I help leaders to develop themselves
and to build healthy, effective
organizational cultures.

Hi, my name is
Maciej Szturmowicz

I create a judgement-free relational space where managers can discover and develop themselves, experience new communication techniques and discuss and solve complex organizational problems. I am one of only 16 professional coaches in Poland accredited by the European Mentoring and Coaching Council (EMCC) at Senior Practitioner level, a facilitator and certificated Gestalt psychotherapist. At the same time, in my work I draw on 16 years of experience in various leadership roles.


I have a holistic, multi-dimensional view of how organizations function. My deep understanding of how both corporations and small businesses operate has been shaped by MBA study at Warwick Business School and extensive practical experience. I have worked with hundreds of companies for many years in B2B sales consultancy in Poland and abroad and delivered consulting projects where I have helped companies build their B2B sales divisions from scratch and lead organizational change.


I work with managers and their organizations innovatively and without dogma. I combine diverse methods such as drawing on business know-how, using advanced relational and communication techniques and applying a therapeutic approach to companies as living organisms. I pay equal attention to hard and soft organizational elements. I stimulate intuition when working with the sculptures I create, focusing on dialogue, and conduct experiential activities in movement and embodiment to discover aspects of a person or company beyond words.

I work with individuals, groups, teams and systemically with entire organizations in Polish and English, at the client’s premises or remotely on the Zoom platform. I offer innovative, highly effective work methods, such as walking sessions in nature or experiential work using body movement instead of traditional seated meetings.


I create and run bespoke workshops and development programs. I conduct executive coaching and team coaching processes. In addition to my work with business clients, as a certified psychotherapist in Gestalt therapy I accompany individual people in developing their selves and sense of purpose in contact with others and the world.


As a result of my support, the companies that work with me build close relationships internally and with their customers, increase sales results and successfully create supportive working environments where best talent wants to work.

IBM Thought Leader in Industry Selling

one of 9 people certified at this level in the Growth Markets region in 2012

EMCC Senior Practitioner coach

one of 16 professional coaches in Poland certified at this level in 2022

Certified EAGT Psychotherapist in Gestalt therapy

4-year training program and EAGT certification exam in 2023

Certified Transformational Presence Coach

training cycle and certification with Alan Seale

ICC Coach

2014 r.

MBA z Warwick Business School

in the UK (graduated with distinction), BBA from Webster University in the USA


0 +
years of business experience in various leadership roles (ex. IBM, mBank, Sitel)
0 +
years of experience in sales performance projects, business coaching and change management
0 +
hours of individual and group executive coaching, online/onsite, in Polish or English
0 +
graduates of my programs and workshops for companies

What working with me looks like

I work with my clients on a long-term basis as a facilitator, therapist, leadership coach and trainer. In my individual sessions and group workshops, I:

  • Develop my clients’; awareness through experiencing rather than dry transfer of knowledge.;
  • Stimulate the inner integration of my clients on the level of thoughts, feelings, intuition and bodily sensations;
  • Encourage people to allow themselves to be human, e.g. to feel, name and express their needs;
  • Help each person to build his/her/its individual sense of Self, which can then meet the Self of others and build Me-You relationships.
  • Propose consideration of the different dimensions of relationality – from the relationship with oneself, to the relationship with another person, and relationships in teams and groups;
  • Create a judgement-free space for discovering, naming and discussing phenomena in people and organizations.
  • Stimulate deep listening, dialogue, curiosity about observed phenomena;
  • Share my observations or experiences as appropriate to the situation.
  • Suggest new ways of communication, teach practical, proven skills;
  • Care about the business relevance and immediate usefulness of what we do;
  • Stimulate the discovery of new possibilities for action and a sense of choice and agency.
  • Respect resistance by treating it as a message to be listened to rather than a problem to be solved.

There is no I-Thou relationship without I and without You. If you don't build your Self, who should enter into relationships?

