Management training and coaching program designed for high-growth organizations operating in the Luxembourg ecosystem
Most organizations don’t fail because of bad strategy.
They fail because execution collapses under amateur management.
We all know the story:
The result is slower growth and unnecessary fragility.
And it’s avoidable.
Luxembourg is a fascinating ecosystem for leadership development:
Yet most manager development initiatives here are either:
❌ too corporate
❌ too generic
❌ too theoretical
❌ too “one-shot”
❌ or designed for large HQ environments
The Intercompany Manager Bootcamp fills that gap.
Most managers are promoted for technical excellence, not leadership capacity.
They are expected to navigate human complexity without training, without mentorship, and without a playbook.
That works… until it doesn’t.
When the company grows, pressure mounts.
Management becomes the limit to scale.
This is where the Bootcamp comes in.
The Intercompany Manager Bootcamp upgrades operational experts into resilient first-line managers who can:
âś” relay strategy
âś” stabilize teams
âś” delegate effectively
âś” communicate with clarity
âś” handle conflict & pressure
âś” increase accountability
âś” protect culture
âś” support execution
In short:
Managers who allow growth — instead of absorbing it through chaos.
Because peers from different industries accelerate learning.
No politics. No defensiveness. No internal hierarchy.
Just real conversations on real managerial constraints.
The cohort becomes a sparring ground for leadership maturity.
Diversity accelerates leadership maturity.
In a Luxembourg cohort, you might find:
âś” a tech product lead handling scale & prioritization
âś” a financial services team manager navigating client constraints
âś” a consulting project manager juggling deadlines & people
âś” an operations manager in an industrial SME managing complexity
âś” a subsidiary manager dealing with matrix reporting & headquarters
âś” a customer success lead facing conflict & churn
Same managerial constraints — different environments.
That cross-pollination is a multiplier of insight.
If your business is scaling, and you need managers who can do more than supervise tasks — this is for you.
This is relevant for:
âś” SMEs
âś” Scale-ups
âś” PE/VC-backed companies
âś” Multinational subsidiaries
âś” Consulting firms
âś” Financial services
âś” Industry & Manufacturing
âś” Public/Para-public organizations
Luxembourg is one of the few places where all these worlds coexist daily. We leverage that.
Scaling leadership is not about teaching management techniques — it’s about shifting behaviors, mindsets and collaboration habits that directly affect execution. To make this actionable in real business environments, the Bootcamp follows a 3-phase architecture designed for velocity, safety, and long-term adoption.
Phase 3
3-Month Implementation
A 3-month adoption journey where new practices are tested, calibrated and integrated into real managerial behavior.
Phase 2
2-Day Manager Bootcamp
Two intensive days to acquire the managerial behaviors and operating mechanics that change how managers perform concretely.
Phase 1
Assessment & Readiness
A phase designed to benchmark managerial reality and align intent, context and development priorities before entering the cohort.
Phase 1 — Assessment & Readiness (Online)
A phase designed to benchmark managerial reality and align intent, context and development priorities before entering the cohort.
Before any training, we benchmark reality. Participants complete an Insights Discovery assessment and a 60-minute readiness interview designed to reveal how they currently operate as managers: their maturity level, their communication and delegation habits, their personality preferences and stress behaviors, the way they collaborate, and the blind spots that shape their confidence and leadership posture. We also explore expectations and learning goals to understand what they want to strengthen and what the organization needs from them.
This first phase creates alignment between three essential parties: the participant, who clarifies identity and intent; the organization, which brings context and constraints; and the faculty, who identifies the levers that will drive the greatest transformation during the bootcamp. It ensures that what follows speaks to real managerial friction and high-stakes environments, not generic theory.
Phase 2 — 2-Day Manager Bootcamp (In-Person – Luxembourg)
Two intensive days to acquire the managerial behaviors and operating mechanics that change how managers perform concretly.
The Bootcamp is immersive and deliberately intense. Two days in the room to equip new managers with the posture, behaviors and operating mechanics that make leadership visible on Monday morning. No theory for theory’s sake — everything is practiced, tested, or challenged in interaction with the cohort.
Day 1 is about leadership and self-awareness. Participants explore how they function as leaders, how they communicate, how they react under pressure, and how they influence collaboration and tension within their teams. Insights Discovery provides a shared language for personality dynamics, making complexity easier to read and navigate. By the end of the day, managers have a clearer view of their own leadership identity, their impact on others, and the relational conditions required for psychological safety and trust.
