14 June 2023        Blogs

Advances and processes are constantly evolving across many of the industries that Develop operates in, including utilities and construction, defence, healthcare, facilities management, and telecommunication. Increasingly, new technologies are emerging and ways of working are changing due to advancements in AI, technology and the environment post-Covid. To keep up with these changes, skilled professionals need to embrace a continuous learning culture and that’s where Develop can help.

We offer a range of different training methods including in-person, virtual classroom, e-learning and blended learning, and in 2023 alone we have already provided a wide range of training solutions to over 16,000 delegates.

To further enhance our offering, Develop recently introduced a series of digital e-learning programmes accessed via a learning management system (LMS) called LEDA. The initial set of 64 e-learning courses is designed to focus on crucial areas such as team development, leadership & management, IOSH, and a range of general health & safety courses from manual handling to fire safety awareness.

In this blog we explore the four main learning methods and the pros and cons of each. So whether you’re interested in virtual classrooms, in-person training, e-learning, or blended learning, our blog post will provide valuable insights to help you make informed decisions about your learning journey.

In-person learning

Traditional in-person courses allow delegates to meet trainers in a physical learning environment, whether that’s a classroom or on-site and individually or as part of a wider group. This style of learning is particularly suited to social and hands-on learners as they can interact with other people, share ideas and actively work through problems in a practical and communitive way.

In this format, delegates can receive immediate feedback from trainers and peers. They can also feel motivated by a physical sense of community and use this as an opportunity to build relationships with those around them.

Given the hands-on nature of work in the various industries that we provide training for, in-person education is often a necessity as delegates will need to operate equipment and machinery, sometimes under close supervision. For example, several one day courses that we offer such as Utility Excavation (Category 2), as well as NRSWA Reassessment (NRSWA R1) and (NRSWA R2) will require practical-hands on learning where trainers will teach delegates the correct methodology and how to operate machinery safely to prevent accident and injury.

In-person learning can be challenged by distractions from peers and made more difficult by a lack of flexibility due to timetables and the logistics of organising locations and schedules, although Develop makes this much simpler with a variety of options including bespoke and on-site training.

Virtual classroom

Through virtual classes delegates can experience the same training as an in-person classroom environment with the added flexibility of being able to attend from anywhere in the country.

Virtual classrooms are led by our expert trainers, facilitated using industry-leading platforms such as Microsoft Teams and Zoom — and carefully designed to ensure that no significant elements of a ‘physical’ classroom environment are lost.

An additional benefit of virtual classes is heightened convenience and accessibility, and delegates don’t have to travel or commit to accommodation costs.

This form of learning relies heavily on technology and a reliable internet connection from all parties. Additionally, trainers need to ensure that despite physical challenges, all delegates are actively engaged. On longer courses, this can be ensured by trainers providing frequent feedback on delegates work, creating an environment that provokes engaging discussions and giving delegates the opportunity to comment on how their training could be tailored to best suit their needs.

This style of learning also benefits employers by offering a cost-effective method of training that can be delivered from anywhere, meaning that employees don’t need to take extensive periods of time away from work in order to complete qualifications.

e-learning

Digital e-learning allows individuals to learn at the location, time and pace of their choice, often at a cost-effective price point. Additionally, due to the accessible nature of course materials, many industry professionals believe that online learning has made it easier to stay up to date with the latest industry trends. Although e-learning is flexible, this method risks the interruption of technical difficulties.

At Develop, our e-learning LEDA platform has been developed by industry professionals to provide high-quality training courses. For employers, the e-learning platform could be used on its own or alongside our in-person and blended training programmes to supplement your employees’ learning experience and create a full-circle culture of learning.

Importantly, through the LEDA e-Learning system, employers can stay up to date with delegates, keep track of progress, better understand knowledge gaps and development opportunities and evidence commitment to employee development.

To find out more about LEDA, please visit: https://www.developtraining.co.uk/develop-launches-innovative-elearning-courses-to-meet-diverse-training-needs/

Blended learning

Blended learning uses a mix of in-person and online techniques to deliver training. This style of learning can be tailored for each course, meaning that the most effective methods are included. This can include delegates benefiting from theoretical knowledge being delivered virtually or via e-learning as well as attending practical in-person training to bolster and reinforce their learning — leading to enhanced long term knowledge retention.

