Training and development

Continuous training and professional development are key pillars of our HR strategy. Investing in people’s potential and cultivating their key skills and competencies are crucial to ensuring our organisation’s continued future success.

The Lottomatica leadership and competency model

The Lottomatica's competency model represents a valuable guide: it tells the vision of the future of the organization, indicates the levers that help the individual to be a citizen of the organization in which he works and the ability to help everyone's professional growth.

The competencies laid out in the model help to establish:

  • a common playing field that allows people to determine their own contribution;
  • organisational behaviours that enable everyone to perform to the best of their ability;
  • clear objectives to be assigned in terms of continuous improvement;
  • behaviour to be observed, based on which feedback can be given and received. 

The leadership and competency model that underpins the evaluation system is based on the Corporate DNA, outlining the key competencies and the distinctive professional behaviours that improve the quality of the work, and is geared towards the development of virtuous organisational behaviours.

Training programmes

Staff training and the development of highly qualified and specialised figures are key strategies for Lottomatica’s success, and the organisation makes considerable ongoing investments in this direction, supporting the personal and professional growth of its employees. 

This commitment is manifested through carefully structured training programmes aimed at enhancing technical skills and soft skills. This approach offers each individual the opportunity to deal effectively with the challenges posed by their role, thus creating a working environment where innovation and excellence are encouraged.

We prepare a detailed annual training plan based on the needs that emerge from the evaluation of the training requirements, which are derived from the competency assessment. This dynamic approach is extremely flexible, as it aims to customise the training based on the actual development needs of the organisation and its employees.

In addition, through specific training interventions, we support our people throughout the various stages of their professional lives with the company, with pathways designed to meet the needs to the different stages of their careers (e.g. specific training for new recruits, programmes for new executives and managers, specific training for changing roles).

This comprehensive approach to training aims to ensure a personalised growth pathway designed to meet each team member’s actual needs.


We want to offer our people the tools they need to develop their skills and competencies, thus contributing to the creation of a stimulating and constantly evolving working environment. 

For this reason, e-learning training environments are available to all the Lottomatica People, in order to improve and perfect their language skills, as well to enhance their soft skills.

The language skills platform provides live courses, video lessons, and educational materials designed to develop confident and effective communication in international contexts. In addition to ensuring linguistic competence, language learning also serves to foster fruitful inter-cultural communication within an international business context.

The soft skills platform offers an extensive training catalogue, covering topics such as leadership, effective communication, negotiation, and digital skills, offering employees the opportunity to develop skills that are essential for professional success. The dynamic and customised learning pathway features interactive courses, webinars, videos, and a detailed resource guide.

StepUp: professional development programmes

The StepUp people growth programme was developed in 2023, with the aim of recognising, cultivating, and maximising the employees’ potential.

Through experiential training, networking and discussion opportunities, thematic webinars, and technical and language training courses, the StepUp programme aims to provide the stimuli, inspiration, and tools necessary to cultivate skills and abilities central to the company’s competency model. The StepUp programme is divided into three clusters, based on seniority level, and consists of four stages:

  1. assessment sessions aimed at determining the motivation level and alignment with the competency model;
  2. coaching / mentorship aimed at developing meta-skills;
  3. experiential training aimed at facilitating internal/external interactions by focusing on the competencies and meta-competencies of the Lottomatica leadership model;
  4. specific technical training based on the individual’s professional role.