Joanna Pachciarz Bussiere, Senior HR Project Manager at IRT SystemX, shares her experience with NUMA. She tells us about the Management in Hybrid Mode course being offered in 2023. What's at stake? To support managers in implementing and respecting best practices in a hybrid working environment.

What exactly was NUMA's mission?

The switch to hybrid mode has shifted the boundaries of work organization and interpersonal relations.

We therefore asked NUMA to help us harmonize our managerial practices with these changes.

What was the background to this program?

Before the health crisis, our teams worked exclusively face-to-face. However, like many other companies, the pandemic forced us to adapt our operating methods and switch to 100% telecommuting. In this new context, it was essential toequip our managers with appropriate and effective tools and practices. Through this training course, our aim was to create opportunities for managers to share their respective experiences, and to provide them with common practices to help them manage their teams efficiently and serenely on a day-to-day basis.

Why did you choose NUMA? 

We had a clear vision of our needs in terms of agility and training content. NUMA's proposal perfectly matched our expectations: the topics covered and the organization into two-hour workshops not only enabled participants to exchange views on practical cases, but also to create a real space for discussion between them. 

What were the highlights of your experience with NUMA? 

The professionalism and quality of exchanges with the NUMA team, particularly with Amandine and the project team, were much appreciated. Communication was fluid and responsive: every question was answered almost immediately. This close collaboration made it possible to adjust the training content beforehand and as the sessions progress ed, to align it perfectly with our work context. What's more, the project team perfectly understood the profile of the trainer we were looking for. He was able to create a training framework that was both benevolent and demanding, while bringing a fresh perspective to the various subjects covered. 

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What steps have you taken to involve your managers upstream? 

First of all, we collected the needs of our managers. This was essential if we were to understand exactly what their day-to-day challenges and expectations were. We wanted this initiative to be perceived not simply as an HR initiative, but rather as a genuine commitment by the Institute to support them and meet their needs. We explained in detail why we believed in the effectiveness of the workshops and why we wanted to deploy them within our organization. We also described how the training would work and the expected benefits, so that they could better plan ahead. We felt this was the best way to engage these middle managers, create synergies between them and ensure their regular attendance at training sessions. 

And what did they enjoy most about the various workshops?

Participants particularly appreciated the quality of the presentation, the practical case studies and the pace of the sessions. Exercises in small groups and collective analysis of case studies enriched the discussions. What's more, the coach's support was much appreciated, in particular his ability to adapt, to adjust approaches when necessary, and to create an environment of trust.

Has this program helped you achieve your goal? 

We wanted to stimulate reflection, and introduce and harmonize new practices. These objectives were achieved. The course enabled participants to benefit from case studies and feedback, helping them to determine what would work best on a day-to-day basis. They came away with the keys to running a hybrid community, giving meaning to their role and organizing themselves optimally. As a Technological Research Institute (IRT), we are committed to a culture of continuous learning and innovation, and this training course aligns perfectly with our values.

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