YOUGrow is the main learning platform at Syensqo and you need to comply with mandatory courses, you can also check which courses are available for your own development, or even how to take advantage of the tool, here you will find useful information. |
An easy step by step guide for you to follow in order to get your own report of your training hours for the current year. In some countries it is mandatory a certain amount of training hours per year. |
In case you need to cancel your participation in one course or class or choose another class language Check how in this article. |
Get to know what is COBI and why it is so important to our company. |
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As we come together as explorers at Syensqo, it’s an opportunity to reflect on where we are now and where we want to go in the future — including our personal development and career advancement. Continuous personal development is essential throughout your career, to stay competitive, adaptable, and fulfilled. Engaging in personal development allows explorers to acquire new skills, knowledge, and experiences that can enhance their performance in their current roles and prepare them for future opportunities. We encourage you to view learning and development as a journey filled with discovery and opportunities to navigate new challenges. 
If you are new to Syensqo's Wiki space, you may need to link your Google Drive in order to see embedded documents. Follow the instructions here. |
Our development philosophy is a set of guiding principles that shapes how we approach skill-building, performance culture, and accelerated development. Throughout the following wiki pages you'll discover an abundance of helpful development resources. For Explorers- I drive my development and career, with the strong support of my manager.
- I learn the most through my daily work and maintain a continuous learning mindset.
- I seek projects and roles to accelerate my development and build capabilities for the future.
For Managers- I encourage my team to spend time developing themselves and support time 'away' from day-to-day activities to create the habit of learning.
- I specifically support skill building during my recurring check-in discussions — occurring at least once per quarter.
- I am responsible for ensuring my team has development opportunities.
In addition, Syensqo Academies are designed to offer customized development solutions for target audiences. Our academies are aligned with business goals, leverage development plans focused on building critical skills, include diverse ways of learning and are committed to simplification. 
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The research is clear about how we develop successfully: we benefit most from on-the-job training, then learning from others, and sometimes formal training. Your development plan is unique to you
| 70% through experience, challenges and assignments (on-the-job) | 20% through exposure to developmental relationships (mentoring and coaching) | 10% through formal learning (coursework and training) |
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- Applying what you’ve learned in a group setting.
- 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.
| | - Functional Skills Training
- Books and articles
- Presentations
- Podcasts, TEDTalks
- Webinars
| Integration of Learning | Learning Momentum | Learning Event |
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NEW TO THE ROLE / PEOPLE LEADERSHIP | Learn About the Practical Aspects of My Role
| Develop & Engage My TeamI can access the Leadership Academy channel to learn how to lead difficult conversations and provide feedback, have meaningful discussions with my team, stretch high performers, and retain team members.
| Discover My Role in DEI | READY TO GROW | Assess My Leadership Skills | Seek Support from a Mentor | Develop My Leadership Skills |
Feedback? We're learning! Click here to share your thoughts about the Learner Led Development guide. |
Our focus is on the most sought-after technical skills in the chemical sector, backed by industry research including; technical skills relevant to individual scope, safety, health and wellbeing, business integrity, sustainability, language training and more. To bridge these skill gaps and unlock the competitive advantage we actively organize global and local targeted development campaigns.
On-the-job training is crucial for ensuring our explorers have the necessary skills and knowledge to perform their jobs safely and effectively. Consider these daily interactions with leaders, managers and peers at our industrial sites: Equipment Operation | Chemical Handling and Storage | Process Control |
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Training on operating various types of machinery and equipment used in chemical processing, such as reactors, distillation columns, pumps, and valves. Employees learn how to start up, shut down, and troubleshoot equipment under the guidance of experienced operators. Chemical Handling and Storage: Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Training on monitoring and controlling chemical processes to ensure product quality and efficiency. This may involve learning how to use control systems, instrumentation, and process simulation software. | Quality Assurance | Maintenance and Repair | Regulatory Compliance | Education on quality control procedures, including sampling, testing, and analysis of raw materials and finished products. Employees learn how to identify and address quality issues to maintain product integrity. | Hands-on training in equipment maintenance and repair to minimize downtime and ensure operational reliability. This may include preventive maintenance tasks, troubleshooting common problems, and performing minor repairs. | Training on relevant laws, regulations, and industry standards governing the chemical industry. This ensures that employees understand their responsibilities regarding environmental protection, workplace safety, and product quality. | Teamwork and Communication |
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| Ongoing development of interpersonal skills and teamwork abilities through collaborative projects and group activities. This helps employees effectively communicate with colleagues, supervisors, and other stakeholders in the workplace. |
These examples highlight the diverse range of on-the-job training opportunities available, all aimed at equipping explorers with the skills, mindsets, and behaviors needed to succeed in their roles while ensuring safety, quality, and regulatory compliance. It’s important for explorers to find a balance between developing their technical and behavioral skills while maintaining a continuous learning mindset. Keep in mind when building a development plan unique to you — if it doesn’t challenge you, it won’t change you. Remember - Managers specifically support skill building during the recurring check-in discussions — occurring at least once per quarter. The Manager and Explorer discuss openly how the Explorer delivers against the defined goals and where development actions could increase performance. |
