My journey new design pop-ups oct 13
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Transcript of My journey new design pop-ups oct 13
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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
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
MyJourney has been designed to:
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.
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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.
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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
to identify your key development needs
through a series of questions. When you
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.
This tool is suitable for all
employees regardless of what stage
you are at in your career journey
At the start of your
development journey
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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
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Evaluation Tools
What is it? Who is it for? When should I use it?
Insights Discovery provides a
framework for self discovery in a
detailed report, including how you like
to be managed, your communication
style and the types of people that
complement your working style.
Suitable for everyone, but best
used as part of team
development initiatives
• To assess your skills set as part of a
project team
• to gain an in depth insight into your
work style preferences and motivations
There is a £78 cost to complete this -
contact your Learning & Development
team for further information
What is it? Who is it for? When should I use it?
The British Gas Behaviours 360 assessment
evaluates perceptions of your behaviour from a
variety of work colleagues and provides you with
a report upon which to build your strengths and
development areas.
(Remember, you can also ask for feedback
following completion of a piece of work or at the
end of a meeting).
Suitable for everyone
• To prepare for a development
discussion
• To assess your competence
against the British Gas Behaviours
There is a £65 cost to complete this -
contact your Learning &
Development team for further
information
What is it? Who is it for? When should I use it?
A simple self assessment tool to identify
your strengths, weaknesses, opportunities
and threats in relation to your current role/
work
Suitable for everyone
• To assess your skills set at the
start of a project
• As part of a development
discussion
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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
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This will enable you to identify:
• 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
I am new to British gas (<6 months)
What do I need to do next?
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.
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I am new to British gas (<6 months)
Link to BG Behaviours
Link to template
Link to intranet
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What have I done so far?
Completed What’s Right For Me? to understand my key development areas
Experienced different roles within my functional area across Centrica
Started working towards a professional qualification
Started my first substantive role
I have completed a Centrica Graduate Development Programme with the last 12 months
What do I need to do next?
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.
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I have completed a Centrica Graduate Development Programme with the last 12 months
Link to BG Behaviours
Link to template
Link to PDP template
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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.
Click on the links below to learn more.
I want to focus on my professional development
Link to Intranet
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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
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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.
In addition, you will find the New Manager Handbook a useful tool to understand policies and procedures around people management in British Gas.
I want to focus on my professional development
Link to module
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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 (PDP)
Discussed your Personal Development Plan (PDP) with your line manager
I want to focus on my professional, professional & career development
Links to WRFM, Skills, Knowledge,
Behaviours template, PDP
template
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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.
I want to focus on my professional, professional & career development
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Click on each of the boxes to learn more.
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
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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
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
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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,
full potential and development goals. These will have
been identified through your What’s Right For Me?
report , any other evaluation tools you have completed.
All of these contribute to helping you to achieve your
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
All employees • Your PDP is an evolving document
and you should review and update
it regularly
• Use your PDP to form the basis of
your development 121
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My Development 121
What is it? Who is it for? When should I use it?
An opportunity for you and your line manager to
focus specifically on your personal and career
development goals.
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
• Roles and opportunities that may be available
• The actions you need to take to help you achieve
your goals
All employees • You should aim to have a formal
development discussion at least
twice a year
• A regular informal discussion can
happen at any time when it is
appropriate to address a specific
need
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Management & Business Essentials, and Leadership Development What is it? Who is it for? When should I use it?
The Management & Business Essentials
(M&BE) and Leadership Development
modules are designed to develop personal
effectiveness and people management skills.
Increasing your personal effectiveness
through developing some key behavioural
skills and techniques will help you to perform
at your best more often.
• M&BE - Suitable for
everyone
• Leadership Development –
see individual module
requirements
• As agreed with your line manager
• To increase personal
effectiveness in specific areas
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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)
Management & Business Essentials, and Leadership Development
Links to iLearn
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Management & Business Essentials, and Leadership Development
We have identified some modules to help you get started Link to
modules
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MiLearn What is it? Who is it for? When should I use it?
MiLearn offers a suite of self learning tools,
tips, articles, books and mobile apps
designed to build your knowledge and
personal effectiveness in a range of areas
Suitable for everyone • Any time to increase personal
effectiveness and build
knowledge
Link to MiLearn
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Click on the headings to learn more
What is it? Who is it for? When should I use it?
Professional development can take many
forms and you should explore a variety of
ways to continue building your professional
skills, knowledge and awareness.
