Training for experts, by experts
In industries like trade credit insurance, external training resources are rare. Our business relies on specialized functions and skills specific to the fast-moving B2B insurance landscape, and attuned to global trade conditions and insolvency outlook. Our internal expertise is thus our greatest L&D asset, and we’ve leveraged it by building a unique, peer-powered training model.
A core component of our L&D framework is our business and functional academies, designed to help employees excel in their roles while enabling them to explore career paths outside of their own. These academies are developed by more than 200 of our internal experts (about 4% of our global workforce), who voluntarily design and deliver training programs tailored to the needs of their colleagues. To support them, we’ve invested in AI-integrated tools that support training creation, enabling our experts to focus on pedagogy while managing the demands of their roles. Our innovative approach to learning content creation was recognized when we were finalists in Féfaur’s 2025 Digital Learning Trophy for the “content strategy” category.
We also make sure our teams are given ample time to identify and attend training. Each employee has time to dedicate to L&D every month, complemented by regular meetings with managers to discuss Personal Development Plans: learning plans that identify employees’ career aspirations and skill gaps and match them with relevant opportunities for growth.
Our path to building effective training programs
Our training programs are developed in response to operational and strategic needs voiced by our teams. For example, when our surety team members expressed a desire for their colleagues to better understand their work, we created an academy to showcase the key aspects of the field and attract internal talent.
We also maintain an open line of communication for training requests related to specific business challenges—such as when our IT team came to us to help salespeople better understand and describe technical products. We answered this request by developing training around technical tools, such as Application Programming Interfaces (APIs), for our commercial teams.
To make sure our offer always addresses teams’ current and future needs, our L&D experts regularly meet with managers to identify skill gaps. And to ensure everyone makes the most of what’s on offer and finds trainings relevant to them, we redesigned our catalogue so it’s more intuitive. We also communicate the breadth of our training offer to all employees regularly.
Upskilling for the future with targeted training programs
L&D initiatives are integral to Allianz Trade’s Shape & Scale strategy, which focuses on unlocking our full potential, leading industry transformation, fostering innovation and enriching our value proposition for our clients and partners.
One of our key initiatives is the Future Skills Festival, an annual “Learning Week” launched last year that is open to all employees. This event comprises four global conferences and region-specific sessions dedicated to developing skills for tomorrow and preparing for the future (whether in current roles or new opportunities). Topics include exploring emerging technologies, nurturing our innovation culture, agility and teamwork, and how to build resilience, empathy, and psychological safety to navigate challenges with clarity and courage. The festival saw upwards of 8,000 participants in both 2024 and 2025, meaning that with our workforce of around 5,000 many employees took part in several sessions.
We also offer our #LEAD Program with a pathway for onboarding new leaders and another for existing leaders, as well as a “Fit for Tomorrow” program for non-managers. All modules prioritize leadership essentials and dedicate 18 hours for leaders and 12 hours for non-managers to mastering focus skills such as resilience, critical thinking and radical candor, generative AI usage and workplace inclusivity. Bridging the gap between leaders and their teams, this initiative aims to equip all employees with the skills to start their tomorrow, today.
Job shadowing also enables employees to gain exposure to different roles, while mentoring offers new hires and high performers one-on-one sessions with experienced professionals. Our L&D team aligns these opportunities with workforce planning and business transformation needs, helping teams develop new skills and prepare for future challenges.
Strengthening human capabilities in the digital era
As technologies continue to advance, it’s paramount that we learn how to best incorporate them into our work activities and decision-making alongside human skills. Allianz Trade’s L&D team aims to facilitate this digital shift by promoting a culture rooted in critical thinking, curiosity, creativity and adaptability. This approach reflects our belief that future success depends not only on digital and technical skills, but also on human-centered capabilities and a willingness to learn.
