dialogic consulting

We are an innovative team of senior coaches providing dialogic coaching and consulting

We support our clients to energise their operation and to exploit the potential of the social infrastructure and the commitment of their people.


Our goal is to understand, design and make possible client experiences that go beyond people’s expectations by the means of innovative methods.


Our passion to the highest professional standards and our commitment to the success of our clients pervades our operation and the implementation of our assignments.


Our senior experts have more than 15 years professional experience in the field of coaching, supervision, leadership and organisational development.


We work based on the assumption, that organizations are socially co-constructed realities. We apply dialogic coaching and consulting approach.

We believe


Experience is important.


Change is good.


Research is sexy.


Dialogue is a key to problem solving.


Teamwork does work.


Caring for our quality of life makes us better professionals.

Our vision

A world where people go through experiences that are beyond their expectations.

Our goal is to understand, design and make possible client experiences that go beyond people’s expectations by means of the innovative dialogic approach.

We started out from an idea of Anikó Szabó in 2006 and we’ve been offering our dialogic change services and leadership development for large international and start-up local companies as well. Anikó directed the Strategic Change Consulting of PwC for 10 years, as a result, we have a strong commitment to international consulting values and standards.

We make it our business to advise and guide our clients through every step of our projects, bringing new ideas into play.

Our values

We think about success as the extent to which people put what they learn into practice.

Commitment, Innovation, Passion

We put our hearts and souls into making every project we undertake the very best it can possibly be – and we don’t stop until we get there. We’ve been doing this for a long time, and we still love the challenge of mastering new methods and techniques. Being at the leading edge lets us take clients with us, giving the cream of methodological advances.

We are an innovative team of senior coaches and organizational development consultants with strong expertise in developing social architecture of organisations.

Our investment into our clients’ projects goes way beyond the hours we spend on them. Most of the clients we started with are still with us. And that’s because we’re serious about our long-term commitment to them, and we share their goals.



We have a 100% commitment to making all our client works the best they can possibly be, no matter what it takes to get there.



We put our hearts into making every project we undertake. We implement all of our projects with fresh energy and enthusiasm.



While we share our knowledge and experience, we listen hard to understand the business of our clients and their needs.



We are united with our clients in the drive of getting the best from our common project – we see ourselves as extra members of the team with all the skills is needed.

Our senior team



Managing Partner

Anikó is the founder of Consero Consulting and a creative at heart . She is passionate about creating value-added solutions using organisational coaching. She had developed the dialogic approach to managing change successfully.


Szondi György

Research Director

Gyuri is an internationally recognised communication expert. Based on his strong academic background, he is responsible for the research programmes of Consero. His interest is in researching efficient communication models.


Bán Zsuzsanna

Development Director

Zsuzsanna is the co-founder of Consero Consulting. Her critical eye oversees all the creative output of Consero and she works closely with our clients to make sure their needs and our drive for coaching excellence coincide.


Patrick worms

Senior Consultant

Patrick has more than 15 years experience in organisation and community development programmes. Passionate about new experiences. His goal is enabling people to experience something surpassing their expectations.


Kaló Edit

Senior Trainer

Edit left the world of banking to pursue her love of coaching and leadership development. She is fascinated by innovation and people, she guides clients towards their personal and organisational development processes.


Seregi György

Senior coach

Gyuri has more than 10 years senior management and coaching experience. He is committed to the application of the latest coaching and consulting methods. He is experienced in applying the dialogic change methodology.

Our approach

Our dialogic approach makes it possible to understand and manage effectively the challenges that people and organisations face.

We build on dialogic consulting approach

The demand for better ways of managing change is enormously high. More recent work in the field of organisational discourse, has shown that discourse plays a central role in the social construction of organizational change.

Dialogic change management emphasizes a view of human systems as dialogic or meaning-making systems. The assumption is that people don’t resist change so much as they resist to being changed. Focusing on the symbols, images, and narratives used to make meaning, and changing those, will lead to self generated changes in behaviour .

We view organisations as socially constructed realities

Instead of trying to collect data and information on structures, processes, we are searching for understanding how people make sense of ? and thereby react to organisational change. We work based on the assumption, that organizations are socially co-constructed realities.



All of our projects start with listening the relevant organisational narratives around change. We support surfacing diverse perspectives. The process builds trust and develops resilience.



In the next step of the process we put the change narratives into environmental and organisational context . We apply tools of reflection and encourage people to share their interests, hopes and fears



In the third step we reshape the organisational change narratives, develop a common understanding of the expected behaviour, strengthen commitment to the change vision and identify fields of individual and organisational development.



The last phase provides the opportunity to create institutional frameworks necessary for sustaining organisational awareness, straight communication and commitment to change.

Facts and figures

45 000



Leadership programs


Public speeches


Coffee cups

34 700

Flip-chart papers

Constructive dialogs





34 700

Flip-chart papers

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