Almost 10 million people in the UK are line managers, with most balancing people management alongside other duties. How well your managers perform clearly has significant implications for those who they manage. It also has a significant impact on your organisation’s success and the nation’s productivity and growth.
A 2022 CIPD YouGov survey found that nearly 80% of people believe their manager respects them and treats them fairly. Worryingly though, fewer than 20% strongly agree their manager provides useful feedback on their work, supports their learning and development, or is successful in getting people to work together.
That is a problem for business and for the country. But the figures also give a sense of the opportunity that improving the skills of managers can have. And, in many cases, the best development route for managers is an apprenticeship, fully funded via the apprenticeship levy or, for smaller employers, 95% funded by the government.
The apprenticeships for team leaders and supervisors, and for operations and departmental managers have just been updated by employers to reflect their needs in the mid-2020s and beyond. At Damar, we have many years’ successful experience in delivering the previous apprenticeships and, for all apprentices starting from 19th September, we will be offering the updated programmes.
As before, the apprenticeships are split into logical six-week blocks, allowing managers to build and apply their new skills at work. Each module includes an expert-led workshop where managers come together to discuss a topic in a safe, collaborative environment before they putting their learning into practice. Damar’s dedicated coaches provide 1:1 support and work with the apprentice and their supervisor or mentor to ensure that the learning is being embedded. A blend of online learning with face-to-face online coaching and group sessions allows busy managers to plan and structure learning across the working week.
The syllabus has been strengthened in a range of areas including (at the more senior level), values-based leadership, approaches to reward and talent management, and advances in technology, including AI. The importance of team coaching and development has increased, as has content on sustainability, equity, diversity and inclusion.
Damar’s cohorts of students usually have the chance to work alongside managers at other organisations (“closed” cohorts are available for larger groups) and so can learn from and share with their peers. Feedback from group sessions is excellent – delegates at a recent workshop reported enjoying:
“The breakout groups!”
“The leadership brand pyramid exercise and how strengths and values link in.”
“Hearing everyone’s views”
“All of it. I feel much more confident about what I am doing now.”
Suzanne Campbell is a team leader apprentice at Wigan Council. She recently received Damar’s Apprentice Champion Award for the way in which she has integrated her apprenticeship into her day-to-day role, and the impact that she has had on the council.
Emlyn Wright, Service Lead – Standards and Learning at Wigan Council, said:
“Suzanne is always seeking out opportunities to learn. She has come to some of our strategic meetings, where she not only attended, but made valuable contributions. The functioning of Suzanne’s team is so much better. We can really see things happening as a direct result of the apprenticeship.”
If you’d like to talk to us about how our management apprenticeships can add value to your team and organisation, please get in touch.
Source for info in first paragraphs: https://www.cipd.org/uk/knowledge/reports/importance-of-people-management/