Unleash your capacity

Are you a business leader or HR professional based in the Central and Eastern Europe region? If so, then great. You are in the right place to get inspiration, advice and support to build and nurture a prosperous and thriving organization!

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For leaders

Prosperous and thriving organizations are unique. They all possess a well-crafted and shared purpose, strong values and a unique culture.

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For HR Professionals

So you’ve landed the dream job – you’re a HR leader. Congratulations! I remember my first job as an HR leader well. I was ambitious, I wanted to redeem the world and get it right....

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Working with me


with me

I support business organizations and individual clients to unleash their full capacity by applying and sharing my knowledge, expertise and practical wisdom on a passionate, inspirational and committed way. This short but important page will help you decide if we should work together.

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  • In today’s fast-paced world, business transformation can no longer be treated as a one-time project. Continuous change necessitates ongoing transformation. The traditional approach of “unfreeze, change, refreeze” must give way to a new mindset: “rethink, reshape, repeat.” It’s through this continuous process of transformation that companies can truly realize their full potential.
    Michael Mankins
  • Good players play where the puck is. Great players play where the puck is going to be.
    Wayne Gretzky
    Canadian former professional ice hockey player
  • Until everyone in HR truly LOVES business (making, selling, inventing, earning), we will never be seen as a true strategic partner. Every time we endorse silly concepts like "quiet quitting", we lose strategic legitimacy in the eyes of senior business leaders.
    Marc Effron
    President at The Talent Strategy Group
  • Strategic HR is about creating value by building the talent, leadership, and organizational capabilities of a business to better align with stakeholder needs. When HR professionals develop the competencies to deliver value in each of these areas, they influence the business and enable better performance and results.
    The RBL Group
  • HR functions tend to be vertical. To help business adapt and transform, HR must work horizontally, alongside the business as a true partner, ceding control and co-owning outcomes with other stakeholders.
    Andy Lomas
    EY EMEIA People Advisory Services Digital HR Leader
  • Connect more dots to see a richer view of change. Keep connecting the dots, and you could anticipate change today.
    Futures Thinking
  • HR needs to be visible, curious, actively networking and finding out how the business truly ticks. Some of the most credible HR people I have worked with started in the business and moved into HR, so they knew how the organisation operated and put their new HR skillset to work to help the business do better.
    Giles O'Halloran
  • HR that starts with the business doesn't get as much resistance from the business.
    Dave Ulrich
    Speaker, Author, Professor, Thought Partner on HR, Leadership and Organization
  • The best HR leaders I know have been labelled maverick at one time or another because they've built something that went against the norm, they've challenged the status quo, and they've seen beyond the perceived limitations of their function and therefore extended well beyond it.
    Ben Whitter
    Best-Selling Author & Keynote Speaker
  • What makes a great CHRO, great? Many things actually. First, they must know how to effectively scale people—helping key individuals make a massive impact across the entire organization. Second, they must become a trusted consigliere to the CEO. Third, they must feel comfortable with a seat at the board room table, debating future strategic options. And finally, the very best CHRO’s are visionary. They focus on reinvention, not just replication.
    Huggy Rao
    Professor at Stanford Graduate School of Business
  • This is HR's moment of truth to lead the organization in navigating the future of work and prepare workers for the next decade. As HR leaders, we need to see all the possibilities, challenge our mindset and lead this disruption of work. This is our opportunity to show how we navigate the future of work.
  • CEOs would ideally want HR leaders to not only simply understand the functions of HR, but also to understand what Marketing is doing, what Finance is up to, what Sales is achieving, and how Operations is coming along. And they want us to ask, "How can I help?" That's company-centric HR.
    Rita Trehan
  • HR is the best job in the world. There 's no other role that gives you access to every part of the business. My vision is that HR becomes one of the top careers people want in the future.
    Rita Trehan
    Award-winning Business Transformation Expert | Strategy guru | Author | Former Chief People Officer | Speaker & Founder of Dare Worldwide
  • The best thing that HR can give to the employees is an organization that is winning at the marketplace.
    Dave Ulrich
    Speaker, Author, Professor, Thought Partner on HR, Leadership and Organization
  • I always knew there was one thing, above all else, that we would have to get right in order to thrive: our human capital. That’s your guiding light, your North Star that will keep propelling you toward greatness.
    Paul Sarvadi
    Chairman, CEO at Insperity; Author of Take Care of Your People: The Enlightened CEO's Guide to Business Success
  • I spend the a huge part of my time with the business as a whole, rather than just in HR. Listening to business leaders, speaking with our teams, learning from our people... It's the key to understanding what’s going on, seeing what we can pull for in talent, organisation and culture in order to make a difference. Your people ARE your business.
    Leena Nair
    Chief HR Officer at Unilever
  • The CHRO needs first to be a business person with the same goals and understanding of the business as the CEO and CFO. Only then can the CHRO bring forward the human capital portion of the strategy, which would then align with the CEO’s and CFO’s vision. When the CHRO stands separate and apart from these two key partners, he or she stands alone and unaligned. When the CHRO stands shoulder to shoulder, the full potential of the senior team and the business can more readily be realized.
    Kevin Silva
    Executive Vice President and Chief Human Resources Officer at Voya Financial
  • Think like a CEO before acting like a CHRO.

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