14/07/2021 - News
Clearwater International launches new leadership development programme
Clearwater International has launched a new leadership development programme (LDP), marking a major investment in team development by the global corporate finance house.
In June, a first cohort of 15 senior leaders from across Clearwater’s 18 offices began the 11-month blended learning programme. With a strong emphasis on ‘learning by doing’, the curriculum features a mix of web tutorials, in person workshops, peer learning activities and self-directed learning.
a major investment in team development
Each participant will also work closely with their own ‘sponsor’, a more senior figure within the business whose role will be to actively support and encourage the individual’s development and monitor their progress, challenges and experiences during the programme.
Liz Knight, Head of Talent at Clearwater International, said: “Our team are already extremely motivated and driven people, and we ensure they are supported, coached, developed and given the right work opportunities.
But, as each of our offices across the world has grown significantly, and hired new talent, it became clear that there was an opportunity to further develop our leaders, in a more holistic way, which really adds to the wider growth of not just that individual but the wider organisation. Development programmes are a great way to do this because they allow people to grow on the job by getting exposure to new knowledge and skills, and also benefit from proper learning reflection, coaching and feedback.”
As part of the programme leaders will explore contemporary challenges facing businesses and organisations today, such as the impact of the pandemic, well-being in the workplace, demographic shifts, and rapidly changing employee expectations.
There are some really significant changes afoot in society right now and this impacts the world of corporate finance
As Liz adds: “There are some really significant changes afoot in society right now and this impacts the world of corporate finance just like every other industry. For instance, people are much more concerned about ESG (Environmental, Social and corporate Governance) issues, more concerned about having a strong purpose from their work, and more concerned about their physical and mental wellbeing.
All these issues call for a different type of leadership in today’s world, and as part of the programme we will be developing individual confidence in terms of dealing with the complexities of managing people and performance in a world where issues such as diversity, well-being and employee experience have been brought to the fore by the pandemic.”
This is about our senior team gaining an even deeper understanding of their own leadership capabilities
Regards key outcomes from the LDP, a key aim is to further enhance skills and behaviours that enable the long-term growth and development of the Clearwater team.
Adds Liz: “This is about our senior team gaining an even deeper understanding of their own leadership capabilities, approaches and style, and understanding the theories of motivation, engagement, and building trust to enhance their individual leadership practice.”
She said that ultimately the success of the programme will be measured by how it has benefitted both the individual and those who work around them.
“For the business as a whole, we will be looking at employee engagement measures, trust in leadership, and retention figures for instance, which as it stands, are already well ahead of the industry norms. Fundamentally this is all about further improving our leadership capability so that we are consistently delivering inspirational leadership which enhances the experience of working for Clearwater.
We already do a great job of providing the environment for workplace happiness but we want to keep improving
When people are happy and fulfilled in their work that translates to a more engaged and motivated team. We already do a great job of providing the environment for workplace happiness but we want to keep improving and continue to make Clearwater an even better place to work.”
The plan is to run two cohorts of 15 leaders a year with a second starting this autumn. At the end of each programme the participants will present their experiences to Clearwater’s International board to discuss the goals achieved, challenges overcome, and ongoing personal development plans.