My journey new design pop-ups oct 13
- 1. MyJourney
- 3. MyJourney has been designed to: 1. Enable you to take a journey of self discovery that is supported by a series of structured development interventions, self learning activities, tools and development discussions, supporting your personal and career development Everyone is different MyJourney recognises that individuals may be at different stages in their career/personal development journey. Discuss MyJourney with your line manager to review which parts of the journey are right for you now. 2. Allow you the time to focus on your development with support from your line manager and Learning & Development 3. Provide you with a continuous, sustainable development journey For internal use only For internal use only 3 3
- 4. What could MyJourney look like?
- 5. MyJourney follows the Welcome, Perform, Lead and Grow approach to learning used across British Gas Use the evaluation tools in this section to help you identify and understand your strengths, motivations and key development areas. We recommend that you start by completing the What’s Right For Me? tool. For internal use only For internal use only 5 5
- 7. What’s right for me? What is it? Who is it for? When should I use it? What’s Right For Me? (WRFM) will help you This tool is suitable for all At the start of your to identify your key development needs employees regardless of what stage development journey through a series of questions. When you you are at in your career journey have completed the questionnaire you will receive your own personalised report which you should feed into your Personal Development Plan (PDP). The report also contains a development discussion guide which you can use to prepare for your development 121 with your line manager. For internal use only For internal use only 7 7
- 8. What’s right for me? Next Steps 1. Click here to complete the What’s Right For Me? tool 2. Explore potential solutions that will support your development areas with your line manager or the Learning & Development team 3. Draft your Personal Development Plan based on the recommendations from your WRFM report in readiness for your 121 development discussion with your line manager For internal use only For internal use only 8 8
- 9. Evaluation Tools What is it? Who for?for? Who Who is it is it is it for? A simple self assessment tool The British Gas Behaviours 360 identify Suitable for everyone,everyone Suitable for but Insights Discovery provides a to assessment Suitable for everyone best your strengths, weaknesses, a evaluates for self discovery inbehaviour from a frameworkperceptions of youropportunities used as part of team and threats in including how provides variety of workrelation to your current you with detailed report, colleagues andyou likerole/ development initiatives work a be managed, your communication toreport upon which to build your strengths and development areas. style and the types of people that complement yourcan also style. feedback (Remember, you working ask for following completion of a piece of work or at the end of a meeting). When should I it? When should I use use it? assess for development To prepare skills set set at of • To• assess your youraskillsas part thea start of discussion project teama project • As part of a development • to • To an in depth insight into your gain assess your competence discussion workagainst the British and motivations style preferences Gas Behaviours There is a £65 to complete this There is a £78 cost cost to complete -this contact Learning & Development contact your your Learning & teamDevelopment team for further for further information information For internal use only For internal use only 9 9
- 11. I am new to British gas (<6 months) What have I done so far? Completed What’s Right For Me? to understand my key development areas Completed the British Gas Induction Journey to learn more about the company Completed my function specific induction to learn more about my team and function For internal use only For internal use only 11 11
- 12. I am new to British gas (<6 months) What do I need to do next? This will enable you to identify: It is important that you understand what skills, knowledge and behaviours are key for you to perform your role to the standard required by the business. Identifying those that you currently have and those that you need to develop will help you to put together your Personal Development Plan with clear actions to meet any gaps. • Your current strengths, skills set and knowledge in relation to your new role • Any gaps you have in relation to your new role • Skills you need to develop for future roles For internal use only For internal use only 12 12
- 13. I am new to British gas (<6 months) Link to intranet Link to template Link to BG Behaviours For internal use only For internal use only 13 13
- 14. I have completed a Centrica Graduate Development Programme with the last 12 months What have I done so far? What do I need to do next? Completed What’s Right For Me? to understand my key development areas As a recent graduate, it is important that you understand what skills, knowledge and behaviours are key for you to perform your role. Identifying those that you currently have and those that you need to develop will help you to put together your Personal Development Plan with clear actions to meet any gaps. Experienced different roles within my functional area across Centrica Started working towards a professional qualification Started my first substantive role For internal use only For internal use only 14 14
- 15. I have completed a Centrica Graduate Development Programme with the last 12 months Link to template Link to PDP template Link to BG Behaviours For internal use only For internal use only 15 15
- 16. I want to focus on my professional development As a recent graduate, you may have recently completed a professional qualification or are working towards one. Professional development can take many forms and you should explore a variety of ways to continue building your professional knowledge and awareness. Link to Intranet Click on the links below to learn more. For internal use only For internal use only 16 16
