my journey new design pop-ups oct 13

MyJourney

What is MyJourney?

3 For internal use only 3 For internal use only

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.

What could MyJourney look like?


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.

Understanding me


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


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


Evaluation Tools


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


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


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

My Career Development


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


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


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.



Link to BG Behaviours

Link to template

Link to intranet



 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


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.


I have completed a Centrica Graduate Development Programme with the last 12 months

Link to BG Behaviours

Link to template

Link to PDP template


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


I am a new People Manager


 Had 1:1s with my team to get to know them

 Had my first team meeting

 Reviewed what my team needs to deliver



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


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



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


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


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


My Personal Devlopment Plan (PDP)


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


My Development 121


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

My Development


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


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


Management & Business Essentials, and Leadership Development

We have identified some modules to help you get started Link to

modules


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


MiLearn – Online Learning Library


Click on the headings to learn more


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


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


Continuous Professional Development


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


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


Master Classes


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


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


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


6 Career Conversations


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


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


PDI Online Assessment


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


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


Job Shadowing


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


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


Mentoring


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


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


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


Springboard


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


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


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


Talent Boards


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


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


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.


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.

my journey new design pop-ups oct 13

Technology

development discussions

learning development

key development areas

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key development needsemployees