Margaux Reboul, Head of Talent at Qonto, gives us some feedback with NUMA. She tells us about the mission entrusted to NUMA as part of the deployment of their very first Up-Skilling Manager program. The objective? To support Team Leads in their development and help them find their own management style. 

What was NUMA's mission?

NUMA helped us design and roll out our very first Up-Skilling Manager program at Qonto, specially designed for our Team Leads. 

The aim was to teach them the fundamentals of management, covering key topics such as feedback, setting objectives and managing difficult conversations. The program also aimed to help them develop their own management style, so that they could not only excel in their role, but also thrive in it. Because beyond doing well, it's essential to love what you do.

In what context did you deploy this training?

Deployed in early 2022, the training was designed to meet Qonto's hypergrowth challenges, marked by rapid expansion and the need to promote and recruit Team Leads to support our business ambitions. Its main aim was to support the company's growth, strengthen the organization and improve team efficiency. How did we achieve this? In particular, by enabling us to ensure rapid and effective onboarding of new managers, while accelerating their skills development so that they are quickly operational and comfortable in their responsibilities.

What criteria made the difference in choosing NUMA? 

We adopted a test and learn approach, launching a pilot with two partners to identify the best solution. NUMA was one of these partners, and I already knew you for your expertise in the start-up and innovation ecosystem, as well as your market-recognized Learning expertise. At the end of the test, NUMA clearly stood out thanks to your ability to listen and your keen understanding of our specific needs. Your team was able to offer tailor-made programs adapted to our realities, incorporating concrete examples and relevant case studies. Your flexibility also enabled us to co-construct a solution perfectly aligned with our expectations.

What were the highlights of our collaboration? 

We have deployed 13 cohorts and trained over 150 managers! The program has become emblematic at Qonto. The participants always leave the program delighted. They thank us spontaneously, and a word-of-mouth effect has encouraged other managers to join the training, creating a real internal movement. NUMA understood our needs from the outset, worked closely with us, and developed the program in line with our requirements.

What actions have you put in place to engage your managers? 

To engage our managers, we have set up several actions: 

• We involved managers from the outset, so that they could play an active role in the skills development strategy for their teams, working hand in hand with them.
• Detailed communication was put in place to explain the objectives, the program and their role in monitoring the progress of team leads.
• Next, we launched a communication campaign for the first cohorts to demonstrate the added value of the program, which helped convince managers to devote time to training despite their busy schedules.
• Finally, the snowball effect took over, with ambassadors within the management community helping to spread the word about the program.

And what did they enjoy most about the various workshops?

During the various workshops, participants particularly appreciated the following points:

• Clarifying expectations: understanding exactly what was expected of them as managers. The role of manager at Qonto requires a balance between individual performance and team development. This clarity made it easier to structure and prioritize their actions.
• The toolbox and practical tools: managers have found it useful to have concrete tools at their disposal, such as feedback templates. These resources have helped them to manage their teams more effectively, especially at the most difficult moments, by providing clear reference points.
• Peer-to-peer sharing in a secure environment: the opportunity to exchange ideas freely, without judgment, reinforced collective learning. This setting also encouraged continuity after the training, with informal discussions enabling participants to share concrete issues and seek practical advice. Although the face-to-face Kick-Off session initially aroused some reluctance, this format ultimately strengthened cohesion and commitment within the group.

How do you see the future of your manager training plan?

In 2024, we enhanced our management training offering at Qonto by adding two new complementary programs: 

• A program for new managers: designed in-house, this program supports managers who become team leads. This is a key and often complex moment, and the aim is to provide them with a very practical "toolbox" for success in their new role. The program is reinforced by individual coaching sessions to answer participants' specific questions. 
• A collective coaching program for leadership: this program focuses on awakening leadership skills. Unlike a traditional training approach, we have opted for collective coaching, better adapted to the needs of this target group. 

We will continue to run these programs to support our managers over the long term, while adjusting the content according to the needs of the company and our teams.