Developing Exceptional People at Global E.I. Trust

Our people power our progress. Their success defines ours.

At Global E.I. Trust, we’ve built our vision on one clear principle: sustainable progress depends on the growth of exceptional people.

We invest in more than industries — we invest in individuals. From day one, every team member embarks on a personalized journey of development, with access to mentorship, global learning experiences, and leadership opportunities that expand across continents, sectors, and skillsets.

The 70-20-10 Philosophy

We believe growth is active, applied, and personal.

Our approach to professional development is built on the widely respected 70-20-10 model:

  • 70%: Growth through experience — real work, new challenges, and cross-functional projects.

  • 20%: Growth through relationships — mentoring, collaboration, and exposure to new perspectives.

  • 10%: Growth through formal training — targeted learning to meet career goals.

This model ensures your development is constant, integrated, and aligned with the real-world pace of a global energy and resources leader.



Career Development in Action

Here’s how our people are building the future and building themselves:

  • Set stretch goals aligned to impact areas like safety, sustainability, innovation, and operational excellence

  • Create a tailored Individual Development Plan (IDP) with the support of managers and mentors

  • Participate in leadership development programs at every career stage

  • Take part in global rotations, cross-functional projects, and intercontinental assignments

  • Mentor or be mentored through organic, chemistry-based relationships

  • Apply to join our Global Professional Development Program (PDP) for early-career professionals

 Goal-Setting & Continuous Coaching

At Global E.I. Trust, performance is ongoing, not annual.
We set powerful goals at the beginning of each year and track them with twice-yearly formal reviews, supported by regular feedback, manager check-ins, and open conversations that reflect our agile, growth-minded culture.

Whether your goals focus on green innovation, responsible sourcing, digital transformation, or operational leadership, we ensure you have the resources and guidance to exceed them.

The IDP: Your Personal Growth Roadmap

Every employee creates an Individual Development Plan, a living document that outlines your career goals, skills to build, and experiences to gain. Together with your manager, you’ll design a custom strategy to reach your next milestone and the one after that.

For some, this might include a 360-degree feedback review to gather broad insights. For others, it’s identifying a global project team, a leadership training module, or a mentor in another region.

Leadership at Every Level

We believe leadership is not a title, it’s a mindset.

Whether you lead a global team or a new initiative, our Leadership Development Track is designed for all stages:

  • Aspiring Leaders: Build foundational leadership skills and business acumen

  • Frontline Leaders: Strengthen people management and team empowerment

  • Mid-Level Leaders: Focus on cross-regional influence, strategic thinking, and stakeholder alignment

  • Executive Leaders: Develop visionary leadership for global impact

 Mentorship & Mobility

Growth isn’t linear. It’s networked, experiential, and often cross-border.

We foster a vibrant mentoring culture, self-directed, meaningful, and rooted in real connection, and we encourage all employees to step into new roles across regions, disciplines, and sectors.

Whether you're moving from forestry operations in Alberta to clean energy in Scotland, or from mineral compliance in Luxembourg to a sustainability leadership role in the U.S., we champion movement that fuels development.

Professional Development Program (PDP)

Our Global PDP is the launchpad for early-career talent.
This rotational program welcomes recent graduates in fields such as engineering, geology, environmental science, technology, and energy systems.

Participants rotate through multiple business areas and locations, gaining exposure to real-world projects, global leaders, and cross-cultural teams, and most are hired into key permanent roles within 18–24 months.

Measuring Success

We measure the effectiveness of our people development strategy using key data-driven indicators:

🔹 Talent Pipeline

We monitor our readiness to fill critical roles internally — with special focus on leadership and technical talent.

🔹 Attraction

We survey new hires to understand why they chose Global E.I. Trust  and over 90% cite our development culture and global mission.

🔹 Retention

Our talent stays and grows. We track internal movement, tenure, and promotion data to ensure meaningful career momentum.

🔹 Engagement

We regularly check in with our people on how supported, valued, and fulfilled they feel in their roles. In our most recent survey,

  • 89% said their work connects to a meaningful purpose

  • 91% were proud to be part of Global E.I. Trust

  • 87% felt they had the resources and development they need to thrive