Whilst many of Develop’s delegates don’t work in a hybrid environment this learning style mirrors hybrid working, in this case delegates will benefit from hybrid training delivered virtually and physically on site. The Office for National Statistics suggests that 52% of hybrid workers said that working in a hybrid manner results in quicker completion of work, 52% stated there are fewer distractions and 47% reported improved well-being. With this is in mind a hybrid learning style could be a suitable option for delegates, particularly where courses include practical assessments such as handling machinery or on-site training as well as learning theory.

Finding the ideal learning technique

Develop understands that everyone learns differently. That’s why it offers a variety of training formats to meet the individual needs of delegates. There is no one-size-fits-all approach. However, with the vast number of courses available through our LEDA platform as well as those delivered via in-person learning, virtual classroom, e-learning and blended learning, employers can discover which learning style will be most appropriate for their employees and suit business needs in line with their budget and time allocation.

   20 June 2023        Blogs

Learning Disability Week (19 – 25 June) is brought to us by the charity Mencap, who wish for 2023 to be the year where some outdated myths concerning learning disabilities are gotten rid of. As a cause close to our own heart, we are pleased to share our support for the aim to provide accessible learning for all.

Mencap records that approximately 1.5 million people live with a learning disability in the UK¹, accounting for around 2% of adults, and QualityWatch records that just 5.1% of this number are in active employment as of 2020/212.

The Energy & Utility Skills’ Inclusion Measurement Framework report in 2021 found that less than 1%3 of people in leadership positions within the energy and utilities sector have a neurological disability. This is why the kind of upskilling and continual professional development (CPD) that Develop offers is so important.

With a history of supporting businesses in industries such as utilities, telecommunications, defence, and facilities management, we’re proud to provide a suite of training options to people, of all abilities, that can help them secure a better future.

An inclusive training environment

At Develop, we have consistently worked hard to encourage an inclusive training environment. That inclusive environment means somewhere that encourages all people, regardless of background or circumstance, to feel welcome and willing to participate. All of this is part of our long-established equality and diversity policy.

Delegate experience is a priority

With every disability being unique, we respond to each delegate on a case-by-case basis which starts from the moment they book onto a course. Each of our many courses put delegate experience as a priority, and that’s why we encourage every one of our delegates to inform our trainers of the specific requirements they have, so we may better accommodate them.

During Learning Disability Week, each day will be dedicated to a different topic, including campaigning, representation, intersectionality and more. At Develop, we’re proud to take part in the commitment to staying mindful of these topics each day in the week ahead.

For more information about how you can take part in Mencap’s Learning Disability Week, visit: https://www.mencap.org.uk/LDWeek

[1] Mencap Source: https://www.mencap.org.uk/learning-disability-explained/research-and-statistics/how-common-learning-disability

2 QualityWatch Source: https://www.nuffieldtrust.org.uk/resource/supporting-people-in-employment#:~:text=The%20proportion%20of%20adults%20with,5.1%25%20in%202020%2F21.

3 Energy & Utility Skills Source: https://www.euskills.co.uk/wp-content/uploads/2022/02/EUS-measurement-framework_v5.pdf?utm_source=EUS+website&utm_medium=all+&utm_campaign=Report+download&utm_id=Inclusion+Report

   13 June 2023        Blogs

In the utilities industry, where physical and practical jobs are prevalent, continuous training and development are crucial for both employee growth and operational efficiency. While traditional practical training methods have long been the norm, adopting e-learning as a method of learning can bring a new set of benefits for the industry. This blog post will explore six key advantages of e-learning specifically for employees accustomed to attending practical training. We will discuss how e-learning can support their unique needs and provide value by combining theory with practical knowledge.

1. Bridging the Gap between Theory and Practice:

E-learning platforms can effectively bridge the gap between theoretical knowledge and practical skills. By incorporating interactive modules, multiple-choice quizzes and more, employees get the opportunity to practice their skills, troubleshoot scenarios, and reinforce their practical knowledge in a controlled, virtual environment. By merging theory and practice, e-learning empowers employees to apply their knowledge directly to their real-world job tasks.

