On the 25^th of June, despite the heatwave sweeping across Paris, José Schoumaker was among the happy few who braved the high temperatures to attend our Paris MMAPP’heure event.

It is hardly surprising that our paths have crossed several times over the years. José has always been passionate about human development in all its dimensions. Trained as a psychologist, a researcher in education at the University of Liège, and later a clinical psychologist working with vulnerable young people, he placed the understanding of human behavior at the core of his career from the very beginning.

This passion eventually led him into the field of Human Resources, where he held leadership positions for thirty years at Schlumberger and later at Valeo.

While serving as HR Director at Schlumberger’s electrical meter manufacturing plant in Poitiers, José entrusted us with the implementation of a multimedia learning center and the management of several international transfers—including his own. This gave him the opportunity to experience our learning approach firsthand and witness its impact. In just a few weeks, he learned to communicate in Italian in preparation for a three-year expatriation assignment in Italy.

During the evening, which allowed him to discover and explore the MMAPPER model in an engaging and interactive way, we were not surprised to learn that he is now a trainer of trainers in compassionate communication. With great enthusiasm, he shares the lessons he has drawn from psychology, business, and his rich life experience, helping others build more harmonious and constructive relationships.

His interest in MMAPPER comes as no surprise. It is a natural extension of his ongoing commitment to better understanding the mechanisms of human development and helping people unlock their full potential.

Something tells me that our paths are destined to cross again…

Here are our Language and Management inter-company calendars for the second half of 2026.

You’ll find our flagship Language programmes, Fast Track and Effective Communication, as well as our two new Language programmes, Booster and Learning to Learn, not to mention our new management programme, MMAPPER & Co Discovery.

Everything you need to make the most of the summer and/or enjoy an inspiring start to the new season!

Contact us today to schedule your audit and assessment or to discuss your project.

After the summer break, join us on September 10 for a new edition of MMAPP’heure, right in the heart of Lyon :

D’un Siège à l’Autre, in the center of Lyon’s 6th arrondissement.

Whether you’re already a #MMAPPER enthusiast or simply curious to discover this approach, come and enjoy an inspiring and friendly moment with Richard Bowcott, Géraldine Berruto, and Jane Le Goff.

On the agenda : discussions, discoveries, networking, and good vibes over a drink.

Registration is now open! Reserve your place today.

Give your English a boost with Booster :

An intensive program of 3 consecutive days designed to:

reactivate your passive knowledge,

strengthen your speaking reflexes,

regain fluency and confidence in professional and social-professional situations.

Approach English learning differently and rediscover enjoyment with Learning to Learn :

An original programme of 2 + 1 days designed to:

discover a new way of learning that is more intuitive and long-lasting,

identify your own drivers for progress,

find the motivation and autonomy to build on your skills independently over time.

                                                                      

Mathilde Lefeuvre

In our previous newsletter, we introduced the foundations of MMAPPER & Co, our 100% MMAPPER co-development program designed to build trust within a group so that everyone can grow—individually and collectively.

With MMAPPER & Co Discovery, we offer a first two-day experience designed to help you to:

Take time for yourself
Position yourself on your life as a whole or on one specific area of it.

Discover MMAPPER, a simple yet powerful tool to support and track your personal development throughout your life

Richard Bowcott

How did an interpersonal communication trainer and an English teaching assistant become two passionate facilitators?

We joined the team in May 2025, curious and motivated to discover this new profession. After all, being a facilitator could not be that different from managing a classroom of students or leading a group of adult learners…

Little did we know just how much this first year with our new team would be a journey of adaptation, learning, and personal growth.

We had to adjust to a new pace of life, a wide variety of group dynamics, individual learners’ needs as well as collective challenges, and even the different reactions to certain activities and challenges. While facilitation shared many similarities with our previous experiences in terms of structure, its underlying approach was a true discovery for us.

The magic truly happened on the field, through our interactions with the sixty learners we had the privilege of supporting, with the guidance and encouragement of our colleagues. And what a rewarding experience it has been! What a pleasure to meet so many different, committed, and motivated people, and to support them throughout their journey, their experiments, and their personal breakthroughs.

