1. Leadership Development at Bruce Power
Human Resources

2. 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

3. 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

4. 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

5. 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

6. 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 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

7. 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

8. Questions ? 8