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CAKE PEOPLE DEVELOPMENT takes on eras ltd people development consultancy.

Welcome to our news and blog page.

 

Here will share what's new and happening in the world of CAKE People Develeopment and all things Learning and Development.

By Shelley Measures, Jul 12 2018 09:50AM

The CAKE Coaching Awards 2018
The CAKE Coaching Awards 2018

The CAKE Coaching Awards are part of the East of England Coaching and Mentoring Conference – The Coaching Conversation, which for the last four years has been supporting those involved in workplace coaching.


This year, in addition to the Coaching Champion Award, we are thrilled to introduce a new category, ‘The Best Coaching and Mentoring Initiative’Award.


The finale of the awards will take place at The Coaching Conversation 2018, held on Thursday 29th November at Newmarket Racecourse, where the winners will be announced. (tickets for the conference go on sale end of July)


We welcome nominations for any coaching or mentoring initiative created by the nominated organisation. It can include coaches from outside the business, but it must have been developed internally.


We are interested in seeing the use of any methodology or coaching models and evidence of the impact that the initiative has made to the success of the organisation.


CAKE welcomes submissions from organisations that use mentoring to support the development of their employees whether it is a formal or informal process.


Mentoring is often referred to in a similar vein to coaching although it is vastly different, it is an extremely effective development tool, and we want to recognise and reward the best programmes and initiatives being run.


Our judging panel is looking for initiatives that demonstrate:


A thorough understanding of the business and its strategic objectives

An understanding of coaching and mentoring best practice

An understanding of learning and development

How the aims of the initiative were met

A long-term sustainable future

Evidence of measured success



Entries are open NOW and close on Friday 28th September. For more information about The Coaching Conversation or the awards, head over to www.cakepd.co.uk/the-coaching-awards



If you have any questions regarding coaching qualifications or our coaching community, please get in touch. Call The CAKE Team 01603 733006





By Shelley Measures, Jul 5 2018 12:40PM

Martin Bull & Jo Tonnison
Martin Bull & Jo Tonnison

Do you know a coaching champion who goes over and above their job role? Have they had a significant impact on your’s or someone else's life? Have they been the driving force in the introduction of a coaching and mentoring initiative?


Now is the time to show your appreciation for all they do. Help us celebrate and reward their outstanding work and nominate them for the CAKE People Development Coaching Champion Award.


The CAKE People Development showpiece annual event, The Coaching Conversation conference is seen as highly inspirational within the coaching community, and this year it will be held at Newmarket Racecourse, on Thursday 29th of November.


The principal aim of the award is to raise the profile of coaching and mentoring and the role it plays in transforming individuals and businesses alike. Our previous winner Martin Bull attributes coaching to the success of his apprenticeship programmes.


Margaret Burnside, Director at CAKE People Development, said

“I am pleased to announce nominations for this year's Awards open. This is a significant year for us as we introduce our second award, The Best Coaching and Mentoring Initiative Award.

Our awards are a unique opportunity for the regions’ L&D/HR professionals and business leaders to reward and recognise the excellent coaching and mentoring happening within their organisations."


Martin Bull - Dispensing Systems Development Manager & Global Valve Systems Expert at RPC UCP Zeller Plastik and last year’s winner of the coaching champion award said “I was delighted to receive the award. I credit my development journey to Steve Millbank, Head of Leadership Development at CAKE. He ignited my passion for coaching and L&D when I attended a programme he ran about four years ago.

It was an honour to have my work and my passion for coaching and mentoring recognised beyond the workplace. It’s truly gratifying and a great feeling.”


He continued, “I liked that the award is a showcase for the full spectrum of coaching and mentoring. I was disappointed I wasn’t able to attend the conference in person, but my colleague accepted the award on my behalf and was blown away by the amazing work other coaches are undertaking. He learnt a great deal form the day.”


In line with CAKE People Development values; passion, excellence, integrity and making a difference, we would like to stress that we welcome nominations on behalf of qualified, non-qualified, team leaders, supervisors, managers, teachers, tutors and anyone who supports people to achieve their goals.


