What Makes a Good Development Coach?

Beginning an Apprenticeship or any kind of learning can be scary and daunting for anyone, of any age, and can feel very overwhelming. All of sudden you are balancing work life, assignments and social commitments, and are wondering how you will fit all of that into your life. Having a supportive, passionate, enthusiastic and motivating mentor from the start of your journey can ease that pressure and concerns and overall make your entire Apprenticeship journey the very best.

A Development Coach is a vital support for an Apprentice, they are experts in their field, and they are passionate and courageous and want to inspire their learners in achieving their goals, lead them to success and see them become the very best Care professionals.

What makes a good Development Coach?

·       You have a genuine passion for your industry, whether that is Childcare & Early Years, Residential or Health & Social Care. You will showcase your passion to inspire, encourage and motivate your learners to strive and achieve their goals.

·       You are organised, efficient and are a good planner in order to make learning fun and engaging for your learners

·       You understand your learners needs and or barriers and are able to adapt and flex your learning and teaching styles

·       You are reliable, approachable and communicate at the highest levels, both for your learners and employers

·       You are patient and understanding to the needs of your learners

·       You have the drive and passion for the needs of the business, the desire to reach your goals and are open to new ideas and change on this non static sector

One of our employees has shared why she loves her job as a Development Coach;

‘My passion has always been Early Years and providing the best start in life for children, so naturally moving into training to help others be the best they can be and provide amazing environments and opportunities was the best move I made.  I really enjoy meeting different people and visiting different settings to support them be the best they can be.  Although, I have my own caseload I know if I need support or advice there is always someone who can help, from my fellow Development Coaches, Assessment Team Leaders or Internal Quality Assurers.

It is a great feeling when a learner passes all the required elements for their framework and becomes qualified.  Over the years I have had learners move into senior positions which makes me feel proud knowing I helped them in their journey’

As an organisation we are committed to providing our employees with an environment where they feel supported, and they have the necessary resources to carry out their role to the highest standard. Our Employees are provided with the following package:

• 25 days annual leave + statutory bank holidays 
• Company car or car allowance 
• Access to the Employee Assistance Programme, providing advice and support 24 hours a day 
• Discount offers via the BenefitHub (Busy Bees Benefits) 
• Monthly and quartley 1:1 meetings exploring career progression and continuous professional development 
• Access to participate in a Cognassist assessment, designed to support  individuals with identifying neurodiversity challenges, providing strategies to help them develop in areas and for us to put in place reasonable adjustments
• A robust 4-week induction plan into the business, where employees  receive full training, introductions to every department and are allocated a buddy who  ​is able to guide and mentor during these first weeks of onboarding
• A supportive team network
• Ability to work flexibly managing your own time  
• Access to a wide range of courses, qualifications and CPD opportunities 

At Busy Bees Education and Training, we value our employees' ideas, contributions, and input. Employees have opportunities by:

·       Taking part in regular whole team meetings, sharing organisation information from other department

• Receiving a weekly communication source updating them on key communications
• Being invited to share good practice, education and informing the wider teams
• Taking part in regular Polls and surveys to allow the organisation to reflect and make changes to further develop as a business
• Be a part of the Staff Focus groups trialling new processes, ways of working and being a voice of the people
• Have regular meetings with Senior Management, sharing ideas and minimising challenges that may occur

If being a Development Coach is your passion and you want to inspire the next generation of Care Professionals we would love to speak to you and explore the job opportunities we have available.