Learning & Development
INTRODUCTION TO SYENSQO LEARNER-LED DEVELOPMENT GUIDE
The workplace is changing, and so is Syensqo's approach to development:
- Individuals are expected to own and drive their development, supported by their Manager as a coach.
- Development is more than traditional classroom training. It is an ecosystem built around performance culture, talent attraction, talent management, and learning.
- There is no substitute for experience. The research is clear about how we grow most successfully: 70% experience, challenges and assignments, 20% exposure to developmental relationships, and 10% formal education, also known as the 70-20-10 model. See below for more information.
- Learn, unlearn, relearn. We are shifting from “single-event training” to a culture of continuous development.
- Self-directed, digital learning options offer an efficient, accessible way to scale up the impact of learning, aligned with Syensqo's sustainability goals.
- We bond with our purpose when we bond with each other. Many of Syensqo's development options help individuals grow their networks, learn from peers, and encourage self awareness through a culture of feedback.
70 / 20 / 10 LEARNING MODEL IN ACTION
The research is clear about how we grow most successfully: 70% experience, challenges and assignments (on-the-job), 20% exposure to developmental relationships (other people), and 10% formal learning (coursework and training), also known as the 70-20-10 model. We can look at this model as “think, talk, and do.”
The following are practical examples of each dimension, regardless of your role within the organization.
START HERE:Development discussion with your manager | 10 : ThinkFormal Learning | 20 : TalkSocial Learning | 70 : DoOn-the-Job Learning |
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Learning Event | Learning Momentum | Integration of Learning |
Example: Spend 10 minutes listening to a TEDTalk about “powerful speaking.” Take 20-30 minutes trying it out and asking a colleague for feedback on how you did. Then, apply what you’ve learned in your next hour-long team meeting. Reflect on what reactions you encounter, how you could improve the next time.
We invite you to discover your development opportunities…let’s get started!
- Click on the category below that best describes your current role to learn about available development options.
- Each guide recognizes the unique needs of the respective population while building on the previous level.
- “Individual Contributor” provides the broadest range of options that are available to all employees.
Non-Cadre and Cadre employees with no direct reports, up to S22. | Supervisors and Managers of at least one direct report OR a Manager of Managers for non-cadre positions. |
Managers in strategic positions OR having at least 1 direct report who is also a Manager. | Individuals who are part of GBU Leadership Teams (i.e. reporting directly to the GBU President) OR who are part of Syensqo's Executive Leadership Team. |
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