Getting the most from your apprenticeship coach

Starting an apprenticeship is a big decision, but with the right guidance and support, it can be a rewarding career choice that opens the doors to many other opportunities. In this interview, we sit down with Hannah Kowszun, an experienced Skills Coach from The JGA Group, to talk about how you can build strong learner-coach relationships, get long-term value from coaching, and successfully navigate the apprenticeship journey.

What should an apprentice do in their first few weeks to build a strong relationship with their coach?

One of the biggest misconceptions is that apprenticeships are like school; this isn’t a teacher-student hierarchy, it’s an adult-to-adult relationship. As an apprentice, you should see yourself as a professional benefiting from support, not a student trying to seek approval. It’s important that you feel comfortable with your coach and try to be open about your needs so that your coach can get to know you and find the best ways to support you in your learning.

How can apprentices turn coaching into a long-term career advantage, not just short-term support?

The very process of doing an apprenticeship provides long-term career advantage because it encourages you to reflect deeply on your knowledge, skills and behaviour, and put them into practice in the workplace. Make the most of your coaching by coming prepared, sharing goals, and asking questions. Be open to feedback, even when it challenges you.

How can apprentices best prepare for coaching sessions to get the most value from them?

To get the most from your coach, be clear about how you learn best. Suggest meeting at times when you’re most focused, avoid busy work periods, and plan ahead so you cover the topics that matter most to you. You can also use your coach as a sounding board, giving you space to talk through challenges and ask questions. They can bring to life the knowledge you gain in seminars and help you apply learning to your work context. 

What role does feedback play in coaching, and how can apprentices turn negative feedback into a positive learning experience?

Coaches will rarely observe you in the workplace, which means that any feedback on your work will either be second-hand or related to an assignment or project you have done. Taking time to reflect on your own performance before a session can be really valuable to help you identify what went well and where you could improve.

If something didn’t go as you’d hoped, sharing your experience with your coach will allow you to take ownership of your development and explain where you think you can improve, rather than hearing it framed by someone else.

It’s important to remember that all feedback – even if it’s negative – is a learning opportunity. Even if feedback highlights something that could have been approached differently, it can still be a positive experience if you approach it with an open mindset.

How can an apprentice take ownership of their learning journey while still making the most of their coach’s guidance?

A great starting point is really understanding the KSBs – the Knowledge, Skills, and Behaviours in their apprenticeship standard. These are the professional fundamentals defined by people who do the role themselves.

For knowledge components, the aim is to be able to explain the ideas and concepts to others. It’s also to be able to apply this knowledge in different contexts, not just the sector you are currently in.

For skills components, the goal is to be able to perform these skills independently, confidently and well. You should be able to produce evidence of these skills in practice, whether through tangible outputs or testimony from others.

For behaviour components, it’s about demonstrating these behaviours in practical ways. The best evidence is testimony from others; it may also, for assessment purposes, be showing these behaviours in front of the assessor.

What strategies do you recommend for apprentices who feel stuck or overwhelmed in their apprenticeship?

If you ever feel stuck or overwhelmed, you can always contact your coach. They are there to support between scheduled sessions.

Stepping away from the workplace to reflect can also be helpful. Writing down tasks and identifying which are genuinely urgent versus those that can wait often creates breathing space. Talking priorities through with a coach, manager, colleague or friend can also help reduce feelings of overwhelm.

It is also possible to have what’s called a Break in Learning. This is where, for a minimum of 4 weeks, you take a break from your apprenticeship. It pauses learning so as not to get left behind. This option can be particularly useful during periods of illness, high workload, or personal challenge.

How is coaching tailored to support different learning styles or personalities?

Every apprentice learns differently, and effective coaching adapts to these differences. You can support this by sharing what you find most helpful.

For example, if you find that you learn best through visuals, it’s helpful to let your coach know. Many coaches can use diagrams, slides, or shared documents during sessions, and may be able to share these afterwards so you can revisit them in your own time.

What’s one thing you wish every apprentice knew about working with a coach?

If you don’t complete an assignment or fall behind on a project, you haven’t let anyone down. Your coach is there to support your progress, and your success is a shared success.

Want to know more?

Visit our learner hub to explore the courses and apprenticeships we deliver in partnership with colleges and training providers across the UK.