Day 2 shifts to management mechanics. Delegation becomes a process instead of a wish; feedback becomes a tool instead of a confrontation; 1-to-1s and meetings regain their purpose; decision-making and prioritisation become structured; and accountability stops being implicit and starts being operational. Participants rehearse phrases, frameworks, and routines — the invisible architecture that turns intentions into execution.
Across both days, the cohort format accelerates maturity: different organizations, same managerial friction; different contexts, same need for clarity and ownership. The Bootcamp gives managers the behavioural and operational language they need to lead, not just supervise.
Phase 3 — 3-Month Implementation Cycle (Online cohorts)
A 3-month adoption journey where new practices are tested, calibrated and integrated into real managerial behavior.
The Bootcamp does not end after the in-person training. It continues through a structured 3-month implementation cycle where learning is translated into real managerial behavior. This is where managers test new practices under pressure, encounter resistance from their environment, and learn to adjust rather than abandon. Small cohorts meet online to work through concrete cases, operational constraints and interpersonal tensions that arise once they return to their teams.
The format blends collective coaching, micro-experiments, reflection and accountability. Participants rehearse delegation, feedback, decision-making and collaboration in situations that matter for their role, not in theoretical scenarios. Progress becomes visible in the conversations they initiate, the expectations they clarify, the conflicts they address, and the ownership they demand from their teams.
This phase bridges intention and adoption. It gives managers the space to practice without being judged, to calibrate without losing authority, and to integrate new behaviors into their own leadership identity. Optional individual and team coaching can deepen the transformation when the stakes or context require more granularity. By the end of the cycle, participants are no longer “trying out” new techniques — they are operating differently.
Exclusive Management Acceleration Assets
Each participant receives a powerful psychometric profile that decodes how they lead, communicate, decide, and react under pressure.
Participants gain:
a clear understanding of their leadership preferences and energy drivers,
insight into their natural strengths and managerial blind spots,
practical keys to adapt their leadership and communication style to different stakeholders.
Result: reduced friction, stronger influence, and more intentional leadership decisions.
A personal management operating system for each participant.
This is not a slide deck. It is a hands-on, action-oriented workbook used throughout the two days. It includes:
all key concepts and frameworks explored during the bootcamp,
structured reflection exercises and diagnostics,
dedicated space for real-time insights and note-taking,
“From Insight to Action” pages to translate learning into decisions,
a long-term reference tool participants continue using well beyond the bootcamp.
Result: clarity, structure, and zero learning left unused.
Participants leave the bootcamp with a curated set of proven management tools, not abstract theory. Including:
high-impact one-to-one meeting structures,
delegation and accountability frameworks,
prioritization tools for overloaded managers,
clear, courageous, and actionable feedback models.
Result: less improvisation, greater managerial consistency, faster execution..
The bootcamp does not end on Day 2.
Each participant builds a personal 90-day management roadmap during the program, defining:
key leadership focus areas,
concrete behavioral shifts,
prioritized actions aligned with their real managerial context.
Result: sustainable change, not short-lived motivation.
The Bootcamp is led by senior executive coaches with more than 20 years of field experience each in leadership development, managerial transformation, and performance coaching.
Two lenses. One mission: Turn experts into resilient managers who support scale.
Audrey is an Executive Sparring Partner for leaders who operate under pressure. Former Big Four and Learning & Development Leader, she built her expertise at the intersection of business performance and human behavior.
Today as the founder of BeBest Coaching, Audrey works with executives, founders and leadership teams facing high-stakes transitions: scale, culture, identity shifts, restructuring, and leadership maturity. Her approach blends business intelligence, executive coaching and organizational psychology to align people, purpose, and performance.
Mario is an Organizational Development expert who works with leaders and teams navigating complexity, ambiguity, and transformation. With more than two decades of experience across the Luxembourg ecosystem, he has built deep expertise in systems thinking, team dynamics, and leadership development in multicultural, high-pressure environments.
As a coach and facilitator, Mario supports executives, managers and cross-functional teams through structural transitions: scaling organizations, redefining roles, managing change, resolving tensions, and strengthening collective performance. His practice combines leadership coaching, management training and team facilitation to reinforce alignment, collaboration and operational resilience.
