PSIHOLOGIJA USPJEHA Palmira Ivanković

Guest Palmira IvankovićHosted by Tanja PuretaMay 3, 2026

Palmira Ivanković

About this episode

What you'll hear in this conversation

The conventional view of psychology in the workplace often focuses on problem-solving or pathology. What if its true power lay in proactively fostering potential and well-being? Palmira Ivanković, an HR manager with a background in both organizational psychology and psychotherapy, brings a unique perspective to this question. She argues that the principles of psychotherapy are "too good to be reserved only for the sick," and should be applied to help people not just resolve issues, but develop their inherent capacities and "live quality lives" within their organizations. Her approach offers a nuanced view of HR's strategic role, especially when navigating complex challenges like talent emigration and ingrained cultural mindsets. Readers will walk away thinking about how a deeper understanding of human behavior can redefine professional development and organizational resilience.

Insights from the conversation

What to take from this episode

Palmira states that psychotherapy is "too good to be reserved only for the sick," and actively uses its principles in HR. The real power of psychological insight in HR isn't just in addressing problems; it's in proactively developing human potential, fostering competence, and helping people "live quality lives" within their organizations.

Palmira identifies emigration as a key challenge in Croatia, noting that "our most employable or highest quality people" are often the ones leaving. For HR in specific markets, talent shortages arise not just from local competition, but from broader demographic and economic shifts that make top local talent globally attractive. Your best people are often the ones most likely to leave.

Palmira describes a prevailing Croatian mentality where people still "prefer permanent employment, often in the state sector," prioritizing security. In cultures where stability overrides entrepreneurial drive, HR must actively cultivate intrinsic motivation—shifting focus from merely satisfying basic needs to inspiring individuals to create new value and pursue personal growth within the organization.

Palmira emphasizes that HR needs to "balance all its roles" (expert, employee advocate, strategic partner, change agent) within an "extremely changeable" environment. HR's strategic value today lies less in executing fixed policies and more in its ability to constantly adapt to external factors—economic shifts, technological advancements, demographic changes—that redefine the workforce itself.

When asked about fostering "aha moments" of self-realization, Palmira states success "largely depends on the climate within which each of us works." Individual potential is not unlocked in a vacuum; the organizational climate is the primary determinant of whether people recognize and act on opportunities for growth. HR's efforts are only as effective as the environment they operate in.

Palmira notes the shift from "material resources" to the "intellectual part, their skills, knowledge, competencies, capacities to deal with various challenges." The core asset of any modern enterprise has moved from tangible resources and physical labor to the intangible capital of human intellect and adaptive capacity. HR must therefore prioritize developing complex cognitive skills over mere task execution.

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