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In the midst of a growth phase, LeHibou chose to strengthen the coherence of its management by anchoring its culture in everyday gestures and practices. With NUMA's support, the company has designed a unifying program linking values, posture and managerial practices. Aure de La Rochebrochard, Talent Development Manager, talks about this collaboration.
LeHibou called on NUMA to support its Middle Managers in developing their skills, in a context of strong growth and rapid team development. Until now, only Executive Committee managers had benefited from individual support, via regular coaching sessions. The challenge was to scale up by offering a collective program to a new generation of managers, made up of both former employees who had been promoted and external newcomers.
The aim: to create a common language, a shared base of managerial practices and solid benchmarks around the company's founding values.
Since its creation in 2016, LeHibou has been founded on four strong values: audacity, performance, trust and benevolence. While these are known and embodied in recruitment or feedback, what was missing was a concrete translation of the latter into management.
NUMA has therefore co-constructed a course enabling managers to put these values into practice in their managerial postures and day-to-day decisions.
NUMA stood out for the quality of its support, which was both attentive and responsive throughout the project. The team established a real relationship of trust, with regular follow-up and clear milestones that facilitated decision-making. The simple, well-structured interface enabled everyone to keep a clear overview of progress. Last but not least, I'd like to say that your team managed this project with great rigor and a controlled pace.
The program has struck the perfect balance between being structured, embodied and aligned with LeHibou's culture.
Participants particularly appreciated the way in which NUMA linked corporate values to expected managerial behavior. Thanks to value-based content and clear, useful aids, managers were able to understand in concrete terms how to translate the company's culture into their day-to-day practices.
In terms of project management and follow-up, your team was able to support us in a fair and balanced way, being present at the right level, without ever overdoing it.
To encourage buy-in, we relied on annual appraisal interviews, where many employees had expressed a desire for management training.
New managers naturally seized on the program as an opportunity, while more experienced profiles understood the benefits of joining a collective approach.
The sharing of concrete tools and advice directly applicable in their daily lives was particularly appreciated, as was the constant link with LeHibou's values, which enabled them to better project themselves in their role. The practical case studies gave everyone the opportunity to practise and compare their approaches with those of others. Peer-to-peer exchanges and group coaching sessions also left their mark on participants, providing them with a forum for sharing their managerial difficulties.
Finally, the quality of Valérie Abehsera's facilitation, the clarity of the materials and the "do & don't" recaps made each session both structured and stimulating.
The feedback has been very positive. All the managers have taken the program, and many say they feel more at ease in their role. Many also report improved cohesion between peers and a clearer vision of their managerial posture. We would now like to consolidate this first stage with further actions, particularly with managers of managers.
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Program
Average satisfaction
In the midst of a growth phase, LeHibou chose to strengthen the coherence of its management by anchoring its culture in everyday gestures and practices. With NUMA's support, the company has designed a unifying program linking values, posture and managerial practices. Aure de La Rochebrochard, Talent Development Manager, talks about this collaboration.
LeHibou called on NUMA to support its Middle Managers in developing their skills, in a context of strong growth and rapid team development. Until now, only Executive Committee managers had benefited from individual support, via regular coaching sessions. The challenge was to scale up by offering a collective program to a new generation of managers, made up of both former employees who had been promoted and external newcomers.
The aim: to create a common language, a shared base of managerial practices and solid benchmarks around the company's founding values.
Since its creation in 2016, LeHibou has been founded on four strong values: audacity, performance, trust and benevolence. While these are known and embodied in recruitment or feedback, what was missing was a concrete translation of the latter into management.
NUMA has therefore co-constructed a course enabling managers to put these values into practice in their managerial postures and day-to-day decisions.
NUMA stood out for the quality of its support, which was both attentive and responsive throughout the project. The team established a real relationship of trust, with regular follow-up and clear milestones that facilitated decision-making. The simple, well-structured interface enabled everyone to keep a clear overview of progress. Last but not least, I'd like to say that your team managed this project with great rigor and a controlled pace.
The program has struck the perfect balance between being structured, embodied and aligned with LeHibou's culture.
Participants particularly appreciated the way in which NUMA linked corporate values to expected managerial behavior. Thanks to value-based content and clear, useful aids, managers were able to understand in concrete terms how to translate the company's culture into their day-to-day practices.
In terms of project management and follow-up, your team was able to support us in a fair and balanced way, being present at the right level, without ever overdoing it.
To encourage buy-in, we relied on annual appraisal interviews, where many employees had expressed a desire for management training.
New managers naturally seized on the program as an opportunity, while more experienced profiles understood the benefits of joining a collective approach.
The sharing of concrete tools and advice directly applicable in their daily lives was particularly appreciated, as was the constant link with LeHibou's values, which enabled them to better project themselves in their role. The practical case studies gave everyone the opportunity to practise and compare their approaches with those of others. Peer-to-peer exchanges and group coaching sessions also left their mark on participants, providing them with a forum for sharing their managerial difficulties.
Finally, the quality of Valérie Abehsera's facilitation, the clarity of the materials and the "do & don't" recaps made each session both structured and stimulating.
The feedback has been very positive. All the managers have taken the program, and many say they feel more at ease in their role. Many also report improved cohesion between peers and a clearer vision of their managerial posture. We would now like to consolidate this first stage with further actions, particularly with managers of managers.
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