Csaba Toth
Expert in the Human Side of Digital Transformation, Founder of ICQ Global & Creator of ICF-Accredited Leadership Frameworks
About Csaba Toth
That experience pushed him to examine why intelligent, capable people can still misunderstand one another, why some teams thrive while others quietly unravel, and why so many transformation efforts fail despite significant investment. Having grown up between cultures and worked across very different organisations, Csaba saw how personality, cultural background, bias, motivation, and psychological safety shape the way people make decisions and work together.
He founded ICQ Global after noticing a persistent pattern: organisations were investing in training without data, coaching without diagnosis, and culture change without meaningful measurement. The result was often short-term enthusiasm with little lasting change.
Csaba went on to create the multi-award-winning, ICF-accredited Global DISC™, Growth Zone™, and GameChangers frameworks. Together, they help organisations measure nine key biomarkers of high-performing teams, including personality, cognitive diversity, psychological safety, motivation, and the behavioural patterns that can quietly derail performance. The frameworks have supported more than 900 teams and are now delivered through over 250 certified partners across 51 countries, serving organisations ranging from Fortune 500 companies and national governments to universities and the European Parliament.
He is the author of Uncommon Sense in Unusual Times, a keynote speaker, a member of the Forbes Councils, the Harvard Business Review Advisory Council, and the British Psychological Society, and is completing his fourth master’s degree in Business Psychology.
Based in Brighton, Csaba speaks candidly about leadership identity, AI, decision intelligence, and what he calls an Uncommon Mindset. At the heart of his work is a simple belief: self-awareness remains one of the most underinvested assets in organisations.
As a podcast guest, Csaba helps audiences understand the hidden human dynamics that shape leadership, teamwork, and transformation.
Latest video
HR Fest Budapesten Csaba Toth
Key topics
The biggest cultural divides in your team may have nothing to do with nationality, and performance starts with measuring them
Cross-cultural leadership is often treated as an international issue, yet some of the most damaging misunderstandings happen between people from the same country, sometimes sitting in the same office. Csaba’s data-driven work examines how personality, profession, generation, values, social background and other overlapping influences shape the way people interpret behaviour, communicate and make decisions. By measuring cognitive diversity alongside psychological safety and motivational drive, he shows when difference is producing better thinking and when it is creating silos, friction and costly delays. Leaders who make these dynamics visible can address the real source of tension instead of misdiagnosing it as poor attitude, weak capability or resistance to change.
Leadership development is wasted investment unless it produces measurable behaviour change
HR and L&D teams are under growing pressure to justify programmes that generate positive feedback but leave no evidence that leadership or team performance has improved. The problem begins when organisations invest in coaching without diagnosis, training without data, and culture initiatives without a clear understanding of what needs to change. Csaba makes personality, bias, motivation, psychological safety, and team dynamics visible, creating a baseline from which progress can be measured rather than assumed. His programmes have produced a 30 percent increase in psychological safety, a 25 percent increase in motivation, and engagement results four times higher than comparable teams.
The leadership identity that built your career may make you obsolete unless you redesign it
Many senior leaders are responding to AI by learning new tools while privately questioning what their role is becoming. Csaba argues that this is not primarily an AI problem but an identity problem, because AI will amplify whatever clarity, confusion, or outdated judgement already exists. He helps leaders examine the identity their past created, define the non-negotiables and decision rules they need now, and identify the work only they should continue to own. Redesigning that identity allows leaders to use AI to strengthen what makes them distinctive rather than becoming interchangeable with everyone else using the same technology.
View all topics →
Latest video
HR Fest Budapesten Csaba Toth
Key topics
The biggest cultural divides in your team may have nothing to do with nationality, and performance starts with measuring them
Cross-cultural leadership is often treated as an international issue, yet some of the most damaging misunderstandings happen between people from the same country, sometimes sitting in the same office. Csaba’s data-driven work examines how personality, profession, generation, values, social background and other overlapping influences shape the way people interpret behaviour, communicate and make decisions. By measuring cognitive diversity alongside psychological safety and motivational drive, he shows when difference is producing better thinking and when it is creating silos, friction and costly delays. Leaders who make these dynamics visible can address the real source of tension instead of misdiagnosing it as poor attitude, weak capability or resistance to change.
Leadership development is wasted investment unless it produces measurable behaviour change
HR and L&D teams are under growing pressure to justify programmes that generate positive feedback but leave no evidence that leadership or team performance has improved. The problem begins when organisations invest in coaching without diagnosis, training without data, and culture initiatives without a clear understanding of what needs to change. Csaba makes personality, bias, motivation, psychological safety, and team dynamics visible, creating a baseline from which progress can be measured rather than assumed. His programmes have produced a 30 percent increase in psychological safety, a 25 percent increase in motivation, and engagement results four times higher than comparable teams.
The leadership identity that built your career may make you obsolete unless you redesign it
Many senior leaders are responding to AI by learning new tools while privately questioning what their role is becoming. Csaba argues that this is not primarily an AI problem but an identity problem, because AI will amplify whatever clarity, confusion, or outdated judgement already exists. He helps leaders examine the identity their past created, define the non-negotiables and decision rules they need now, and identify the work only they should continue to own. Redesigning that identity allows leaders to use AI to strengthen what makes them distinctive rather than becoming interchangeable with everyone else using the same technology.
View all topics →