2. On-Demand Access to Job-Specific Training:

For utility workers engaged in physical and practical jobs, e-learning provides unparalleled accessibility. Instead of taking time away from work for scheduled training courses, employees can access job-specific training materials and resources on-demand. This flexibility allows them to acquire knowledge and skills precisely when they need them, improving their ability to tackle challenges and perform tasks efficiently. Whether it’s learning about new equipment, safety regulations, or maintenance procedures, e-learning ensures that employees can stay up-to-date without interrupting their day to day job to the degree that an off-site training course would.

3. Cost Savings: Minimising Downtime and Lost Revenue:

Traditional face-to-face training often involves expenses related to travel and accommodation. Utility workers may need to travel long distances, resulting in significant downtime and lost revenue. E-learning eliminates or reduces these costs as employees can participate in training remotely. The resulting cost savings provide employers with an opportunity to reallocate those funds to other areas.

Furthermore, the cost savings from e-learning extend beyond immediate expenses. It offers long-term scalability and sustainability, as once training materials are created and implemented online, they can be accessed by an unlimited number of employees simultaneously. This scalability ensures that training can be delivered consistently to all employees, regardless of their location, without incurring additional costs. As utility companies grow and expand their workforce, the savings generated by e-learning enable them to accommodate the training needs of a larger employee base effectively.

4. Enhanced Safety Training and Compliance:

Safety is paramount in the utilities industry, where employees face potential hazards and risks on a daily basis. E-learning offers a powerful platform for delivering comprehensive safety training and ensuring compliance with industry regulations. Through interactive modules and scenario-based training, employees can learn and practice safety procedures in a controlled environment. E-learning also allows for frequent safety refreshers and updates, ensuring that employees stay vigilant and prepared to handle potential dangers effectively.

5. Continuous Learning and Professional Development:

The way we work is changing. In today’s market, businesses have seen interruption from the effects of COVID19 as well as disruption to supply chain and increased costs. Because of this there has been a shift towards businesses needing to train their employees in a variety of ways. E-learning offers a cost-effective and efficient way for employees to engage in continuous learning and professional development.

Through e-learning platforms, employees in the utilities industry can access a wide range of online courses including those which are industry/role specific and those which are more general and focus on soft skills such as communication, teamwork, problem-solving, and customer service. By focusing on developing these essential skills, utility workers can become more effective in their roles, improving customer interactions, fostering collaborative environments, and resolving issues efficiently. Furthermore, developing soft skills and leadership abilities through e-learning has an additional benefit beyond individual growth; It contributes to building a strong and cohesive workforce.

Effective communication, collaboration, and leadership skills can foster a positive work environment, encourage innovation, and drive operational excellence. As utility companies face increased competition and strive for greater customer satisfaction, investing in the development of soft skills and leadership abilities becomes a strategic advantage.

6. Performance Tracking and Individualised Development Plans:

E-learning platforms offer advanced tracking and analytics tools which can be useful to Learning & Development teams who need to track and record their employees’ training. Employers can monitor employee progress, identify areas for improvement, and provide personalised development plans. By leveraging these tools, employers can ensure that employees receive targeted training and support tailored to their specific needs. This data-driven approach enhances learning outcomes, boosts employee engagement, and fosters a culture of continuous improvement.

Conclusion:

For utility employees accustomed to practical training, e-learning presents a valuable opportunity to enhance their skills and knowledge. By merging theory and practice and offering on-demand access to job-specific training, e-learning empowers utility workers to excel and progress in their roles. Additionally, e-learning facilitates continuous learning and professional development, ensuring employees stay updated with industry advancements. The ability to track progress and provide personalised development plans further amplifies the benefits of e-learning for employers, especially when the cost savings of e-learning versus traditional classroom-based learning are taken into account. As the sector continues to evolve, embracing e-learning as a training strategy becomes vital for organisations aiming to nurture a skilled and adaptable workforce for the future.

Find out more:

Are you interested in finding out more about e-learning? Visit our dedicated webpage or download our brochure.

From health, safety and compliance to personal and professional development, Develop’s e-learning courses are designed to deliver the learning your employees need. Keep your people safe, meet compliance requirements, enhance your teams’ skills and drive development with market-leading e-learning courses.

Want to speak to a member of the team about your specific requirements? Contact us on 0800 876 6708 or email enquiries@developtraining.co.uk

   12 June 2023        Blogs

Many of the industries we work with here at Develop are predominately made up of men. As such, it is important that we make sufficient time to approach the reality of men’s mental health, particularly with Men’s Health Week (12^th – 18^th June) now upon us.

