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ABOUT ME

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I'm Szilvia, an Organizational Psychologist with 19 years of experience in the corporate world.  

 

As a certified Human Resources and L&D professional, I specialise in developing leadership capabilities. As a certified CliftonStrengths coach, I help people and teams do what they do best and elevate their performance.​

 

Throughout my career, I have designed talent management programs, career paths, and global competency frameworks, positively impacting the company culture among 40,000 employees in the ME&A region. Collaborating closely with global senior HR teams, I have gained valuable expertise in talent management, enabling me to assist organisations in revitalising their people management practices.​

 

With a deep understanding of organisational dynamics and a commitment to drive transformational change, I am dedicated to helping organisations build optimal work environments and cultivate strong leadership capabilities. ​

 

I am like Nanny McPhee; When you need me, but do not want me, then I must stay. When you want me, but no longer need me, then I have to go.

​My top 5 personal strengths are Intellection, Learner, Input, Responsibility, and Discipline. ​

My dominant group strengths are Influencer & Equaliser ​

MY MOTIVATION

It all began with the recognition that traditional Talent Development fails to cater to the needs of employees. There's a crucial missing element, and that element is the individual. Development programs are typically designed to align with organisational competencies, completely overlooking the uniqueness of each person. I've personally struggled with the training courses my managers sent me, as I never found them relevant to my specific skills and aspirations.

Furthermore, I wasn't particularly enthusiastic about corporate development programs that primarily focused on addressing my weaknesses, which often left me feeling like a failure.

I realised that instead of merely complaining about the shortcomings of Learning & Development and my managers, I needed to take proactive steps. So, I embarked on a journey of self-development, making it clear that I didn't require anything from my company. During this journey, I came across Gallup's Strengths Finder assessment, which was a game-changer for my career. It finally shed light on my inherent strengths, which had been present all along. I gained insight into why I would become disengaged in my roles after a year or so, despite achieving notable success. I learned how to harness my strengths to compensate for my weaknesses without needing to fix them, which made me feel more empowered and capable.

It then struck me – why isn't everyone being taught or informed about this approach? We are so conditioned within organisational structures that we often remain unaware of alternative paths. The saying "we don't know what we don't know" holds true.

Now, I stand here, eager to revolutionise the field of Talent Management.

ABOUT THE STRENGTHS-BASED APPROACH

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