Facilitators for Management Apprenticeship Levels 3 and 5

Career Opportunity: Facilitators for Management Apprenticeship Levels 3 and 5

Happy is looking for experienced facilitators to deliver our Leadership and Management Apprenticeship schemes, at Levels 3 and 5.

At Happy, we are delivering leadership and management development programmes funded by, and meeting the requirements of, the Apprenticeship Levy at Level 3 and Level 5.

We need more facilitators to deliver the programmes, both the classroom element (one day a month) and the support in terms of workplace visits, one-to-one coaching, assignment marking and monitoring of the e-portfolio. Currently, all of our programmes are based in London.

We are registered to ILM and are using their materials and including an ILM diploma. However as well as meeting their requirements we are basing the programmes on the Happy approach of management based on trust, freedom and challenge.

You need to be a facilitator that fully involves the learner, that is committed to Happy principles of management, and that also enjoys the assignment marking and e-portfolio elements.

If that is you, please apply below. We need people from March. While we will make no commitment to number of days, each programme involves around three days a month from the facilitator for a class size of 12 to 15.

How to apply

Before applying, we recommend that you read The Happy Manifesto written by Happy’s Chief Happiness Officer, Henry Stewart (available on the Happy Manifesto website here), and read Henry’s blogs on the Happy Manifesto website and on his LinkedIn account. (If you send him a connection request, he will connect back.)

The closing date for applications is the end of the day on 13th January 2019. However we will review the responses as we receive them and offer places before the end date if you apply in time. Interviews will be held on 1st February.

What we are looking for in our Apprenticeship Facilitators

  • Commitment to Happy Manifesto principles. Facilitators must understand and be committed to the ideas of radical empowerment described in the Happy Manifesto. The aim is to create work environments based on trust and freedom, as embodied by companies like Semco, Next Jump, Google, WL Gore, and Happy ourselves. As one client said after a presentation: “I see, this isn’t about teaching a few management skills. This is about transforming the culture of our organisation”.
  • Self Discovery. The best designed elements of our courses lead people to discover new ways of working and being, without being told them. There will be times when the facilitator does nothing but lay the framework and set the task. On the Leadership and Management Apprenticeship programme the aim – as well as achieving the qualification – is to take them from a start point that might be a very traditional view of management and leadership – or could be open to the ideas but not knowing how to do it – to full commitment to a culture of freedom and trust, with their role to be a coach. But they need to make that journey.
  • Facilitation, not instruction. The role is to enable, not to tell. Facilitators should use the same methods, like using coaching questions, that we teach on the course. We do use PowerPoint (as an aid and visual reinforcement, and to make it easy for others to train the course) but avoid being focused on it or using any bullet pointed lists.
  • But challenge too. The Apprenticeship programme is a journey where they will discover more about themselves as well as changing their understanding of their role. A great facilitator gets a good understanding of people and, at key moments, provides the challenge that enables them to shift.

Our Level 3 and Level 5 Leadership and Management Apprenticeship programmes are based on the Apprenticeship standard and are also linked to the appropriate ILM diplomas. However the aim is not just to achieve the qualification but also to make it a great experience for learners, that will have a transformational effect on them and their work.

As well as being a great facilitator you will need to have a close attention to detail, to enjoy the process of one-to-one coaching and assessment and helping people to complete. We expect there to be about two to three days of coaching, support and assessment for every day of classroom delivery.

We are looking for facilitators that can step back and let the process work, that are flexible and responsive to each group (so may change the course if needed), that are perceptive about individuals and prepared to challenge. And also are a delight to be in the room with, creating events that people look forward to attending. And that enable real change – beyond the programme.

Essential Characteristics of our Facilitators

  • Believe the Best: Crucial. Our facilitators will never blame or criticise learners, in the training room or outside it.
  • Help people feel good about themselves: People learn best when they feel good about themselves. Even when challenging, the aim is to leave people feeling uplifted.
  • Experience then explanation: Instead of explaining good or poor management, for instance, learners should first experience it – or at least draw on their experiences.
  • Practical, fun, variety: It should be a good experience that learners enjoy and recommend to colleagues. At the same time as being challenging.
  • Supportive but challenging: A great facilitator sees what is going on for each individual and provides that crucial challenge to interrupt a way of thinking or being.
  • Role modelling what we teach: For example if a learner makes a statement we disagree with (or counter to what is being learnt) we would not correct them but coach and help them to see it from a different viewpoint.
  • Being open to feedback and improvement: We are all learning and able to improve. We each need to welcome feedback and see it as helpful.
  • Learner-focused: What does each learner need to be more effective and achieve their objectives? That is more important than preset course objectives.
  • Flexible, adaptable to what is happening in the training room: The aim is to achieve the organisational and learner objectives, not to get through the material. If those objectives need a different approach, be prepared to change things.

About our Leadership and Management Development Programmes

Our programmes are founded on a people-based approach to management. A core belief is that people work best when they feel good about themselves. We have established that over 95% of managers and staff agree with this statement. What then is the role of management?

Adopting this core belief, we see the role of management as to create a framework in which people feel good about themselves and are fully accountable for their work. Using this and principles like ‘Believe the best’ we take people on a journey to enable them to get the most from their people, by truly valuing them, and create innovative working environments.

The evidence from the Best Workplaces list in the Financial Times and Sunday Times is that great places to work are more effective and, in the case of private companies, have a far superior financial performance. As well as featuring in the Financial Times list, Happy has worked with the other finalists to establish the elements that make a workplace great.

We believe this approach has the potential to transform the management team of this police force.

Everything we facilitate is based on an active involvement in learning; we do not use any PowerPoint presentations. Taking this further, we sum up:

Involve → Discover → Challenge → Change

Every Happy event starts with involvement but the core learning points, the ‘eureka moments’, are reached through a series of carefully structured discovery exercises. Our events constantly challenge our learners to consider their behaviours and attitudes and change them in order to achieve the most for themselves and their teams. Each learner leaves with an action plan that they have created themselves. For this reason one of the most common pieces of feedback we receive about our training programmes is about how practical people find them and how pleasantly surprised they are by this.

How to apply

Before applying, we recommend that you read The Happy Manifesto written by Happy’s Chief Happiness Officer, Henry Stewart (available on the Happy Manifesto website here), and read Henry’s blogs on the Happy Manifesto website and on his LinkedIn account. (If you send him a connection request, he will connect back.)

The closing date for applications is the end of the day on 13th January 2019. However we will review the responses as we receive them and offer places before the end date if you apply in time. Interviews will be held on 1st February.