The joy of growing skills
The method


  • Build a change platform

    Recently McKinsey published its in McKinsey insight an interesting article which title was "Build a change platform, not a change program".  You will find the articl link here or on our campus. MECETT is a perfect tool to develop those platforms enabling change.   Let us explain you how!

  • The method ECETT finalist of the PEER AWARDS

    After the silver medal 2013 for training and people development of the magazine Training Journal, the method ECETT (MECETT) is now nominated as finalist of the prestigious "PEER awards" 2014 of the newspaper "The Independant" in the category "people development".  read more.

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  • Training on the method

    To be informed of the dates of training on the method please send us a mail.



We invite you to read the page "scope" to complement the description below. The term "learner"refers to an individual or a group of individuals collectively associated to the same goal.

Step A: The method Mecett is a learning method developed on two or three cycles starting from the operational objectives of the organization. The learner received (usually its hierarchy) an assessment mission, an improvement task, the alteration or creation of a process, product or service. To achieve this goal, he must develop his skills, either in terms of new knowledge to acquire, either in terms of efficiency.
iStock_000005747131MediumStep B: To help him, the organization makes available a network of masters, called "referents " with whom the learner is invited to take contact to find out how these referents have solved the problem or can help him to achieve the objectives. To do this, he goes on the workplace referents to observe and assess the required skills.

Step C: Each meeting is the subject of a report following a defined format not only to ensure the continuity of both the learning process and continuous improvement, but also and mainly, to explicitely highlight good practices. The report, which will be validated by the referents, allows to monitor the progress of the learner but also to identify and record, in a common structured database, known or unidentified skills to achieve an objective.

Step D: The learner is then formally confirmed and may move to next learning cycle. Learning ends with the realisation of the goal and the final validation by the referents. In this case the learner himself becomes referent in the field related to his learning.