Back-Sitting: The Silent Crisis No One's Talking About

Remember when everyone was talking about quiet quitting? Well, forget it. We've moved on to something way worse, only nobody's noticed yet. Plus it doesn't even have a name, but that's never stopped us before – at least we get to name it.

Dorottya Nagy-Jozsa PCC 2025-09-30 ENG, english

Picked Up

Back-Sitting: The Silent Crisis No One's Talking About

The FIRST you'll trust without a shame threshold

There's something no one talks about, yet it's the measuring stick for the depth of every human relationship: the shame threshold.

Nature vs Nurture:The Question We'll NEVER Have an Answer To

Thirty. That's it. That's how many years we've been arguing in our profession about whether leaders are born or made. And you know what? We're basically in the same place where we started. Except we've spent millions on leadership development programs that still make us cringe when we see our boss in the hallway.

Why Do I Always Overcommit Myself?

In 1882, people in Barcelona were planning for the Sagrada Família to be completed "someday." There have been 74 final completion dates since then. There's still one now.

Why You Can't Change Starting Tomorrow

The Psychological Distance Curse

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

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 who

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.

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 who

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.

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 who

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.

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.