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As part of Qualiopi certification, we are responsible for sharing the key indicators of our training activity.
We hense draw the chance to take a step back and offer our public an additional and different image of who we are and what we do.
with programs targeted to commercial populations as well as those with frequent customer interactions.
which covers operational managers to management committees, as well as all cross-functional or matrix managers.
This is about topics as stress management, talent development, personal organization, working in an international and multicultural environment or even working remotely.
For instance, it is common for training for sales managers to develop both sales and management skills. Likewise, in absolute terms, all our training allows the personal development of everyone.
We categorize each training according to its primary purpose.
The proportions of each activity evolve according to the requests and needs of our customers and we do not have a specific strategy on this point.
Note that this year again, management is the subject on which we have discussed the most.
This represents a slight decrease compared to last year.
This drop is linked to the number of participants per training which is lower.
What is interesting is that the number of training courses carried out has increased. Overall, we remain in volumes similar to those of 2021 and 2022.
We limit the number of people per group – 6 to 12 depending on the subjects and teaching methods – in order to encourage strong interactions and active participation from everyone.
We ensure that the total animation time is limited over a given period, in order to guarantee the quality of our services and to optimize the energy of the training consultants.
Management
This is the percentage of training participants who say they are satisfied or very satisfied. Let’s be clear, this figure is too low in our opinion, because we usually have at least 10 points more on these evaluations.
We sincerely believe in the benefits of constant feedback and we seize every opportunity to receive and give it. We also motivate our training participants to do so, in their daily lives and within the educational programs in which they participate.
For us, one of these sources of feedback is the measurement of training participant satisfaction that we carry out at the end of each training day.
If we use different measurement models, all of them can be synthesized into a percentage of satisfaction, to allow summaries and comparisons.
We work intensively to develop the culture of feedback in our management training, and therefore managers have a stronger sensitivity to the objective and impact of their evaluation. This may influence the grades given.
Overall, commercial populations are accustomed to more demanding interactions – we do not confirm that this is necessarily more effective – and the difference in the numerical part of the assessment may indicate this.
We have taken action this year to address feedback skills also in sales training.
It seems to have had a positive effect.
We will continue to verify this effect in the years to come.
To do this, we will initially focus on the MEL region (European Metropolis of Lille), a region where our activity will benefit from developing.
to allow us to continue to support more people in their development