How learning and development can boost employee progression: Employee spotlight

In today’s dynamic and competitive business landscape, businesses are increasingly recognising the role that L&D plays in nurturing employee progression.

In the fast-paced world of today’s workforce, learning and development has emerged as a key driver of employee progression. Stephen O'Brien ’s journey, from a Training Instructor to the Head of Schools at MPCT is a fantastic example of how learning and development can transform careers, with his experience showcasing the impact of continuous learning on individual growth, leadership development and business success!

“The greatest impact of having access to such amazing and purposeful CPD is the feeling of being valued and being granted the tools to develop in line with my role and my aspirations. I work with pre-16 children from various backgrounds. I have undertaken a Level 3 Diploma in Counselling Skills and a Level 2 Certificate in Early Years Mental Health.

I can categorically say this has allowed me a better and more effective approach to supporting learners and my staff. I am enrolled on a Level 3 Understanding Autism course; this demonstrates role modelling and the importance of personal betterment to all staff and colleagues. My staff have also felt this value and relished the challenge of undertaking new and exciting aspects of CPD. This level of CPD has undoubtedly impacted me as an individual, a tutor and a role model, making my ability to manage people far easier. Undertaking CPD, including modules around ‘Leading the LCG Way’ have given me the skills to manage and lead my colleagues.

The whole process creates motivation, a sense of investment, reward and ultimately make us better at what we do.

I was first employed as a Training Instructor in a small Centre with great potential to create the opportunity to impact a far greater number of learners. The ability to engage, learn and be mentored by amazing people in a company that embraces change supported me in creating the much-desired growth plan for the school provision.

Students increased by 10%, bringing in additional income. Increasing business and upskilling led to me being appointed as the Regional Operations Manager and most recently Head of Schools, roles that have been secured through my desire and motivation to learn.

I truly believe the focus given to L&D across LCG is the reason I have progressed.”

Steve achieved two promotions in just six months and played a pivotal role in enabling his colleagues to access training. His support fostered the professional growth of his team, with 100% of them enrolled in diverse courses such as Awards in Education and Training, Level 5 Diplomas in Leadership, Gym Instructor and Special Educational Needs qualifications. This led to expanded contracts, increased credibility, enhanced staff confidence, and seven promotions in his department.

Amid challenges, intensified by the pandemic, and a 67% staff turnover, Steve, as Regional Operations Manager, used CPD, incentive-based leadership, and effective change management to reduce turnover to below 10% in a year. Steve has had a profound impact on both individuals and the organisation.

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