Lowe & Oliver, a leading electrical and mechanical contractor based in Oxford, is thrilled to announce a record number of apprenticeship applications following the February launch of its apprentice training facility the ‘Centre for Excellence’.
There has been unprecedented interest in the programme compared with previous years and the total number of applications stands at over 85 already.
This surge in applications highlights the success of the new facility and the company’s commitment to addressing the growing skills shortage in the engineering sector.
Launched during National Apprenticeship Week, the Centre for Excellence has quickly become a cornerstone of practical engineering education in the region, catering to Lowe & Oliver’s 30 apprentices with capacity for many more from across central and southern England.
Apprentice in facility
This purpose-built facility features a classroom and six fully equipped bays—five dedicated to electrical training and one to mechanical. Each bay is outfitted with demo equipment that simulates real-world site conditions, providing apprentices with an immersive learning environment.
Fred Lowe, Lowe & Oliver Director, commented:
“Since the opening of our Centre for Excellence, we’ve seen an unprecedented interest in our apprenticeship programme. It’s immensely gratifying to know that our investment is paying dividends in inspiring a new generation of engineers.”
“The ongoing debate within the industry about the growing skills shortage has a simple answer – a commitment to investment. If we prove to potential apprentices that we take their development seriously, they will respond. That requires funding, but that is an investment which will easily pay for itself over the coming years with an improved quality of first candidate, then apprentice, then trained engineer. We’re delighted with its progress, and look forward to build on it.”
Chairman Paul Tuson elaborated on the educational structure:
“Our Centre for Excellence follows a rigorous curriculum designed for electrical and mechanical apprenticeships at NVQ Level 2, 3, and above. The training provided here complements and enhances the learning apprentices receive from their existing educational providers, ensuring a comprehensive educational experience.”
Lowe & Oliver apprentice Alfie Wakefield commented:
“Lowe & Oliver really invest in the best apprenticeship and have well and truly delivered during my time as an apprentice at the company.”
“Learning on the facility has been a fantastic tool for myself and the other apprentices, developing in an environment which replicates an actual site. This has been invaluable and has prepared us well for onsite work for clients.”
“Apprenticeships are a viable route to a rewarding career. I would fully recommend one.”
Loyalty platform Antavo Loyalty Cloud is offering free training courses and certifications to people looking to upskill in customer loyalty.
The business will offer 100 free training certifications during the month of May to support marketing professionals to bolster their CVs with practical customer loyalty skills. The certification will provide people with a means to gain new knowledge to enter the loyalty industry as well as to open the door to new work opportunities for those already working within loyalty.
Customer loyalty is an important element of brand building, with loyalty initiatives accounting for an average of 32% of marketing spend each year. Yet with economic uncertainty and the onset of recession, job losses in marketing functions are beginning to be felt. Two in five (18%) of recruiters reported noticing job losses from the start of 2023.
Meanwhile, career opportunities within loyalty specifically are expanding. Over 90% of brands already running loyalty programmes report that they aim to revamp their program and 65% to replatform their technology within the next three years.
Zsuzsa Kecsmar, Co-founder and Chief Strategy Officer at Antavo, was recently named Loyalty Personality of the Year at the International Loyalty Awards in recognition of her commitment to the development of the loyalty sector. She said: “The importance of customer loyalty is often overlooked, as businesses take existing customers for granted. But smart organisations have customer and loyalty teams, whose sole focus is to make existing customers happy. It’s a rapidly growing field. That’s why we launched the Antavo Academy, which offers training to help people in the sector further develop their skills.
“People faced job losses in marketing, customer engagement and sometimes loyalty. Many freelancers operating in this space face regular pressure to win new work. To help all these people we’re offering free training and certifications to help people upskill themselves, update their CVs and bring their talent into the loyalty sector,” she added.
“The loyalty industry is growing. Over a third of marketing budgets on average are now dedicated to customer loyalty and the rate of adoption for loyalty programmes among businesses is accelerating. The value of the loyalty market is projected to grow from $6.47bn in 2023 to $28.65bn by 2030, signifying that the sector that is very much on the up.”
