Mellissa is a Customer Service Supervisor on a Wincanton contract with a leading brick manufacturer managing the customer relationship for seven factory sites.
She spoke to us about how the programme has been instrumental is supporting her increase in confidence, her decision-making, and has helped her to develop her future career prospects at Wincanton beyond her current role.
“Prior to being on the course, I felt like I needed to constantly seek reassurance from my more experienced colleagues who had been at Wincanton longer,” she said.
“Now I trust my own experience and judgement a lot more. I’m gaining confidence in my own decisions."
“The first module was all about looking at myself and my decision-making process. Rather than assuming I’m doing everything correctly, it encouraged me to pause and reflect and consider other views.” She added: “It’s challenged me to see things from a Wincanton perspective, from a driver’s perspective and the customer perspective.”
At her most recent quarterly review with her Corndel coach Bobbie, her line manager Ross Oliver identified clear changes in her behaviour stemming from the programme.
“One of the things Ross noticed is that I’ve always lacked a bit of confidence, but that has definitely improved,” she said. “I’ve become more assertive and willing to try new things, rather than sticking to the way things have always been done.”
The programme has also helped her build a bigger internal network across Wincanton, which employs some 17,500 people across more than 200 sites in the UK.
In completing her Continuous Professional Development tasks she has initiated conversations with Contract Managers and her Operations Director, while her cohort has let her build relationships with other managers on different contracts and sites across the business.
“Different managers have different challenges, but we have opened up these challenges and can help and support each other,” she said.
“I cannot thank Wincanton enough for giving me the time and making the investment in me to be part of this.”
Around 150 Wincanton team leaders and supervisors are enrolling on Drive the Difference in 2018, all funded via Wincanton’s Apprenticeship Levy.
Nicola Bevan, HR Business Partner, said: “Corndel listened to our specific requirements, offered advice and tailored the programme accordingly. Corndel’s focus on behavioural and cultural change is particularly key in making the learning more sustainable and helping us achieve our programme aims.
"We are already seeing a return on investment to both individuals like Mellissa and the wider business.”