Championing the behaviours the new management structure needs

Change management training is essential to tackle the major challenges facing large cosmetics groups that want to stay competitive. In a context of global transformation, it helps them navigate change and respond to new market expectations.

The Cosmetics Group case: transformation on a global scale

Our client, an internationally renowned cosmetics group, launched an ambitious transformation plan to make the company more digital, sustainable and collaborative. A project of this scale called for an innovative approach to change management training. The challenge: train the HR directors in change management and introduce all the behaviours to be promoted within the new way of working

Faced with this challenge, the Cosmetics Group identified several key needs:

• Raise awareness of the transformation among the group’s senior HR directors
• Work on the behaviours to be promoted within the new way of working
• Prepare these key players to spread change across every department
• Build a cooperative mindset among HR directors
• Respect intercultural considerations in an international context

The change management training therefore had to be designed around these specific objectives, while suiting a senior, multicultural audience.

An immersive experience for change management training

To meet this challenge, Arcane proposed a fresh approach to change management training and to promoting the behaviours the group valued.

A bespoke escape room on soft skills, in English

Duration: half a day Participants: 15 HR directors Design time: 4 months

This one-of-a-kind experience was designed to give every participant a shared experience, while bringing to life the behaviours to be championed within the new way of working.

The format: an escape room built for change management training

The escape room, lasting 60 minutes, was designed specifically so that all 15 participants could play at the same time. This playful approach to change management training explored essential values such as cooperation, active listening, collective decision-making, adaptability in the face of change and dealing with uncertainty. Each behaviour was brought to life through a scenario within the escape room.

Why an escape room works for change management training

Using an escape room as a change management training tool offers many advantages over traditional methods. This innovative approach creates a unique learning environment, combining engagement, hands-on experience and the development of essential skills.

Learning by doing. 

Learning by doing sits at the heart of the escape room experience. Rather than passively sitting through presentations on change management, participants live the challenges for themselves. 

They have to make quick decisions, adapt their strategies and collaborate effectively under pressure. This makes the learning far more tangible and directly applicable to their role as change leaders within the organisation.

Developing soft skills 

Developing soft skills is another benefit of this method. Behavioural skills such as effective communication, problem-solving and stress management are essential in change management.

The escape room is the ideal training ground for these skills, letting participants practise them intensively and naturally, in a setting that mirrors the real challenges of organisational transformation.

Team cohesion 

Team cohesion is significantly strengthened by the escape room experience. Working together to solve puzzles and overcome obstacles, participants build strong bonds. 

This shared experience lays the foundations for more effective cooperation throughout the change process. Participants learn to recognise and value each other’s strengths, which is essential for delivering large-scale transformation.

Cultural adaptability

Finally, the cultural adaptability of the escape room makes it a particularly relevant tool for international organisations. The playful format cuts through cultural and language barriers, so a diverse team grasps the concepts in the same way. 

That quality is especially valuable in global change management, where the ability to align different cultures and perspectives determines whether a transformation succeeds.

The key stages of the change management training

Our change management training for the Cosmetics Group was built around several phases:

Analysing specific needs 

We began with an in-depth study of the Cosmetics Group’s transformation plan. This analysis helped us identify the key skills to develop among the HR directors. We also factored in intercultural considerations, so the training would fit the company’s different cultural realities.

Bespoke escape room design 

We created a scenario reflecting the company’s challenges, weaving in the values and objectives of the Cosmetics Group, while setting it in a world far removed from the workplace, so the importance of these skills would land in a more universal way. The puzzles and riddles were all built around change management, making the experience both immersive and relevant.

Setting up the experience 

The logistics were adapted to an international context, with a tailored briefing for the facilitators. We ran tests and made adjustments to guarantee the best possible experience, making sure every detail was spot on.

Running the training session 

The session opened with a welcome and an introduction to the training objectives, followed by the escape room itself, which ran for 60 minutes. An in-depth debrief then helped embed the learning and unpack what participants had experienced. They were also able to talk with coaches, who highlighted areas for improvement in the way they cooperate.

The results of the change management training

This innovative approach to change management training delivered significant results for the Cosmetics Group. We saw stronger engagement from the HR directors, who showed real enthusiasm and renewed motivation to lead the change. Participants were also energised by their ability to cooperate and put that change into practice.

The shared experience strengthened cohesion between participants, making future collaboration easier. The HR directors gained a clearer, more concrete view of what the company’s transformation involves, showing a better grasp of the challenges ahead. Finally, the playful approach transcended cultural differences and created a common language around change, strengthening participants’ cultural adaptability.