Sabi Lovas“There are conflicts in the team; people just cannot work together.”
We explore how organisational culture and structures contribute to psychological games, and what could change to make room for healthier working relationships.
Development for individuals, teams and organisations
Leadership coaching
A business perspective and in-depth psychological understanding for leaders.
30 minutes · free introductory conversation
A business perspective and psychological depth.
Leadership can be a lonely role. The weight of responsibility, continual decisions and team dynamics can leave little room for reflection. My coaching offers a professional space where a business perspective, grounded in economics, meets in-depth psychological understanding through transactional analysis.
As a leader, you may sometimes feel that you have lost your balance, temporarily or for a longer period. In coaching, I help you understand yourself and others, communicate more effectively, build productive working relationships and see difficulties from a different perspective.
Focus areas
What clients most often bring.
“I recently became a leader, and sometimes I feel I am just trying to stay afloat.”
I support you in developing your leadership identity and working through the critical decisions of your first 100 days.
“Whatever I say, performance does not change — mine or the team’s.”
We explore what lies behind performance difficulties, where motivation gets stuck and how disengagement can give way to more effective work.
“I am caught between senior management’s expectations and the needs of my team.”
We work on communication upwards and within your team, aligning interests and navigating individual or organisational change.
“My feedback meets a wall, or simply disappears into thin air.”
We explore the psychology of giving and receiving feedback, with attention to what supports changes in behaviour and what triggers defensiveness.
“We keep getting drawn into the same unproductive arguments and games.”
Using transactional analysis, we identify recurring leadership games and work on interrupting destructive dynamics so that relationships can become clearer and more open.
“There is too much firefighting, and I am exhausted by the end of the day.”
We work on time, priorities and sustainable ways of managing stress, making room for more than simply getting through the week.
“I can see my colleagues’ potential, but I do not know how to help them develop it.”
We work on a supportive, developmental approach to leadership, helping you accompany colleagues’ independent growth.
“Sometimes I am the obstacle to my own development.”
We explore your leadership blind spots and personal patterns, so that you can use your strengths consciously and work with what holds you back.
Is there something else on your mind?
If your topic is not listed here but you feel my approach could be helpful, you are welcome to get in touch.
Let’s begin with a free, 30-minute introductory conversation. We can explore what is on your mind, then decide together whether and how to work with each other.
Book an introductory conversationMy approach in practice
My approach and backgroundTransactional analysis offers a distinctive framework for this work. It helps us explore how past experiences and unconscious beliefs influence present behaviour. Its purpose is to help you develop the potential already within you. Developmental transactional analysis starts from the understanding that this potential exists, even when you cannot readily access it. I help you discover, name and use it.
My approach creates an atmosphere in which you feel safe and supported, while I also offer gentle, appropriate challenge. Safety and the right degree of challenge belong together in development.
Feedback on our work
Leadership development feedback
Leadership development training
As an old hand in the insurance profession, I thought I already knew “everything” about what makes a good leader and a well-functioning team. During the training, I realised how much the theoretical and, emphatically, practical knowledge we received session by session could change the team’s dynamics, effectiveness, shared thinking and everyday work. Alongside the numbers, the individuals became clearer: we could see each person’s “buttons” and identify where they were in their personal and working lives, and where I, as a leader, could intervene and help in these different situations. Most importantly, applying these exercises significantly improved my time management, allowing me to devote the time and energy freed up to teaching and developing my new colleagues.
Translated from Hungarian.
Masters of People Skills programme
I have known my colleagues for five years, or at least I thought I knew them. Then the Masters of People Skills programme challenged a great many assumptions. I realised I did not really know them at all. I had categorised them according to my first impression. Today I talk with them more, take a real interest and no longer lead them in a strictly authoritarian way.
Translated from Hungarian.
Where would you like to grow as a leader?
30 minutes · free introductory conversation