Loyalty programmes are commonplace among brands operating in both consumer and B2B spaces. The 2024 Antavo Global Customer Loyalty Report indicated that nine in 10 businesses run a loyalty programme. A majority of consumers (79%) participate in at least one loyalty programme and 90% are more likely to buy from brands which they believe understand their buying preferences.
The Antavo Academy will provide 100 scholarships throughout the month of May 2024. Applications are now open by visiting Antavo.
Electrical contractor and facilities management provider QUEST Ltd has taken its offer to the next level with a major investment in staff training and qualifications.
QUEST engineers are now all CompEx qualified, CompEx is the international scheme for the competency and certification of personnel who work in explosive atmospheres.
The qualifications mean that QUEST engineers can now operate efficiently and effectively in any of their customers’ facilities.
Dominic Miller, Technical Director at QUEST, said: “Our customers were telling us how time-consuming and expensive it was sourcing specialist engineers and we decided that this was an opportunity to demonstrate that QUEST offers a genuine one-stop-shop.
“We always focus on meeting the needs of our customers and on improving the skills and career opportunities for our colleagues and investing in this training was a great opportunity to do both.”
QUEST is already accredited by NICEIC, CompEx and SafeContractor.
37 aspiring young business people from all corners of Wales have come together to hone their business ideas, expand their networks and develop their self-confidence at an immersive residential bootcamp.
Hosted at The Summit Centre, Treharris, this year’s Big Ideas Wales residential ‘Bootcamp to Business’ event marked the eleventh annual event since it first launched in 2013.
Targeted at individuals aged 18-25 with an entrepreneurial spark, Bootcamp to Business aims to strengthen the support framework available for aspiring startups by inviting leaders to collectively develop the skills needed within the first year of trading, from branding and social media to sustainability and pitching.
This year’s Bootcamp to Business weekend began with a speed networking event led by Big Ideas Wales Role Model, Jamie McAnsh. Jamie shared the story of See No Bounds, a networking business thriving on genuine connections, and offered tips on relationship building in business.
Participants then had the opportunity to reflect on what type of entrepreneur they want to be in a self-promotion class with wellbeing and self-development entrepreneur, Ryan Davies, before learning how to attract positive, successful partnerships in a DiSC personality profiling masterclass with key speaker, Emma Melrose.
Role Model and founder of digital marketing initiative Yellow Hat, Destiny Kirk, was on hand to help attendees perfect their business pitches. During her pitch masterclass, Destiny guided them through every step of a pitch from introduction to audience analysis, unique selling points and social values.
Masterclasses concluded with a sustainability session with Big Ideas Wales Role Model Tyra Oseng-Rees. During the hour session, Tyra introduced attendees to the importance of launching sustainably, simple eco-conscious business implementations, and the different accreditations attendees can work towards.
A highlight of the event was a talk on mental wellbeing, led by Andrew Jenkins. Andrew became a mental health advocate after bravely sharing his own journey on the hit BBC show, The Traitors, where he got to the finals. Andrew shared invaluable advice about maintaining a positive mindset and the importance of mental wellbeing during his session on Saturday.
Andrew said: “I’ve met a lot of celebrities over the past year, but I was more nervous speaking to these hugely gifted business leaders. They’re the future of business here in Wales, and their devotion and ambition is inspiring. I feel really grateful to have had the opportunity to be a part of this weekend, to have witnessed their entrepreneurial drive and be able to offer some words of encouragement. I want them all to just go out there and build their empires. They can do it.”
Andrew spent two days at the event, offering more words of encouragement to the business-minded attendees ahead of their pitches on Sunday morning, and opened the awards ceremony later that day.
The event came to a close on Sunday with the presentation of six awards. Ashima Anand received the Green Award for the most innovative plans and processes around promoting sustainability, while Sarah Rowlands was honoured with the Community Champion Award for her business idea aimed at helping others.
India Lloyd-Evans, received the Bootcamper’s Choice Award after attendees voted her as the most likely bootcamper to learn from. Chloe Henderson was also awarded the Mentors Award which, voted by event hosts George and Glenda, was based purely on her personal growth and improvement over the weekend.
