In-House Training: Siemens Energy

We were experiencing rapid growth at Siemens Energy, expanding from 350 employees in the UK to 600 in just a few years, and we anticipate continued growth over the next decade. As the world’s leading energy technology company, we play a crucial role in energising society and supporting governments in achieving their clean energy goals. To meet these demands, we needed leaders with the right skills and mindset—beyond technical expertise—to lead, develop, and inspire teams. We recognised the need to proactively invest in leadership development to build a pipeline of future leaders.

We chose to partner with INPD to deliver a tailored leadership development program based on their Director Development Programme. The ability to customise modules allowed us to address the most critical skill gaps within our organisation. We selected eight modules delivered over a year, providing a structured and engaging learning experience for our high-potential employees.

“The success of the program has been so strong that we’ve introduced a self-nomination process due to high demand from employees.”

Rather than delivering training in an intense, condensed format, we opted for a modular approach spread over the year. This allowed participants to absorb the learning, reflect on its relevance to their roles, and apply new concepts in real time. The training sessions were held in person at different company locations, ensuring accessibility and engagement. Additionally, participants had the opportunity to work on real business challenges, applying their learning to projects that had a direct impact on the organisation.

“INPD’s trainers brought real-world experience from various industries, giving us fresh perspectives and new ways of thinking.”

INPD provided more than just training—they became a strategic partner. Their expertise and external perspective helped us understand wider industry trends in leadership and development. As an engineering-focused organisation delivering critical infrastructure projects, we rely on specialists like INPD to ensure our leadership training is aligned with best practices. Their diverse trainers, who brought experience from various sectors, helped broaden our participants’ perspectives and provided invaluable insights. The ability to work with seasoned professionals from outside our industry added significant value to our program.

“We needed more than technical experts — we needed leaders who could inspire and develop others. INPD helped us bridge that gap.”

1. Cross-functional collaboration: Participants from different departments formed strong networks, leading to increased knowledge-sharing, mentorship, and peer-to-peer support across the organisation.
2. Talent mobility and career progression: Several participants have transitioned into new roles, with one individual moving into a completely different business area after realising their skills were transferable.
3. Embedding a leadership culture: Concepts and frameworks from the training are now part of our everyday language, influencing decision-making and leadership development across the organisation.