Y2Y | Leadership Development, Coaching & AI Training

Six Things That Will Happen to Your Company. Soon.

Anthropic published a report on what AI did to their own company. What they see inside their walls today, you will see inside yours, in your next two budget rounds. Six predictions from a leadership coach, and what to do next.

Nagy-Józsa Dorottya PCC 2026-10-18 ENG, english

New: AI breakfast for HR and business leaders

First Mover

You already understood people. Now you need to understand AI too. Four Thursday mornings in 2027, always about the current state of play.

Tickets All events

14 Jan 2027
Thursday · 8:30 4 mornings left in the series

Picked Up

Six Things That Will Happen to Your Company. Soon.

Radical acceptance: the stress skill nobody wants to learn

The most underrated stress tool doesn't ask you to fix anything. It asks you to stop arguing with reality. What radical acceptance is (and isn't), why stress science cares, and how to practice it at work.

The End of the Specialist Era

You were taught by specialists. So you became one. Time to think horizontally.

How Old Is the CEO?

The most important interview question of 2026. Confirmed.

The Multitasking Renaissance

You know what's funny? We've spent the last decade trying to kill multitasking. Every productivity guru, every neuroscientist, every LinkedIn thought leader - they all told us the same thing: multitasking is dead. Focus is king. Deep work is the way.

WHAT ABOUT YOU?

Working with #nofilter.

We feel good when we are in a no-filter, straightforward, transparent environment. So, after 10-15 years of experience in multinational companies, SMEs, startups, regional businesses, we all decided 8 years ago to ditch our corporate coats and form a team of experts coming from the most diverse professions. We’ve been working together ever since to create great places for ourselves and our whole generation. What keeps us together is openness, dynamism and unvarnished honesty. If you have the same values, we’ll love working together. No matter if it is leadership, organisational or process development.

More about us

We understand people.

Behavioural science is our trade: why we do what we do, and what makes it change.

We understand organisations.

We have been developing leaders and teams for ten years, from the boardroom to the shop floor.

We understand AI.

We live and work in it ourselves: we build our own tools and agents.

You cannot teach AI without understanding how organisations work. We work exactly at that intersection: we are the only Hungarian organisational development company that is a Registered Services Partner in the Claude Partner Network.

Claude Partner Network · Registered Services Partner

Y2Y Weekly · English

Where leadership, behavior and AI meet.

Human. Smart. Behavioral. Dorka's weekly newsletter on LinkedIn: one idea a week on how people, teams and AI actually work together.

Follow on LinkedIn

Keynote speaking

Looking for a keynote speaker?

Dorka Nagy-Józsa has spoken at 300+ conferences over the past ten years, including a Spotlight session at SHRM INCLUSION 2024 in Denver. Her talks connect AI, behavior and leadership.

Visit dorkanagyjozsa.com

Org Dev & AI

OKR launch - with strategy development

When we suggest launching OKR, they still look at us as if we said we’d come to the office in a self-driving car. Even though the concept is the same age as we are.

Expected Results:

You’ll see a genuine cooperation among your managers.
All your employees will understand how they contribute to the whole.

Organization development

Diagnosis: overlapping responsibilities and competences, bad atmosphere, a lot more knowledge buried in people’s head than used in practice, the top management and the middle management (if there is one) pull in different directions.

Expected Results:

You’ll have a transparent, clean organization.
We develop a long-term liveable structure and culture.

Leadership development

The leadership skills of your bottom, middle and top managers are uneven, you experience deficiencies and incongruence in terms of their soft skills, cooperation and attitude.

Expected Results:

Your organization will be run by mature, confident leaders.
Your leaders will be more self-aware.

Laying down a training/development strategy

Learning and development in themselves can’t bring you the expected results unless you coordinate your projects with the appropriate strategy.

Expected Results:

You’ll be able to accurately target your development efforts.
You’ll get closer to accomplishing your company’s strategic goals

Business and/or Executive coaching

No consulting, no making conversation, no psychology. Certainly not just a bunch of random questions. If we do our job well, you’ll make a lot of new realizations about your own operation between two sessions.

Expected Results:

Team/group coaching

In our team coaching sessions, we don’t sit around the campfire, don’t drink (#truestory), don’t go bowling or shooting each other with paintballs. Instead, we apply a professional coaching methodology to put your team together in the first place.

Expected Results:

We lay out your blockages on the table and work on them.
You’ll be able to cooperate efficiently.

Soft skill/competence development

You’ve noticed some concrete deficiencies in terms of soft skills in your organization? You want to develop competences in a targeted and measurable way?

Expected Results:

We’ll achieve a true behavioural change.
We’ll identify your blockages.

Profiles XT assessment

PXT gives you a detailed picture of the respondent’s internal motivations, operation in the workplace and cognitive abilities.

Expected Results:

You’ll get a crystal-clear picture of your operation.
We can start your development with specific goals in mind.

