Act2Manage Application

An interactive, gamification-based, practice-oriented leadership development application that provides on-the-job support for the most common people management dilemmas and helps turning knowledge to action.

Deliberate Leadership Program

Covers the essentials of people managements in five one-day modules and uses coaching to ensure that knowledge is transferred into daily leadership practices.

Developing Team Cohesion

Based on strength philosophy our program fosters self-awareness and a deeper understanding of other team members. Through common goals and rigorous follow-up, team cohesion will be enhanced.

Deliberate Lean Leadership

This program combines the development of people management essentials with the principles of “Lean Leadership” and the application of Lean tools. Not only in production but also in an office environment.

Deliberate Leadership Program Pro

Drawing on the 21st century findings of behavioural and neuroscience, our advanced program helps leaders in personal development, performance improvement retention and more effective change management.

Change Management Support

We use behavioural science to link employee behaviour to business results during change, to make the new conditions sustainable and permanent.

Strengths-based self-awareness program

The program aims at raising awareness and supporting team members to build on their strengths and use them consciously in their everyday work.

Strengths-based self-awareness and leadership program

Managers who build on their strengths and those of their team members are more motivated and outperform other managers who focus on developing weaknesses. The program helps managers move in this direction.

Why should you work with us?

1. There will be a good return on investment

We use our strengths, skills and experience to deliver results. We reduce risks, there are no hidden costs, you pay for results and not because we come to work for you every morning.

2. We possess the necessary knowledge and experience

We have a wide range of management experience, so we can solve problems effectively that everyone else has given up on.

3. We make it simple

Few people in our country use the Pareto and Parkinson’s toolkit better. By following the principle “If it walks like a duck and quacks like a duck, it’s probably a duck”, we help the decision-making process because the simplest things work best.

4. We are objective

We are not infected by the sacred cows, misconceptions and half-truths that prevail in companies. We take a fresh look at what matters and focus only on what’s best for your business. We can be honest without fear of internal politics.

5. We do it with you

We are not consultants shoving a great solution in your face until your relays burn out. We are managers. We protect nature, so we only produce very small quantities of paper. We directly support the staff and teams delegated to the project and pass on much of our knowledge to them so that they can repeat the big trick tomorrow.



Robert Dobay
Tamas Cservenyak
Sigrun Debaillie
Laszlo Filep
Attila Szalay
Patricia Tarczali
Alexandra Mandoki
Daniela Kissova
Tamas Sitkei
Renata Sover
Reka Mosonyi


A2M 4.0

Act2Manage – When dreams come true

Checking our calendar, we had a kick-off meeting at the beginning of 2021 and started dreaming about the 4.0 version of our Act2Manage leadership development application. And now, we have just released the improved version including most of those dreams. It is a major change from professional perspective as well, we implemented a number of new functions based on behavioural science and neuroscience.

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Can mobile learning contribute to business results?

It’s always great to see when L&D professionals make an effort to find data-based evidence for the effectiveness of various training and development initiatives. One day, Fuse, a digital learning tool provider (no, not LMS, but a totally different approach) joined forces with the AI Center of University College London to work for Carpetright, an international retailer with 420 outlets and 3000 employees. They wanted to find out if digital learning results in measurable performance improvement in sales.

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Two reasons why goal setting often fails

Over the past twenty years I have had a chance to see hundreds of performance appraisal documents that had a goal setting section. An incredibly high proportion contained low quality, vague goals, such as “keep up with the good work” or “develop communication skills”. All these managers missed an opportunity to actually carry out their primary responsibilities: improve the work performance and output of their people, and help them grow.

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