- 17. I am a new People Manager What have I done so far? Had 1:1s with my team to get to know them Had my first team meeting Reviewed what my team needs to deliver For internal use only For internal use only 17 17
- 18. I want to focus on my professional development What do I need to do next? As a new people manager, it is important that you develop the right skills and knowledge to support and manage your team. The Management and Business Essentials and Leadership development modules are designed to help you acquire these key skills. Link to module In addition, you will find the New Manager Handbook a useful tool to understand policies and procedures around people management in British Gas. For internal use only For internal use only 18 18
- 19. I want to focus on my professional, professional & career development Before beginning this part of your journey, ensure you have: Completed What’s Right For Me? Completed the Skills, Knowledge and Behaviours Analysis Completed your Personal Development Plan Links to WRFM, Skills, Knowledge, Behaviours template, PDP template (PDP) Discussed your Personal Development Plan (PDP) with your line manager For internal use only For internal use only 19 19
- 20. I want to focus on my professional, professional & career development What do I need to do next? This section has been designed to support your personal, professional and career development within British Gas. Everyone is different – MyJourney recognises that individuals may be at different stages in their career/personal development journey. Discuss MyJourney with your line manager to review which parts of the journey are right for you now. Click on the development journey you wish to undertake. For internal use only For internal use only 20 20
- 21. Your career development can be supported through a number of different channels and you should agree with your line manager the right ones for you Click on each of the boxes to learn more. For internal use only For internal use only 21 21
- 22. Your career development can be supported through a number of different channels and you should agree with your line manager the right ones for you It is important that you understand what your responsibilities are in relation to your development and the journey you are undertaking. It is also important that you understand the roles and responsibilities of others throughout your journey. Hover over each heading to understand the role and responsibility of each person in your development journey For internal use only For internal use only 22 22
- 23. My Personal Devlopment Plan (PDP) What is it? Who is it for? When should I use it? A tool to support you in achieving your performance, All employees • Your PDP is an evolving document full potential and development goals. These will have and you should review and update been identified through your What’s Right For Me? it regularly report , any other evaluation tools you have completed. All of these contribute to helping you to achieve your • Use your PDP to form the basis of your development 121 career aspirations. Your PDP should contain: • Your top 3-5 development areas • What action you will take improve in these areas • Any support you will need to help you achieve these • The timeframe within which you will achieve your development goals For internal use only For internal use only 23 23
- 24. My Development 121 What is it? Who is it for? When should I use it? An opportunity for you and your line manager to All employees • You should aim to have a formal focus specifically on your personal and career development discussion at least development goals. twice a year Your development 121 should focus on: • Your personal and career aspirations • 1-2 areas that will help you progress towards your development and career goals • A regular informal discussion can happen at any time when it is appropriate to address a specific need • Roles and opportunities that may be available • The actions you need to take to help you achieve your goals For internal use only For internal use only 24 24
- 25. My Development
- 26. Management & Business Essentials, and Leadership Development What is it? Who is it for? When should I use it? The Management & Business Essentials • M&BE - Suitable for • As agreed with your line manager (M&BE) and Leadership Development modules are designed to develop personal everyone • Leadership Development – effectiveness and people management skills. effectiveness in specific areas see individual module Increasing your personal effectiveness • To increase personal requirements through developing some key behavioural skills and techniques will help you to perform at your best more often. For internal use only For internal use only 26 26
- 27. Management & Business Essentials, and Leadership Development Next Steps 1. Review the Management, Business and Leadership modules on the L&D intranet site 2. Discuss with your line manager the development areas identified in your What’s Right For me? report and agree which modules you need to attend 3. Register for workshops via iLearn 4. Identify on-the-job development opportunities and self learning materials through MiLearn (link) Links to iLearn For internal use only For internal use only 27 27
- 28. Management & Business Essentials, and Leadership Development We have identified some modules to help you get started Link to modules For internal use only For internal use only 28 28
- 29. MiLearn What is it? Who is it for? When should I use it? MiLearn offers a suite of self learning tools, Suitable for everyone • Any time to increase personal tips, articles, books and mobile apps effectiveness and build designed to build your knowledge and knowledge personal effectiveness in a range of areas Link to MiLearn For internal use only For internal use only 29 29
- 30. MiLearn – Online Learning Library For internal use only For internal use only 30 30
