Playtech is the world's largest supplier of online gaming and sports betting software. It's one of Estonia's 5 unicorns and they provide cutting-edge, value-added solutions to the industry's leading operators.
One of the most important questions for Playtech HR team has inevitably been: how can they support their leaders in their growth? They decided to focus on growing leadership competencies and unifying their leadership practices.
- Together with Playtech's HR team, Change Partners helped to create Playtech’s first-ever global development program for new managers, with all people leads from different countries brought together. We held 38 sessions (equal to 86 hours of training time) over a 10-month period for three groups of managers - in total 90 managers.
- Fully virtual training program, using Zoom, polls and other interactive elements
The program consisted of a kick-off session and 5 modules:
MODULE 1 - My Job as a Manager
MODULE 2 - Understanding myself and my team
MODULE 3 - Managerial Communication - why, what, when and how?
MODULE 4 - Building commitment and ability in your team
MODULE 5 - Coaching based Leadership
Modules were supported by leading development tools like Everything DiSC Workplace profiles, Patrick Lencioni’s The Five Behaviors of a Winning Team, as well as different coaching and change management tools to assure implementation on the job.
Additionally, Playtech's top- and middle managers were also provided separate leadership development program to equip them in leadership roles and assure sponsorship to the project. The top-level program focused on building a winning team; strategic thinking and communication; sponsor role in developing leaders and coaching-based leadership.
Results through client's eyes
"Nothing helps more than a great partner who tries to understand your needs but has a strong backbone to also tell you if the requirements you want to set are not the wisest. Our recommendation to all other organizations is to choose the best of the best – this partner might cost more but you as you have limited time, you need to take the maximum out of it."
"The biggest victory moment of the whole process for us was seeing the “eureka” moments on the screen when, after practicing, someone discovered the impact of a newly learned tool or when we could detect a clear shift in a managers’ mind. One could not expect better feedback to their work done."