Turn ambition into results

After four months of coaching with Konrad, I was promoted from Senior Developer to Engineering Manager at the same company. We worked through the recruitment process step by step — from my CV and case studies to conversations with the director. Most importantly, I now lead a team of nine without the chaos or impostor syndrome I used to feel.

Marek, Engineering Manager, fintech

I came to Konrad feeling that my team was constantly putting out fires. Over three months, we introduced a few simple routines: better refinement sessions, WIP limits and short incident retrospectives. The result? According to our data, cycle time fell by around 22%, and for the first time in a long while I had a week without working after hours.

Kasia, Team Lead, e-commerce

At the start, I had a team of exhausted developers who came to me for every decision. Konrad and I worked on my leadership style and delegation. After about ten sessions, I can see a real change: the team suggests solutions on its own, and in one-to-ones I hear more about ideas than frustrations. Staff turnover has fallen to zero over the last six months.

Tomasz, Engineering Manager, SaaS B2B

I wanted to change jobs, but I was stuck with unfinished applications and no plan. Konrad helped me organise my strategy: my LinkedIn profile, a list of companies and how to approach interviews. Within two months I received two offers — one paying 28% more, with fewer parallel projects. Without his support, I would probably have kept putting it off.

Anna, Senior Product Manager

My team’s feedback was brutally honest: micromanagement, a lack of trust and constant corrections to their work. In my sessions with Konrad, we broke this down. After a few experiments — a different way of setting goals, team agreements and better one-to-ones — team satisfaction in an anonymous survey rose from 6.1 to 8.3 out of 10. Most importantly, people now bring their own ideas instead of waiting for my instructions.

Ewelina, Head of Engineering, telco

Before working with Konrad, I was close to leaving IT. I constantly felt I was not strong enough to be a leader. During coaching, I identified what was burning me out and we made a plan: renegotiating my responsibilities, changing how I worked with management and setting personal priorities. After about three months, I was sleeping normally, had energy for work again and stopped looking for a way out of the profession.

Piotr, Tech Lead, gaming

As an Engineering Manager, I felt I spoke a different language from management and from my teams. Some thought I defended developers too much; others thought I was selling their needs out to the business. With Konrad, I practised specific conversations, presentations and even emails. My technical proposals are now accepted more often — around 70%, compared with roughly 40% before — and there are fewer misunderstandings and conflicts with business stakeholders.

Magda, Engineering Manager, insure-tech

My one-to-ones used to feel like status updates rather than development conversations. Konrad helped me create a simple, practical system: an agenda, questions and a way to track topics over time. After six months, nine out of ten team members have documented individual development goals and are working towards them. At annual reviews, I no longer have to improvise feedback — everything has been recorded throughout the year.

Joanna, People Manager, big tech / R&D