A survey conducted by Mind in 2022* found that 45% of facilities managers in the UK had experienced poor mental health in the past year. The most common mental health problems reported were stress (37%), anxiety (32%), and depression (28%).

Similarly, a survey conducted by the Energy & Utilities Skills Partnership in 2020* found that 55% of employees in the energy and utilities sector had experienced poor mental health in the past year. It was also found that the most common mental health problems reported were again stress (40%), anxiety (35%), and depression (30%).

This is what makes the purpose of this awareness week so significant to us at Develop. It is integral that we provide all men with access to the information, advice, and services that they need in order to live happier and healthier lives.

Men’s Mental Health Week 2023

The theme of this year’s Men’s Health Week is men’s health and the internet, a theme that looks to address the radical effects that the internet is currently having on the health of men around the world.

Dopamine can be both our closest friend and most vicious enemy. It is the chemical in the brain responsible for creating feelings of pleasure and reward. It is also a chemical that our smartphones deliver with unrelenting efficiency. With the necessity for devices both at work and home, this can lead to addiction, exhaustion and ultimately depletion.

What we do at Develop

From us at Develop, we wanted to highlight the support we have available when it comes to mental health, as it is only with the right tools that we can properly tackle external threats to our mental wellbeing.

One such tool is available to our associates because Develop is a member of the JTL Group. On the JTL website, you can find a number of free and accessible mental health resources on the Tune Up channel.

JTL is also partnered with the Electrical Industries Charity (EIC) to offer a range of welfare support services to all those working within the electrical sector as well as the wider building services industries. To find out more, visit here.

Additionally, we have a course that we offer virtually on behalf of the Samaritans called Developing Mental Resilience and Wellbeing. This course is designed to help learners understand what mental resilience entails and how it can be put to use against the negative effects of workplace stress.

We want everyone that works with us to know that we offer an open-door policy here at Develop and will always encourage anyone who may be suffering with the effects of mental health to talk to us.

Find out more

To find out more about Men’s Health Week, please visit: https://www.menshealthforum.org.uk/mhw

*2022 Mind survey: The 2022 Mind survey was conducted online in the UK by YouGov from January 24-27, 2022, among 1,002 adults aged 18 and older who work in facilities management.

*2020 Energy & Utilities Skills Partnership survey: The 2020 Energy & Utilities Skills Partnership survey was conducted online in the UK by Censuswide from September 14-16, 2020, among 1,000 employees in the energy and utilities sector.

   16 May 2023        Blogs

The theme of this year’s Mental Health Awareness Week (May 15 – May 21) is anxiety, and we want to remind everyone of our open-door policy for any of our colleagues, delegates or bookers who may be struggling with anxiety, stress, or depression.

Develop is part of the JTL Group, so we’d like to remind people of the free and accessible resources available on fellow JTL Group member, JTL Training’s TuneUp channel. Here you can find a collection of videos that cover topics including mental health and provide our guidance for staying healthy.

Wear it Green Day

For this year, we will also be taking part in the Mental Health Foundation’s official Wear it Green Day initiative (May 18.) For this, we will be encouraging colleagues to wear something green to help raise awareness of the fact that one in six people are affected by mental health problems every week.

With that in mind, here are some additional tips from the Mental Health Foundation for managing anxiety.

1. Focus on your breathing

Breathing exercises can help to ground oneself when feeling overwhelmed by anxious thoughts. Consider a 4-7-8 technique, four seconds inhale, seven seconds hold, and eight seconds exhale.

2. Spend time in nature

Studies have shown that whether it be something simple like tending a potted plant or something bigger like camping, spending time in nature can have a positive impact on our mental health.

3. Exercise

Exercise can be a good way of dealing with anxiety. This doesn’t have to be lifting weights at the gym, it could be playing a sport, doing yoga or just going for a walk.

4. Talk about how you feel

Anxiety can be isolating, and spending time with others can help to lighten this load. If you feel comfortable to open up, verbalising your anxieties to others can help to reduce their power.

This is why we will always encourage anyone who trains or works with Develop to be open about how they are feeling. Whether it be with a Develop staff member, a friend, a family member, or a mental health professional.

