{"id":19,"date":"2026-02-02T11:25:08","date_gmt":"2026-02-02T16:25:08","guid":{"rendered":"https:\/\/rismethod.com\/?page_id=19"},"modified":"2026-04-17T05:34:50","modified_gmt":"2026-04-17T09:34:50","slug":"testimonials","status":"publish","type":"page","link":"https:\/\/rismethod.com\/fr\/testimonials\/","title":{"rendered":"T\u00e9moignages"},"content":{"rendered":"
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What Leaders <\/span>Had To Say After Engaging The RISMethod<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tSUCCESSION<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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We had convinced ourselves that our succession problem was a talent problem. RISMETHOD helped us see it clearly for what it was, a structural one.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Within one quarter of working with Phill, we had a succession architecture that our board actually trusted.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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For the first time in years, I feel like I am building toward something, not carrying it alone.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Florentine De Loppinot – TEAL Mobility, France<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tCross-border growth<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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We were scaling across four markets simultaneously and the leadership architecture simply was not keeping pace.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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RISMETHOD helped us design a regional model that gave local teams real authority while holding them to a consistent standard, which is a harder problem than it sounds.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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We now have the confidence to accelerate growth without the fear that execution will fall apart somewhere in the middle. This is the advisory work I wish I had found three years earlier.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Patricia Ojangole – UDBL<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tCulture & retention<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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We were growing. Revenue was moving. But the quality of execution was deteriorating quietly, and our best people were beginning to disengage.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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RISMETHOD came in, diagnosed the culture drift precisely, and worked with us on a standards reset that was rigorous without being destabilising.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Twelve months on, our retention of senior talent is up significantly and the energy inside the business has genuinely shifted. The future looks different now.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Seif Ali Seif – Superdoll Tanzania<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPost-acquisition integration<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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The acquisition looked clean on paper. The integration was quietly falling apart. We brought RISMETHOD in at the point where we knew something was wrong but could not name it. They named it fast, and gave us a plan we could actually execute.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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The business is now stronger post-integration than it was before we acquired. That is not a small thing.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Dennis Keiser – DB Schenker, Germany<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tExecutive-team reset<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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RISMETHOD does not flatter you. They do not tell you what you want to hear. What they offer is sharper than that a clear picture of where the real drag in your organisation is coming from, and the discipline to do something about it.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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We rebuilt our executive operating rhythm from the ground up. The difference in execution speed is measurable. I am genuinely excited about where this business goes from here.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Joram Nyanzi – Fracht Kenya<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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We were growing. Revenue was moving. But the quality of execution was deteriorating quietly, and our best people were beginning to disengage.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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RISMETHOD came in, diagnosed the culture drift precisely, and worked with us on a standards reset that was rigorous without being destabilising. Twelve months on, our retention of senior talent is up significantly and the energy inside the business has genuinely shifted.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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The future looks different now.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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Imran Barry – Total Energies, France<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

What Leaders Had To Say After Engaging The RISMethod SUCCESSION We had convinced ourselves that our succession problem was a talent problem. RISMETHOD helped us see it clearly for what it was, a structural one. Within one quarter of working with Phill, we had a succession architecture that our board actually trusted.\u00a0 For the first […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"_angie_page":false,"footnotes":""},"class_list":["post-19","page","type-page","status-publish","hentry"],"blocksy_meta":[],"_hostinger_reach_plugin_has_subscription_block":false,"_hostinger_reach_plugin_is_elementor":false,"_links":{"self":[{"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/pages\/19","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/comments?post=19"}],"version-history":[{"count":82,"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/pages\/19\/revisions"}],"predecessor-version":[{"id":1140,"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/pages\/19\/revisions\/1140"}],"wp:attachment":[{"href":"https:\/\/rismethod.com\/fr\/wp-json\/wp\/v2\/media?parent=19"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}