MISSION OF THE RESEARCH

During more than two decades of work experience in HR, I saw and experienced many kinds of leadership. I always looked with the greatest admiration at the few executives who achieved outstanding performance while members of the team worked with pleasure and the greatest commitment, and there was no need for high salaries or face-lifting of engagement results.

I would like to unveil the mystery of these outstanding executives and make available for wide usage a model, so that the company I work in, the city and country where I live, and perhaps our whole society can become healthier and more trusting. I am dealing with relationship and team diagnostic research because there must be solution so that we can be more effective than we've ever been under strong external or internal pressure, permanently, and without burning out.

An important element of my assumptions is that the characteristics of the teams, can be reliably concluded from the occurrences of internal phenomena. Why can’t we do our work together in a good mood, regardless of the fact that external circumstances cannot be considered ideal? Where is it declared that we are not entitled to the noblest experience of teamwork?

The conditions are almost never ideal - most of the time we can only see it that way retrospectively - and we can live our lives complaining, annoyed and fighting unnecessarily with others, unhappily. Under the same circumstances, however, by choosing a different viewpoint, we could also find happiness in working together and enjoy it.

In order to understand the most important influencing factors of the team-condition, during the research I place stronger focus on the team as a whole unit rather than team members as individuals.

Who wouldn’t have ever experienced that some unnecessary internal blocking factors pull the team back from potential success, even if the group is composed of well-experienced, well-prepared and worthy people? Why would we believe that some of us should always feel bad, when we strive for our common challenging targets?
We are able to reach far more than this. Take part of this exciting discovery! If we can change our viewpoint and behavior, we can modify the status of the relationships in order to make our team successful on the long term. Here is the chance for the new age of relationships.

I would be happy if you would share with me your experiences and feedbacks, and you would also actively contribute to the success of the research. With this you could be a participant of this fascinating journey of discovery.

Csaba Tóth 
Human Resource Manager
The launcher of the research