Training for first-line managers.

This is the initial listening and analysis phase with management or HR to share the organisational context, understand real organisational needs, and jointly define strategic objectives, expected results, and success criteria for the training project.

An opening meeting with all first-line managers to present the programme, clarify objectives, methods, and timelines. A dedicated space to create engagement, mutual understanding, align expectations, and stimulate motivation from the outset.

At the start of the course, we create a complete snapshot of each participant’s readiness for change, motivation, and mindset through structured feedback from colleagues, direct reports, and managers, in order to identify strengths, critical areas, and individual resources.

Practical and dynamic sessions focused on real issues. These are not lectures, but spaces for active discussion to experiment with concrete tools: effective communication, priority management, strategic feedback, motivation, delegation, and cross-functional collaboration.

Each participant is supported by a professional coach in confidential sessions to accompany the application of skills within their role, internalise concepts, translate them into behaviours, and address specific obstacles while maintaining alignment with business objectives.

A second assessment is scheduled halfway through the programme to monitor ongoing development, detect observable changes in skills and behaviours, and identify any reinforcement actions or areas requiring greater focus.

At the end of the course, a collective experience is organised to strengthen interpersonal relationships, consolidate mutual trust, and share achieved progress, supporting the transition from individual improvement to tangible impact on team climate.

We measure the impact generated by comparing initial and final data to assess skills development and collect concrete evidence of change as perceived by colleagues and managers, with clear and objective feedback on results.

Three months after the end of the programme, a review meeting is held with participants and the commissioning party to verify continuity in the application of learned tools, gather evidence of change in operational practice, and support any further actions to ensure lasting impact.