🎧 Podcast Script – Interview Style “Taking Ownership of Your Growth: Building Your IDP in Workday” ________________________________________ Intro Host (HR) Welcome everyone, and thank you for joining this episode focused on growth and development at Temenos. Today, we’re doing something a bit different — we’re going to walk through what it really means to take ownership of your development… and how you can concretely build your Individual Development Plan using Workday. And to make this real, I’m joined by one of our colleagues. ________________________________________ Part 1 — Starting the conversation Employee Thanks for having me. I’ll be honest — I hear a lot about development plans, but I’m not always sure where to start. Is it something formal? Or is it something we build over time? ________________________________________ HR That’s a great question — and actually, it’s both. At Temenos, development is designed to be continuous and employee-driven, not just a yearly exercise. The idea of the IDP is simple: 👉 It helps you define where you want to grow, and how you’re going to get there. And importantly — it’s not a static document. It’s something you can update anytime in Workday. [2026_Objec...ee Session | PDF] ________________________________________ Part 2 — How to build your IDP in Workday Employee So concretely — what do I need to do in Workday? ________________________________________ HR Very practically, you can start directly from your profile. 👉 In 2026_Objectives Setting Workshop - Employee Session, the steps are clearly outlined: • Go to your Workday profile • Select Performance • Then Development Goals • And click Add to start building your development plan [2026_Objec...ee Session | PDF] You can define your goals, save them, and come back to refine them anytime. ________________________________________ Employee So I don’t need to have everything figured out upfront? ________________________________________ HR Exactly. In fact, the system is designed for you to build progressively. You can: • Add new development goals • Update them during the year • Align them with your career aspirations It’s really a living document, supporting you throughout your career journey. [Your Team's Growth | SharePoint] ________________________________________ Part 3 — Linking IDP with your career and aspirations Employee And how does this connect with career development? ________________________________________ HR Great point. Workday also allows you to go further by: • Completing your Career Profile • Exploring your career options • Identifying what skills or experiences you need next [2026_Objec...ee Session | PDF] So your IDP is not just about learning — 👉 it’s about where you want to go, and what it will take to get there. ________________________________________ Part 4 — Using learning resources to build your IDP Employee Okay, but then… how do I know what actions to put into my development plan? ________________________________________ HR That’s where the learning ecosystem comes in. At Temenos, you have access to a wide range of opportunities through Global L&D Opportunities - Summary. The approach is structured around three ways to grow: • Explore – through e-learning, webinars, content • Connect – through mentoring and peer learning • Elevate – through expert-led programmes [Global L&D...- Summary | PowerPoint] ________________________________________ Employee So I can directly integrate those into my IDP? ________________________________________ HR Exactly. For example, your development plan could include: • Completing an e-learning pathway • Joining a Thrive Together session • Participating in mentoring • Or engaging in peer-to-peer learning [Global L&D...- Summary | PowerPoint] These become concrete actions linked to your goals. ________________________________________ Part 5 — Making it real and actionable Employee I like that — it feels much more practical. But what makes a good IDP? ________________________________________ HR A strong IDP is not about listing everything. It’s about focusing on: 👉 What do you want to improve? 👉 What will be different if you succeed? 👉 And what actions will help you get there? And the key is ownership. Because the opportunities are there — but the impact depends on whether you engage with them. ________________________________________ Conclusion Employee So if I summarize: • I define my development goals in Workday • I connect them to my career aspirations • And I use the available learning resources to make it happen ________________________________________ HR Exactly. And maybe the most important takeaway is this: 👉 Your growth is not managed for you — it’s something you actively build. ________________________________________ Closing Host (HR) If you haven’t already, take a few minutes this week to log into Workday and take your first step toward building your development plan. Because growth doesn’t start with a system — it starts with a decision. Thank you for listening, and see you soon for another episode on growth and development at Temenos.