- 31. What is it? Who is it for? When should I use it? Professional development can take many Dependent on your role • Formal qualifications should be forms and you should explore a variety of ways to continue building your professional agreed with your line manager • Other forms – ongoing basis skills, knowledge and awareness. Click on the headings to learn more For internal use only For internal use only 31 31
- 32. Regardless of your profession, you need to ensure that you are suitably qualified for your role Next Steps Link to Finance intranet pages 1. Agree with your line manager, which qualification is appropriate to your role and your development 2. Discuss your choice with the coach/mentor for that qualification 3. Click on the area that you are seeking to gain a professional qualification in and complete the registration form 4. Complete the Centrica Learning Contract Link to Learning Contract For internal use only For internal use only 32 32
- 33. Continuous Professional Development What is it? Who is it for? When should I use it? Continuous Professional Development (CPD) Suitable for everyone • Ongoing basis refers to the variety of ways you can continue building your professional knowledge, awareness and networks other than through a professional qualification route For internal use only For internal use only 33 33
- 34. Continuous Professional Development The following may count towards your CPD and you should refer to any relevant professional bodies/institutes for specific requirements. • Attending courses and seminars • Coaching & mentoring others Next Steps • Recording your CPD • It is your responsibility to document your CPD either in your PDP or as required by any professional bodies you are a member of. • E-learning • You may find the following guidelines useful: • Networking • Record the activity and desired outcome • Discussion groups and forums • Describe why the activity was chosen and its • Working on committees & panels • Learning at work • Reading • Undertaking research relevance • Record when the activity took place • Record what you have learnt and how you have applied your learnings • Keep any supporting evidence For internal use only For internal use only 34 34
- 35. Master Classes What is it? Who is it for? When should I use it? Master classes are run by subject matter Suitable for everyone • BG and Centrica run a series of experts and provide a great opportunity to build master classes throughout the your knowledge about a specific subject and year the wider business. They also provide great networking opportunities. Next Steps 1. Look out for information on master classes on the BG and Centrica intranet sites or speak to your Learning and Development support 2. Make a record of what you learnt on your PDP For internal use only For internal use only 35 35
- 36. There are a number of steps and actions that you can undertake to ensure that you own your career development and are clear about the steps you need to take to achieve your career goals Link to template Link to template For internal use only For internal use only 36 36
- 37. There are a number of steps and actions that you can undertake to ensure that you own your career development and are clear about the steps you need to take to achieve your career goals Next Steps 1. Map out your career path to date and the roles that you aspire to 2. Ensure you have completed the Skills, Experiences & Behaviours Analysis to identify any gaps you have 3. Complete your Personal Development Plan 4. Attend the 6 Career Conversations workshop to enable you to focus your career development 121 discussion with your line manager 5. Arrange your career development 121 with your line manager, agree actions and support you need, then update your Personal Development Plan 6. Review and check progress on your Personal Development Plan every quarter with your line manager For internal use only For internal use only 37 37
- 38. 6 Career Conversations What is it? Who is it for? When should I use it? A workshop to enable you to explore what drives Employees • Register via iLearn for the next and motivates you at work. You will develop the Line managers workshop skills and focus required to enable you to have a constructive career conversation with your line manager and take action on your career. For internal use only For internal use only 38 38
- 39. 6 Career Conversations Link to iLearn registration page Next Steps 1. Sign up for the 6 Career Conversations workshop via iLearn 2. Identify 1-2 areas you want to focus on in your 121 career discussion with your line manager 3. Agree and put together an action plan of what you need to do to achieve your career goals and add these to your PDP For internal use only For internal use only 39 39
- 40. PDI Online Assessment What is it? Who is it for? When should I use it? The PDI on line assessment benchmarks your L6+ individuals as • As agreed with your line manager aptitude, capability and capacity to operate agreed by each There is a £200 cost to complete effectively as a leader, based on assessments business/function this - contact your Learning & under each of the headings below. Development team for further You will receive a detailed report made up of a information career review and development actions. For internal use only For internal use only 40 40
- 41. PDI Online Assessment Next Steps 1. Discuss with you line manager whether the PDI assessment is right for you 2. Contact the L&D to arrange access to the PDI assessment 3. Complete the 4 self paced assessments 4. Review your report with your line manger and update your PDP with outputs from your report For internal use only For internal use only 41 41
- 42. Job Shadowing What is it? Who is it for? When should I use it? An agreed arrangement to follow a colleague for a Suitable for everyone • As agreed with your line set period of time, (typically 1day) in their normal manager and the colleague in work day, to learn about their role/function. Job question shadowing allows you to learn about different roles and provides insight into roles that you may have identified in your career path. For internal use only For internal use only 42 42
