Alex Wilson Group HR Director

1. BT as a learning organisation Alex Wilson Group HR Director

2. One of the world’s leading providers of communications solutions and services • Principal activities include networked IT services; local, national and international telecommunications services; higher-value broadband and internet products and services and converged fixed/mobile products and services • Annual turnover of about £20.2 billion • A FTSE 20 company • Over 100,000 employees • Operating in 170 countries. • Principal Lines of Business • BT Retail • BT Wholesale • BT Global Services • BT Operate • BT Design • Openreach

3. Learning at the heart of BT Long term Partnership with our customers Defend Traditional • Improved service • Price innovation • Reduce costs / improve margin • Aggressive & creative marketing Grow new wave 21st Century Network • NetworkedIT services • Broadband • Mobility ... and consistent delivery Learning at the heart of BT Customers Shareholders BT people BT People Strategy

4. 2007/8 spend £120 million • Business Agenda • Define required skills/capabilities • Deliver the Plan • Learning Council • Delivery Model • Strategic partner • PSL • In-house Learning strategy annual life cycle • Tracking • ROI and business value reported to Operating Committee • Learning Plan • Closing skills gap • Agreed with CEOs Learning Management System

5. Potential (currently untapped) funded learning programmes. Delivering world class skills in BT- the ‘skills escalator’ Progression from foundation degree to honours degree is not subject to additional funding. Higher apprentices may provide a compelling alternative to graduates. Current apprenticeship programmes are limited to ‘advanced’ and ‘higher’, delivering Level 3 and Level 4 qualifications respectively. Potential to develop this model to other areas of learning e.g. finance, and other parts of BT.

6. Talent feed Internal promotions Direct hires Apprentices MBAs Graduates

7. Entry to the BT talent pool Future potential Current performance Ability Engagement Thought Agility Ambition • Exceptional results • Broad range of exceptional capabilities. • Commitment to BT and its goals • Demonstrates allegiance to the BT Values • True ‘One BT’ behaviour • Self-less support to others. • Learns rapidly from new experiences • Sound judgement in unfamiliar situations • Comfort with ambiguity. • Tenacity and drive • Drives own career forward • Seizes opportunitiesto develop • Influences others.

8. BT’s talent pool structure Potential Leadership Team Successors (PLTS) Regarded as having the capability to undertake a LoB or functional leadership team role within five years. Rapid Higher Potential (RHP) Individuals showing such outstanding capabilities and potential that we confidently expect them to be performing an executive level role (if not already doing so) and to be ready for PLTS within 2 years. Emerging Talent (ET) Our ones to watch. Individuals showing exceptional potential who may reach very senior positions given cross-functional exposure, support and coaching.

9. BT’s talent deal We openly communicate talent pool membership and what it means: We openly communicate talent pool membership and what it means: • A formal annual career development review • Events and access to senior executives to build individual knowledge, visibility and networks • Developmental career moves • Creating and delivering a development plan which could include: • Access to executive leadership development programmes • Job-specific development • Mentoring from a senior manager • Executive coaching. • Continued exceptional performance, achievement of objectives, evidence of commitment to One BT and BT values • Provision of information - CV, Development and Performance Review, profile • Event/programme attendance • Talent networking - develop relationships • Contribute to acquisition and development of other talent • Accountability for development - action planning. BT’s commitment Individual’s commitment

10. Leadership capabilities aligned to BT’s values Brand proposition • Trustworthy • We do what we say we will • Helpful • We work as one team • Heart • We believe in what we do • Straightforward • We make things clear • Inspiring • We create new possibilities Leadership capabilities

11. Example - linking company goals and behaviours Goal: Simplify and speed up the way we work Key capability: Helpful- We work as one team for customer success. • What this means…- Working across boundaries to achieve the best outcome for BT and its customers • Working with a shared sense of purpose and understanding about what needs to • be done • - Being willing to sacrifice one’s own interests for the good of BT’s customers. • Essential behaviours…- Fosters collaboration and tackles poor cross-business team working • Creates a culture of constructive challenge • - Builds alignment across the organisation to a common purpose.

12. Transition - development to support leaders at key moments of career change Professional paths - will develop leaders on different paths, ‘thought leadership’, ‘technical leadership’, as well as ‘business leadership’ Pan-BT global leadership pathway In-role - consistent set of programmes for all leaders to build a common language

13. Questions?Ideas? Challenge? Validation?