Gábor Kosztolánczy
Services
Individual work
When something in your life calls for change
Sometimes we know exactly what we would like to change. At other times, we simply feel that something is not working the way we would like it to – in a relationship, in a particular life situation, at work, or in the way we relate to ourselves. You may be facing a difficult decision, finding yourself in the same situation again and again, or simply wanting to understand more clearly what is happening in your life.
Individual work focuses on what matters to you right now. I do not offer ready-made answers. Instead, I help you see your situation more clearly, recognise recurring patterns and discover what could bring about meaningful change for you.
Our first conversation is free of charge and without obligation. We use it to explore what brings you here and whether coaching or Gestalt therapy might be the most appropriate way of working together.
Our work may be a shorter process focused on a specific question, or a longer journey of self-exploration. We agree on the framework and frequency according to what you bring and what you would like to achieve.
What can we work on?
People come to individual work with many different questions. These may involve changes or transitions in life, relationship difficulties, decisions, self-awareness, identity, recurring patterns, or simply the sense that something is not quite where you would like it to be.
Common themes include:
• life changes and situations where you feel stuck
• relationships and relationship difficulties
• self-awareness and living more authentically
• recurring behavioural or relationship patterns
• difficult decisions and choices
• boundaries, needs and conflicts
• questions related to identity and minority experiences
Where useful, we may also draw on the Process Communication Model (PCM) to better understand your communication patterns, psychological needs and reactions under stress.
Leaders & Teams
When leadership is not something you can think through alone
As a leader, you are often most alone precisely in the situations where you would benefit most from a genuine thinking partner. You have to make decisions without having all the information. You need to pay attention to results, people and the organisation as a whole – while also remaining aware of how you yourself are doing in the midst of it all.
I have worked in leadership roles for more than twenty years, so I know this world not only as a coach. I have first-hand experience of responsibility, leadership loneliness, difficult decisions and conflicts, as well as what it takes to achieve results together with other leaders and teams in a complex organisation.
Our work may take the form of executive coaching or team coaching. Where relevant, I also work with the Process Communication Model (PCM).
I do not work with ready-made leadership formulas. Instead, I help you understand more clearly what is happening to you, within your team and in the wider system around you – so that this understanding can lead to change that is tangible in everyday work.
Our first conversation is free of charge and without obligation. We use it to clarify the question or situation you would like to work on, who should be involved, and which form of working together would be most appropriate.
When might it be useful to work together?
For leaders, this may include:
• difficult decisions and complex leadership situations
• leadership loneliness and the weight of responsibility
• conflicts and challenging working relationships
• stepping into a new role or a period of transition
• developing your own leadership presence and approach
• understanding your communication and stress patterns
For teams, this may include:
• improving collaboration and trust
• clarifying roles, responsibilities and expectations
• working with tensions or recurring conflicts
• strengthening decision-making and ownership
• improving communication within the team
• supporting a team through change or a new phase of development
I know this world from the inside
I have worked as a leader for more than twenty years, including fifteen years in the senior leadership of Müpa Budapest. I know from my own experience what leadership responsibility, complex organisations, difficult decisions and the uncertainty of change can mean.
I do not use this experience to tell you what you should do. It helps me understand the organisational reality in which your questions arise.
Organizations
When the challenge is not one person, but the system
In organisations, problems rarely begin and end with a single person or team. Decision-making processes, responsibilities, information flow, leadership collaboration and organisational culture all influence one another – shaping both what works well and where difficulties repeatedly emerge.
In organisational development, my first priority is to understand what is actually happening within the system. Depending on the situation, this may involve interviews, diagnostic tools, work with leaders and teams, workshops, or a combination of these.
The aim is not to introduce an externally prescribed “right solution”, but to support change that fits the reality of the organisation and can be sustained in everyday practice.
When might it be useful to work together?
• responsibilities and decision-making processes are unclear
• information does not flow effectively across the organisation
• leadership collaboration needs to improve
• teams or organisational units struggle to work effectively together
• recurring tensions or conflicts affect performance
• the organisation is going through significant change or transformation
• structures and ways of working have not kept pace with growth
• there is a need to better understand what lies behind recurring organisational difficulties
I think in systems
Having worked in complex organisations for more than twenty years, I know that organisational issues rarely have simple causes. Structures, processes, leadership behaviour, relationships and organisational culture continuously influence one another.
My work therefore begins with understanding the system rather than applying a predetermined solution. The appropriate intervention may involve organisational development, leadership work, team coaching, workshops or a combination of these – depending on what the situation actually requires.
For Professionals
When helping professionals need another perspective too
As a helping professional, there are times when you need a space where you are not the one holding attention for someone else. A space to reflect on your own way of working, a challenging client situation, a professional dilemma, or simply on how you are present in your work.
- I work primarily with coaches, team coaches and other helping professionals through supervision and mentoring. The focus may be a specific case, your professional role, your own reactions and difficulties, or your longer-term professional development.