Who I Work With

I work with business-to-business companies and leaders aiming to build a competitive edge based on healthy, collaborative, long-term relationships within their organizations and with clients. I work with:


responsible for managing others, entrepreneurs, board members, directors – in individual sessions and processes in the capacity of coach, psychotherapist, supervisor, and work observer


in workshops and development programs as a facilitator, an external moderator of difficult conversations, and a trainer


of a particular company wishing to develop attitudes, behaviors, and relational skills – in interactive workshops and programs for 10-100+ people as a facilitator and trainer

I do not conduct webinars, I am not a motivational speaker, I do not promote one-size-fits-all solutions, and I do not provide simple, magic formulas for success. I am passionate about interactive, experiential work with people within the living and complex organism of a given company, focusing on its goals, challenges, important themes, and phenomena rooted in its unique business context.

I encourage my clients to consider their needs, phenomena, and organizational issues on four levels:


for example, in the realm of long-term mission, a deeper sense of the company's existence, or the social responsibility of business for people, the world, and the environment


for example, in the areas of motivation, purpose, life choices, intentional actions, or the alignment of personal values with organizational values


for instance, in exploring relational phenomena, needs, boundaries, and individual development at the levels of thought, emotions, intuition, impulses, bodily sensations, and behaviors


including the business model, strategy, success criteria, processes, leadership and management, structure, teams, roles, authority, politics, and company resources

You can know everything and still be stuck in old, unhelpful patterns of behavior.

Healthy and dysfunctional organizational culture

My many years of business experience show that a healthy organizational culture is one in which people:

  1. Have a sense of meaning in what they do, and enjoy doing it;
  2. Treat each other subjectively rather than objectively and transactively;
  3. Talk to each other openly, maturely and respectfully;
  4. Are curious and ask questions to discover and not just to confirm;
  5. Think and talk before they act;
  6. Have empowerment, responsibility and the right tools;
  7. Work in teams or in coordination rather than in organizational silos;
  8. Can come together in both similarities and differences;
  9. Treat resistance as information about undisclosed needs rather than as a problem;
  10. Resolve conflicts quickly, professionally and respectfully.

Download PDF1

More symptoms of healthy organizational cultures

An unhealthy or dysfunctional organizational culture is one in which people:

  1. Are constantly fighting against something;
  2. Change the company’s strategy every few weeks/months as a result of not having a strategy;
  3. Talk little to each other, unable to meet outside of their roles as people;
  4. Debrief rather than ask;
  5. Feel little commitment and motivation to work;
  6. Delegate decisions and responsibilities upwards;
  7. Regularly overwork themselves and are on the verge of professional burnout;
  8. Feel chronic stress, are afraid, have panic attacks;
  9. Force solutions, without dialogue or understanding of each other, they force themselves;
  10. Hide, create a fictitious reality, deliberately mislead other.

Download PDF2

More symptoms of unhealthy or dysfunctional organizational cultures – download the PDF with a list of symptoms and discuss it with your team

Permanent fixation in a particular action or inaction is disorder and dying. Movement, flexibility, smooth process flow are health and life. Both in humans and in organizations.

The needs and challenges of my clients

Organizational needs

When supporting my clients in building healthy organizational cultures, I focus on working in three key areas for business development – internal relations, leadership, and sales.

I contract the type, scope and duration of support with company representatives starting from the goals, needs or challenges of the organization in question. The starting point for the conversation is often questions such as:


  • How can we reduce turnover levels?
  • How can we increase levels of open communication and reduce silos?
  • How can we reduce tension and stress?
  • How can we build a culture of feedback?
  • How can we empower people and teams?
  • How can we reduce divisions and increase the level of teamwork in the company?


  • How can we motivate effectively?
  • How can we retain the best talent?
  • What motivates young people?
  • How can we effectively bring in change with employee buy-in?
  • How can we support people in difficult situations?
  • How can we solve systemic problems?
  • How should we carry out cultural change?


  • How do we define the deeper purpose of the company’s existence?
  • How should we structure the go-to-market strategy and translate it into operational activities?
  • How can we increase the pipeline, B2B sales and project profitability?
  • How can we build long-term partnerships with clients?
  • How can we negotiate better contracts with clients?
  • How do we manage or build a sales team from scratch?

