Training managers? No. Truly helping them grow, yes!

For 4 days, we welcomed Flora Germany, a consultant, directly on our premises to support our new team leaders through a management training programme.

Flora supports companies in developing team potential and improving management practices, through an approach based on respect, kindness, and emotional intelligence. It was therefore only natural that our paths crossed!

We initially planned to tell you about our team leaders’ training… and then we thought: why not let the person who truly saw them evolve speak for herself. Flora, their trainer.

What struck her upon arrival? The key role of the team leader. The pivot. The one who circulates information, adjusts, and identifies what isn’t working. “A team leader doesn’t need to know everything. They need to be truly present.” This is the mindset she worked on.

Her method: the real field. No classroom theory. Real-life situations: a difficult feedback session that goes wrong, an operator struggling, a decision to explain. “When they recognise themselves in the exercise, they don’t recite… they think. And that’s when things shift.”

Training directly in the workshop was an obvious choice: the context, the tools, the colleagues. No need to role-play. And above all, they leave with actions to test the very next morning. She worked on managerial posture: running effective briefings, giving corrective feedback without shutting people down, handling tension, learning to observe rather than do. In short: moving from technician to manager.

And then came the breakthroughs. Those moments when a team leader comes back saying: “I tried it… here’s what happened.” Whether it works or not, it’s a win: progress is happening. At HANOVA, we created the space for that.

The results? Already visible: more stable teams, fewer irritants, managers stepping into their role. And in the long term, stronger retention. “A well-supported operator is someone who stays.”

For Flora, a good team leader is “someone who trusts and observes.” Someone who notices, explains, and can say “I don’t know” without losing credibility.

And what does HANOVA take away from it? “Your real commitment to investing in your managers. Not to tick a box. But to build something solid.” She speaks about connection, trust, and genuine exchanges. “I was lucky to experience that with them. It gives meaning to my job.”

That’s it. We couldn’t tell this training story better than with her own words.
Thank you Flora, and thank you to our team leaders.