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.
How should you create a meaningful development plan? Click here to learn more.
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.
Putting new techniques or approaches into practice with your team.
Stretch assignments inside or outside your current role.
Problem-solving and innovation in challenging tasks.
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.