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Learning & Development

Leadership and Talent Development Programs @ AGCS

AGCS Leadership transition programs for Experts and Managers – running since 2011

What are they?

  • Development/assessment programs to support employees transitioning to more senior graded leadership roles – either people leadership or expert leadership roles.
  • There are two levels of transition programs: 1) development program for managers and experts and 2) assessment program for top experts or executive managers.
  • They are both designed to support and assist future managers and experts in building business-relevant skills and an aligned strategic vision of AGCS/Allianz Re.

Why do we have them?

  • The programs ensure that  our people and  expert leaders are ready for the responsibility for being a leader in AGCS.
  • Important to build stronger and consistent leadership skills in our people and expert managers -focusing on unlocking the combined capabilities of our teams, with an increased focus on coaching, empowering and taking responsibility for decision-making.
  • After a leadership program, the colleagues enter “future potential pools” for a systematic internal recruiting, talent management and succession planning, especially for critical positions.

AGCS Global Talent Development Program – running since 2011

What is it?

The Global Talent Development Program is in place for mobile employees from customer-facing functions (e.g. Underwriting, Claims, Risk consulting, Market Management, Operations) and other functions(e.g. Finance, project management and IT).  It is a two-year program developing international and cross-functional skills.

It consists of on- and off- the-job modules which can partly be selected according to individual development needs.

  • An international business trip for up to 3 months to another market
  • Global project work linked to the business strategy: The projects are always sponsored by a Board Member. The TDP project teams are cross-functional (always a mixture of participants across the CxO areas and locations) and work together as a virtual team.
  • Mentoring by Global Head of Line of Business / Function or Regional CEO
  • Other Functional courses and/or professional qualifications to expand technical / general skills.

Why do we do it?

  • Provide a unique global learning opportunity to broaden employees skills and competencies
  • Build up an international network and exchange with peers from other functions and countries
  • Give participants exposure to senior leaders through global project work and mentoring
  • Broaden and strengthen international career opportunities within AGCS.