01
1 week
Needs diagnosis
Interviews with managers and employees, analysis of current practices, skills gap mapping.
/ Expertise · COACHING AND TRAINING
Coaching and Training
Your teams do not need another training session. They need one that actually changes something.
Two days in a classroom, a certificate, habits that do not change. We work differently: we start from what your teams do every day, design programs that fit their reality, and stay long enough to check whether anything has actually shifted.
/ 01
What it actually looks like
Every program starts with a diagnosis: what your teams already know, what they are missing, and what is holding them back. From there, we design learning paths that mix short knowledge inputs, practical exercises built on real cases from your organization, and guided application time. No generic training: every module is calibrated to your context, your tools, and your priorities.
/ 02
How it unfolds
02
1 to 2 weeks
Program design
Defining learning objectives, building modules, choosing formats based on your organizational constraints.
03
Variable
Delivery and coaching
Training sessions built on concrete cases from your organization, practical exercises, individual coaching as needed.
04
4 to 6 weeks after
Evaluation and follow-up
Measuring what was retained, observing changes in practice, adjusting the program if needed.
/ 03
What you receive
- 001 Personalized training plan with clear learning objectives
- 002 Training materials adapted to your tools and context
- 003 Skills assessment before and after training
- 004 Follow-up report at 4 and 8 weeks post-training
- 005 Recommendations to embed new practices over the long term
/ 04
Frequently asked questions
We use tools that are very specific to our industry. Can you adapt?
That is exactly what we do. We do not train on generic tools with made-up examples. We take the time to understand your tools, your processes and your actual use cases before designing the content.
How do we handle teams with very different skill levels?
By building modular programs that let each person progress at their own pace. We segment groups when it makes sense and offer different levels of content so no one gets left behind and no one is held back.
How do we measure whether the training actually changed something?
We define success metrics together before we start: tool adoption rate, time saved on a task, frequency of feature use. We measure before, then again at 4 and 8 weeks after the training.
Our employees are skeptical about training. How do we get them on board?
Their skepticism is often justified: they have sat through too many pointless sessions. We recommend involving them in the needs diagnosis from the start, which shifts their stance from passive participants to active contributors to the program.
Let us design something built for your teams specifically
Tell us about the gap you are trying to close. We will propose a first approach tailored to your context, with no generic program.
Get in touch →