Audrey and Mario have worked in the Luxembourg ecosystem for more than 20 years. They first met in the Big Four environment — one in tax advisory, the other in audit — before transitioning into Learning & Development, where they spent years helping managers and leaders grow inside complex, multicultural organizations.
Since then, they have continued to work in Luxembourg across consulting, finance, SMEs, scale-ups and multinational subsidiaries, observing the same pattern: leaders operate in environments where growth, cultural diversity, regulatory pressure and organizational complexity coexist. It is a system that rewards clarity, maturity and alignment — and penalizes managerial fragility.
Today, they intervene together as a duo, bringing both executive depth and team/organizational perspective. Not to inspire from a stage, but to support leaders and managers through the real work: navigating change, building trust, improving collaboration, making decisions under pressure, and creating a leadership culture capable of sustaining performance over time.
Their collaboration is not theoretical. It comes from years of working inside Luxembourg companies, understanding their constraints, their cultures, their speed, and their maturity curves. It is also what makes the intercompany bootcamp format compelling here: different sectors, same managerial challenges; different realities, same need for clarity and collective intelligence.
After 12 weeks, participants leave with:
âś” increased leadership maturity
âś” better communication & conflict handling
âś” structured delegation & accountability
âś” feedback culture normalized
âś” better cross-functional collaboration
âś” improved engagement & retention
âś” fewer escalations
âś” decisions distributed at the right level
For CEOs & Founders:
âś” Time back, decisions delegated, less firefighting.
For HR & People Leaders:
âś” Structured pipeline for leadership development & retention.
For Boards & Investors:
✔Reduced execution risk + stronger people infrastructure.
âś” time back at executive layer âś” reduced operational friction
âś” better execution velocity âś” stronger leadership bench âś” safer scaling conditions
Is this training or coaching?
Both. Training changes knowledge. Coaching changes behavior. Scaling requires both.
How is this different from a corporate leadership program?
Corporate programs tend to be longer, heavier and HR-driven. The Bootcamp is designed for velocity, adoption and performance in mixed cohorts — relevant for Luxembourg’s ecosystem (SMEs, scale-ups, multinational subsidiaries, consulting, financial services, etc.)
Is 2 days enough?
No. That’s why there is a 3-month implementation cycle.
What language is the Bootcamp delivered in?
English. Luxembourg being a multilingual environment, English ensures neutrality and cohesion. Participants may interact in FR/DE/EN during exercises.
Is the Bootcamp in-person or online?
The 2-day Bootcamp is delivered in-person in Luxembourg.
The implementation cycle is delivered online to accommodate real schedules and reduce training fatigue.
How many participants per cohort?
Seats are intentionally limited to preserve cohort quality and enable real sparring. We typically accept between 10–15 participants per cohort.
Do participants need management experience?
Yes — even minimal or over a few months. This Bootcamp assumes exposure to real managerial friction (delegation, feedback, conflict, alignment, expectation setting).
Is there pre-work?
Yes — participants complete a psychometric questionnaire and a 60-minute readiness interview to align expectations and leadership goals.
Is this suitable for executives?
Executives benefit more from sparring & coaching formats. However, sending managers from the same organization strengthens succession and leadership bench.
Can a company send multiple participants?
Yes — and it often increases adoption because patterns become shared. However, we limit per-company seats to preserve intercompany diversity. Please contact us for more information, should you wish to organize a managers bootcamp or program for your organization only.
What is the time commitment?
2 days in-person + 5 online implementation sessions (60–90 min each) over ~10–12 weeks.
Do participants get materials?
Yes — templates, operating routines, coaching tools, reflection prompts, and leadership habits designed for Monday morning implementation.
Early Bird Subscription
€1,995 excl. VAT
for the first 6 seats only
then €2,495 excl. VAT per participant.
Discounts available for multiple seats booking.
Fill-in this contact form and our team will contact you within 24 hours to
âś” assess whether this program is the right fit for your organisation
âś” book one or more seats for the next session
âś” discuss other opportunities
Your data will be handled with care and in accordance with the Privacy Regulations.
All the dates for the next program:
Phase 1: as from 15 April, 2026
Phase 2: 23 & 24 April, 2026
Phase 3: from 27 April to 30 July, 2026
NEXT BOOTCAMP DAYS:
23 & 24 April
There are still seats available