Leadership Development Programs

The Steel Leadership Institute offers a comprehensive suite of development programs designed to cultivate leaders at multiple levels within our organization. These programs, including Leading at the Frontline, Steel Foundations and High Strength Leadership, provide immersive experiences in targeted workshops with practical application to maximize learning. By participating in these programs, our leaders gain essential skills and knowledge to effectively manage teams, drive strategic initiatives and foster a high-performing work environment. The Steel Leadership Institute’s commitment to continuous improvement ensures that our leaders are well-equipped to navigate the evolving business landscape and contribute to the Company’s success. This year, participants received tours of various facilities and learned more about the process and research behind making steel. 
Leading at the Frontline

A program for non-represented frontline shift supervisors who directly manage represented employees. This program continues to be beneficial for new frontline leaders in preparing them to create the environment for strong performance, deal with conflict and generally manage represented employees. Since its launch in May of 2021, 95% of eligible shift supervisors have completed the program.

Steel Foundations

A program geared toward building foundational leadership skills for frontline leaders from all areas of the organization. This year, we launched two cohorts, with a total of 42 leaders participating.




 

High Strength Leadership

Targets our mid-level leaders, emphasizing understanding of the business, as well as strategic thinking. One new cohort was launched in 2024, with a total of 17 leaders participating.




 

We continued to offer business courses on our learning management platform to all non-represented employees as a way of helping them move up the talent curve, and ensuring they keep current on important business, technology and professional skills. At the end of 2024, employees had utilized 97% of available course-access licenses. Of employees who claimed licenses, 81% were actively taking courses on the platform. Our employees consumed 5,579 hours of course content in 2024, averaging 6.1 hours per license holder. Of this time, 52% was spent learning business skills such as Microsoft Excel and effective leadership; 43% was spent learning technology skills including Python and development applications; and 5% was spent on personal development skills such as time management. 

Mentoring at U. S. Steel provides a way to accelerate development of both mentees and mentors, build stronger networks, increase a sense of belonging and enhance job performance. The MentorMe program, launched in 2023, is a flexible program participants can sign up for at any time, providing opportunities to discuss career and professional growth-related challenges, and work with multiple mentors or mentees over time. In the fall of 2024, MentorMe was rolled out to all non-represented employees. Depending on employee experience level, all non-represented employees can participate as a mentee, a mentor, or both. By the end of 2024, 84 mentors and 106 mentees were participating in the program, with a total of 80 mentor-mentee matches. 

In November, U. S. Steel celebrated National Career Development Month for the first time. Workshops were held to support employees in continuous career development, as well as in the year-end performance management cycle. Workshops were aimed at both employees and managers, focusing on how to prepare for and get the most out of performance review and development discussions. A speed-mentoring session was also held to facilitate social learning and internal networking. Among participants who responded to a survey, 98% indicated that these sessions were useful, and 99% said they would recommend these sessions to other employees. 

Employee Training

Number of Training Courses

2022 2023 2024
3,552 2,751 3,218

Total Employee Training Hours

2022 2023 2024
370,000 391,319 320,669