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 & Leadership Coach | Transformation Advisor & Interim CIO | Former 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.

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

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.

Never underestimate someone who just keeps showing up no matter what happens.

Consistency beats talent when talent doesn't show up.
The people who succeed aren't always the smartest or the most skilled.
They're the ones who refuse to quit.

Who show up on the hard days.
Who keep going when results aren't immediate.
Who stay in motion even when motivation fades.

Because persistence compounds.
Every rejection you survive builds resilience.
Every setback you push through builds character.
Every time you show up when you don't feel like it, you're proving to yourself that you're capable of more than you think.

The world is full of talented people who gave up too soon.
Don't be one of them.

Keep showing up.
Keep putting in the work.
Keep believing in what you're building.
Because the person who doesn't quit is the one who eventually wins.

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

Your timeline doesn't have to look like anyone else's.

The detours, the restarts, the failures, they're not setbacks. 
They're part of the story.

Some people find their path early. 
Others take years to figure out what they're meant to do. 
Both are valid.

What matters isn't how fast you get there. 
It's that you keep moving.

You're not behind. 
You're not too old. 
You're not disqualified because your journey looks different.

Success isn't reserved for people who got it right the first time. 
It's built by people who refused to give up, no matter how many times they had to start over.

So if you're rebuilding, redirecting, or reinventing yourself right now, keep going. Your best chapter might be the one you haven't written yet.

The fastest way to lose great people?

Ignore their effort.
Overlook their input.
Assume they’ll always go the extra mile, without ever being thanked for it.

People don’t burn out from hard work alone.
They burn out from feeling invisible.

You don’t need a bonus pool or a promotion cycle to make someone feel valued.
Sometimes all it takes is:
Noticing when they step up.
Saying “thank you” without an agenda.
Reminding them that what they do matters.

Because the truth is:
A person who feels appreciated will always do more than is expected.

Want better results?
Start by building a culture of recognition.

Help me share this post and let’s spread the message.

Image Credits: Chris Donnellly

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. 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

How to Know If Your Manager Is Holding You Back (And What to Do About It)

Your manager has more control over your career than you think.
They influence your visibility, your opportunities, and whether leadership sees you as promotion-ready.

But not every manager wants to develop you.
Some are threatened by your growth. Others are just checked out.

Here are the signs your manager is holding you back:

🚩 They don't advocate for you in rooms you're not in
If your manager isn't speaking up for you when promotions or big projects are being discussed, you're invisible to leadership.
Ask directly: How are you positioning me for growth opportunities with senior leadership? If they get defensive or vague, that's your answer.

🚩 They take credit for your work
Your wins become team wins (with them at the center) but failures are yours alone.
Start documenting your contributions. Send recap emails after big projects that clearly outline your role and impact.

🚩 They don't give you stretch assignments
If you're only getting tasks you've already mastered, you're not being prepared for the next level.
Ask: What projects would help me grow into a senior role? If they can't or won't provide them, look for opportunities outside your team.

🚩 They avoid career conversations
They won't give you honest feedback, won't discuss your promotion timeline, or change the subject when you bring up growth.
Force the conversation: I want to be a Director in 18 months. What gaps do I need to close, and how can you support me?

🚩 They react negatively when you're recognized
If your manager seems uncomfortable or competitive when you get praise, that's insecurity, not leadership.
This is the biggest red flag. Great managers celebrate your wins.

What to do if your manager is holding you back:
✅ Build visibility outside your team.
Connect with other leaders and contribute to cross-functional projects.

✅ Document everything.
Keep a record of your wins, feedback, and conversations.

✅ Start looking.
If your manager is actively blocking your growth, no amount of hard work will fix it.

Your manager should be your biggest advocate, not your biggest obstacle.
If they're not helping you grow, it's time to take control yourself.

Follow me for more valuable content.

How to know if your manager is holding you back

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.

How to Interview for a Role You're Underqualified For

You see a job posting that excites you.
But you don't check every box.

Your first instinct? Don't apply.
But the reality is most people who get promoted or land stretch roles weren't fully qualified on paper.
They just knew how to position themselves as the right bet.

Here's how to interview for a role you're underqualified for and actually get the offer:

1. Lead with what you bring, not what you lack
Don't open with apologies or disclaimers about your gaps.
-> Frame your experience around transferable skills, fresh perspective, or hunger to learn.
-> Say: I bring strong cross-functional leadership and a track record of driving results in ambiguous environments instead of I know I haven't done this exact role before.

2. Show you understand the role deeply
Underqualified candidates lose when they sound unprepared.
-> Research the company's challenges, the team's goals, and what success looks like in this role.
-> Ask questions that prove you've thought strategically about the problems you'd solve.

3. Reframe your lack of experience as an advantage
Turn your gap into a strength by showing how your different background brings value.
-> Say: I haven't led a team this size, but I've built high-performing teams from scratch, which taught me how to set culture and structure early.
-> Show them what they gain by choosing someone with a different lens.

4. Demonstrate self-awareness and a learning plan
Acknowledge the gap, but show you've already thought about how to close it.
-> Say: I haven't managed a P&L before, but I've been shadowing our finance team and taking a course on financial strategy to prepare.
-> This shows maturity, initiative, and that you're not waiting for someone to develop you.

5. Prove your potential through past patterns
They're betting on your ability to grow, so show them you've done it before.
-> Share a story where you stepped into something new, learned fast, and delivered results.
-> Say: When I moved into product management with zero experience, I ramped up in 90 days and launched our highest-rated feature that year.

The goal isn't to convince them you're already perfect for the role.
It's to convince them you're worth the investment.

Because the best hires aren't always the most experienced.
They're the ones who prove they can rise to the challenge.

Share this with someone applying for a stretch role they're not sure they're ready for.

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.

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?

taplio

Zoltan Szabo's Linkedin Analytics

Zoltan Szabo

Performance ScoreZoltan Szabo's LinkedIn Performance

Zoltan Szabo's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Zoltan Szabo's Linkedin Analytics

Zoltan Szabo

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Zoltan Szabo's LinkedIn Performance

Zoltan Szabo's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Zoltan Szabo's Linkedin Analytics

Performance ScoreZoltan Szabo's LinkedIn Performance

Zoltan Szabo's Best Posts (last 30 days)