SNCF

The context was unprecedented: massive telework, organizational uncertainty, constant operational pressure.

Field and executive managers had to both:

• maintaining the collective dynamic,
• strengthen cohesion despite the distance,
• and adjust their posture to support their teams on a daily basis.
  

SNCF was looking for a solution that can be activated on a large scale, without human intervention, capable of strengthening managerial posture in a context of transformation.

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“As managers, we needed to find alignment, concrete tools, and space to reflect on our posture. The Rising Up platform made all of this possible, in a simple way, at our own pace.”

— Francesca Aceto, Territorial Director Center-Val de Loire, SNCF

Rising Up was selected for its ability to offer:

• one fast and reliable behavioral diagnosis,
• one individualized skills development path,
• one 100% standalone digital format, which can be activated without logistics,
• one simple and efficient interface, adapted to a mixed audience (executives, managers, operational staff),
• one consolidated follow-up for HR & transformation managers.

1. A behavioral scan to take a step back under pressure

Each participant accessed the Soft Skills Scan from a secure link.

Duration: 45 minutes — 100% online — with no tutorial or onboarding required.

This scan made it possible to:

• reveal the soft skills most mobilized in the context of crisis,
• identify managerial positions that are effective or need to be strengthened,
• provide a personal report that can be read and activated immediately, without jargon.

2. A personalized journey, without cognitive overload

Based on the results, each manager unlocked a individualized course composed of:

• short, interactive and contextualized modules,
• concrete cases related to crisis management, remote leadership, non-violent communication,
• recommendations for strengthen the relational impact in teams, even at a distance.

The platform allows fluid ownership, without HR mobilization or additional animation.

3. HR management and transformation without complexity

HR teams were able to:

• monitor the level of commitment of managers,
• Observe behavioral trends at the scale of a territory,
• identify the soft skills to be strengthened over time,
• Adjust managerial arrangements based on concrete data.

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✔ Total autonomy & rapid deployment

• No need for training or facilitation
• A simple link is enough to launch the device remotely

✔ Experience designed for field realities

• Modules designed for managers in an operational context
• Adaptation to heterogeneous levels and agenda constraints

✔ Strategic HR reading

• Visualization of the differences between managerial perceptions and real postures
• Identifying the levers for large-scale behavioral transformation

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• ✅ Better managerial communication despite the distance
• ✅ Fast adoption of the platform, even in times of overload
• ✅ Realignment of team postures and practices
• ✅ Sustainable commitment to soft skills themes within territories

“What it allowed was above all to recreate a common dynamic, at a time when everyone was a bit alone in their function.”

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