April Garcia, founder of The Galactic Healing Hub, was also among the winners of the weekend, earning the Best Pitch Award for her compelling pitch earlier that day.
Discussing her involvement in this year’s Big Ideas Wales Business to Bootcamp event, April said: “This weekend has been incredible. It pushed me to challenge myself and refine my business idea alongside inspiring peers. I even offered readings for feedback to enhance my business further.I speak on behalf of all my peers when I say that this event has been unbelievable. We’ve all taken key messages and skills from this experience that will strengthen our businesses further.”
Fellow attendee and founder of ST Welding, Sion Thomas, said: “I was very pleased to be invited to this event, and was blown away when I heard it was fully funded. There’s a really strong sense of community here and the atmosphere is like nothing I’ve experienced before. Everyone is here to support one another and make their business the best it can be. I’m very proud to be a part of this event and wider network of Welsh businesspeople.”
Following the thriving weekend, attendees will now be paired with Business Advisors who, available via email and over the phone, can guide the launch and further development of their business dreams.
Big Ideas Wales is part of the Business Wales service to encourage youth entrepreneurship in Wales. Funded by Welsh Government, it helps young people aged between 5 and 25 to develop business ideas and entrepreneurial talent.
For more information on the help available to young businesspeople and their start-ups from Big Ideas Wales, visit www.gov.wales/bigideas
As we head towards the Chancellor’s Budget on 6 March, new research from leading business and financial adviser Grant Thornton UK LLP finds that businesses would like to see government focus on investing in skills and training to support business growth, as the competition for talent intensifies.
The firm’s latest Business Outlook Tracker, which surveyed 600 mid-sized businesses in early February, finds that the policy areas the mid-market would most like prioritised by government are:
Greater access to/investment in skills and training
Improvements to infrastructure
Incentives for employers to invest in R&D.
Supporting skills development also topped the mid-market’s tax policy priorities, with ‘tax incentives for employers to invest in skills’ ranking number one, alongside ‘incentives for green investment’. This was jointly followed by ‘simplification of the UK business tax system’, ‘corporate tax cuts for UK businesses’ and ‘tax incentives for employers to invest in R&D’.
This focus on skills comes as the competition for talent remains fierce in the market and ‘attracting and retaining people’ poses the biggest challenge to mid-sized businesses over the next six months. The research finds that almost three quarters of respondents are facing a shortage in operational (72%), financial (69%) and managerial (69%) roles.
After attracting and retaining people, the next biggest challenges facing the mid-market are ‘meeting changing customer expectations’ and ‘prioritising sustainability’. The type of government funded support that mid-sized businesses would find most useful to help address these challenges are:
Grants to support investment in innovation and creating new products and services
Leadership and management training
Access to advice and support focused on growth
Lauren Carlyle, Practice Leader for Grant Thornton UK LLP in Wales, said:
Lauren Carlyle. Grant Thornton. Cardiff. United Kingdom.
“Skills has come out as a top priority for businesses across our latest survey, as the market continues to compete for talent. But as businesses can, generally, already deduct 100% of staff training and development costs against their taxable profit, and we’re not expecting the government to go further and introduce a super deduction, it’s unlikely that we will see significant changes in this area.
“This Spring Budget is also expected to be a quieter affair with regards to R&D, after last year’s Autumn Statement confirmed the government’s wide-reaching review – which has been ongoing since 2021 – has now concluded. And while tax incentives for green investment would help to reduce costs for businesses investing in energy efficient and low or zero carbon technology, as part of their environmental strategies, the chances of green tax incentives is looking slim.
“The Chancellor kicked off 2024 signalling his desire to cut taxes further, observing at Davos the benefits that low-tax economics bring to growth and the creation of dynamic economies. Whether he can deliver on this ambition will hinge on the final OBR economic and fiscal forecast. As this is anticipated to be the last major fiscal event ahead of the General Election, any announcements are expected to be focused on closing the gap in the polls, with business tax cuts coming in second, behind those to reduce the tax burden for individuals. But our research shows that businesses in the South West are clear on what support they want to see from government, so we hope to see their needs addressed in some form in next week’s announcement.”