Promote the people who tirelessly champion coaching and mentoring and have made a difference to you.


Tell us about your coaching champion by heading to: http://ow.ly/v4u130kOpaF


All entries must be in by Friday, September 28th.



By Shelley Measures, Jul 4 2018 11:41AM

The organisations we work with which have created and sustained a coaching culture where managers use a coaching style as standard, report many benefits, from increased employee engagement and the ability to successfully resolve conflict, to increased productivity and performance.


So, it’s understandable that when polled, almost 70% of businesses said they use coaching. However, this doesn’t necessarily mean that a coaching culture is in place, as frequently coaching is used on a one to one basis and often only for senior members of the team.


There are some key factors to take into consideration when implementing a coaching culture. It’s an ongoing voyage, one that requires sound building blocks of internal coaching capability so that over time, it is sustained, and capability is scaled up, so the coaching culture becomes the broader organisation culture.


1. Top Team Buy-In


For any project to work, and especially when introducing a coaching culture, the top team need to be fully engaged and on board. It needs to start at the top and then flow through the rest of the business. This is key to establishing and approving the business benefits for introducing a coaching culture. They are your advocates and will set the example of the desired behaviours.


At CAKE, we will always suggest starting with an Executive Team Coaching Programme; it proves to be the best basis for buy-in for the project.


2. Who are your champions?


The buy-in has been established and the example set, but who will champion the project? Your line managers are your champions and essential to the success and longevity of the coaching culture. It’s your champions who you will depend upon to make sure the coaching programme is put into effect, so it is vital they have the tools and skills they need to build on the coaching programme. Although not essential, we will suggest that a core team of managers achieve a formal qualification, through either the ILM or CMI.


3. Embed the programme.


A culture change is not sustainable unless there is a clear purpose. Whatever your business objectives are, they need to be communicated, so it is clear to all stakeholders what their role is and what is expected of them. The core team is the key component to create an environment that allows the culture to embed, to establish its roots.


4. Bust the myths.


It is so important to open conversations around coaching, to help your managers and executives understand how to use coaching and mentoring effectively as part of everyday working life. Be transparent, collaborate across all business units and tackles the challenges and bust the myths along the way.


It can feel like a massive task with so much to consider but by working with you, CAKE can advise, recommend and design a combination of strategies to ensure your coaching culture becomes standard practice which will ensure the maturity, success and longevity of the project.


As the saying goes.. ‘No one said it was going to be easy, but it’ll be worth it.’


For further information on our coaching and mentoring programme and interventions or for information about the East of England Coaching and Mentoring Conference – The Coaching Conversation 2018 call The CAKE Team on 01603 733006












By Shelley Measures, Jun 12 2018 12:09PM

Managing business finances is absolutely critical for every organisation, regardless of type or size. Responsibility for areas such as budgeting, business cases and project finances are often devolved to people working outside of the finance team, making it vital that they clearly understand what it is that they need to do and why it is so important to do so.


Our financial courses are lively, practical and relevant. We can tailor the content and materials to your own organisation and your ways of working, making the transition of ideas and tools from the learning environment incredibly smooth.


We use a variety of approaches to ensure that participants find this potentially dull topic both interesting and fun to learn about. These methodologies include business simulations, games and a large amount of practical exercises, introducing many useful tools, techniques and top tips.


We cover a wide range of financial topics, from finance for non-financial managers to building powerful business cases, project financial assessment and management and creating and managing effective budgets.


Contact The CAKE Team on 01603 733006 or email slice@cakepd.co.uk for details.

By Shelley Measures, May 25 2018 03:04PM

The L&D landscape has changed significantly in recent years, the standard model of classroom only sessions is becoming less common and has moved to a more modern, blended approach, combining different learning techniques.


We recognise that in today’s world the modern learner likes to take responsibility for their development, preferring an experience that is flexible and open with access to a wealth of resources, when they need it. Our CAKE approach fully supports modern learning and adopts the complementary use of social learning, eLearning and other techniques combined with the standard model.


CAKEconnect is our online learning community, it allows us to create a rich, self-paced learning experience, with space for monitoring and giving feedback.


