Where ambition meets opportunity: Ferranti’s High Potentials Program

Ferranti is growing fast. And that growth doesn’t happen by chance.

It’s the result of a clear strategy, strong technology, and high-quality project delivery, powered by the right people.

As our ambitions grow, so does the need for colleagues who step up, take ownership, and are ready to lead in increasingly complex environments.

That’s why we created the High Potentials Program: a two-year journey designed to prepare future leaders by combining strategic insight, leadership development, and real responsibility.

In this blog, we’ll show you what the program is really about, who it’s for, and why it plays such a key role in Ferranti’s future.

Why we launched a high potentials program

Ferranti is evolving quickly. Teams are expanding, projects are growing in scale and complexity, and our impact continues to reach further in the energy and utilities market.

But growth like that requires more than technical excellence. It requires people who can guide others, make strong decisions, and keep delivering quality even when the pressure rises.

So instead of waiting for leadership needs to become urgent, Ferranti chose a different approach: we decided to build leadership proactively.

The result is our High Potentials Program (HIPO), created for colleagues who show the drive, mindset, and potential to take Ferranjti forward.

What the HIPO program really is

At its core, the High Potentials program is about understanding the bigger picture and developing the leader within.

The program focuses on two key dimensions:

• First: strategic insight.
  Participants gain a deep understanding of Ferranti’s strategy, business plan, and decision-making processes. They don’t just learn what we do, but why we do it. This context empowers them to contribute more effectively, both today and in future roles.

• Second: leadership development.
  Through high-quality external training, participants build the leadership skills they’ll need as they grow. This includes learning how to lead people, give effective feedback, and build strong, high-performing teams.

What makes the program truly special is its holistic approach. It goes far beyond isolated trainings by combining strategy, leadership, and cross-organizational exposure into one coherent journey.

How the program is structured

The HIPO program runs over two years, with each year having a clear focus.

Year 1: Understanding the Business

In the first year, participants dive deep into Ferranti’s DNA and the way the organization truly operates.

They take part in:

• internal knowledge-sharing sessions on strategy, finance, business planning, and key internal processes

• internal audits, giving them a unique behind-the-scenes view of how Ferranti works

• an external leadership program at Antwerp Management School (Start to Lead), alongside professionals from a wide range of industries

This first year builds something powerful: context. Because leadership starts with understanding

Year 2: Growing as a Leader

The second year shifts from understanding the company to shaping your own leadership style.

Participants follow a tailor-made leadership track focused on:

• personal leadership and mindset
• building high-performing teams
• giving feedback and coaching others
• taking ownership in a way that inspires trust

This part of the program is guided by our external coach Naziha El Handoussi van Lead & Inspire, who works closely with multiple teams inside Ferranti.

The result? Participants don’t just gain knowledge, they gain confidence, presence, and leadership maturity.

Who Is the program for?

The High Potentials program isn’t about job titles. It’s about mindset.

If you’re someone who thinks: “I want to be part of the bigger story here,” then you already understand the mindset behind this program.

What it’s like to be in the program

Being part of the High Potentials program is not theoretical, it’s practical, personal, and future-focused.

From day one, each participant works with HR to define a clear growth path toward their next role. That might be expert consultant, architect, or project manager, but always with a concrete development trajectory.

Managers play a key role throughout the journey. Together with HR, they actively shape and support each participant’s growth path. Progress is reviewed during scheduled check-ins, ensuring continuous guidance, alignment, and trust.

Participants aren’t left to figure things out alone. They’re challenged, coached, and supported, while being trusted to step up.

Why this matters for future Ferranti colleagues

For participants, the impact goes far beyond training sessions or certificates.

They gain clarity about where they’re heading. They develop the confidence to take ownership. And they grow into roles that truly match their potential.

For Ferranti, the effect is just as meaningful. By investing in our high potentials, we ensure that leadership doesn’t become a bottleneck as we grow. We create continuity, strengthen knowledge transfer, and make sure the right people are ready when new opportunities arise.

In short, the High Potentials Program allows Ferranti to grow in a sustainable way, by growing the people who drive it forward