A digital marketer from Colwyn Bay who found his dream job after being made redundant, is encouraging others to take advantage of the free career coaching and financial support for training available to people in Wales.
David Burnell, 63, is now working in a new role for a luxury golf travel company after being made redundant earlier this year.
He credits his success to the ReAct+ programme, which provided him with free careers advice and a £1,500 grant to go on a training course to expand his skillset.
The ReAct+ programme, which is funded by Welsh Government, provides people who have been made redundant or are at risk of redundancy with a personalised package of support to meet their individual needs.
David explained: “I’ve always loved working on websites, and I’d built up my skills since the early 90s, but up to now I’ve had a sense of ‘imposter syndrome’ and sometimes doubted my own skills.
“When I was made redundant due to a restructure at my previous company, I spoke to Working Wales who paired me with Catrin Owen, a careers adviser. I was feeling worried about the prospect of having to find a new job given my age and whether younger candidates might have an edge on the latest technology and qualifications.
“Speaking to Catrin about my experience and the type of role I wanted to continue working in was so valuable as she helped me put together a plan and showed me all the funding that was available through the ReAct+ programme.”
After working through all the options, David chose a course that would help him to gain a professional qualification in analysing website traffic and engagement to help boost his CV and gain a deeper understanding of the latest trends in the industry.
David continued: “The course helped me to develop my skills and realise that I had been underestimating myself.
“I think what’s great about ReAct+ is that it’s not a ‘one size fits all’ approach, the course I attended was in London and additional funding meant that I got help with my travel expenses. Not only did I get funding for the course, but for travel too – it’s touches like that which make a big difference when you’ve been made redundant and are feeling worried.
“My careers adviser knew what course was going to give me the best chance, and they invested in me. Feeling that support and faith in me really went a long way during what was a difficult time and it meant I was able to find a new permanent role quickly.”
ReAct+ offers people personalised support to overcome their barriers into work including financial support, training and practical support to help them build their confidence, interview technique and CV writing skills. Each candidate is assigned an expert careers adviser, who creates an action plan tailored to the type of help they need to get back into work.
“Not only do I have a new job now, but I’m a lot happier, more confident in my skills and I’m thriving in my role. There was a real silver-lining after being made redundant thanks to the support I received.
“I’ve really grown into my new role using the skills I’ve learnt, and I’m now working with people that really appreciate my contribution to the company, it’s great to see the company expand and be a part of that success.
“Meeting with a careers adviser was so helpful and I felt like I had a great mentor who was on my side. When you’re going through a period of uncertainty, it’s really encouraging to get guidance from career experts, so I’d encourage anyone in a situation like mine to reach out for help.”
ReAct+ supports those who are out of work or under a notice of redundancy by providing them with a free personalised package of employment support that includes advice and guidance, or funding for training.
Educ8 students of 2022-2023 have celebrated their graduation in the iconic Llancaicah Fawr Manor in Caerphilly. Students were invited on stage to recognise their achievements alongside friends, family, and Educ8 staff.
Jude Holloway, Managing Director at Educ8 Training Group, said: “This year’s Gradu8 Ceremony was as fantastic as ever, and it is always a joy to applaud our graduates for their hard work and recognise their achievements.
Graduation is an opportunity to not only celebrate our brilliant learners, but also an opportunity to highlight just how valuable a vocational qualification is and that learning can be a lifelong and continuous process.”
In the last academic year, Educ8 Training Group has supported more than 1,000 learners to complete their qualifications, with 93.75% of students describing Educ8 as an ‘excellent’ learning provider.
The morning and afternoon ceremonies celebrated the graduates from some of Educ8’s core disciplines, such as Customer Service, Business Administration, Leadership & Management, Marketing, Social Media, Health & Social Care, Hair & Beauty, Equine & Animal Care, and more.
Speaking on what her apprenticeship has meant for her, Sammy O’Brien, a HR Manager at Protectorcomms who graduated from Business Admin Level 4 this year, said: “I already had the experience and knew how to do my job, but studying an apprenticeship with Educ8 Training meant I had a formal qualification and recognition for my work. Being able to graduate was amazing. It’s great that Educ8 offers the chance to celebrate through a graduation ceremony. It was a wonderful day and made me feel proud of what I had achieved.”
