What was your challenge with this training? 

Gamned! promoted a dozen employees last year. The challenge for them was to integrate and appropriate the best managerial practices to best meet the expectations of their new teams. Our objective was to homogenise the practices of this new generation of managers, by giving everyone the same set of skills.  

What motivated you to do a pilot with NUMA?

The program was developed in close collaboration with the NUMA team, which allowed us to customize the program by selecting the topics of our choice and adapting the pace of the training to our business. The practical cases in each workshop are particularly concrete. They were so close to what we experience at Gamned! thayt some participantw thought we had written it ourselves. 

What are the specifics of your company's culture and how has NUMA adapted to it?

Gamned! est une entreprise qui a connu une croissance impressionnante en 13 ans d'existence. Les effectifs se sont multipliés rapidement mais nous avons toujours conservé une culture de flexibilité et de proximité. Forts de ce contexte, les managers devaient être équipés pour s’adapter aux changements de la structure.

NUMA adapted very well to this by proposing a pragmatic and concrete program, enriched by the experience of the coach who followed the participants throughout the program.

How did you manage to engage your employees in this program and overcome resistance to change? 

The participants were looking for management training and Gamned! has a strong culture of continuous improvement. Their commitment to the programme was therefore natural and immediate. At the launch of the training, we outlined the individual and collective benefits of such a programme to the participants, i.e. giving them the keys and tools to feel comfortable in their new missions.

What was the initial feedback from the pilot participants?

The participants particularly appreciated their coach's ability to adapt to their individual problems, despite an initial preconception about the distance learning format and its impact on the fluidity of exchanges. The fact of being accompanied throughout the training by the same coach created a relationship of trust and a real follow-up of each person's challenges.

What was the most important aspect of the program for your employees? 

The role-playing exercises, in almost real-life conditions, enabled them to directly grasp the key concepts of each workshop. The role of the coach was crucial in constructively challenging their reactions.

What results and benefits do you see?

Since the program, managers have taken ownership of the practices and integrated them into their daily lives: to give feedback, set objectives or start a difficult conversation. They observe the benefits in their relationships with their teams and are proud to discuss them to share their experience.