Individual needs of managers

In my individual work with managers, I address different dimensions of relationality:

  1. Relationship with self and personal topics – needs, resources, emotions, motivation, behavior, action, work-life balance, crises.
  2. Relationships with others – building healthy relationships, conversations, conflicts, communicating needs and boundaries, and roles.
  3. Relational leadership – awareness, working with people and teams, leadership styles, conversation techniques, and collaboration in the company.
  4. Relationships in the organization – power and politics in the company, relationships between divisions, teams, and stakeholders.
  5. Leading change – attitude to change, co-creating change, communicating, increasing buy-in.
  6. Relationships in the company ecosystem – with stakeholders such as owners, funds, investors, customers, partners and suppliers.

The greater technological progress, the more humanity is needed in business. How often do we allow ourselves to be human? How much longer can we do this?

My programs and services

In response to and in collaboration with my clients’ needs, I systematically create and deliver practical programs and services to support the development of leaders and their organizations.

In response to and in collaboration with my clients’ needs, I systematically create and deliver practical programs and services to support the development of leaders and their organizations.

I conduct one-off strategic workshops, coaching processes, and 4-12-month support and development programs delivered at different levels of the organization and for different employee groups. In doing so, I integrate different types of coaching and therapeutic interventions. mentoring, workshops, training and counselling.

I precede each project with an in-depth, multidimensional analysis of the sources of organizational challenge so that I narrow down the scope of the necessary interventions that can produce the most positive effects on people’s behaviors, attitudes and performance at work.

An overview of my original programs and ongoing services:



  • Employee Experience Program
  • Direct Communication
  • Team Coaching


  • Analysis of cultural challenges
  • Facilitation of group workshops
  • Communication and experiential workshops for groups of 10-100+ employees



  • Relational Leadership
  • Strategic Conversations
  • Managerial Coaching
  • Change Leadership


  • Executive coaching
  • Deep coaching for more complex challenges
  • Leadership and strategy workshops for leaders
  • Work supervision for managers



  • Executive Alignment – mission, business model and strategy
  • Sales Excellence – consultative relationship sales techniques
  • Sales Performance Program


  • Business coaching
  • Maturity analysis of a B2B sales organization
  • Simulation analysis of sales skills
  • Workshops – creating systemic solutions for organizations


  • Analysis of cultural challenges
  • Facilitation of group workshops
  • Communication and experiential workshops for groups of 10-100+ employees


  • Executive coaching
  • Deep coaching for more complex challenges
  • Leadership and strategy workshops for leaders
  • Work supervision for managers


  • Business coaching
  • Maturity analysis of a B2B sales organization
  • Simulation analysis of sales skills
  • Workshops – creating systemic solutions for organizations

Ten people in the room hiding their fear means loneliness and paralysis. Ten people talking about their anxiety is discovering a systemic problem that can be solved as a team.

How it works

My holistic action, with its focus on expanding people’s awareness, relationality, dialogue and acting wisely with others, triggers a series of positive changes in the client company culture.

Firstly, the people working with me begin to feel the desire to try out new attitudes, behaviors and skills.

The more they prove themselves in practice, the more the overall motivation to act proactively, as a team, and take responsibility for it, increases. This, in turn, has the effect of easing the burden on managers, who can focus more on strategic rather than operational activities.

As a result, my actions lead to a systematic improvement in the business performance of the entire organization, which is developed without struggle, sacrifice or additional human effort, as it were, with a whole new level of relational cooperation.

Change begins when we stop trying to be what we are not.


Measurable business results of my projects, confirmed by references, include:

Threefold increase in the value of global B2B Enterprise Software sales (IT sector).

    change in declining sales trend to 20% year-on-year sales growth across 11 sales regions and 90 banking outlets (banking).

    support for the company’s business growth from 2020-2023 through a global advanced leadership skills training program for leaders (tech/marketplace sector).

Other referenced results of my activities include:

an eightfold increase in the number of sales consultants able to effectively adapt their approach, sales strategies, communication and offers to the needs and personalities of their clients.

an eightfold increase in the number of managers able to effectively develop their teams taking into account their interpersonal dynamics and personality differences.

tripling the number of managers able to actively, deeply listen to others.

tripling the number of employees aware of what motivates them to act effectively.

doubling the number of managers able to motivate non-financially.

doubling the number of managers able to use different leadership styles depending on the situation and the needs of the team.

increase in the number of employees consciously responding to stressful situations instead of reacting automatically.