‍What wasyour main challenge in launching your program?

When COVID hit in March 2020, we organized a global survey. The results showed teams were burning out because of bad time management and the difficulty to set up boundaries and find a new work-life balance. 

Contentsquare’s managers were not equipped to help their teams in this brand new situation. We first tried to fix it internally, we created a safe space for managers and teams to discuss these issues and provided them with essential tools. But we soon realized that it was not enough and that we needed a third party to join the game. 

What is specific to Contentsquare in terms of learning culture?

The Contentsquare teams have certain preconceived notions about training, notably the impression that you have to stop working to be able to train. Our goal was to make learning attractive and easy to change this mindset. 

I remember one HR manager who was very skeptical when the program was launched: "Do I really have to take part?". Several pertinent pieces of advice shared during the workshops changed his mind and led him to consider the NUMA program as a toolbox that he could use in his own way in his day-to-day operations.‍

What is the one thing that convinced you to work with NUMA? 

There are actually two things that made a real difference. <br>First, since we are a deeply agile company, we can’t afford to have fixed or theoretical training. Working together is in our DNA and NUMA’s team understood this very well. They even went one step further by opening an additional group for participants from different time zones to be able to attend.<br>From a participants’ point of view, the high interactivity and short format was very attractive since it was designed to fit their busy schedules.

What didlearners like most about the program?

The managers give very good feedback on the workshops: concrete, realistic, straight to the point.

The promise of actionable content is real: many managers implemented new practices straight after the first workshop on management rituals for remote teams.

What, in your opinion, was a game-changer?

NUMA gave us both some extra tools and a fresh look at how we were working at Contentsquare. The realistic key learnings and use cases are a game changer for people who want to improve fast.

What are your next steps? 

The first program was a test restricted to top-management. We now want to open access to all and nudge managers to implement the workshops within their own teams for the training benefits to cascade. At the end of the year, we listed the top-12 skills to develop in 2021. We were able to match skills with specific NUMA workshops to train teams once a month. This agenda allows them to spend enough time on each topic, practice between sessions and get familiar with techniques to decide on the best way to implement them.