We work in a system approach

Below you will find 10 projects that we have compiled based on our knowledge in the past two years along the needs of our customers. We would be happy to talk about or provide references of any of the topics.
Do not hesitate to contact us!


Unlike traditional PM trainings, our training focuses on acquiring the approach of project management. In order to achieve this, we need to develop the hard side, such as methodologies, techniques, specific examples and the soft side including the human factor, motivation, communication and the values and thinking behind the methodologies.


There is no such thing as a resourceless person, there can only be resourceless conditions. It is solely a question of being able to reach a state where I can operate my existing resources (abilities, skills, knowledge) or I can freeze, lose the momentum and end up in the usual operational mode. This advanced level training helps remove personal blocks.


Management 3.0 teaches a new approach. We need stable, credible, and brave leaders who are characterized by courage, self-reflection, self-knowledge, and skills to manage complexity and enable groups and individuals. We offer hands-on tools in various leadership topics.


Practical and effective help in different roles. Scrum Master, Product Owner, Chapter lead, Agile coach, Lean, Kanban, Scrum and Scrumban methodologies.


What is agile?
What is this concept doing here and why do we keep talking about it? Where is it coming from, where is it going? Complexity, the evolution of humans and organizations, the values of agile, specific learning in everyday life.


Groups capable of self-organization with proactive, self-managing members – that’s what every organization dreams about. How can we prepare a team for empowerment?



These two concepts mean, on the one hand, a new way of thinking and a new approach, and, on the other, practical communication techniques. We have designed a process to integrate this approach into organizational culture and everyday life.


Why are we doing what we are doing and what is driving us? What is the purpose beyond the individual that is worth working for? If we only focus on profit, we burn out really fast. Let’s connect people to a mission (to the Why?), to the basic values and principles of the mission (the How?), the goals arising from them (What?), and mostly, to themselves (Who am I? What is my task?).


How are emotions created? What can we do to react to the situations of our lives freely? Being able to manage our emotions consciously is key to the efficient operation of all of our skills.


We have to develop our mental stamina just as we develop our physical stamina. The best way to prevent and manage burnout and stress is to train ourselves both physically and mentally.


Processes customized for organizations, groups, and individuals

I. We gather information

We ask questions, discuss, interview, observe, and conduct surveys (tests, questionnaires). Our purpose is to understand the present state and what the real requirements and goals are.

II. We build processes

We negotiate approaches, methodologies, and ideas. We recommend paths to reach the goals. We follow the path agreed and continuously give and require feedback in the meantime to make the necessary adjustments.

III. We support integration

We sustain the effectiveness of our processes with different methodologies and help the integration of knowledge into everyday life. We observe and measure results during and at the end of the process and restart or complete our operational cycle accordingly.


In the focus of in-Depth

AGILE in-Depth

The goal of our agile team is to ensure that the agile method creates value for the organization and the people working there. We believe that this way of thinking and operation can create a more human, efficient, and modern working environment.

New Organizational DNA

What drives your actions? What’s an organization, why are we together, and what motivates us? Being aware of the mission strengthens the individual’s connection to themselves, to the group, and to the organization. This lays cooperation on a new foundation.

in-Depth STAGE®

We are experts of improvisation, playback theatre, psychodrama, drama pedagogy, and organization constellation. Dramatic methodologies turn learning into an experience, deepen group processes, and ensure a more comprehensive understanding of certain topics.


AGILE in-Depth

It is important to distinguish between being agile and doing agile. In our experience, several companies, mostly big, multinational ones, change to agile by solely introducing elements of agile operation, i.e. the do agile. Real results, however, can be achieved by introducing the agile mindset, which will trigger agile operation (i.e. being agile).

  • Why has agile become so popular?
  • What are the main values and characteristics of agile operation?
  • How can a person/ team/ organization profit from it even if they have already changed to agile or even if they never want to?
  • How can we step out from the negative spiral (e.g. work overload, burnout, bad market reputation, decreasing business results) and step into a positive one in a (self) sustainable way?