We believe that everyone deserves to be heard. To view more tips please visit: https://www.mentalhealth.org.uk/our-work/public-engagement/mental-health-awareness-week/what-can-we-do-cope-feelings-anxiety

   15 May 2023        Blogs

This week is Learning at Work Week, (May 15 – May 21) which is run by the Campaign for Learning. The mission that underpins this campaign – to help encourage the notion of learning as a lifelong process, and to shine a spotlight on the importance and benefits of continual development – is something we share as part of our own ethos at Develop.

The theme of this year’s week is ‘Create the Future’ and looks to promote the way that learning can permeate throughout our lives, far beyond the workplace. At Develop, we are often encouraging notions such as this as we believe the practice of learning, and in particular the practice of CPD, can have a radically positive impact on your life as a whole.

Learning delivered your way

Develop courses allow you to practice both upskilling and reskilling, depending on how you wish to further a workforce’s speciality. Offering solutions that work around pre-existing commitments such as short courses and e-Learning, we can also offer entirely bespoke training packages to deliver at your company’s location.

Training solutions designed around you

Whether it’s booking your team onto a session using our new mobile confined spaces unit, or advancing their water safety literacy with a course in Legionella risk assessment, at Develop we are always ready to provide the training solutions that are right for your organisation.

Water Saving Week

It is also Waterwise’s Water Saving Week (May 15 – May 19.) The purpose of this week is to highlight the ongoing issues concerning water and the impacts these have on our collective future.

With the industry-leading courses we provide to water system workforces around the country, we feel that we are an important part of the support network that protects this country’s water infrastructure.

Though our courses may not be able to tackle every item that this week wishes to draw attention to, such as food security, the natural world, and further global issues, we stand with everyone else in the country this week as we recognise the value of this precious commodity.

For more information about Water Saving Week, please visit: https://www.waterwise.org.uk/wsw/

   09 May 2023        Blogs

Asbestos kills more people in the UK every year than there are fatalities on the roads. That’s around 5,000 asbestos related deaths – 20 a week on average in 2021 – who die because of past exposure.

In 2021 there were 2,369 deaths from mesothelioma cancer. Mesothelioma is 99% caused by exposure to asbestos fibres, with the other 1% caused by exposure to foundry dust, volcanic dust and other unknown entities.

But it is not just a problem for older and retired tradespeople. Anyone can encounter asbestos today, in any building built or refurbished before the year 2000, and it is still one of the biggest occupational risks to construction workers in Britain. Asbestos may also be found in the soil where the precautions are different than those used in buildings.

Asbestos is deadly and is consequently a high priority for the government’s Health and Safety Executive (HSE), and employers have a legal obligation to ensure that anyone at risk is properly trained.

What is asbestos and how was it used in construction?

The substance, which was extensively used in construction before 2000, releases potentially-lethal fibres into the air if it is disturbed. When inhaled, these begin to cause damage that can develop into life-changing and fatal diseases, including mesothelioma (a type of digestive cancer) and lung cancer. Two other serious conditions triggered by inhaling asbestos fibres are asbestosis and pleural thickening, both of which cause shortness of breath. People who smoke are especially at risk.

Asbestos is a natural fibrous rock that was widely used within homes and other buildings in the UK from 1950 during the post-war building boom until the mid-1980s, and it was still being used until the end of the 1990s. Its history as a material used by humans goes back thousands of years, the earliest known use being to strengthen earthenware pots. It became more widespread during the Industrial Revolution.

Dangers of asbestos

People have known about the dangers for a long time. The negative health effects were first noted in 1899, and the first documented death due to asbestos was just a few years later. In the 1930s, a government report highlighted the dangers, leading to the first regulations about its use. Eventually, its use was banned in many countries and regions, including the European Union. It has been replaced as an insulator in homes by fibreglass, invented in the 1930s, and more commonly in Europe, by mineral wool and glass wool. Meanwhile, companies that used to produce asbestos cement have invented new recipes, replacing asbestos with organic fibres.

Before it was phased out, asbestos was valued for its insulating properties. It is very effective at keeping heat in and cold out. It’s also fire resistant and protects against corrosion. Because of this, it is likely to be found in many construction materials and fittings, including ceiling tiles, pipe insulation, boilers and spray-on coatings.

Asbestos disposal

Asbestos is usually disposed of in landfill sites as hazardous waste. Demolishing buildings that contain large amounts of hazardous materials often means taking them apart. Alternatively, the building has to be cleared of asbestos piece by piece before it can be blown up or knocked down. Red Road Flats in Glasgow, where huge quantities of asbestos were used in wall panelling, were an example of this kind of operation.