Educ8 Training Group continues to innovate in its training and education provision, having just this year launched a new Energy and Carbon Management apprenticeship with support from the Welsh Government, introduced a new apprenticeship in Equestrian Sporting Excellence through Haddon Training, and pioneered new VR training for hairdressing apprentices from ISA Training in collaboration with CEMET.
Championing learning in all forms and for all ages, Educ8 Training Group has also witnessed a marked increase in apprenticeships in 2023, where rising tuition fees and the need for upskilling while working are seeing more people choose an apprenticeship as a practical route to qualification.
Susan Billington, National Account Manager at Educ8 Training Group, said: “Apprenticeships offer fantastic career opportunities allowing learners to earn while they learn. Learners can avoid accumulating massive debt while at the same time equipping themselves with practical skills and industry connections.”
Apprenticeships are an excellent method for business growth, providing incentives such as the Employer Incentive Scheme (EIS) that helps to support learners who have a disability into the world of work, as well as maximising value through cutting-edge knowledge and skills.
Whether you’re a young person wanting to take their first step on the career ladder and gain invaluable practical experience in a field you’re passionate about, you want to take your career in a new direction, or you are looking to build on the skills you already have to progress your career, Educ8 Training Group is a fantastic place to gain all the qualifications you need.
It’s never too late to learn and start a new, exciting career journey. If you are interested in studying a qualification with Educ8, visit www.educ8training.co.uk.
The Celtic Collection, comprising a luxury resort, hotels and lodges across South Wales, has just enrolled its 100th active apprentice with the country’s leading provider of apprenticeships to the hospitality industry.
Daniel Wright, 21, who works at The Celtic Manor Resort in Newport, has the distinction of becoming The Celtic Collection’s centurion apprentice, by enrolling onto a Foundation Apprenticeship in Professional Cookery with Cambrian Training Company.
Daniel Wright, Cambrian Training Company’s 100th apprentice at The Celtic Collection.
“Becoming an apprentice chef has been a transformative journey,” said Daniel. “The excitement of being the 100th apprentice fuels my passion even more. Together, we’re cooking up a future filled with endless possibilities.
“With determination and support from my amazing team, inspiring managers and the guidance of my training officer Will Richards, I’m confident in successfully completing my apprenticeship.”
The Celtic Collection comprises 10 venues, including the flagship Celtic Manor Resort, International Convention Centre Wales, Coldra Court Hotel, Tŷ Hotel Magor, Tŷ Hotel Milford Waterfront and The Parkgate Hotel, Cardiff.
Apprenticeships delivered by Cambrian Training Company are prioritised to train and develop the workforce of over 1,600 employees across the group.
The Celtic Collection’s Celtic Pathways programme has enhanced staff skills, motivation and retention by giving all existing employees and new recruits the opportunity to work towards a qualification. Apprenticeships are a key part of this programme.
Award-winning training provider Cambrian Training Company plays a key role in delivering accredited apprenticeships, from Level 2 to Level 5, in Hospitality, Professional Cookery, Leadership and Management, Customer Service and Business Administration, AAT Accounting as well as (BIIAB) British Institute of Inn keeping qualifications.
The company’s training officers work with apprentices across the group, from the kitchen, culinary and front of house teams to staff working in human resources, accounts, maintenance and spas.
The Celtic Collection offers a range of initiatives to recruit, engage and empower employees to create their own career paths, upskill and achieve recognised qualifications to grow their career.
Economy Minister, Vaughan Gething said: “Apprenticeships can help futureproof, motivate and diversify a workforce by providing people with the opportunity to gain high-quality vocational skills. They are also crucial to our ambitious vision for a Wales where no one is held back.
“It’s excellent news that The Celtic Collection are celebrating their 100th apprentice and have seen the valuable role apprenticeships play in developing staff skills, motivating and retaining staff. As the 100th apprentice, I wish Daniel well in his future career.”
