Frauke Schorr
Senior Director - Corporate Learning & Development Revolution Medicines
Frauke Schorr, Ph.D., is Senior Director of Corporate Learning and Development at Revolution Medicines where she leads enterprise-wide learning, including professional and leadership development, in a high-growth biotech environment. She has built scalable talent development and performance functions in life sciences and high tech industries, with prior roles at Genentech, Collibra, Tanium, Narvar, and Affirm. Frauke holds a Ph.D. in Organizational Psychology, is a certified coach, and Insights Practitioner. She builds adaptable learning organizationswith focus on high-impact initiatives that drive engagement and performance. Frauke is passionate about creating inclusive and resilient workplaces where people can bring their authentic selves to work, grounded in the belief that people do their best work when they feel clear, connected, and supported.
Seminars
- How can a fast‑growing biotech strengthen leadership capability from first‑time managers to emerging functional leaders?
- Explore how Revolution Medicines created a tiered development pathway, including foundational leadership training, situational leadership, pod coaching, and a new four‑month senior leader program combining insights discovery, 360 feedback, and real‑world application
- Learn how the organization measures ROI through before/after self‑assessments, manager‑observed behavioural changes, and application of new skills, supported by strong engagement and tangible examples of leaders applying program tools to their functions
This interactive Q&A examines the challenge of building leadership capability that genuinely changes how people lead, rather than producing well-attended programs with limited behavioral transfer.
Drawing on both the tiered development pathway and the enterprise transformation approach explored in the Discover sessions, participants will examine how to design development investments that deliver durable, measurable change.
- What design principles most reliably translate leadership development investment into genuine behavior change?
- How do you build a succession bench through development rather than just identification?
- What role does external methodology and partnership play versus internal capability in large-scale transformation?
- How do you sustain leadership development momentum through a CEO transition or major strategic shift?
