🎧 Podcast Script – Interview Style “From Learning Opportunities to Your Personal Development Plan” Intro HR (Host) Welcome everyone, and welcome to this new episode focused on growth and development at Temenos. Today, we’re going to explore something very concrete: 👉 what learning opportunities are available to you… 👉 how to navigate them… 👉 and most importantly, how to turn them into your Individual Development Plan in Workday. And to make this real, I’m joined by one of our colleagues. Part 1 — What’s available (Internal & External Learning Offers) Employee Thanks for having me. I keep hearing that there are a lot of learning opportunities available… but honestly, it feels a bit overwhelming. Where should I start? HR You’re not alone — and the good news is that the offer is actually quite structured. At Temenos, learning is designed around three simple ways to grow: 👉 Explore – self-paced learning 👉 Connect – learning from others 👉 Elevate – structured, expert-led development [Re: Reques...regions. | Outlook] Employee Okay — but concretely, what does that mean? HR It means you have access to a mix of internal and external learning opportunities. For example: ✅ Internal & self-driven learning E-learning pathways available anytime Webinars and learning content Peer-to-peer learning sessions Job shadowing experiences [Re: Reques...regions. | Outlook] ✅ Collaborative learning Mentoring programmes Peer exchanges and community learning [Re: Reques...regions. | Outlook] Employee And what about more structured programmes? Part 2 — Talent Offerings (Structured Development Programmes) HR That’s where the Talent & Growth programmes come in. You’ll find programmes like: Thrive Together (for all employees) Thrive Leadership (for People Managers) Coaching programmes, career transition support, and targeted initiatives [Re: Reques...regions. | Outlook] These are more structured and designed to help you: build specific skills gain new perspectives and accelerate your development Employee So basically, I can mix different types of learning depending on what I need? HR Exactly. You can combine: flexible, self-paced learning peer learning and structured programmes 👉 And that’s where things become really interesting. Because all of this is not just “nice to have” — it’s meant to feed into your development plan. Part 3 — Transition to IDP (Making it actionable) Employee That’s actually where I get stuck. How do I move from “there are lots of learning options”… to something concrete for me? HR That’s the key shift. 👉 Moving from consuming learning → to structuring your development And this is exactly what your Individual Development Plan (IDP) is for. Part 4 — Building your IDP in Workday Employee So how do I actually build it? HR Very simply, you can start directly in Workday. Here’s how it works: 👉 Go to your Workday profile 👉 Select Performance 👉 Then go to Development Goals 👉 And click Add to create your development goals [RE: Reques...r regions. | Outlook] Employee So I define my development goals there? HR Exactly — and you don’t need to have everything figured out upfront. What’s important is that: you define what you want to develop you add actions and you update it regularly Because your IDP is a live document — you can refine it throughout the year. [RE: Reques...regions. | Outlook] Part 5 — Connecting learning to your IDP Employee And this is where the learning opportunities come back in? HR Exactly. Your IDP should not be abstract — it should be built with real actions. For example, you could include: Completing an e-learning pathway Joining a Thrive session Participating in mentoring Engaging in peer-to-peer learning [Re: Reques...regions. | Outlook] 👉 Each learning opportunity becomes a concrete step in your development plan. Employee That makes it much clearer. So it’s not about choosing everything — it’s about choosing what matters for me. Part 6 — Ownership & mindset HR Exactly. A strong IDP is not about volume — it’s about focus and impact. 👉 What do you want to improve? 👉 What will be different if you succeed? 👉 And what actions will help you get there? And most importantly: 👉 You own it. Because the opportunities exist — but the impact depends on whether you engage with them. Conclusion Employee So if I summarize: There are many learning opportunities available I choose what’s relevant to me And I structure it into my IDP in Workday HR Perfect summary. And maybe the key message is this: 👉 Your development doesn’t start in Workday. It starts with your intention. Workday is just the tool that helps you make it real. Closing HR (Host) So take a few minutes this week to explore the learning opportunities available to you… and start building your development plan in Workday. Because growth doesn’t happen by chance — it happens by design. Thank you for listening, and see you soon.