Your development with us

Our goal is to equip Generali people managers with the mindset, skills and tools to effectively lead their people in today’s dynamic work environment.

The Managerial Acceleration Program (MAP), launched in 2017, was developed to increase the empowerment and involvement of managers in the cultural change within the Group. Thanks to this program, Group Academy has identified the eight managerial skills aimed at empowering our people and defined the Generali Empowerment Manifesto (GEM).

The third edition of the Managerial Acceleration Program will take the more than 8,000 Generali people managers on an innovative development journey, structured in several modules activated throughout 2024-2025. MAP FORWARD will empower people managers to embrace emerging trends and drive strategic growth while nurturing people and innovation.

To drive Generali’s growth in today’s increasingly challenging economic and geopolitical scenario, we strongly need effective leaders and promising Talents, which is why we continuously invest in their development. Being a role model for the Group, Talents require the right technical\managerial skills and mindset to successfully implement business transformation, incorporate sustainability, and act swiftly to drive innovation, DEI, and cultural evolution in the Next Normal.

At Generali we always strive to provide development opportunities to out Talents, which includes new generations and senior leaders, to support them in leading people and organizations, ensuring our business results for long-term competitiveness:

• 360° FEEDBACK SURVEY, a leadership development tool to further develop leaders' self-awareness within the Group, enhance their decision-making abilities in uncertain situations, and encourage them to act as role models, promoting an inclusive work environment;
• LEADERSHIP PROGRAM, a 5-day program with MIT to explore the challenges and opportunities of the new macroeconomic context, embrace innovative work paradigms, and delve into relevant topics such as sustainability, Generative AI, and new technologies through a mix of interactive lectures and company visits;
• RECIPROCAL MENTORING PROGRAM, a 1-year learning journey based on ownership, exchange, and reciprocity for 400 Senior Managers and Future Owners (Generali young talents) to foster growth and global mindset, innovation, and intergenerational diversity. Each of them plays the role of both Mentor and Mentee along the journey, challenging each other and building a strong and reciprocal relationship based on trust and openness.

We are aware that the success of a sustainable business depends on the involvement of people and talent development. Therefore, we always strive to provide development opportunities to our Talents to support them in leading people and organizations.

As a consequence, in line with the Generali Competency Model, we have developed specific global processes and initiatives:

• GLG Performance Management and Talent Review Process: an annual process involving the Senior Leaders of the Group, which aims to develop global leaders.
• Talents Review: an annual process, carried out with the full involvement of the HR and Business leaders, that aims to discuss the acceleration and growth of selected Talents, also with a strong focus on DE&I, in order to build a sustainable leadership pipeline.
• Development Center: an important step in our Talent identification process characterized by the completion of a leadership and behavior assessment to ensure the coherence with the Generali Lifetime Partner Competency Model.
• We GROW: an internal global platform where open opportunities are shared in a fair and transparent way with Talents from the Group to accelerate their growth through diverse professional experiences at international and cross-functional level, empowering them to take ownership of their career development. This is a key lever to invest in the growth of our people, developing their skills through internal mobility.