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Our focus is on the most sought-after technical skills in the chemical sector, backed by industry research including; technical skills relevant to individual scope, safety, health and wellbeing, business integrity, sustainability, language training and more. To bridge these skill gaps and unlock the competitive advantage we actively organize global and local targeted development campaigns. |
On-the-job training is crucial for ensuring our explorers have the necessary skills and knowledge to perform their jobs safely and effectively. Consider these daily interactions with leaders, managers and peers at our industrial sites: Equipment Operation | Chemical Handling and Storage | Process Control |
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Training on operating various types of machinery and equipment used in chemical processing, such as reactors, distillation columns, pumps, and valves. Employees learn how to start up, shut down, and troubleshoot equipment under the guidance of experienced operators. Chemical Handling and Storage: Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Training on monitoring and controlling chemical processes to ensure product quality and efficiency. This may involve learning how to use control systems, instrumentation, and process simulation software. | Quality Assurance | Maintenance and Repair | Regulatory Compliance | Education on quality control procedures, including sampling, testing, and analysis of raw materials and finished products. Employees learn how to identify and address quality issues to maintain product integrity. | Hands-on training in equipment maintenance and repair to minimize downtime and ensure operational reliability. This may include preventive maintenance tasks, troubleshooting common problems, and performing minor repairs. | Training on relevant laws, regulations, and industry standards governing the chemical industry. This ensures that employees understand their responsibilities regarding environmental protection, workplace safety, and product quality. | Teamwork and Communication |
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| Ongoing development of interpersonal skills and teamwork abilities through collaborative projects and group activities. This helps employees effectively communicate with colleagues, supervisors, and other stakeholders in the workplace. |
These examples highlight the diverse range of on-the-job training opportunities available, all aimed at equipping explorers with the skills, mindsets, and behaviors needed to succeed in their roles while ensuring safety, quality, and regulatory compliance. It’s important for explorers to find a balance between developing their technical and behavioral skills while maintaining a continuous learning mindset. Keep in mind when building a development plan unique to you — if it doesn’t challenge you, it won’t change you. Remember - Managers specifically support skill building during the recurring check-in discussions — occurring at least once per quarter. The Manager and Explorer discuss openly how the Explorer delivers against the defined goals and where development actions could increase performance. |
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At Syensqo, we are on a mission to help our leaders have a positive impact on their teams and equip them to implement our business strategy effectively. |
NEW TO THE ROLE / PEOPLE LEADERSHIP | Learn About the Practical Aspects of My Role
| Develop & Engage My TeamI can access the Leadership Academy channel to learn how to lead difficult conversations and provide feedback, have meaningful discussions with my team, stretch high performers, and retain team members.
| Discover My Role in DEI | READY TO GROW | Assess My Leadership Skills | Seek Support from a Mentor | Develop My Leadership Skills |
Feedback? We're learning! Click here to share your thoughts about the Learner Led Development guide. |
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Coaching is a development process for individuals, teams and organizations, that seeks to unlock people's potential for personal and professional growth and transformation in order to achieve a higher level of performance. Is Coaching the same as Mentoring? No. Coaching is led by an experienced coach who focuses on the future goals and actions of the coachee. Mentoring is typically provided by an expert in a specific topic. See the comparison below for further illustration. Mentoring is a relationship where a Mentor shares their knowledge, skills, and experience in some field with a Mentee in order to support their development. It is a good way of efficiently transferring valuable competencies from one person to another, and can motivate individuals and teams to learn and grow, expose them to learning opportunities, and provide support for their learning and growth. For more information on Mentoring, click here. Coaching | Mentoring | Short-term for a set duration | Long-term, no set duration | Conversation | Advises on what to do | Asks powerful questions | Shares, models, teaches | Partners | Teacher and student | Intuitive feedback | Explicit feedback | Participative | Directive |
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Syensqo has assembled an Internal Coaching Community, made up of skilled Human Resources professionals trained to offer high quality coaching to employees. Syensqo has also engaged with EZRA-X as the provider to deliver Executive Coaching to employees S22 and above and with MooveOne-CoachHub as the provider to deliver Executive Coaching to employees S21 and below. |
Peer Coaching Circles present one of the most effective and accelerated ways to learn through focused discussions with your colleagues on topics of common interest. Participants share their concrete experiences, challenges, and impressions in order to learn from and support each other. A key difference between Peer Coaching and Group Mentoring is that, unlike Group Mentoring, Peer Coaching does not require a mentor. Participants can elect a leader or rotate leadership responsibilities. Key elements of effective Peer Coaching include:- Common development target
- Openness to share your own challenges and learnings
- Willingness to actively listen to the experiences of your colleagues
- Confidentiality
- Flexibility to incorporate learnings into your specific situation
Click here to view practical guidance for starting a Peer Coaching Circle.
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