Today, we strive less for perfection and place greater trust in our intuition, allowing ourselves to be guided by the needs expressed by our learners. It is a path that we build together with them, step by step. And that is undoubtedly what makes this profession so rich, stimulating, and deeply human.

We are incredibly proud to embody ImpaQt’s values every day and excited to discover what the future holds for us. One thing is certain: we are ready to take on the next challenges with enthusiasm and conviction!

Mathilde Lefeuvre & Jasmine Fitzpatrick

With the two decrees that came into force on February 26, 2026, the French Personal Training Account (CPF) has shifted to a capped funding model, with increased financial contributions required from beneficiaries and their co-funders, particularly employers.

From now on, training programs leading to certifications or accreditations registered in the Répertoire Spécifique (RS) are eligible for funding up to a maximum of €1,500, regardless of the amount available in the account holder’s CPF balance.

What if the real issue were not the CPF, but the place we give to skills development?

The real question may not be about the CPF at all. The fundamental question is the place we give to learning and development within our organizations and throughout our professional lives. As long as training is viewed as a cost, it will continue to be adjusted according to budgetary constraints. The day it is regarded as an investment, it will regain its full value.

It is precisely this conviction that continues to guide our decisions at ImpaQt.

The consequences of this reform are numerous and could significantly reshape the professional training ecosystem.

For companies

The co-funding model may become more fragile, leading organizations to rethink their training policies and the criteria they use when selecting training providers.

The temptation will be strong to favor lower-cost solutions: fully online courses or, at best, blended learning programs, regardless of the skills being developed.

For individuals

There is a real risk of widening inequalities in access to training between those who can afford the remaining costs and those who cannot.

One of the founding principles of the CPF—promoting access to skills development for all—is now being put at risk.

For training companies

The potential decline in revenue may lead some providers to reduce costs or even redesign their training offers. Such decisions could have a direct impact on the quality and effectiveness of the learning experiences delivered. For some organizations, the consequences may also include restructuring efforts and workforce adjustments.

For certification bodies

The expected decrease in the number of candidates could make certain certifications less financially viable, limiting both the creation of new certifications and the renewal of existing ones.

Any good news after all?

Perhaps this will finally move us beyond the narrative of “CPF as an opportunity” and bring us back to a more fundamental perspective: “CPF as value and usefulness.”

As Johann Vidalenc, a French expert in professional training, points out:

“Those who relied on windfall effects will struggle. Those who have worked seriously on their value, their impact, and their framework have an opportunity, because the market is likely to undergo significant reconfiguration in the coming months.”

The underlying issues

Beyond the immediate consequences, this development raises several fundamental questions.

1. Training is still viewed as a cost

Continuous learning is still too often perceived as an expense rather than an investment, both by public authorities and by many organizations.

Yet the challenges of employability, adaptability, and organizational transformation have never been greater.

2. The question of tools

The debate frequently focuses on formats and costs, and far less on the relevance of the tools being used.

Digital technologies and AI are powerful tools. They should not become ends in themselves. While technology can accelerate access to knowledge, the development of human skills remains inseparable from human interaction.

3. The role of the RNCP and the RS

The distinction between the RNCP (National Directory of Professional Certifications) and the RS (Specific Directory) is becoming more pronounced, at the risk of creating an imbalance between two approaches that are, in fact, complementary.

On the one hand, the RNCP supports a job qualification approach. On the other, the RS promotes skills development and adaptability—an approach that is particularly relevant in a world of work where jobs and professions are evolving at an increasingly rapid pace.

At ImpaQt: our conviction remains unchanged

At ImpaQt, we have always supported the principle of shared investment between employees and employers, and we have consistently viewed the CPF as a useful lever for financing meaningful professional development projects.

We have never wished to offer standardized training catalogs, which run counter to our tailored approach to learning and development.

Nor have we embraced CPF catalogs, whose logic can sometimes lead to responding to a request before identifying the real need behind it.

Many organizations saw the CPF as an opportunity and took full advantage of it. Today, some are discovering the limits of that model.

In recent months, several people have asked us the same question:

“Isn’t it time to rethink your training offer?”

Our answer remains the same: no, quite the opposite !

We remain convinced that human support and face-to-face learning will continue to make the difference, especially when it comes to developing interpersonal, behavioral, and communication skills.