Tracy Israel, The Celtic Collection’s director of talent and development, said: “Apprenticeships are a critical part of our talent development and management philosophy. We are focused on looking after the talent already within the business as well as the talent we recruit.
“The challenge we have within hospitality is attracting people into the industry. When we recruit people, we want to retain them by providing key opportunities to develop both professionally and personally. Apprenticeships are a fantastic way to do this.
“We are reliant on ensuring that we have the right people in the right jobs, with the right skills and competencies; in order to deliver the best guest experience.
“We have some amazing apprentices within the business who act as apprenticeship ambassadors, which has resulted in employees now approaching us asking to do qualifications rather than the business having to encourage them.”
Praising the partnership with pan-Wales training provider Cambrian Training Company, she added: “They feel like part of the family and I sometimes have to remind myself that they are actually an independent company.
“Because of our longstanding partnership, they understand our needs so well, which is critical. We believe that we are quite unique in the hospitality industry in being a privately owned, family business with core values which are replicated by Cambrian Training. There is a real synergy between both parties.
“I love Cambrian Training Company’s ‘can do’ attitude and the fact that they come to me with ideas of how they can help the business, which is a major plus point.”
Cambrian Training Company’s business development officer, Rob Hookham, works closely with Tracy and is delighted to have enrolled all of the 100 apprentices at The Celtic Collection.
“This milestone showcases the immense potential of apprenticeships as a viable and rewarding career pathway,” he said. “The significance of this achievement extends beyond the numbers; it symbolises the triumph of determination, resilience and the power of collaboration.
“By combining practical, hands-on experience with theoretical learning, apprenticeships offer a unique opportunity for individuals to develop their skills, gain industry-specific knowledge and embark on a fulfilling career journey.
“This could not be done without all the training officers at Cambrian Training Company, which has not only succeeded in fostering a culture of excellence and professionalism, but has also established a strong network of support and mentorship.
“The apprentices, through their collective efforts, have created a vibrant community of learners, each supporting and inspiring one another to reach greater heights.”
The Apprenticeship Programme in Wales is funded by the Welsh Government with support from the European Social Fund.
Header Image caption:
A small group of the 100 apprentices alongside The Celtic Collection colleagues, including director of talent and development Tracy Israel and Cambrian Training Company’s training officers (left to right) Jane Gammon, Scott Morgan, Craig Bennett and Rob Hookham.
In the ever-evolving landscape of the professional world, the quest for excellence remains paramount. It’s no longer just about degrees and technical proficiencies. The modern professional is actively seeking holistic development, aiming not just for success in the workplace but for personal fulfilment and growth. With a myriad of opportunities available and a dynamically changing job market, it’s crucial to understand why there’s been a significant shift towards personal development. Let’s embark on this journey, unveiling the reasons behind this change and the paramount importance of investing in oneself.
The Shift in Workplace Values: Understanding the Modern Professional’s Mindset
Gone are the days when clocking in and out of a 9-to-5 was the be-all and end-all. Today’s professionals crave more. They seek purpose, flexibility, and a sense of belonging. A paycheck is no longer the sole motivation; it’s about deriving true satisfaction from one’s work and the impact it creates. The modern professional is also acutely aware of the transient nature of jobs. With technology and globalisation reshaping industries, it’s become evident that adaptability and continuous learning are not just perks but necessities. Thus, professionals are adapting to these shifts and taking proactive measures to align with the evolving workplace values.
The ROI of Personal Development: Why It’s Worth the Investment
The term ‘Return on Investment’ or ROI is not restricted to finance. When professionals invest in personal development, the returns manifest in diverse forms – heightened confidence, broader skill sets, and increased opportunities for advancement. Think of it as compound interest for your career. Every course attended, every seminar participated in, and every book read adds layers of depth to one’s profile. Moreover, in a competitive market, these investments can be the distinguishing factor between stagnation and career progression. Companies are more inclined towards individuals who show a keen interest in growth, making personal development not just an asset but an essential tool for career enhancement.