- 43. Job Shadowing Benefits of Job Shadowing Next Steps 1. Allows you to broaden your knowledge about different parts of the business 1. Explore job shadowing opportunities with your peers and through your networks 2. Enables you to build your networks 2. Discuss job shadowing opportunities with your line manager, including the expected benefits to you and the team/business 3. Provides you with an opportunity to gain new skills 4. Allows you to assess whether the role you are shadowing is one that you would like to do in the future 3. Agree with your line manager and person you will be shadowing a suitable time for you to shadow them, including the length of time over which the shadowing will take place For internal use only For internal use only 43 43
- 44. Mentoring What is it? Who is it for? When should I use it? Mentoring enables employees across the Suitable for everyone • As agreed between you and your organisation to share knowledge and experiences mentor and can play an important role in self development. Mentoring typically takes place between a more experienced colleague who can share their knowledge and understanding to help support the development of a colleague. For internal use only For internal use only 44 44
- 45. Mentoring What is Mentoring? Benefits of Mentoring • A Partnership built upon trust • Provides focused professional development • A confidential environment to discuss workrelated challenges and explore solutions • Can help you define your career path and stay focussed • Typically outside of the mentee’s immediate • Provides an advocate and access to people and networks team • A positive development activity that revolves around developing the mentee professionally • Confidence building • A process by which the mentee can work through challenges with support, guidance and planning and increase self reliance • Can provide you with a better strategic organisational understanding • Sharing of knowledge between 2 people built upon trust • Gives access to experienced colleagues • On-going personal support which can improve effectiveness Click here to learn more about mentoring Link to Mentoring Guide For internal use only For internal use only 45 45
- 46. Mentoring Next Steps 1. Assess your mentoring requirements based on what you have learnt about yourself on your journey so far 2. Identify a suitable mentor through your networks or through discussion with your line manager For internal use only For internal use only 46 46
- 47. Springboard What is it? Who is it for? When should I use it? SpringBoard is a suite of accelerated learning Nominated high performing, • If selected through the programmes targeted at our High Upward Potential high upward potential (HUP) population. It’s aim is to develop our future employees at L7, L6 and L5 nomination process leaders across British Gas in order to deliver growth in an ever changing competitive market. For internal use only For internal use only 47 47
- 48. Springboard Objective Goals • To drive and facilitate a great approach to the development of our future leaders • To provide a challenging and innovative leadership development programme that propels delegates towards bigger roles, based on diagnostics undertaken to understand key skill gaps • To ensure our talent develops the ability and confidence to succeed in their next role with a honed ability to ensure consistent and sustainable, high performance • To support the talent pipeline associated with High Potential Programmes across British Gas and Centrica Link to SpringBoard intranet page For internal use only For internal use only 48 48
- 49. Springboard Next Steps 1. If your performance/potential rating for the last 12 months was Exceeding Expectations/ High Upward Potential or Outstanding/High Upward Potential, SpringBoard may be right for you 2. Discuss with your line manager whether SpringBoard is the right development route for you 3. If yes, your line manager should speak to the HR or L&D team 4. If not, you should identify other development opportunities that will support your current needs For internal use only For internal use only 49 49
- 50. Talent Boards What is it? Who is it for? When should I use it? Talent Boards allow us to understand the skills, Everyone is discussed at a • Annually experience and competence we have so that we can talent board annually ensure that we have and can continue to develop capability to meet the future needs of the business. Talent Board s allow us to focus specifically on our talent (you!) and how we can identify opportunities to develop and mobilise talent across the organisation. For internal use only For internal use only 50 50
- 51. Talent Boards How Talent Boards Work • Talent Boards are attended by business leaders and HR. • They meet to review and discuss our talent, development opportunities and moves that are available across the business. HR will be responsible ensuring line managers have provided the right information for the talent boards. For internal use only For internal use only 51 51
- 52. Supporting Line Managers Line managers are the first point of contact for their teams and it is important that they are equipped to support them throughout their development journey. Career Conversations A ½ day workshop for line managers to enable them to hold honest and focussed career conversations. For internal use only For internal use only 52 52
- 53. Supporting Line Managers What does support look like? • The following are just some of the tools available to our line managers. L7 Forum Reps This group will provide additional career coaching for our L7s should they require it. Link to New Manager’s Handbook Central Functions HR/L&D Team Online Learning Library Line managers can contact the team for additional support if required. Line managers can refer to the resources available on MiLearn for additional support. For internal use only For internal use only 53 53