DCo provide bespoke learning and development initiatives for clients across all sectors. Our ethos is to build strong partnerships and design tailored solutions that enable clients to meet their business challenges through the performance of their employees. Apprentice development programmes are one area that we address as many clients are investing in apprenticeships to help them to meet the challenge of replacing long-standing expertise with new talent.

EXPERIENTIAL PROGRAMME

We have designed apprentice development programmes for a number of requirements. One example is the use of a bespoke experiential programme that dovetails with a client’s early career framework. The requirement was for a two phase development process that increased engineering apprentices ability to assimilate information, respond to coaching, forge strong relationships with their clients and undertake the role of ambassadors for the company.

DCo developed a residential programme that covers a range of subjects considered essential by the company for the improvement of the apprentice’s self awareness, team and organisational skills. The programmes are immersive and challenging, designed to ensure that individual apprentices learn by practical experience or ‘doing’. Each subject covered is approached in an interactive format that allows for rapid trial and error to take place alongside facilitated reflection and review.

IMPROVED RETENTION

To-date, 450 apprentices have experienced this particular development process within the company and it has a record of successfully developing the confidence and skills of individuals on return to their workplace. The experiential programme is also recognised by the client as a significant factor in their achievement of an 82% retention rate since 2003.

The Value Add

‘The value is not only in the retention of apprentices but also in their demonstration of rounded competence. Those who have undertaken experiential development are able to demonstrate suitability for promotion to the roles that require filling.

The Difference It Makes

The candid feedback on performance from consultants and peers during the development process is a critical part of improving self awareness. What you think you can do and what you can do when put into that position are two different things. Learning through DOING works…I feel like I’ve learnt more in one week than I have in the last month…hearing honest feedback about performance instead of just giving a positive spin on a poor outcome has been critical to my improvement….it has helped develop my maturity and mindset, I feel 100% better prepared for the challenges at work.’