  • You would “only” like to familiarize yourself with this way of thinking, this way of operation, and specific techniques
  • You don’t (necessarily) want to change to an agile company form but you would like to apply the values of this mindset in your company to increase employee satisfaction and efficiency
  • You already adopted the agile methodology and you would like to develop or experience some hiccups in your everyday lives
  • You would like to test agile operation on a smaller group
  • You would like to operate according to agile methodology, benefit from its advantages and/or use some elements of its toolkit
  • You would like to train future leaders, so you would like to introduce agile and its specific tools into your leadership culture and work


The AGILE In-Depth team

Meaning of agile: “quick and well-coordinated in movement; lithe:” (


  • Agile Leader
  • Future Leader Academy
  • Kanban project management
  • Agile project management basics
  • Scrum product owner
  • Scrum master
  • Chapter lead
  • Agile coaching workshop and training
  • Scrum and Scrumban
  • Lean and Kanban
  • Feedback – can people change?
  • What are conflicts good for?
  • Agile vs waterfall
  • Agile metrics in practice
  • User story writing and slicing
  • Obstacles of change to agile in multinational companies
  • Agile IT basics for non-IT Scrum Masters


  • Why and how to support a PO?
  • The role of PMs in agile organizations
  • Transformation mastery
  • Comprehensive Project Management training
  • Advanced Project Management training
  • Scrum team
  • Agile tools: practical tips for leading ourselves and others
  • Agile retrospectives: tools of change and continuous improvement
  • How to facilitate team events to avoid another boring meeting
  • Leading Distant and Virtual Teams
  • Team start, restart, reset, liftoff
  • Agile values: how to form an agile attitude
  • Team health


New Organizational DNA

We look for sense and patterns in the world surrounding us instinctively, it is our basic human need from the moment we are born. It is worth considering what we are doing here together and give the common work some real sense. Finding harmony creates inner stability and real commitment.

People should be placed in the focal point, as permanent organizational change can be achieved through the respect of people. The main task becomes connecting people to the mission (to the Why?), to the basic values and principles necessary for the mission (the How?), to the goals arising from this (the Why?), and mainly to ourselves (Who am I? What is my task?). This way, the necessary structure can be formed from the goals, processes can be formed from the basic values, and resources, tools, and skills can be adjusted to the mission. We can transform organizational culture through these processes to support methodologies and the whole organizational operation.


The process aims to explore the higher sense of a business team or organization which can be grasped by each member. We tread the path to the mission of the group by identifying individual missions.

  • Culture survey
  • Individual missions
  • Team mission
  • Basic principles and values of teams/organizations
  • Breaking down missions into goals



The applied techniques may be used as entire training processes or as half-day or full-day modules within the framework of other trainings.
The method makes raising awareness and practicing more efficient and provides a better view of what areas need more work.

As opposed to traditional role playing which portray fiction, training participants witness their own stories, difficult situations, and problematic cases come to life.
Taking a step back and observing situations from the outside makes it easier to find solutions more easily, which can be tested by themselves or the actors.
The safe position of having actors perform and training participants merely view the performance leads to quicker insight and recognition.
Participants don’t need to feel ashamed when unwelcome behaviours are presented.
The performance urges the majority of participants to try out some of the solutions suggested and accepted by the group and presented by the actors.


Drama pedagogy, improvisation, playback theatre, psychodrama, and organization constellation ensure that we pay attention to the sensitivity, needs and development levels, current mental and physical state, and development needs of individuals and groups.
An essential bonding element of all methods is the story, whose significance and function is, among others, to clarify identities, make order, and create a vision of the future. The goal is to have an overview of our operation, to process and understand our own stories which are normally hard to access, and by doing so, trigger some movement and change.

Drama pedagogy and improvisation operates the game with the safety and protection provided by the roles. Participants can gain experience which might be relevant to their own lives as well by walking in somebody else’s shoes. (We play roles in THEIR stories.)

Playback theatre uses the power of storytelling and studying while protecting participants, which originates from the two-dimensional participation structure of being both active and passive.
The storyteller volunteers to step out from anonymity into the limelight, where the game master creates a confidential and protected situation. Personal utterances in this situation enable the players and the viewers to achieve ownership. (We play roles in YOUR story.)

During psycho drama sessions, it is reliving and identifying that help us understand hidden connotations, motives, motivations, and inner happenings. The depth of involvement is ensured for participants by collectivism. (We are all ME).

During organization constellations we examine hidden processes moving organizations in the background from the point of view of leaders and owners. (We are all PARTS OF ME).

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Fruzsina Dénes