Dependent on your role • Formal qualifications should be
agreed with your line manager
• Other forms – ongoing basis
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Next Steps
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
Regardless of your profession, you need to ensure that you are suitably qualified for your role
Link to Learning Contract
Link to Finance
intranet pages
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Continuous Professional Development
What is it? Who is it for? When should I use it?
Continuous Professional Development (CPD)
refers to the variety of ways you can continue
building your professional knowledge,
awareness and networks other than through a
professional qualification route
Suitable for everyone • Ongoing basis
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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
• E-learning
• Networking
• Discussion groups and forums
• Working on committees & panels
• Learning at work
• Reading
• Undertaking research
Continuous Professional Development
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.
• You may find the following guidelines useful:
• Record the activity and desired outcome
• Describe why the activity was chosen and its relevance
• Record when the activity took place
• Record what you have learnt and how you have applied your learnings
• Keep any supporting evidence
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Master Classes
What is it? Who is it for? When should I use it?
Master classes are run by subject matter
experts and provide a great opportunity to build
your knowledge about a specific subject and
the wider business. They also provide great
networking opportunities.
Suitable for everyone • BG and Centrica run a series of
master classes throughout the
year
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
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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
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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
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
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
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6 Career Conversations
What is it? Who is it for? When should I use it?
A workshop to enable you to explore what drives
and motivates you at work. You will develop the
skills and focus required to enable you to have a
constructive career conversation with your line
manager and take action on your career.
Employees
Line managers
• Register via iLearn for the next
workshop
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6 Career Conversations
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
Link to iLearn registration page
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PDI Online Assessment
What is it? Who is it for? When should I use it?
The PDI on line assessment benchmarks your
aptitude, capability and capacity to operate
effectively as a leader, based on assessments
under each of the headings below.
You will receive a detailed report made up of a
career review and development actions.
L6+ individuals as
agreed by each
business/function
• As agreed with your line manager
There is a £200 cost to complete
this - contact your Learning &
Development team for further
information
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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
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Job Shadowing
What is it? Who is it for? When should I use it?
An agreed arrangement to follow a colleague for a
set period of time, (typically 1day) in their normal
work day, to learn about their role/function. Job
shadowing allows you to learn about different roles
and provides insight into roles that you may have
identified in your career path.
Suitable for everyone • As agreed with your line
manager and the colleague in
question
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Benefits of Job Shadowing
1. Allows you to broaden your knowledge about different parts of the business
2. Enables you to build your networks
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
Job Shadowing
Next Steps
1. Explore job shadowing opportunities with your peers and through your networks
2. Discuss job shadowing opportunities with your line manager, including the expected benefits to you and the team/business
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
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Mentoring
What is it? Who is it for? When should I use it?
Mentoring enables employees across the
organisation to share knowledge and experiences
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.
Suitable for everyone • As agreed between you and your
mentor
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What is Mentoring?
• A Partnership built upon trust
• A confidential environment to discuss work-related challenges and explore solutions
• Typically outside of the mentee’s immediate team
• A positive development activity that revolves around developing the mentee professionally
• A process by which the mentee can work through challenges with support, guidance and planning and increase self reliance
• Sharing of knowledge between 2 people built upon trust
Click here to learn more about mentoring
Mentoring
Benefits of Mentoring
• Provides focused professional development
• Can help you define your career path and stay focussed
• Provides an advocate and access to people and networks
• Confidence building
• Gives access to experienced colleagues
• Can provide you with a better strategic organisational understanding
• On-going personal support which can improve effectiveness
Link to Mentoring
Guide
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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
Mentoring
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Springboard
What is it? Who is it for? When should I use it?
SpringBoard is a suite of accelerated learning
programmes targeted at our High Upward Potential
(HUP) population. It’s aim is to develop our future
leaders across British Gas in order to deliver
growth in an ever changing competitive market.
Nominated high performing,
high upward potential
employees at L7, L6 and L5
• If selected through the
nomination process
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Objective
• To drive and facilitate a great approach to the development of our future leaders
Springboard
Goals
• 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
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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
Springboard
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Talent Boards
What is it? Who is it for? When should I use it?
Talent Boards allow us to understand the skills,
experience and competence we have so that we can
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.
Everyone is discussed at a
talent board annually
• Annually
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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.
Talent Boards
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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.
Supporting Line Managers
Career Conversations
A ½ day workshop for line managers to enable them to hold honest and focussed career conversations.
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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
Line managers can contact the team for additional support if required.
Online Learning Library
Line managers can refer to the resources available on MiLearn for additional support.