It provides an enriched learning experience and has great benefits not only for the learners but also for our programme facilitators and the learning process itself.


Since we introduced CAKEconnect, we have found our learners are more engaged. By using a variety of approaches the programme content is easy to grasp, and it enables us to use a range of other supporting material. It is an ideal space where we have created an environment that suits individual learners and different learning styles.


We do our very best to account for everyone in our face to face facilitated workshops, but by diversifying our methods, we can ensure everyone has the best opportunity to learn.


CAKEconnect supports learning in many ways:


Time restrictions of the classroom environment are no longer an issue, which deepens the connections between our learners and our facilitators, creating an extremely supportive environment for questions or concerns to be raised and addressed as well as encouraging conversations and peer to peer learning.

It gives our facilitators a feel for the learner trends and enables them to adapt and act accordingly; it’s a huge benefit to be able to add further resources in an instant from discussions with our learners both in the sessions and online.


Another awesome feature is the reporting; it is always good to be able to have at a glance a quick overview of how well our learners are doing, how far they have progressed and how they are responding to the different methods, which leads onto feedback. CAKEconnect allows our facilitators to use the right tools and blended methods to prepare feedback, and deliver it most effectively.


Overall, it helps the learning become much more meaningful, it engages and encourages learners to take greater responsibility for their learning, and it makes it fun.


Call the CAKE Team today to discover how our CAKEconnect community can support your development solutions 01603 733006.



By Shelley Measures, May 14 2018 01:44PM


We had a terrific couple of days at the CIPD L&D show at Olympia last month. It was great to have such stimulating conversations and hear inspirational stories about the amazing work our colleagues are doing in the L&D community. The energy and passion were palpable. It’s an ideal environment to keep up to date with learning trends, and we learnt a great deal.


One of the main topics of the show this year was apprenticeships. During the conference, IBM and BT both shared how the apprenticeship levy was supporting not only their technical apprenticeships but their managers and leaders too.


Apprenticeships have long been viewed as opportunities for school leavers to gain skills and experience in a trade, but it is no longer the case. The introduction of the Levy in April last year means that businesses can now look to invest and upskill their existing workforce.


I think we are all familiar with the term ‘accidental manager’, it’s been around for a while, where the best ‘technician’ is promoted to a management role that they have no experience in nor have been trained to do. With the new standards for Leadership & Management Apprenticeships, organisations can look at the wider skill set and offer an incredibly robust, long-term, sustainable development programme, giving managers the best chance of being effective and productive in their roles.


We know that some organisations face the challenge of the negative connotations and perceptions of the word apprenticeship. They also fear the weight of the administration around it but, by working with CAKE, it’s seamless from start to finish. We oversee the whole process, support the internal communication, the delivery, administration and funding.


We are hosting another Apprenticeship Event in London this month on May 30th, to explain our unique approach. Follow the link for details and to book your place.


https://cake-people-development.eventbrite.co.uk


Another strong theme running through our conversations last week was coaching and mentoring, and how organisations are beginning to realise the significance of a coaching culture to support development solutions, organisational change, apprenticeships and overall employee engagement.


Managers and leaders who operate in a coaching culture support learning and give regular feedback, which offers opportunities for growth, and creates a more engaged and energised workforce.


We are passionate about coaching and mentoring; it underpins all that we do. We work tirelessly to support organisations to develop a climate where they can flourish through supporting learning and nurturing talent to deliver business outcomes


Many of our conversations were around how we can support organisations in the training and development of their internal coaches who then, in turn, will develop other coaches to sustain a meaningful coaching practice for the business.


Our experience shows us that when done well, coaching automatically engages people where other strategies have fallen flat and by the wayside. It delivers profit and value to everyone. Profit without the value recognised by the workforce kills engagement in a heartbeat.


To discover how Coaching and Mentoring can support your organisation, call the CAKE Team on 01603 733006 or email slice@cakepd.co.uk




By Shelley Measures, Apr 5 2018 01:36PM

Apprenticeship Levy
Apprenticeship Levy

CAKE People Development Apprenticeship Event - Setting New Standards


The introduction of Leadership and Management Apprenticeships is the best business opportunity available for you to develop the capabilities and performance of your managers and leaders.


