

Networking isn’t about chasing. It’s about positioning.
When people trust your mindset, they open doors.
And when you build relationships the right way, opportunities start finding you.

If you’re ready to move beyond surface-level networking and start building the kind of relationships that create real career opportunities,
Follow me for more strategies to lead with visibility, influence, and purpose.

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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