Q1. Do leading management and business schools, as well as professional management bodies, offer apprenticeships?
A. The simple answer is yes! Two of the UK’s most influential professional bodies, the Chartered Management Institute (CMI) and Institute of Leadership and Management (ILM) who accredit our programmes, now offer management apprenticeships. These are available in a range of levels, from Level 3 up to Senior Leader Master Degree apprenticeships, and can be studied at any age and any stage of your career.
Q2. I thought that an apprenticeship was something manual workers or tradespeople did – not managers?
A. Perhaps, in years gone by, this was true – and apprenticeships were something those wanting to learn a ‘trade’ may choose over academic further education. However, this has now changed – and an apprenticeship is a great way to learn by experience, and to develop your leadership and management skills.
Q3. Can existing managers and senior managers study for an apprenticeship?
A. Absolutely. In fact, it’s been proven that the most successful management apprenticeship programmes are developed to combine experiential on-the-job training with online or classroom based formal learning and coaching, which helps to embed what has been learned and shows significant impact in the workplace.
Q4. As an employer I am concerned that offering apprenticeships to my Managers will give the impression they are only starting their careers in management, and imply a lack of ability…how do I overcome this?
A. There may be some lingering misconceptions about apprenticeships, harking back to “traditional apprenticeships”. These days, apprenticeships aren’t for youngsters starting out on their career – and they are developed by training providers working closely with an employer, meaning the programme meets the needs of the organisation and includes in-role and off-the-job training and end-point assessments. This training is suited to anyone – no matter their age or experience – and tailored to meet their developmental needs.
Q5. We employ a technician who has asked us if they can study a Level 3 Management Apprenticeship. Is this a possibility?
A. If your technician is in a position where people report to them, or is working towards that scenario, then yes, an apprenticeship is entirely suitable and would help them to develop their career and the skills required for leading a team.
Q6. If I have an employee or manager in role, how can we manage the 20% ‘off-the-job’ training? We can’t have people out of the office for days at a time!
A. Off-the-job training doesn’t require an apprentice to be away from the office for 20% of the time; this time is meant to be used for active learning, studying for the qualification, or face-to-face training – which can include job shadowing. Much of what is being learned can be applied directly to their role, benefiting the organisation as the apprentice studies, applying these key management skills.
Q7. What do you mean by level 3 or level 5?
A. The Level 3 Management Apprenticeship is designed for those beginning their leadership career; this is tailored for line managers, team leaders or supervisors. Level 5 is designed for those with more experience, and applied at a higher level – i.e. an operational, departmental or regional manager.
Q8. How long will it take to complete a Management Apprenticeship?
A. The programme must be a minimum of 12 months, often up to 24 months, which means it’s a significant commitment from the apprentice themselves and from their employer organisation. The workload includes training sessions, assignments, projects and assessments throughout the programme.
Q9. It sounds great – but how can we be certain that it will deliver a return on our investment if we commit to a management apprenticeship?
A. It takes time to change the culture of any organisation – and to guarantee success, every level of your business and senior management will have to commit to the process, developing and reinforcing a culture of learning and development in your organisation.
Apprenticeships open doors for this culture, and demonstrate the vital importance of Learning and Development initiatives, and benefit the organisation long-term as people feel supported, learn and apply new skills, and perform better in-role as a result.