About Epta

Epta is a global company leading in the production and marketing of commercial refrigeration systems used in supermarkets, bars, airports and other retail spaces. With over 8,000 employees and 11 facilities worldwide, Epta is an Italian excellence with headquarters in Milan. The company is committed not only to product development but also to the continuous growth and training of its people.

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The Challenge

Although Epta had already developed a leadership academy — an annual program that had trained about 200 managers — the company needed a different approach: one that would be continuous and integrated into daily work. They wanted to avoid training perceived as isolated and disconnected from real business challenges. Instead, they sought an approach that would foster a learning organization, where learning isn’t an obligation but a natural practice embedded in everyday work.

Another challenge was adaptability to modern needs, such as promoting an internal entrepreneurial culture aligned with global corporate strategies.

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Più nello specifico per il caso Epta:

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The Solution

Partnering with Wibo allowed Epta to integrate an experiential and practical training model that combines inspiration from top executives with hands‑on activities and exercises. Involving managers through workout sessions and team coaching played a central role, encouraging collaborative learning among colleagues with different experiences.

Content was also customized to meet the company’s specific needs, covering topics such as inclusive leadership, ethical leadership and intrapreneurship. Eleonora highlighted how important it was to find a partner who could turn training into a concrete and practical journey that blends theory with practice.

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She also emphasized the flexibility Wibo offered in tailoring content to address Epta’s specific requirements

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The Impact

The impact of Wibo’s solution at Epta was significant. Managers were able to bring the skills they learned back to their teams, applying concepts such as Think Big during meetings. The program fostered internal connections among participants, breaking down geographical and functional barriers and enabling the company to tackle shared challenges across divisions.

The experiential method encouraged the emergence of innovative ideas and increased awareness of personal strengths and opportunities for improvement. Eleonora emphasized how the approach stimulates change not just in the participants, but across the entire organization.

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Key Metrics

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Participant Feedback

We asked: “What did you like most or find most useful about the program?”

The experiences that the executive teachers shared with us and the presentation was really good with a very dynamic interaction with all of us.

Create a culture where mistakes are allowed and are a leverage for innovation.

Sharing mistakes at work is important because it creates a culture of learning, transparency, and psychological safety.

Providing real life experiences to illustrate an example of the topic being discussed. Also reinforcing my own thoughts.