Beyond Technical Skills: The Importance of Soft Skills in Today’s Job Market
While technical prowess has traditionally been the yardstick for many professional roles, the landscape of what’s deemed valuable is undergoing a seismic shift. Soft skills, once considered secondary, have emerged at the forefront of today’s job market. These encompass abilities like communication, teamwork, critical thinking, and emotional intelligence. With automation and artificial intelligence taking over routine tasks, it’s the uniquely human attributes that set individuals apart. Employers are increasingly recognising that while technical aptitude is teachable, attributes like adaptability, empathy, and problem-solving are invaluable. After all, machines can process, but it’s humans who truly connect, understand, and innovate. In the matrix of career development, soft skills have undoubtedly become the golden thread linking success across various sectors.
Future-Proofing Your Career: Staying Relevant in a Rapidly Evolving World
In an era where job roles evolve almost as quickly as technology does, professionals face the pressing challenge of staying relevant. This is where the concept of line management comes into play. Effective line management isn’t just about overseeing tasks or projects; it’s about recognising the need for continuous skill enhancement and facilitating growth opportunities. It involves guiding team members to add value not just to the organisation but to their individual career trajectories. By honing line management skills, professionals ensure they’re equipped to navigate the changing tides, manage teams efficiently, and make impactful decisions. It’s this proactive approach that ensures not just job security but the ability to lead and inspire in an ever-changing professional landscape.
Building Resilience and Adaptability: The Cornerstones of Modern Career Success
Change, they say, is the only constant. In today’s fast-paced professional world, this adage holds truer than ever. Resilience and adaptability are no longer just admirable traits; they’re cornerstones for success. Resilience equips professionals to handle setbacks, learn from failures, and bounce back with renewed vigour. Meanwhile, adaptability ensures they remain agile, ready to pivot as industries evolve and new opportunities emerge. Together, these skills form a formidable combination, preparing individuals to handle challenges, seize new prospects, and mould their careers to the changing demands of the market. Those who embrace these attributes not only survive the storms but harness them, steering their careers towards uncharted successes.
Lifelong Learning: The Key to Sustainable Career Growth
The notion that education ends after formal schooling is a relic of the past. In the current professional milieu, the most successful individuals embrace the ethos of lifelong learning. With industries and technologies evolving at a dizzying pace, static knowledge quickly becomes obsolete. Lifelong learning is the compass that directs professionals through the labyrinth of change, ensuring they remain relevant, competent, and ahead of the curve. By actively seeking out new knowledge and skills, professionals not only adapt to changes but often become the drivers of innovation within their spheres. It’s this commitment to continuous growth and curiosity that fortifies a sustainable and ascending career trajectory.
Personal Branding: Crafting a Unique Identity in the Digital Age
In today’s digital-centric era, professionals are more than just their CVs or job titles. They are brands, with unique identities that resonate across online platforms. Personal branding is the art of curating and projecting a distinct and consistent image, one that encapsulates skills, values, and aspirations. With platforms like LinkedIn, Twitter, and personal blogs, professionals have the tools to shape their narrative, reaching global audiences. Crafting a compelling personal brand not only sets individuals apart in crowded job markets but also attracts opportunities that align with their values and vision. In essence, it’s about authenticity, and in a digital age where visibility is paramount, a strong personal brand is an invaluable asset.
Networking and Collaboration: How Personal Development Opens Doors
The power of connection in the professional world is immeasurable. Personal development isn’t solely about individual skills or knowledge acquisition; it’s intrinsically linked with building robust networks and fostering collaboration. Networking events, seminars, workshops, and online courses all offer platforms for professionals to interact, share ideas, and forge meaningful relationships. These connections often lead to collaborative ventures, job opportunities, and the exchange of invaluable insights. Furthermore, in an interconnected world, the adage, “it’s not what you know, but who you know,” gains even more prominence. By investing in personal development, professionals inadvertently expand their horizons, unlocking doors previously unimagined.
Pioneering learning programme celebrates tenth birthday in the House of Lords, amid calls for greater support from ministers, industry and universities
The creator of Design Engineer Construct! (DEC), an innovative and successful learning programme which builds a professional talent pipeline into the construction industry, is today appealing for its qualifications to be recognised as a key academic subject for university entrance in England.
