While helping Respire structure its HR function, in Residence quickly identified a major challenge: supporting managers’ professional development to keep pace with the company’s strong growth. It was in this context that two training programs were developed in partnership with NUMA—one for Heads of departments and the other for team leads. Camille Ink, part-time HR Director at in Residence, discusses the challenges of this project and the lessons learned from this collaboration.

What was NUMA's mission?

NUMA was tasked with designing and facilitating two customized management development programs: one for Heads of, and another for Leads.

Together, we designed the programs by selecting complementary workshops tailored to the needs of each group. The goal was to support them in areas such as leadership, gaining perspective, providing feedback, and managerial style.

In what context did you implement these training programs?

I worked with Respire as a part-time HR Director to help structure the HR function during a period of rapid growth. My role was to support the executive committee on people-related issues, while serving as a liaison between them and the managers and team leads.

Very quickly, a need became apparent: to support this growth, the middle management team needed to develop their skills.

At Respire, Leads play a key role, bridging the gap between front-line managers and department heads. They are often professionals in their thirties who are experts in their field and are moving into their first managerial role. They must therefore successfully navigate a dual shift in their approach: continuing to contribute their expertise while developing their ability to manage, provide feedback, and take a broader view of their role.

At the same time, we developed a program for the Heads of departments and members of the Executive Committee. The challenge was different: these individuals, who already had management experience, needed to take their leadership to the next level and strengthen their ability to support the organization’s growth.

What criteria made the difference in choosing NUMA?

NUMA is one of in Residence's partners. I was already familiar with your approach; I'd had the opportunity to check out your workshops during demo sessions and to attend your annual FORWARD event .

What convinced me, above all, was the instructional design. The workshops are designed for people who have already mastered the basics and need to work on real-life situations that closely resemble what they experience in their daily lives.

I also really appreciate the fact that the coaches have hands-on experience. They speak the same language as the participants and lend real credibility to the discussions.

What were the highlights of your collaboration with NUMA?

The real strength was all the work done in the lead-up to the event. We developed the programs together, through extensive discussion and a genuine ability to adapt. Whenever we had a question or a specific need, the teams worked to find a solution. This collaborative process allowed us to create a program that truly addressed our challenges.

What steps have you taken to engage participants?

The training programs were mandatory, but participation came very naturally. Respire is a fast-growing company where employees are already deeply committed to their professional development. When these training programs were presented to them as a way to more easily take on their managerial roles and gain confidence, they immediately saw the value in the initiative.

What did they enjoy most about the workshops?

The feedback has been very positive. What made the biggest impression on the participants was how practical the workshops were. The scenarios discussed directly reflected their daily lives.

Loraine Habib, a NUMA coach, was also very well-liked. Her hands-on experience gave her real credibility, and the discussions flowed naturally on an equal footing.

The program also had an effect we hadn’t necessarily anticipated: it strengthened the bonds among the Heads of. After the training sessions, they continued to meet regularly to discuss their practices, share their challenges, and support one another. This collective dynamic is certainly one of the program’s most lasting benefits .

Did you achieve your goal through this program?

Our goal was to help these communities develop their skills and strengthen the bonds among them. On both counts, the program met our expectations.

In hindsight, I wish we had gone even further by implementing an action plan after the training sessions to build on what was learned and measure its impact over time. This is something we’re currently considering for the next phase.

This first collaboration has inspired us to continue this initiative. If Respire launches a new management development program, NUMA will naturally be among the partners I recommend.