Robeco: Redefining performance and leadership in asset management
Context
Robeco, a global asset manager with a strong performance record, recognized that future success would require more than financial results. Under CEO Karin van Baardwijk, who took the helm in early 2022, Robeco faced a rapidly changing environment marked by digital disruption, regulatory shifts, and rising expectations around innovation, diversity, and inclusion.
Although the organization was performing well, leadership understood that to stay competitive, Robeco needed to deepen leadership capability and create a culture where performance and behaviors were valued equally. This wasn’t about fixing problems—it was about proactively preparing the organization to thrive by empowering leaders and employees at all levels to take ownership, drive innovation, and support sustainable growth.
Challenge
While Robeco was already a successful organization, leadership recognized that achieving future growth required rethinking leadership itself. The challenge wasn’t simply about enhancing leadership skills at the top; it was about fundamentally shifting how leadership was perceived and practiced throughout the company. Robeco aimed to ensure that leadership was no longer confined to executives—everyone, regardless of title or role, was part of the journey. The organization understood that strategy alone was insufficient without a workforce that felt empowered, engaged, and connected to the company’s vision. Bridging the gap between the intentions of Accelerate and the real integration of its principles tested Robeco in meaningful ways, requiring trust, accountability, and a shared sense of ownership across all levels.
Partnering with IMD
Robeco partnered with IMD to co-create a leadership development program that could scale effectively while being tailored to Robeco’s culture and strategy. Together, we designed “Accelerate” as a multi-phase transformation, starting with a customized program for senior leaders to set the tone and model desired behaviors.
IMD then supported a cascading approach to reach nearly 1,000 employees, developing internal ambassadors who could train and engage colleagues worldwide. This train-the-trainer model ensured consistency while adapting to regional and team contexts. Throughout, IMD provided structure, tools, and expertise to embed leadership behaviors into daily work, making the transformation sustainable and company-wide.
Tangible impact
The Accelerate program reshaped leadership at Robeco, embedding a shared language and set of expectations around leadership behaviors across geographies and levels. Leaders embraced their role in balancing trust and challenge, driving accountability, innovation, and collaboration. The cultural shift empowered employees—whether managers or not—to take ownership of their leadership impact. Robeco saw stronger leadership alignment, more engaged teams, and an organization-wide movement toward sustainable growth. The program also established lasting mechanisms to sustain momentum, such as integrating leadership priorities into performance management and onboarding.
Key takeaways
Robeco’s experience shows that leadership transformation must go beyond senior management and become everyone’s responsibility. Co-creation of leadership priorities ensured relevance and buy-in, while a hands-on, team-based approach made change real and lasting. The program’s success highlights the importance of combining leader-led behaviors, systemic reinforcement, and sustained engagement to embed leadership culture into the organization’s DNA. As Robeco continues its journey, Accelerate is viewed not as a one-time intervention but as a foundation for enduring cultural and business success.