Asbestos in soils

As with asbestos in buildings, the substance can also be extremely hazardous when disturbed in the soil. Finding it beforehand is a challenge for site managers. The asbestos may be present as fragments of insulation materials visible to the naked eye or as micro fibres requiring scientific tests to confirm their presence. What is more, not all asbestos looks the same. There are three main kinds – blue, brown and white – technically known as Crocidolite, Amosite and Chrysotile.

Health & Safety

Workers at risk need the skills to conduct proper risk assessment and to implement a range of other steps depending on the nature and scale of the problem. These could include ensuring that licensed personnel carry out remediation work, informing the Health and Safety Executive of the incident and providing protective equipment including respirators. Dealing with asbestos in soil can be a major operation. Disposing of waste and decontaminating operatives may be required, and air monitoring might have to be set up on site or near to neighbouring homes.

Whether it is extracted from a building, the soil or elsewhere, British health and safety regulations stipulate that asbestos material has to be removed to a landfill site via an approved route at certain times of the day in specially-adapted vehicles.

So, how do you prevent yourself or your employees coming into hazardous contact with asbestos?

The first step recommended by the HSE is to ensure that workers always consider the possibility that the property or plant they are working on may contain asbestos.

The HSE states: “Before the start of maintenance, refurbishment, demolition or any other type of construction work, employers must identify the presence of asbestos as part of their risk assessment. The owners or managers of non-domestic premises have a duty to manage asbestos. This involves identifying and recording the location and condition of any asbestos. This record must be made available to anyone carrying out work to help them to manage the risks of exposure to themselves, their employees and others. You should ask to see a copy of this to help you assess the risks and decide on any control measures you may need to put in place.”

Specialist training

To support employers and workers to protect themselves against the dangers of asbestos, Develop Training Ltd have developed two specialist courses – Asbestos Awareness and Asbestos Awareness in Soil and Made Ground. Both of our training courses raise awareness of the risks and how to avoid contamination.

View the courses:

• UKATA Asbestos Awareness
• UKATA Asbestos Awareness in Soil and Made Ground

   03 April 2023         Blogs

Who are Develop’s Confined Space team?

Develop currently have two confined space trainers – Joe Cheatle and Chris Tennant. Both these highly qualified trainers are able to deliver a range of confined space training courses and provide support to delegates.

Joe Cheatle joined Develop Training in September 2022 but began his career working for Mines Rescue where he worked for 5 years. Joe has brought with him an in-depth knowledge of safety in low, medium and high risk confined spaces as well as his TAQA and Institution of Occupational Safety and Health qualifications as well as being First Aid trained. During his time at Mines Rescue Joe gained experience writing risk assessments and providing rescue solutions to industrial service companies with access and safety problems.

Chris Tennant joined Develop 8 years ago in November 2014. He has worked in the water industry all his career – he has been contracted to Thames Water, Seven Trent, Scottish Water and many others. Chris has a deep understanding of all confined spaces as well as all important industry experience. Chris has his TAQA, AET and Lantra qualifications as well as being first aid trained.  Chris has further worked on a major contract, with an influential company giving management, planning and other teams training about how Confined Space work should be undertaken and the qualifications required for their staff to use the areas.

How are Develop’s Confined Space courses delivered?

Joe said this about his delivery style;

I like to mix theory with the practical side of the subject as it’s helpful to the delegates to introduce equipment gradually as the course progresses as I find the majority of learners like the hands-on side as it really helps to cement their understanding of the content. I also like to utilise Q&As and different classroom teaching techniques to keep learners engaged and will often use the whiteboard to talk through different topics.”

Chris added;

I like to create a relaxed environment as I’ve found relaxed people learn better in less pressurised environments. Confined Spaces is a growing industry and one that more companies are, rightly so, taking training seriously. I’ve also seen a noticeable increase in online training for the theoretical side of our courses.”

But what do they enjoy about being a confined spaces trainer?

Chris said;

For me it’s meeting people. I really enjoy talking to delegates and passing on the knowledge I have gained through my experience. I take pride in passing on my skill set to the next generation of tradespeople.”

Joe further expanded with;

Being able to teach people something they need to further their career is what gives me job satisfaction as I really do enjoy helping people.”