AI+

In 2026, bringing AI into your organisation is either part of your strategy, or it is not, and then you can rewrite your strategy too. Either way, you will not get around it.

Expected Results:

Understand it, learn it, fall in love with it.
You will see what it can really help with.

OKR launch - with strategy development

When we suggest launching OKR, they still look at us as if we said we’d come to the office in a self-driving car. Even though the concept is the same age as we are.

Expected Results:

You’ll see a genuine cooperation among your managers.
All your employees will understand how they contribute to the whole.

Organization development

Expected Results:

You’ll have a transparent, clean organization.
We develop a long-term liveable structure and culture.

Leadership development

The leadership skills of your bottom, middle and top managers are uneven, you experience deficiencies and incongruence in terms of their soft skills, cooperation and attitude.

Expected Results:

Your organization will be run by mature, confident leaders.
Your leaders will be more self-aware.

Laying down a training/development strategy

Learning and development in themselves can’t bring you the expected results unless you coordinate your projects with the appropriate strategy.

Expected Results:

You’ll be able to accurately target your development efforts.
You’ll get closer to accomplishing your company’s strategic goals

Business and/or Executive coaching

Expected Results:

Team/group coaching

Expected Results:

We lay out your blockages on the table and work on them.
You’ll be able to cooperate efficiently.

Soft skill/competence development

You’ve noticed some concrete deficiencies in terms of soft skills in your organization? You want to develop competences in a targeted and measurable way?

Expected Results:

We’ll achieve a true behavioural change.
We’ll identify your blockages.

Profiles XT assessment

PXT gives you a detailed picture of the respondent’s internal motivations, operation in the workplace and cognitive abilities.

Expected Results:

You’ll get a crystal-clear picture of your operation.
We can start your development with specific goals in mind.

AI+

In 2026, bringing AI into your organisation is either part of your strategy, or it is not, and then you can rewrite your strategy too. Either way, you will not get around it.

Expected Results:

Understand it, learn it, fall in love with it.
You will see what it can really help with.

OKR launch - with strategy development

When we suggest launching OKR, they still look at us as if we said we’d come to the office in a self-driving car. Even though the concept is the same age as we are.

Expected Results:

You’ll see a genuine cooperation among your managers.
All your employees will understand how they contribute to the whole.

Organization development

Expected Results:

You’ll have a transparent, clean organization.
We develop a long-term liveable structure and culture.

Leadership development

The leadership skills of your bottom, middle and top managers are uneven, you experience deficiencies and incongruence in terms of their soft skills, cooperation and attitude.

Expected Results:

Your organization will be run by mature, confident leaders.
Your leaders will be more self-aware.

Laying down a training/development strategy

Learning and development in themselves can’t bring you the expected results unless you coordinate your projects with the appropriate strategy.

Expected Results:

You’ll be able to accurately target your development efforts.
You’ll get closer to accomplishing your company’s strategic goals

Business and/or Executive coaching

Expected Results:

Team/group coaching

Expected Results:

We lay out your blockages on the table and work on them.
You’ll be able to cooperate efficiently.

Soft skill/competence development

You’ve noticed some concrete deficiencies in terms of soft skills in your organization? You want to develop competences in a targeted and measurable way?

Expected Results:

We’ll achieve a true behavioural change.
We’ll identify your blockages.

Profiles XT assessment

PXT gives you a detailed picture of the respondent’s internal motivations, operation in the workplace and cognitive abilities.

Expected Results:

You’ll get a crystal-clear picture of your operation.
We can start your development with specific goals in mind.

AI+

In 2026, bringing AI into your organisation is either part of your strategy, or it is not, and then you can rewrite your strategy too. Either way, you will not get around it.

Expected Results:

Understand it, learn it, fall in love with it.
You will see what it can really help with.

Leadership development

The leadership skills of your bottom, middle and top managers are uneven, you experience deficiencies and incongruence in terms of their soft skills, cooperation and attitude.

Expected Results:

Your organization will be run by mature, confident leaders.
Your leaders will be more self-aware.

Business and/or Executive coaching

Expected Results:

Profiles XT assessment

PXT gives you a detailed picture of the respondent’s internal motivations, operation in the workplace and cognitive abilities.

Expected Results:

You’ll get a crystal-clear picture of your operation.
We can start your development with specific goals in mind.

For SMEs

We have overseen a generation change in a family-owned business, done crisis management at an advertising agency, conducted communication development in a construction company through personal coaching and held a series of generational workshops to revitalize a traditional family business.

We loved all of them.

Due to their varying size, companies with ten employees can be very different from a 250-strong medium enterprise, but they often have one thing in common. Everything depends on what is in the managing director’s head. If there’s order and clarity there, it can trickle down to the organization very nicely. You don’t necessarily need a full organization development project. What others spend millions on by hiring a consulting firm can often be very effectively managed by the director through a single coaching process. But somebody must do it. If you want your company to leave micromanagement behind, you must develop the middle management and the processes. Empowerment, authority, transparency.

