Leadership Development at Bruce Power Human Resources

Talent Management Program and Leadership Development Talent Reviews (9 Box assessments) Succession Planning Career Maps TMR Development Planning Planned Moves Focus on: Core Basics Continuing Development Building Capability Accelerated Development 2

Leadership Development at Bruce Power Leadership Development Approach: Provide tools and training to managers to ensure leaders are able to perform their role Provide leadership essentials to managers to increase their capabilities Identify emerging leaders and assess their leadership capabilities to support them in building skills for future leadership roles Proactively identify and respond to emerging leadership needs throughout the organization Accelerated Development Building Capability Continuing Training Core Basics Increase Organizational Capabilities Increase Employee Engagement More than 2,000 Leadership Development Days YTD How did you come to assess the need for leadership development within your organization? We align the Leadership Development Strategy with the overall strategy of the business. This ensures we are focused on developing our leaders for their current role and future roles.   At Bruce Power our Leadership Development Guiding Principles are: Provide managers and supervisors with the tools to do their job Increase leadership capability (existing and emerging leaders) Provide proactive support to emerging leadership development business needs 2.      What decision making process was undertaking to determine the strategy/approach to leadership training? At Bruce Power we have strong governance of all Training programs – including Leadership Development. We have a group within HR who defines and assesses the needs of the organization and then there are curriculum committees with representatives from across the organization who provide input into the strategy and approach. We have a Learning Governance Committee that has members from the Executive Team that is accountable for the oversight of all training programs across site. 3

2016 Leadership Training Classroom Leadership Training 4 4 What is means to be a Manager at Bruce Power (4 days) What it means to be a Supervisor at Bruce Power (3 days) Front Line Leader Workshops (FLL) (90 minutes) Leadership Essentials (2 days each): Module 1: You as a Leader Module 2: Achieving Results Through Others Module 3: Our Business Environment Communication that Connects Senior Leader Thought Series (1/2 day) Project Management Fundamentals (3 days) Leadership Pipeline Program (4 – 3 day sessions/year) Describe the leadership development strategy/program that you have implemented. Our Leadership Development programs provide leaders with the tools to do their job today and to prepare them for the future. Our programs target the different levels of leadership. This includes: Supervisors: What it means to be a Supervisor: designed to better equip Union Team Leads in their day-to-day supervisory role. New Managers: What it means to be a Manager introduces new manager to the key responsibilities of managing others at Bruce Power. Front Line Leaders (90 minute workshops targets at our Front Line Leaders on topics that are tailored to them) Leadership Training: 4 modules provide managers with the essential skills to lead others – including a program focused on Communication. The target audience is FLMs, SMs and DMs. Accelerated Leadership: Leadership Pipeline Program for high potential leaders from all levels. The program combines four, three-day modules of classroom learning at the Ivey Business School at Western University, with on-the-job learning and exposure to new experiences. Senior Leader Thought Series: Workshops targeted at discussing with peers current issues faced by Senior Leader. Project Management Development Program: Focused on providing employees with the project knowledge to set context for project excellence at Bruce Power.   4.      What have you found to be the strengths of the strategy that you did implement? The strengths have been seen in the diversity of the program offerings. The depth of the content provides leaders at all levels with tools to enhance their leadership capability in their current and future roles. When we focus on targeted leadership development at different levels we are able to see improvements in engagement survey results. 5.      What have been some of the impacts/outcomes of the strategy regarding leadership development? ‎The goal of the programs is to increase the leadership capabilities of our leaders which in turn increases business results and performance of our teams. One of the biggest impacts we have seen from our Leadership Pipeline Program is the strong network created between participants in the program. This has been noted as a strength throughout the organization and has increasing the overall leadership capabilities of our leaders. 4 4

Leadership Pipeline Program Designed to strengthen succession plan health by accelerating the development of leaders. Participants are leaders who have demonstrated an ability to deliver results, as well as the desire and potential to rise to more senior levels in the organization. Module 1 : 3 days Module 2: 3 days Module 3 : 3 days Module 4 : 3 days SEEING THE BIG PICTURE: DEVELOPING WINNING STRATEGIES FORMS OF LEADING: INFLUENCE, PERSUASION AND NEGOTIATION BRINGING OTHERS ON THE JOURNEY: COACHING AND DEVELOPMENT MAKING IT MOVE: LEADING EFFECTIVE CHANGE 3 months 3 months 3 months Team Action Learning Assignments The program combines four, three-day modules of classroom learning at the Ivey Business School at Western University, with on-the-job learning and exposure to new experiences. The Bruce Power Behaviours are underlying all of the learning. In addition to their regular role, participants will work throughout the year with fellow classmates on project assignments identified by the Executive Team. These projects involve current site priorities that will allow participants to apply their learning to something real at Bruce Power, while helping to resolve specific issues within the organization. 3 64 24 15% DivM 40% DM 40% SM 5% FLM Cohorts total participants succession plan moves 5

What leaders will bring back to the job June Participant Feedback Leaders told us in the 2015 Employee Engagement Survey and the HR Survey that they are looking for more leadership development opportunities. This includes practical tools, tips, and the opportunity to learn from peers. In response, we have developed monthly 90 minute workshops, focused on a topic important to leaders. Who Should Attend? Front Line Leader (Leader of individual contributors) FLMs and SMs Want to network with other Bruce Power leaders and discuss the month’s topics Overview of Upcoming Workshops Topic Inside the Session Month Contributing to Our Future Overview of the 2016 business plan Bruce Power Behaviours June Bringing Out The Best in People Influencing employee behaviour Individual development plans – for you and your team July Leading in our Current Environment Informal performance management Labour relations Conversation guides for difficult conversations Aug Finance for Front Line Leaders Finance 101 Bruce Power Finance 101 Strategies to control costs Sept Driving Accountability and Results Goal setting and driving accountability Leveraging your UTL Oct Mentoring How to select and maintain an effective mentoring relationship Conversation guides Nov What leaders will bring back to the job Ideas and OPEX from peers Contacts and an expanded network Practical tools: Checklists, conversation guides for challenging conversations Reference Materials: videos, executive book summaries, online courseware June Participant Feedback 84% overall rating of pilot workshop 75 Leaders at kick off workshop It was a valuable interacting with senior leaders and hearing their perspectives I will share what I learned with my team Thank you for creating this opportunity

Leadership Development future focus Evolving Front Line Leader (FLL) workshops Continuing to enhance Leadership Pipeline Program Broaden our offerings to all leaders across site Successful execution of Project Management Phase 2 Accelerated Development Building Capability Continuing Training Core Basics Increase Organizational Capabilities Increase Employee Engagement 7

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