We have been successfully providing efficient leadership development for managers
based on their experiences in the field.
Companies are still helpless when faced with the post training period which is a crucial stage to fix the learned knowledge into real life.
Whether you are a big company or a pool of SMEs, your managers will develop their competencies according to their needs, at their rhythms either individually or in a group.
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For every $ invested in the leadership development, with MibyMe you will have a better feedback on your “managerial trainings” investments.
Why ?
- Managerial competencies mainly result from experiences, which is where the rule of 70 (experiences) – 20 (feedback) – 10 (training) stems from. MibyMe directly influences all of these success factors.
- All the trainings are transformed into action in the workplace of the manager.
- MibyMe is complementary (and not in addition) to every existing training approach and development of competencies
- MibyMe’s efficiency in organizing and monitoring at a distance: each manager chooses his moments for MibyMe, never at the detriment of his operational requirements.
- The individualized development and the group dynamics topics chosen by the managers will increase motivation and transformation.
- Relationship with the manager’s reality: all the experiences carried out by the managers are always in relations with the real-life situations.
HR Testimonials
Jean Pierre Lincot, World Operations HR Manager, ESSILOR
At last, a practical and efficient approach to develop the behavioural skills of every individual!
Esprit Manager has found the method to help each participant move on from the phase of understanding that they have to improve their behaviour to a stage of real and lasting change.
Many years of research, interactions in the field and the constant objective to continue progress in this area, this is what motivates us to continue developing our partners’ skills.
Jacques Ziouziou, HR Director Labour Relations&social; Transformation for Europe
A social transformation programme around 5 levers was implemented within NEXANS in the Europe zone.
Managerial practises represent a vital contributor on the level of employees’ involvement.
We considered that the middle management should deserve our full attention since it represents a key population and also because it has been inadequately accompanied to carry out its managerial mission.
It appeared clearly that classical Managerial training could not answer the needs of efficient development of managerial techniques
The innovative approach proposed by Esprit Manager fully meets the specifications, striking a balance between the use of digital tools and the direct individual and collective contact.
The two “pilots” that we launched in two of our plants have given some very positive results and have received a very positive feedback from the participants.
We will, therefore, include the approach proposed by Esprit Manager as an integrated plan of development of managerial practises.
...by managers through their experiences processes.
... in the experience logbooks.
Some references
An Esprit Manager process is demanding; but the results will follow suit
Leadership
Developing your leadership, developing skills requires effort and time.
Efforts
Efforts because learning a new behaviour, a new skill means you have to step back, reflect, act and practise and keep practicing; this cannot be achieved without effort and a certain sense of humility.
Time
Time because the fact that you can instantly access data bases of various sorts (as documents, videos, tutorials, role plays....) may give the impression that acquisition is transformation.
Pascal Pelissier
Associate director
Founder of “Esprit Manager”. He has long experience in service companies management sector “B to B” and has dealt with the development of leadership for “middle managers”. PhD in management (Paris Dauphine), MBA from INSEAD, Professional mediator
Frederick Tobin
Frederick a une large expérience en coaching de direction et développement organisationnel pour les entreprises (Bombardier Aéronautique, Desjardins, MDA Corporation) et dans l’augmentation de l’engagement des employés. Expertise reconnue en communication et en relation interpersonnelle. Basé à Montréal, Frederick renforce nos relations avec nos clients au Canada et aux USA. MBA, Université McGill, Montréal.
Cécile Gendre
Digital project leader
Linguiste et communicante, Cécile pilote le développement de MibyMe. Elle accompagne Esprit Manager dans le choix d’outils numériques et l’intégration des outils et supports pédagogiques. Elle assure la gestion technique de la plateforme MibyMe ainsi que l’assistance utilisateurs.INALCO, IESA, Paris
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