INTRODUCTION

WORKSHOP
What is ENGAGE ?
It seeks to :
Enhance our global understanding of the issues facing front
line staff
Respond to the key issues using the best of existing good
practice across the globe
And so ultimately lead to......
Improved
business
performance
Operators
Customer Facing Staff
Team Leaders

ENGAGE is a global OP initiative which focuses on our front-line
staff:
Best in
Class
Employer
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ENGAGE Research
66 focus groups
30 countries
13 different languages
About 1,000 staff in dialogue
Focus Groups conducted by
independent external
consultant
Feedback analysed and
responses identified by global
Line & HR representatives
Operators
Front Line
Team
Leaders
Customer
Facing Staff
Who did we talk
to?
How / Where was the
research conducted?
JG 4-7 Team Leaders
across all functions
Refinery
Operators
Sales and CSC staff in
Retail and Commercial
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Responses to the findings
Change &
Prioritisation
Team Leader Role
and Skills

Work Life Balance

Frequent & Visible
Recognition
9 areas were considered in response to these
findings.
Co-developed with front-line staff and extensively
tested with line management followed by piloting in field.
The following 4 areas were prioritised:
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CHOOSE Guide
(A tool to help individuals
& their managers discuss
concerns and develop
options)
CHOOSE Checklist
(part of INVOLVE
PAUSE)
Learnings for Change
(output of INVOLVE
PAUSE)

BUILD
Development
Toolkit
Learning
Programme
Shadowing /
lunches




INVOLVE - PAUSE
(A pause in major
change programmes
to seek staff
feedback and take
actions based on
their
recommendations)
INVOLVE - SKILLS
(for common change
management skills
and approach)

OP Awards
(to improve the
visibility and impact
of recognition
across OP)
Leadership
Engagement
Tools
Team Leader
Support
(part of BUILD)

ENGAGE Products - Overview
WORK LIFE BALANCE TEAM LEADERS CHANGE RECOGNITION
Tools to help support organisational change
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Difficult to balance managing operational
tasks and managing people

No face to face time for people management

Need help and support to enhance people
management skills

Need role models in people management



What team leaders told us in the
research
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Warm up activity
In pairs / groups of 3:
Select a picture which you feel best represents
your experience of managing your team.

Be prepared to report back to the
group:
- why you chose the picture
- 3 words associated with that experience
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What is BUILD?
BUILD is a collection of practical tools to help you with the
people management aspects of your role. It contains:
Easy to use, practical tools and techniques for
people management tasks and activities
Immediate advice, training and ongoing
resources
Tailor-made support for your individual needs in
people management



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What is BUILD?
A detailed summary of how BUILD works is
contained on page 4 of the Toolkit.
BUILD is a long-term process, designed to help
you apply your learning on the job:
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What would you personally like to
get out of BUILD? (wish list)


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What will happen today?
Overview of BUILD programme, including:
Competences
Evaluation tool
Development tools
Prioritise the competences that you will work on in depth
Practice the evaluation process (team leader and line
manager)
Introduce the development tools
Agree The Deal on how you will make BUILD work for
you moving forward

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The People Management Competences
Sets out the people management skills and behaviours
needed to be an effective team leader
Created by
team
leaders and
their
managers
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Alignment with Leadership Framework
Whilst the BUILD people management competences
are purpose built for team leaders, they do align with
the Leadership Framework for Senior Leaders
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Evaluation Process - Introduction
Step 1 : Prioritise
- Team Leaders prioritise 5 key competences to
work on
Step 2 : Evaluate
- Team Leaders complete self evaluation for the
5 chosen competences
Step 3: Summarise and Decide
- Review meeting with line manager
- At the end of the review meeting complete the
development summary, choose
Learning Unit and start using Hot Tips
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Step 1: Prioritise
Individually:
Use the cards to choose your top 5 priorities
It would be impossible to work effectively on
developing all 10 competences at once.
So you need to decide which ones to work on first.
In your groups:
Discuss as a group and then agree your
individual priorities
Consider both
current
business needs
and your
personal
development
5 mins
15 mins
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Step 2: Evaluate how it works
On the evaluation sheets for your chosen
competences:
Read the indicators
Think about how you have usually acted in the
recent past
Rate yourself on the 1-5 scale for each indicator
Discuss and agree this
rating with your line manager
at the review meeting
Calculate the average rating
for each area

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Step 3: Summarise and Decide how it
works
At the review meeting, complete the Development
Summary sheet together with your line manager :
enter your average rating
for each of your 5 chosen
competences
draw a graph to reflect an
overview (as shown here)
For each area fill in at least
2 strengths and 2
development areas
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PRACTICE Step 2 (Team Leaders)
Select one or two indicators (sub points) each
Think about how you have usually acted in the
recent past
Rate yourself on the 1-5 scale for each indicator
Discuss the rating by asking open questions
e.g.Give me an example of where youve
demonstrated that behaviour. What did you do?
Individually:
In pairs:
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Read through the Line Manager guidelines for
the Review Meeting
Using one competence area, practice holding a
constructive dialogue with the other individual
where you hold a different perspective on their
competence level.
In pairs:
PRACTICE Step 3 (Line Managers)
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Development Options Hot Tips
Hot Tips
A first aid kit of hints and tips to help
you deal with problems on the spot

Based on the Competence Framework

Tailored advice for the behavioural
indicators in the framework

Dont need extra training to use
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Development Options Shadowing / Lunches
Optional tools to help break down barriers to
understanding and trust
For both team leaders and line managers

Shadowing

Work next to your team members
Various activities to choose from

Lunches
Structured informal dialogue sessions
Can be held any time of the day
Senior manager brings dessert!
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5 activity-based Units

Tailor-made for
competence framework

Practical help to apply
the competences on a
day to day basis

Developing my team and me
Communicating business
direction and setting team goals
Working through individuals and
teams
Building effective working
relationships
Supporting and sustaining
change
The 5 Learning Units
Development Options Learning Programme
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Development Options Learning Programme
Each Unit has 3 stages:
Self-paced
Learning
Practice
Workshop
Learning
Resources
Access new skills in your existing work-
environment
4-8 weeks (depending on Unit), approx. 2 hours
per week
Learn new skills / techniques using a workbook
and undertaking mini assignments
One day workshop
A safe environment to practice new techniques in
role-plays, case-studies and coaching groups
Ongoing resources for support
Local advice, coaching and support materials
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Using BUILD on an ongoing basis
Use as part of your normal personal
development discussions

Re-evaluate after using Development Options
(guide: 2-3 months after practice workshop)

BUILD Awards (tailored locally)

BUILD is a key deliverable for Oil Products
going forward - please give us your feedback to
help us track progress
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The Deal
The Deal
Go to page 4 of the BUILD Toolkit and consider
the following questions:
What do I need to do? (either as a team leader
or a line manager)
What do I need others to do?
How will we review progress?
30 mins
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Next Steps
Complete your self-evaluation
Have a review meeting with your line manager
agree evaluation profile
complete development summary
Agree your development options choices
Contact xxx if you have any queries
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Check-out
Think for a minute on the following questions:
In one sentence how would you describe your
reaction to today?
What one word best describes your hopes
going forward for BUILD?
1 min
If youre comfortable, share your thoughts with the
rest of the room in the group session
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