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After an initial pilot program launched in 2024, Doctolib decided to continue working with NUMA through a new program dedicated to female talent. The goal: to offer a program designed for highly senior profiles in high-impact roles, equipping them with key skills such as influence, impactful communication, negotiation, and awareness of their strengths. Anaïs Ropars, Global Learning Lead, provides feedback and reflects on the lessons learned from this program.
After an initial pilot program launched in 2024, Doctolib decided to continue working with NUMA through a new program dedicated to female talent. The goal: to offer a program designed for highly senior profiles and equip them with key skills such as influence, impactful communication, negotiation, and awareness of their strengths. Anaïs Ropars, Global Learning Lead, provides feedback and reflects on the lessons learned from this program.
NUMA's mission was to design and facilitate a tailor-made development program for female talent.
Spanning six months, the program was based on small group workshops led by expert coaches and on creating a trusting environment conducive to exchanges between women.
The aim wasto equip participants with key skills, particularly in the areas of influence, impactful communication, negotiation, and self-awareness.
At Doctolib, we have set ourselves a clear goal: to achieve 40% women in leadership positions, compared to just over 34% today. This is an ambitious goal that requires redoubled efforts to inspire vocations and provide all the skills necessary to achieve these leadership positions.
The program is part of this dynamic. It primarily targets women in senior management or expert positions with a strong sphere of influence, often through strategic projects. The challenge was twofold: to prepare these women for broader leadership roles and to send a clear signal of investment in their development, with the aim of retaining them in the company for the long term.
We already collaborate with NUMA on various programs for our managers. This mutual understanding played a key role, as did NUMA's recognized expertise in coaching and support.
What made the difference was the ability to bring in highly experienced coaches, offer a small group format that encourages meaningful discussion, and design workshops that are truly practice-oriented. The balance between high standards and kindness perfectly matched our expectations for this program.
Beyond the content, the experience was marked by very smooth collaboration. We appreciated the teams' responsiveness and their ability to iterate along the way, taking into account feedback from participants to adjust the program as it unfolded.
Co-construction was also a strong point: being able to adapt cases, situations, and practical applications to the Doctolib context made the program particularly useful and credible for this population.
The program was voluntary, with targeted communication to the entire eligible population. Demand was high, and registrations filled up very quickly.
To support long-term commitment, the involvement of managers also played an important role. Informed in advance, they were encouraged to adopt a manager-coach approach, providing concrete support for their employees' participation.
The feedback highlights above all the opportunity to exchange freely, in a supportive, confidential, and safe environment. Creating a truly safe space was key: a space where participants could share their issues, doubts, and challenges without filter, among peers facing similar realities.
They also greatly appreciated the emphasis placed on practical application, with cases directly inspired by their daily lives at Doctolib, which helped to reinforce what they had learned. Finally, the diversity of the coaches' profiles provided complementary perspectives and challenged existing practices, while fostering a strong collective dynamic.
The program has helped strengthen key skills and contribute to nurturing a pool of female talent. The results are encouraging, as evidenced by participant feedback and a satisfaction rating of 70 on the NPS over the year.
Today, this program is recognized as a key component of Doctolib's strategy to increase female leadership, which explains the continuation of the partnership with NUMA in 2026.
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After an initial pilot program launched in 2024, Doctolib decided to continue working with NUMA through a new program dedicated to female talent. The goal: to offer a program designed for highly senior profiles in high-impact roles, equipping them with key skills such as influence, impactful communication, negotiation, and awareness of their strengths. Anaïs Ropars, Global Learning Lead, provides feedback and reflects on the lessons learned from this program.
After an initial pilot program launched in 2024, Doctolib decided to continue working with NUMA through a new program dedicated to female talent. The goal: to offer a program designed for highly senior profiles and equip them with key skills such as influence, impactful communication, negotiation, and awareness of their strengths. Anaïs Ropars, Global Learning Lead, provides feedback and reflects on the lessons learned from this program.
NUMA's mission was to design and facilitate a tailor-made development program for female talent.
Spanning six months, the program was based on small group workshops led by expert coaches and on creating a trusting environment conducive to exchanges between women.
The aim wasto equip participants with key skills, particularly in the areas of influence, impactful communication, negotiation, and self-awareness.
At Doctolib, we have set ourselves a clear goal: to achieve 40% women in leadership positions, compared to just over 34% today. This is an ambitious goal that requires redoubled efforts to inspire vocations and provide all the skills necessary to achieve these leadership positions.
The program is part of this dynamic. It primarily targets women in senior management or expert positions with a strong sphere of influence, often through strategic projects. The challenge was twofold: to prepare these women for broader leadership roles and to send a clear signal of investment in their development, with the aim of retaining them in the company for the long term.
We already collaborate with NUMA on various programs for our managers. This mutual understanding played a key role, as did NUMA's recognized expertise in coaching and support.
What made the difference was the ability to bring in highly experienced coaches, offer a small group format that encourages meaningful discussion, and design workshops that are truly practice-oriented. The balance between high standards and kindness perfectly matched our expectations for this program.
Beyond the content, the experience was marked by very smooth collaboration. We appreciated the teams' responsiveness and their ability to iterate along the way, taking into account feedback from participants to adjust the program as it unfolded.
Co-construction was also a strong point: being able to adapt cases, situations, and practical applications to the Doctolib context made the program particularly useful and credible for this population.
The program was voluntary, with targeted communication to the entire eligible population. Demand was high, and registrations filled up very quickly.
To support long-term commitment, the involvement of managers also played an important role. Informed in advance, they were encouraged to adopt a manager-coach approach, providing concrete support for their employees' participation.
The feedback highlights above all the opportunity to exchange freely, in a supportive, confidential, and safe environment. Creating a truly safe space was key: a space where participants could share their issues, doubts, and challenges without filter, among peers facing similar realities.
They also greatly appreciated the emphasis placed on practical application, with cases directly inspired by their daily lives at Doctolib, which helped to reinforce what they had learned. Finally, the diversity of the coaches' profiles provided complementary perspectives and challenged existing practices, while fostering a strong collective dynamic.
The program has helped strengthen key skills and contribute to nurturing a pool of female talent. The results are encouraging, as evidenced by participant feedback and a satisfaction rating of 70 on the NPS over the year.
Today, this program is recognized as a key component of Doctolib's strategy to increase female leadership, which explains the continuation of the partnership with NUMA in 2026.
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