Challenge

Royal Wagenborg identified a need to strengthen the connection between learning and development programmes and technical training, linking both 
more directly to day-to-day operational performance. The organisation faced challenges in creating a clear communication channel that could align leadership intent with operational reality and secure engagement across both office-based teams and seagoing crew.

Specific challenges included cascading programme aims in a way that generated genuine buy-in at all organisational levels, improving communication between shore and vessel teams and supporting stronger human and business performance

Solution

Lloyd’s Register (LR) Advisory was commissioned to design and deliver a tailored training and capability development programme. The resulting WATER Programme 1.0 was established as a large-scale global development initiative, bringing together existing company tools and procedures into a single structured framework, supported by psychometric testing and competency matrices.

The programme supported participants first as delegates and then as trained facilitators, enabling co-delivery of future sessions alongside LR Advisory and Atria L&D. An internal application was introduced to track progress and support direct engagement with the leadership team.

LR Advisory worked closely with Royal Wagenborg’s management team to shape and establish new company values, while also supporting cadet development pathways through to Master level.

Approach taken

The programme was delivered through tailored workshops addressing safety culture and leadership behaviours across roles. Sessions addressed team creation and communication, with a specific focus on cultural awareness, supporting ship’s Masters in carrying out their roles with greater confidence while identifying personal drivers that could support crew progression into onshore roles.

Each workshop combined a mix of computer-based simulations and practical activities, supported by group exercises and facilitated discussions.  The delivery model was structured as an intensive five-day programme designed to challenge existing thinking and leave delegates with  changed perspectives.

An application developed by Atria L&D was used to support engagement and continuity beyond the workshops. Technical training and mentoring sessions were delivered as follow-up activities for selected delegates.

Key activities and outputs

  • Leadership and safety culture workshops combining group dynamics exercises with simulations and structured dialogue
  • Facilitation of experiential learning linking personal leadership actions to the company mission
  • Eight programme sessions delivered between November 2019 and March 2025, with delivery paused during 2020 due to Covid
  • Training of 447 delegates across shipboard and shore-based roles in the Netherlands and Manila
  • Participation by captains, chief officers, chief engineers, marine and technical superintendents, fleet managers, operators and crewing agents from across global operations.

Key client benefits

  • Established a structured training framework aligned with company values and defined aims
  • Delivered role-relevant training across shipboard and shorebased functions
  • Strengthened leadership capability, with specific emphasis on soft skills development
  • Supported staff retention through clearer development pathways
  • Enabled career development for crew transitioning into broader roles
  • Delivered a co-created programme shaped to Royal Wagenborg’s specific needs
  • Advanced personal leadership progression from self leadership into mentoring and coaching roles
  • Improved organisational adaptability in response to both internal and external change drivers
  • Increased the effectiveness of existing training and learning investments already in place

Project outcome

Royal Wagenborg personnel completed a combined soft skills and technical training programme involving both shipboard and officebased employees. The programme represented one of the first safety culture leadership training initiatives delivered by LR Advisory. Royal Wagenborg is considering continuation of the WATER Programme with additional delegate cohorts.

Conclusion

The WATER Programme provided Royal Wagenborg with a structured, organisation-wide approach to leadership and capability development. By integrating technical training with leadership and safety culture development, the programme supported lasting behavioural change aligned with company values and operational objectives.

Impact on customer's business and operations

The programme supported greater consistency in leadership behaviour and soft skills capability across Royal Wagenborg’s workforce, which reinforced shared cultural values and improved communication between teams, contributing to improvements in both human and overall business performance.

Other applications

The training approach is applicable to maritime organisations aiming to build leadership capability across shipboard and shore-based roles, alongside operational and technical development needs. The programme is particularly relevant in organisations experiencing onboarding of new personnel, organisational or management change, fleet expansion and new vessel  introduction, including the formation of joint ventures.