Tomorrow (Wednesday, July 5th), Class Of Your Own, the social enterprise established to support delivery of the DEC programme, celebrates ten years of nurturing young talent at an event hosted by former education minister, Lord Knight, in the House of Lords.
Although the DEC programme was launched in 2013, a number of UK universities still don’t accept it as a facilitating subject for entry into architecture, engineering and construction degree courses, despite a growing skills gap.
Alison Watson
Alison Watson, creator of DEC and founder and Chief Executive of Class Of Your Own, says: “It’s ten years since the Construction 2025 strategy set out a vision to promote the success of the UK construction sector as a sector of choice for young people.
“The strategy recommended early engagement in schools that should be consistently applied right through to further and higher education. DEC was cited as an effective solution, and it still remains one of the most respected through-school programmes a decade later, despite an ever-changing secondary education landscape.”
If all universities accepted DEC as a facilitating subject, thousands more young people could look forward to a bright future in an industry that desperately needs such professionals.
Watson adds: “The students coming through the DEC programme are outstanding. They’re seeing incredible success at university and in advanced, higher and degree apprenticeships.
“Despite the lack of consistent support and investment from governments, universities and industry, they are delivering the skills needed to exceed our country’s ambitions for a digital, zero-carbon, climate-resilient, construction industry.”
Thirty students will attend the House of Lords event tomorrow, each of whom represents a major DEC success story and each reinforces the need to deliver applied academic subjects in school from an early age, particularly given the focus on ‘leveling up’ educational opportunities for all children.
John Haylett is one of DEC’s star students. John’s background typifies those of “disadvantaged working class” pupils and especially those in coastal towns referenced in a number of recent reports. He not only excelled in his DEC studies but now works for global consultancy Atkins, was a finalist for two years running in the RICS Young Surveyor of the Year and just last month was awarded a first-class degree in Building Surveying from Anglia Ruskin University.
John Haylett said: “If all students were given the chances I was given, then the construction industry would have a much bigger pipeline of young people. DEC provided me not only with a future successful career but with a foundation in the job and industry that I love.”
A recent study by the charity Engineering UK reports that a “staggering” increase in the number of girls studying maths and physics at A level is needed to bridge engineering’s gender gap.
Graduate civil engineer Lauren Cunningham has just achieved a first through her degree apprenticeship with global engineering consultancy Sweco at Liverpool John Moores University.
Heriot-Watt University civil engineering graduate Alizah Mughal has also achieved a first in her Masters degree. Both Lauren and Alizah studied DEC at school and cite the subject as the inspiration for their careers.
Three DEC success stories from three different students from the South East and North West of England, and Scotland, with so many more across the UK and around the world.
DEC has risen above the challenges of the Department for Education’s past review of qualifications for students aged 16 and above. It was retained on the ‘high value course’ premium list to encourage delivery of subjects that are “crucial for the labour market, lead to higher wage returns and a more productive economy”.
Furthermore, DEC was spared the recent cull of Level 3 qualifications that ‘overlap’ with the government’s new T-level programmes.
DEC’s organisers hope that with the next cycle of government reforms taking shape, a new hope is on the horizon for this dynamic qualification.
From 2025, only qualifications that are “necessary, high quality and have a clear purpose” will remain an option for young people.
Watson hopes that DEC, as it is submitted this month as an ‘alternative academic qualification’ (AAQ), will bring a whole new respect to the wide range of professions in the construction industry and channel even more uptake for Built Environment degree courses and apprenticeship routes.
Watson finishes: “DEC is not a gimmick and it’s not a Corporate Social Responsibility (CSR) initiative. It’s a subject in its own right, studied all the way through school and taught by outstanding teachers.
“Our planet cannot wait for more reports and more conversations. It needs collaborative action from the world’s biggest carbon contributor, and I hope, as we celebrate ten years of incredible student outcomes – the real proof of the pudding, that government, industry and academia will now fully support Design Engineer Construct! as a most robust and highly respected route into higher education.”
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Header image caption: DEC students from left Lauren Cunningham, John Haylett and founder Alison Watson
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