Well Training

In the latest instalment of our Day in the Life blog series, Matt Price, Head of Customer Relations at NANT and learner on the Senior Leader Apprenticeship, reflects on this month’s module focused on communication, stakeholder mapping, and feedback.
Throughout the session, learners explored communication models and barriers, practical challenges, the impact of body language, tone of voice, and word choice, giving and receiving feedback effectively (one of our favourites!) and stakeholder mapping within projects and change initiatives.

Take a look to see what Matt’s biggest takeaway was...

This blog is a great reflection on the importance of communication within leadership, operational delivery, and workplace relationships.

One thing became very clear from our recent Learning at Work Week poll…people want to learn (music to our ears!), but finding the capacity to do it is the real challenge.

What stood out from the results was that the biggest barriers to workplace learning are workload pressure and lack of time. That may not come as a surprise to many, but it raises an important question for businesses: if development is continually pushed behind “business as usual,” how do organisations create the future leaders, managers, and skilled teams they need for long-term success?

Learning at work doesn’t have to mean taking people away from the business. The most effective development often happens when learning is practical, supported, and embedded into day-to-day roles.
And perhaps the irony is…many of the workplace pressures businesses face today could actually be improved through stronger leadership, better communication, improved processes, and investment in people development.
Whether through Apprenticeship programmes or bespoke commercial training solutions, investing in your people now can create long-term impact across teams and organisations.

If you’d like to explore or training solutions contact [email protected] to discuss how we can support your business. What do you have to lose?
A huge thank you to everyone who voted and contributed to the discussion throughout Learning at Work Week.

A brilliant session with some of our Level 5 Operations Manager apprentices, combining project management, reflective learning, and End Point Assessment preparation with their Senior Learning Coach Nicola Baxter.

The cohort spent the morning working through a fictional operational project focused on improving coffee scores across an area, applying project management tools and techniques to plan, structure, and map out their approach. It was great to see learners bringing together theory, operational knowledge, and practical workplace experience to tackle real-world challenges.
The afternoon then focused on reviewing learning and preparing for EPA discussion activities, with learners revisiting theories, sharing examples from their own roles, and using the STAR method (Situation, Task, Action, and Result) to confidently structure and present responses.
To finish the session, the group reflected on what they had taken away from the last 13 months of learning, development, and workplace application, a great reminder of how much progress can happen through continuous learning and employer support.

Contact [email protected] today to find out how our apprenticeship and commercial training programmes can support your people, strengthen your teams, and drive business growth.

Learning at work isn’t always about sitting behind a laptop or reading through theory. Sometimes it involves building towers, adapting to change, and learning how people dynamics influence outcomes.
As part of Learning at Work Week, our Caffè Nero and Coffee #1 Operations Manager apprentices took part in a face-to-face workshop focused on stakeholder management and leading change, delivered by Senior Learning Coach, Nicola Baxter.
The session explored understanding stakeholders, identifying motivations and priorities, influencing and communicating effectively, leading change within operational environments and using change models to support successful implementation.
To bring the learning to life, learners were challenged to build the tallest unsupported tower capable of holding a WELL pen. Halfway through the activity, teams were reshuffled to test how changes in group dynamics, communication, and leadership impacted performance and outcomes.

This training session was a great example of workplace learning in action. It was practical, engaging, and directly linked to real operational challenges faced within the hospitality sector.

A huge thank you to the employers and line managers supporting this cohort (and all of our cohorts for that matter!) for championing workplace learning. The encouragement and support our learners receive gives them the confidence, time, and space to develop, contribute creatively, and apply their learning alongside day-to-day responsibilities.