The new standards unlock exciting opportunities for organisations to attract talent, nurture and develop existing team members to enable them to reach their full potential and achieve a professional qualification.


We can help you to develop them using the funding available through the Apprenticeship Levy, but where do you start?


Join us on May 30th from 9.30am to 12.30am, for refreshments, breakfast and of course CAKE to explore how your organisation can make the most of your Apprenticeship Levy.


We will demystify the processes and funding of apprenticeships, and share our innovative and unique approach, putting learning to work in the context of your organisation; it’s how we make the difference.


Our event is free to attend and open to everyone.


Wed 30 May 2018 - 09:30 – 12:30 BST

77 Kingsway London WC2 6SR



https://cake-people-development.eventbrite.co.uk


By Shelley Measures, Mar 22 2018 03:25PM

Leadership & Management Apprenticeships
Leadership & Management Apprenticeships

As an employer, whether you’re an apprenticeship levy payer or not, your people are your greatest asset, and utilising the Apprenticeship Levy to boost productivity is a business opportunity that you simply cannot afford to ignore.


At CAKE we believe that development should be at the heart of all organisations; our leadership and management apprenticeship programmes offer a unique opportunity for you to develop the capabilities and performance of your leaders and managers.


The Levy means the L&D landscape has changed how learning is achieved; by working collaboratively, in partnership with you, we can maximise your levy contributions to meet your strategic business objectives, support your L&D strategy and help your employees achieve their career ambitions.


CAKE is one of the very few providers approved and accredited by both the ILM and CMI, meaning we have a greater scope when designing a programme for you.


Our seamless end-to-end solutions provide the very highest standard of programme and, from start to finish, you are supported by our dedicated team who fully understand the Levy. We will closely with you and your workforce, every step of the way.


Make the most of our skills, expertise and knowledge to make the most of your Levy.


For further information and to download your copy of our brochure click here.


We haven’t covered every aspect in detail in our brochure. So, if you have any immediate questions or require information on our ILM and CMI apprenticeships, or would like a demo of our apprenticeship platform, please contact the team on 01603 733006.



By Shelley Measures, Feb 13 2018 03:04PM

Coaching Leaders


Working with leaders in business, whether senior leaders of organisations or talented contributors within them, can be highly stimulating and rewarding. They are often bright, passionate and inspiring people with impressive track records of success. For the same reasons, coaching these leaders can be scary. It’s easy to feel intimidated by power and talent. This article covers three areas in which gaining the respect of your leader coachees can lead to their stronger commitment to working with you. The three areas are credibility, confidence and challenge.


Credibility


Leaders want to know that you’re a person worth their time and effort before they commit to the process. Success has come to them from using their time wisely, and you’re just one of many choices they could make to fill their day. Accept that they will start judging you as soon as you meet (or speak on the phone or exchange emails). Every interaction is a moment of truth for them about you. Establishing your credibility is essential for them to trust you and we know that trust is vital for coaching to be effective.


As well as your professional credibility as a coach, learning as much as you can about your leader before you meet them shows them you take your coaching clients seriously. This sounds obvious, but I’m still surprised at the number of coaches who pay scant attention to this step. “I don’t do any preparation as I don’t want to pre-judge the person,” a coach once told me. I know of at least one contract she lost because the managing director she met thought her unworthy of working with. She knew little about his company and even less about him. One or two conversations and a search online might have produced a different outcome. Study the organisation’s website to understand their business niche, approach and successes. Many display profiles of their leaders. Some even give contact details. Recently I was researching a financial software company. The CEO’s email address was on the website, so I sent him a brief hello. This led to a friendly phone conversation. No immediate business resulted, but our relationship is now established. One thing he did say was how few approaches he gets directly in this way. The fact I’d bothered to look and contact him, as a result, was unusual and welcome (why would he have his email in a public domain if he didn’t want people to reach out?).


