Sidenor 2022 Sustainability Report

92 Sustainability Report 2022 | People and talent Leadership program This is already the third edition of the Leadership program. Its main objective is to share Sidenor’s leadership style, identifying the recognizable behaviors in which it materializes and promoting its anchoring among participants. For this purpose, the attendees practice some basic abilities which support the leadership skills defined at Sidenor. Accordingly, the program focusses on awareness and training for action. It is intended for various profiles in the organization, in team or not, as leadership does not only involve our collaborators. As a complementary activity for those who wish to deepen their knowledge, coaching sessions are offered once the project is finalized. Training “pills” We offer some sessions that we have named training “pills”, as they are three-hour online trainings, which deal with various topics of general interest and help train the soft skills we have identified as necessary. These sessions are carried out once a month and encompass various topics such as, for example, Conflict Management, Customer Orientation, How to speak in public, How to perform efficient presentations… Open training meetings This year, at the request of those who wish to receive a more exhaustive training on soft aspects, we have established a new (in this case face-to-face) training format, in which a speaker with expertise in a matter related to the soft skills mentioned before gives a training/lecture. These meetings take place on a bimonthly basis in our headquarters in Basauri, where we invite all those who wish to deepen their training in the topics mentioned to attend. The topics selected for the meetings are the following: Global Vision, Transformative Leadership, Social Intelligence to Build Efficient Relations, Adaptation to Change, Communication and Persuasion. Training catalogue Each month, we provide a training catalogue including trainings offered by various providers, which might cover previously detected training needs. The catalogue is designed in such a way that the worker herself/ himself directly signs up for the trainings and has the autonomy and power to decide which trainings she/he would like to receive, which promotes a personal learning environment. The trainings offered in the catalogue are very varied, different providers are included, and we give the possibility to follow the trainings in an online or face- to-face format, according to the needs of each person. IDP Another project linked to training is the IDP (Individual Development Plan), which is based on detecting existing gaps between the position and the person occupying it in order to provide everyone with a training adjusted to the needs of their position. Gap detection is carried out by means of an assessment which provides us with sufficient information to establish an action plan for each person. It is an ambitious project which should be extended over time, as it will be reviewed and analyzed each year in order to search for various trainings according to each period’s needs. Equally, it