We will therefore continue to offer in-person solutions to help individuals strengthen their soft and active communication skills.

Of course, we must adapt to this new environment. We will do so without compromising the pedagogical principles that have enabled us to support our clients for nearly 40 years in a market that is as demanding as it is unpredictable.

Géraldine Berruto

I have chosen not to hide it from you: since the beginning of spring, we have been going through a challenging period. More than ever, we need to broaden our client base.

Over the years, I have come to a conviction: nothing lasting is ever built in a straight line.

The lives of individuals, just like those of businesses, unfold in cycles. There are springs of growth, summers of success, autumns of reflection, and winters when everything seems to slow down. We often view these transitions as anomalies—or even injustices. Yet they may simply be a natural part of the journey.

Developmental psychologists speak of the “seasons of life.” Organizational experts describe similar phenomena in the growth of companies. What is true for individuals is often true for organizations as well: each phase contains within it the conditions for the next.

We do not always choose the season we are going through. We can, however, choose how we experience it. And it is often during the most demanding periods that future renewals are quietly taking shape.

We will therefore use the summer months to take a step out, gain perspective, and develop our 2027–2029 strategic plan—a period that will culminate in the celebration of our 40th anniversary.

In the meantime, we have prepared a series of short and “impaQtful” programs to help you discover—or rediscover—MMAPPER and continue your lifelong development journey.

Enjoy the read and wishing you all a wonderful summer,

Géraldine Berruto
Co-gérante

Richard and Mathilde met Yan in 2014 during their Process Communication trainer training.

At the time, Yan was already trained in NLP – Neuro‑Linguistic Programming, which remained his core model, having helped him overcome his own stage fright.

Since then, he has combined his artistic skills with his expertise in personal development to offer “tailor‑made” support to help his clients overcome their fears and express themselves with confidence.

Our paths drifted apart without losing sight of one another, and toward the end of 2025, Richard had the idea to invite him to lead a two‑day training session with our team, to revisit the facilitator’s posture through the lens of NLP.

We later discovered that the NLP and MMAPPER models are closely connected and even share a common language and symbolism: that of the map — a map we can reshape by taking an active role in our own lives…

Here is what Yan particularly appreciated during those two days spent with us:
“Everyone’s engagement, their curiosity, their relational finesse, their enthusiasm for experimenting, adjusting, integrating. In just two days, through simple exercises and role‑plays, they were able to realize that they had already been practicing a great deal of NLP without knowing it. The difference now?
They do it consciously, with intention, and with greater confidence in the structure of their facilitation.”

The whole team thanks him for so skillfully adapting this training to our needs and our reality, and for creating a benevolent and pleasant learning environment.

A pinch of adjustments, a dash of exclusive new sessions…

Here is our updated Intercompany Language Training Calendar for the first semester.

Contact us now to schedule your audit & evaluation!

In November 2025 Richard took part in the TEDx Poitiers event on the theme “eXplore.”

It was an opportunity to introduce the power of the MMAPPER model to a wider audience through an inspiring talk, built around exploring the different gateways to the model—gateways he invites us to open in order to find our own path to success.

We are very happy to share Richard’s talk with you today.

Do you have foreign colleagues who live and work in France, but at work… they always switch back to English?
We created French at Work for them.

A French as a Foreign Language program for non‑French‑speaking professionals who manage everyday life in French but need support to dare and perform in French in a professional context.

Goal: more confidence, more autonomy, better integration.                                                                               

Géraldine Berruto

Three years ago Ghilès Ouabadi contacted Géraldine & Richard to suggest setting up pilot co-development sessions as part of the Sorégies management community programme.

Co-development is a pedagogical tool we have used since the very beginning of our history.

For us the essential condition for the success of any co-development process is the trust established within the group. We therefore designed a programme whose primary goal was to allow participants to get to know one another, open up to differences, and learn how to give and receive feedback in a benevolent, lucid, and constructive way.
Once this climate of trust was built, the magic of co-development could unfold.

These were the beginnings of MMAPPER & Co. The groups formed three years ago are still active today, with participants continuing to help each other grow.

This programme can be implemented internally, as it was with Groupe Sorégies, and this year we are also offering inter-company sessions.

Géraldine Berruto