Kate Denial, Operations Manager for Cross Industry training at Develop Training explains;

Joe and Chris are great assets to my team. They’re dedicated and passionate about making sure training is done right. They’ve both received fantastic feedback from delegates and we’re proud to have them as part of the Develop family.”

Further information & resources

Find out more about our Confined Space Mobile Unit

View our full range of confined space training courses

Take a look at our 20-point checklist for producing a safe system of work in confined spaces

Pictured, left to right: Chris Tennant, Kate Denial, Joe Cheatle.

   11 March 2023         Blogs

Develop Training discusses the power of upskilling for National Careers Week 2023 (March 6th-11th).

At the start of the new year, we wrote about the transformative power of upskilling both for individuals and for those overseeing a workforce. Upskilling, the practice of perpetual refinement and development, is something we’re passionate about because it’s something we know our services are guaranteed to deliver on.

Now, for National Careers Week, we believe it’s more important than ever to consider the potential of upskilling not only for your staff, but for yourself. So, whether your industry’s focus be Facilities Management, Utilities, Leadership and Management or Building Services Engineering, we’d like to walk you through some of the short and long courses we have available.

Take, for example, the multitude of courses we offer as part of our water training services. Here, a member of staff could find new space to develop the fundamental skills required to lay the foundations of national water networks (NCO2WM) or become better acquainted the risks associated with managing water supplies in both commercial and domestic environments (WS1).

Equally, within gas services we can provide courses acutely relevant to detailing the best practices for excavations (UE2) or tailored to look at the overall management of distribution within MOD (Ministry of Defence) gas networks. This breadth of scale extends to each one of our training areas, providing businesses and individuals with a precision choice of areas in which they can newly skill themselves.

National Careers Week brings into question what a ‘career’ really entails. A career shouldn’t necessarily mean one speciality, and it certainly shouldn’t mean one role, so why not give yourself, or your staff, the best chance to make the most of your work? At Develop Training, we believe a career is about the individual, not necessarily the practice. By choosing one of our courses, you can make the decision to invest in yourself, and your team, not for what a career may look like today, but for what it might look like tomorrow.

   08 March 2023         Blogs

Develop Training celebrates International Women’s Day 2023 (March 8th).

With International Women’s Day marking a momentous day for women around the globe, it made the perfect occasion for us at Develop Training to discuss the unique situation for women in our industry, and how we have been engineering and delivering an essential solution to the challenges they face.

Inside the most substantial recent report on women in the energy and utilities sectors back in 2020, the Energy and Utilities Skills partnership found there was, though small, an integral growth recorded in the number of women in positions such as managers, directors, and senior officials in the utilities industry.

With a forecasted 28,000 vacancies for 2020-2029 senior leadership jobs in the sector, we believe that our trusted role as a career launchpad at Develop Training puts us in a position to make sure those vacancies are filled by the hardworking women who deserve them. Figures show that women predominately take up secretarial and administrator roles within the sector, but this is a figure we believe is destined to change.

It’s key to understand that the most substantial growth in the sector for 2020, recorded separately by POWERful Women, was not only in senior positions, but those at the very top. In fact, the number of women holding executive board seats in the energy sector more than doubled in the year since they last recorded their findings (2019).

The reality, though, is that this number only corresponded to 25 more women in those seats. So, we ask ourselves, what can be done to add some welcome digits onto that number?

The answer we’ve come up with here is our ground-breaking Women in Utilities programme. Running every year since 2020, the programme rapidly accelerates the careers of women in the utility industry by providing them with expert help and guidance in order to open up new pathways toward senior leadership roles.

In Spring 2022, the Womens Utilities Network commissioned an extensive survey to understand the perspective of women in the utility sector. Two of the fundamental things they found in this report was that women felt ‘organisations needed more inclusive hiring and development processes’, and that ‘more networking and support was needed for women working in the sector’.

Ultimately, these are the key tenants of our Women in Utilities programme. By staying true to our underpinning goals of empowerment, advocacy, mentoring and development, we have been able to run an advanced programme of training, networking, and mentoring for women in the utility industry valued at up to £15K – all at no cost to the participant.

To view what some of the most recent cohort had to say about the programme, click here.

Women in Utilities will return later this year. To find out more, or to register your interest, please contact us.