The will needs to come from you. We happily deliver the means.

Together with you, we analyse your organization’s logic.

We show you that the coaching approach is not a privilege of MNCs.

We support you in carrying out a generation change.

We make you ready for sustainable development.

For multinationals

Let’s start with the good news: when it comes to hiring organization development experts and coaches, multinational companies are at the top of the food chain. The bar is low, no question.

Although it’s too early to call it a common practice, more and more top managers use coaches at some point in their career. We’re not only targeting them, though. Our mission is to promote the coaching culture, for which the younger generation is key. I mean the talents that the company wants to rely on in 5-10 years.

Talent management or graduate management programmes are often in the focus of companies. However, there’s only an infinitesimally low number of businesses where talents are given individual coaching beyond the general programmes, even though every survey confirms that Generation Yers/Zers are much more attracted by the significantly richer toolkit of individual coaching.

You can read a lot about us, the Gen Yers here or in the publications of other organizations, but most articles still refer to us as if we were a special species that you need to learn how to handle. You don’t need to learn to handle us. Just learn to motivate us. We can function on our own, well or badly, that’s a matter of your point of view, but either way, quickly. We don’t stay long at one company; we soon lose our motivation and it’s hard to get us to commit.

You could at least try, though. However, the company laptop, the home office and the free cornflakes might not suffice. You don’t need to give up on Gen Yers and accept that they spend no more than 3 years at a company. You can do something about it, because there’s a lot of evidence that the investment into Gen Yers can pay off. It may be difficult to get their motivation up, but once you’ve done it, you’d better brace yourself if you want to keep up with them. We are faster to adapt, learn and grow than any of the previous generations.

Also, no matter you decide to try and chain them to your company or accept that you will quickly lose your Yers, you can only put off the problem temporarily either way. Today you can still hire a Gen Xer instead of a corporation-hopping highflyer Gen Yer, but what happens in a few years’ time?

According to generation gurus, 50% and 75% of the entire labour market will consist of Yers by 2020 and 2025, respectively.

What you need to learn is not how to handle Gen Yers, but how to retain them. There’s no Plan B.

To solve this problem, we usually recommend laying down (either on your own or together with us in a workshop) how you want to reduce your fluctuation. Develop a strategy to build a generation-independent organization. Then start carrying it out.

If you want to know how we can help you with that, check out our services.

You provide adequate support for your Gen Y/Z employees

You realize that you can create a culture that suits us.

For startups

Startups didn’t use to focus on L&D, either at individual or group levels. Today however, you can safely say they do. In some part thanks to us, perhaps.

There are very few executive jobs that require you to undergo a complete transformation, let alone many transformations in no more than a few years. The startup CEO is like that, though.

Just think about it: they must be able to run a zero-mile business, then a company after its first failed MVP. Next, they need to manage a firm after its seed-stage funding, then another that burnt all its funding two months earlier than planned. Then they must run a business after the second round of investment which took two years of door-to-door peddling to get. Then a company after the exit, then another one that is reaching its mature phase. Next up: a company with 3, then 15, then 100, then 300 employees, while the number of sites has grown from the original 1 to 12.

Multinational corporation CEOs are never expected to do all this, but they still get a coach. In contrast, the startup CEO’s head simply falls in the basket if they prove inadequate at any of the milestones above. Investors invest in people, too. In fact, people are the primary targets of investment.

If you want to avoid the constant feeling of having bitten off more than you can chew, if you want to grow from a momentum-driven CEO that works around the clock into a conscious, wise regional CEO that has built up a multi-level management system, you need to develop more and faster than any other executive in the market.

That’s what business coaching is for. That’s what we’re for. If you look at our referrals, you can find many startups among them. We hope their numbers will grow because we love them, regardless if they are small and immature or large and disorganized. Because they have some good dynamics going on, but they must care for it, which requires process development, organization development and team coaching. And a highly aware CEO.

We help you create an organization capable of rapid growth.

We pull your top management up.

We build up transparent processes.

For you

We work for you if any of the things below apply to you:

You got stuck in your career.

You don’t know if you’re at the right place, or if it could be better somewhere else at all.

Even though you’re in your 30s, you seem to demonstrate burnout symptoms.

You love your company, but you have no idea where you want to be in two years’ time.

You want to change your career, but you don’t know how to start.

You have a company and a team to support you, and you think it used to work, but you lost the reins somewhere on the way.

As a top manager, you don’t feel like analysing your middle managers, let alone the KPIs.

You’ve been making plans for ten years, but somehow your energy runs out before you could start.

If any of the above applies to you, contact us and you’ll need no more than 20 minutes to figure out if you need us or not. If you come as an individual client, we always encourage you to try and get your company pay for your coaching. 9 out of 10 succeed. Most companies would give it as a perk if their employees asked for it. So, ask for it!

You take a step back.

You’ll be able to get over the setback.

You’ll have less blind spots (it might be painful. :) )

You get an objective mirror to look into.