Transforming how we learn and develop
Building our talent pipeline
As our Business School continues to evolve, we are embedding organisational learning as a core element of leadership development to strengthen judgement, consistency and performance across our Firm. This approach enables partners to share ‘‘experience’’ and challenge constructively, accelerating decision making and delivering sustained values for clients and the Firm.
Our Organisational Learning and Development team is focused on equipping our people to achieve their full potential and meet the current and future needs of our clients. This is delivered through our in-house Business School with the aim of building a robust talent pipeline that supports our global client base in a rapidly changing environment.
Our learning strategy transcends geographical boundaries ensuring all our people have access to learning and development tailored to their local market and personal needs, with a clear understanding of the global context in which we operate. This is aimed to ensure a consistent client experience regardless of geographical location. Furthermore, it recognises cultural differences and ensures high levels of collaboration across various locations to best serve our clients.
As part of our wider People strategy, it is crucial that we future proof our Firm with a robust talent pipeline and effective succession planning, in order to provide a seamless and sustainable high quality client experience now and in the future.
As part of this work, 30 Partners and Directors have completed our Future Senior Leader Assessment and Development Programme to support the succession planning process of senior leadership roles over the next 3-4 years.
We have created a clearly defined and objective promotion process and assessment centre for promotion to Partner and Legal Director to aid transparency, which is also supported with a bespoke development plans for every candidate.
Rigorous skills assessments are also introduced at earlier stages in our people’s career journeys too. The skills assessments support their personal development and growth plans, ensuring they are continually upskilled/reskilled and prepared for the next stage in their career.
Our Business School provides learning initiatives including core compliance training and diversity, equity and inclusion (DEI) workshops, such as sexual harassment prevention training completed by 87% of our Partners and 79% of our wider population. We also offer workshops in business, management and leadership skills and learning in emerging, rapidly developing and critical areas such as artificial intelligence (AI), wider technologies, climate literacy and ongoing core technical skills.
In 2025 we delivered 512 days of digital learning and 191 days of face-to-face learning workshops across our Firm.
To support our blended learning solutions, we also offer leadership and performance coaching and mentoring through our highly skilled and qualified in-house coaches, with over 100 Partners and employees supported in 2025.
Partners completing core compliance training and diversity, equity and inclusion (DEI) workshops, such as preventing sexual harassment
wider population completing core compliance training and diversity, equity and inclusion (DEI) workshops, such as preventing sexual harassment
of digital learning
of face-to-face learning workshops across our Firm
As a result of our learning initiatives, coaching and mentoring we were proud to be shortlisted for two awards in 2025 including, "Best Learning Technologies Project – Commercial Sector” at the Technology Learning Awards and “Best Learning Initiative” at the CIPD Awards. We believe developing our people to achieve their full potential is essential to best serve our clients, ensuring their needs and requirements guide our approach, now and into the future.
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© Charles Russell Speechlys 2025. Solicitors Regulation Authority number 420625.