Speaking to people who know and work with your leader is also very useful. I find a simple, open and honest approach works best, something like, “X and I are meeting soon to see if there’s value in working together. What could you tell me that might be helpful?” Sometimes I’ll ask a more specific question such as, “What strengths do they bring to the business?” or “What are some of the qualities you admire in them?” Don’t ask about failings or shortcomings. You can guarantee this conversation will get back to your leader at lightning speed. You don’t want your motives to be questioned. Keep it positive and respectful.


Confidence


You need to convince your leader that you believe in the value of what you’re doing. If there’s any doubt, you can forget continuing to work with them. Remove the risk of coming across as hesitant or tentative by having a clear coaching pathway to travel along. Point out the reason for and the value of each step, and include a couple of real-life vignettes to illustrate. When I met the no-nonsense MD of a business consultancy, “Convince me this will work,” was one of the first things he said. I showed him a simple one-pager entitled, ‘Your Exit Strategy In Four Steps’. On the page were four key questions for him to wrestle with. All of his answers related to his achieving retirement as soon as possible. My research had revealed this as his key goal. I explained each step simply and clearly, and emphasised the thinking effort and committed action he would need to bring to make our coaching relationship worthwhile. “OK,” was all he said and we started right away. He retired within five years of the conversation.


Challenge


Giving your leaders an easy ride is not helpful to their development. They welcome and rise to challenge, and they will want it from you. I adopt an assertive coaching approach with business leaders. As long as that does not stray into rudeness or insult, often they find somebody standing up to them refreshing. Pick your battles, however. Nit-picking is just annoying. Put your foot down on the big stuff, the thinking, assumptions, opinions and judgements that could sabotage your leader’s progress. During one of my last coaching sessions before writing this piece, I interrupted my coachee. “You are blaming someone else for what is your responsibility,” I stated. He was taken aback and a bit annoyed by this. I explained that three times he had told me of the importance of a key deliverable’s success, each time adding that he had little faith in one of his manager’s ability to play their part. The message I got was, “I’m just waiting for things to fail so I can justify my opinion of the guy.” When I said that to him, he became silent, looked at the floor and then reluctantly agreed. It was a breakthrough which allowed us to move towards how he could support that manager more strongly.


Coaching leaders is a great test of your own leadership in action. People like people who are like themselves. When your leader coachees experience qualities in you they can relate to, admire or to which they want to aspire; they will have a natural tendency to connect with you. How you coach them, therefore, is arguably just as important as what you coach them on. By building your credibility, displaying confidence in your coaching and not holding back with a helpful challenge, your leader will be even more minded to take you seriously as a valuable asset on their leadership journey.


Contact The CAKE Team on 01603 733006 or via email on slice@cakepd.co.uk to discuss our coaching interventions.




By Shelley Measures, Jan 15 2018 04:16PM

CAKE People Development - Setting New Standards


The introduction of Leadership and Management Apprenticeships is the best business opportunity available for you to develop the capabilities and performance of your managers and leaders.


The new standards unlock exciting opportunities for organisations to attract talent, nurture and develop existing team members to enable them to reach their full potential and achieve a professional qualification.


We can help you to develop them using the funding available through the Apprenticeship Levy, but where do you start?


Join us on March 6th from 9.00am to 11.00am, for refreshments, breakfast and of course CAKE to explore how your organisation can make the most of your Apprenticeship Levy.


We will demystify the processes and funding of apprenticeships, and share our innovative and unique approach, putting learning to work in the context of your organisation; it’s how we make the difference.


Agenda:

Apprenticeship Levy explained

Hear from our event partners CMI (Chartered Management Institute)

Qualifications and how they work

Employer support and guidance

Learner journey and experience

Funding made simple

The CAKE difference


(Agenda subject to change)


Our CMI (Chartered Management Institute) apprenticeships are an essential ingredient in the development of your teams.


They represent the very highest standard of development design to deliver exactly what your organisation and leaders/managers need. They set the new standard, improving business performance and organisational profitability, delivering professional qualifications inline with apprenticeship frameworks. For all sectors and business sizes, our quality assured, thoroughly blended learning approach will help you attract and retain the best talent and bridge the skills gap.




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