Managers play a direct role in identifying top talent and accelerating the development of Syensqo's next generation of Leaders.  As HR, you can support managers to identify individuals who meet the following criteria in order to be considered top leadership talent and ensure the quality of the top talent pools. 

Performance | Performance is the passport to opportunity.  It is an indication of leadership potential.  An individual should have a track record of sustained high performance prior to their nomination for a talent pool.

Potential  | Potential translates to the individual’s ability to perform across fundamentally different challenges (rather than in one role alone).  This ability provides insight into an individual’s agility, resilience, and drive.

Aspiration | Aspiration is a persistent drive to gain experience and develop professionally, (versus ambition displayed as a desire to achieve a specific grade or title).

Commitment | Commitment reflects an individual’s ownership of their development and career journey and a willingness to take on new opportunities outside of their comfort zone.

When an individual is confirmed for a Leadership Talent Pool, they can expect to receive differentiated access to programs that support their accelerated leadership evolution, skill-building practices, networking, and opportunities to connect with Senior Leadership.  

In return, Syensqo expects that individuals will commit to their development, maintain a growth mindset, actively participate in skill-building practices that enhance their experience and skill set, and take ownership of their career journey.

Line Managers play a vital role in the development of talent and can benefit from support with resources and learning opportunities related to Coaching and Development from their HR teams.

A Future Leader is a high-performing individual, typically grades S20 -S22 , who has the potential and aspiration to take on an Executive or Senior level leadership role in the future and who is committed to their development.

The Future Leaders assessment and confirmation processes require a significant time and resource investment.  As such, the employee’s Manager should first review the Future Leader Journey guidelines and criteria and engage with their Strategic HR Business Partner to understand more about the process and program.

An Emerging Leader is a high-performing individual between grades S15-S20 with a minimum of 2 years of career experience who has the potential and aspiration to take on a Regional or Global leadership role in the future, and who is committed to their development.  

Participation in the Emerging Leader experience is at the nomination of Managers, supported by their Site HR, with final validation at the discretion of Leadership and HR Strategic Business Partners.  Read more about the Emerging Leader Journey guidelines and criteria.

The Foundations for the Future program is an accelerated rotational graduate program designed to invest in the growth and development of talent to feed Industrial and Marketing & Sales leadership pipelines. 

When an individual joins the Foundations for the Future talent pool, they can expect to receive access to programs that support their accelerated leadership evolution such as mentoring, coaching, networking and opportunities to participate in transversal projects and connect with leadership teams across the Group.

In return, Syensqo expects that FFF Talents will commit to their development, maintain a growth mindset, actively participate in engagement events and development opportunities that enhance their experience and skillset, and take ownership of their career journey.