“The management training came at the perfect time for me. I learned a lot about how to manage a team, how to best manage my time and achieve more than ambitious goals, and who knows? Setting new ones! Everyone could relate to the themes and content of the training, and for me, it was a boost to continue the year 2025, that was already off to a great start [...]"
- Lilie Randrianasolo, Advocacy Manager.
In a world where human resources and team management are becoming increasingly complex, Projet Jeune Leader (PJL) is investing in building the capacity of its existing and future managers. From March 3 to 7, 2025, an intensive team management training was held at My Hotel Ampefy.
PJL's rapid expansion, both organizationally and geographically, implies an increase in the number of employees and therefore the need to structure teams around competent managers. PJL's future rests on these inspiring and well-trained leaders, ready to support the organization's growth. In addition to acquiring new skills, the goal was to create a community of supportive managers, sharing the same values and leadership approaches.
Training Objectives
Clarify the roles of manager, leader, and coach.
Work on organizational culture and team values.
Improve interpersonal communication and constructive feedback.
Develop team empowerment and time management.
Strengthen decision-making and conflict management.
Raise awareness on managerial abuse of power.
Develop knowledge on soft skills and management styles with the DISC model.
A Training Structured around Interactive Modules
The training was structured into seven modules, each exploring in depth the different facets of the manager's role, and providing tools to tackle all types of managerial challenges. Each module alternated between theory and practical application with group exercises, role-playing, interactive discussions, and creative workshops.
Day 1: Understanding Team Culture and Practicing Managerial Communication
From the very first day, participants explored the concept of organizational culture and questioned how to strengthen team spirit, which set the tone for the training. They collaborated to express creatively and visually the team values that were most important to them, and then identified concrete ways to translate these values into actions. The afternoon was dedicated to defining active listening, non-violent communication, and the art of feedback, followed by an open exchange on the current and future implementation of these tools in the participants' daily managerial lives. We concluded this first day with a small group workshop where participants had to practice all the communication tools seen together.
Day 2: Empowerment, Prioritization, and Team Management
The second day was the busiest and most complex. It was primarily dedicated to empowerment, time management, and priority management. We also explored various team management techniques, focusing on individual and collective dynamics. In the morning, participants learned how to delegate effectively using the R.A.C.I. method, and how to optimize their time management with several innovative tools such as the Pomodoro technique or Timeboxing.
In the afternoon, we discussed the importance of S.M.A.R.T. objectives within a team and practiced prioritization using the Eisenhower Matrix through a participatory workshop. Finally, participants were able to apply different decision-making models with real-life scenarios, strengthening their ability to analyze complex situations and make strategic decisions.
Day 3: Conflict Management and Soft Skills
The final day addressed conflict management and the prevention of abuse of power. Indeed, our intention was to create a safe space for dialogue where participants could freely share their experiences, challenges, and strategies for managing conflicts and preventing abuse of power. Thus strengthening the sense of belonging to the PJL Managers community that we’re promoting, and that we will continue to reinforce by creating a community of practice where managers can meet on a monthly basis to exchange and learn from their peers.
Finally, we ended the training with a discussion on the importance of managerial soft skills. Participants took a DISC personality test to better understand their own management style and that of their employees so they can ensure a tailored management approach.
Learning and Improvements
This training marks a significant step in structuring and consolidating management practices at Projet Jeune Leader. Beyond the technical skills acquired, it strengthened the cohesion and commitment of managers to a common vision.
The feedback from participants was very positive: the relevance of the modules, the dynamic interaction, and the team-building activities were particularly appreciated. However, some adjustments are planned to extend the practice time to ensure that discussion times are not shortened.
We look forward to continuing all the discussions started through the community of practice!
This training allowed me to better understand the importance of communication and collaboration within our team to strengthen our collective effectiveness. I look forward to applying the shared strategies and tips, relying on concrete tools. I now feel more confident in my role as a manager and more ready than ever to take on new challenges. - Mihaja Raonivololona, Monitoring & Evaluation Manager
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