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Improving Team
Wellbeing and Performance
The De’ Longhi Group Experience
Reflections from De’ Longhi Group
I’ve worked in the field of Learning and Development for over 30 years and have run many different types of learning programmes and events, supported by a wide range of partners. I can honestly say that the Chimp Management programme has been the most impactful by a long way as it delivers a transformative toolkit for growth that has a lasting impact on participants that can be applied in every aspect of their lives.
The team at the Chimp Management Company are extremely professional, knowledgeable and are a joy to work with. I can’t recommend them highly enough and I very much look forward to working with them on future projects.
Liz Pillans,
Talent Acquisition and Development Manager
Background
The De’ Longhi Group is one of the world’s leading players in small domestic appliances, with brands recognised across coffee, kitchen, air conditioning, and home care.
Within the UK, the organisation’s Talent Acquisition and Development Manager, Liz Pillans, has long championed accessible and effective development opportunities for staff at all levels.
Through the number of years, the organisation has partnered with Chimp Management to introduce a practical and accessible behavioural development model that staff can use in their everyday work and personal lives.
The Challenge
The company sought a development approach that would complement its training curriculum with something that helped individuals understand their minds and operate more effectively. The aim was to give employees:
- A greater sense of self-awareness
- A clear way to understand how their mind works
Insight into what makes them unique as individuals - Tools to bring out the best in themselves and others
- A positive base for performance and wellbeing
As Liz Pillans, the Talent Acquisition and Development Manager, explained the intention was to “build a positive and rewarding culture and to strengthen engagement and wellbeing,” supported by a model staff could relate to and use straight away.
The Chimp Model became a central component of this approach, providing a shared language and forming a key element of the organisation’s Emerging Leaders Programme, as well as supporting one-to-one mentoring across the business.
The Approach
Over several years, the partnership has involved a broad mix of development opportunities reaching staff across different levels and functions. The Mind Management Skills for Life programme has been delivered numerous times to diverse groups, creating a shared foundation of understanding across the organisation.
Alongside this, Chimp Management has designed a series of bespoke programmes tailored specifically to De’ Longhi’s needs — including a dedicated two-day programme for the Kenwood marketing team and a modular development pathway for the Emerging Leaders cohort. These tailored elements ensured the Model was not only understood, but meaningfully applied within real roles, teams, and day-to-day challenges.
Across all programmes, the introduction to the three systems of the mind created a strong light-bulb moment for many participants. The explanation of the Human, the Chimp, and the Computer gave staff “a new awareness of how the 3 parts of the brain impact their thoughts, feelings and behaviours.
Employees shared that this understanding was especially helpful in recognising how they operate under pressure, and how they might improve their responses. They also valued learning that, although the Chimp needs to be managed, it holds many positive attributes that contribute to “living happy and meaningful lives.”
Other stand-out aspects included:
- Practical tools that can help manage the Chimp
- Strategies for programming the Computer
- Ways to improve communication and collaboration
- Insights applicable to everyday working relationships.
The Model’s accessibility made it easy for staff to integrate into real-world situations.
The Impact
Feedback gathered after each programme reflected a wide range of meaningful changes across teams and individuals.
Participants described the mentors as:
- Exceptional listeners, creating space for open reflection before “unpicking” key themes
- Insightful questioners, encouraging people to re-think their answers and explore what lies beneath
- Non-judgemental and understanding, enabling honest and meaningful exploration of professional and personal challenges
Participants reported applying The Chimp Model to a wide range of everyday challenges, including:
Managing in the moment
Employees reported being better equipped to recognise and manage their emotions in real time. One participant noted that they now understood “how I like to behave when under stress,” something they had struggled with before the programme.
Seeing the Chimp as a friend
Many staff members were surprised by the realisation that the Chimp is not simply reactive. They appreciated understanding “how the Chimp can actually be a positive,” and began applying this perspective to everyday situations.
Working through imposter syndrome and perfectionism
Chimp Management mentoring offered a practical framework for addressing longer-term challenges, such as imposter syndrome, procrastination, and perfectionism. Participants shared that these tools made the issues feel more manageable and less personal.
The importance of one-to-one mentoring
The individual mentoring sessions, delivered by Chimp Management Mentors, were described as a crucial part of the overall experience.
A new lens for understanding others
Participants frequently highlighted how helpful it was to recognise and respond to the “chimps” of others. This shift enhanced their ability to navigate difficult conversations and build stronger working relationships.
Handling challenging interactions
Staff shared that the tools introduced during the programme helped them guide conversations toward more constructive outcomes, and offered practical ways to de-escalate tension “for a positive outcome.”
A shared experience
The group setting created connection and reassurance. Hearing colleagues describe similar challenges helped participants feel less isolated, with one person describing it as “really enlightening” to see that “everyone has similar hang-ups and anxieties from time to time.”
Reframing past experiences
These programmes supported staff in exploring unhelpful emotions linked to past events. As one participant explained, “I’m now looking at situations from a different perspective.”
