Every business reaches a point where the skills that got it this far aren’t enough to support the next stage of growth.
That doesn’t mean your people aren’t capable. More often, it means the business has changed. Teams have grown, responsibilities have expanded and employees are being asked to do things that weren’t part of their role a few years ago.
Someone who was once responsible for purchasing supplies is now negotiating contracts. A project coordinator is managing larger projects with multiple stakeholders. A supervisor is leading a team for the first time.
These are positive signs. They show your business is growing.
The challenge is making sure your people grow with it.
For many employers, recognising that development is needed isn’t the difficult part. The difficult part is knowing where to begin.
Should you recruit someone with more experience? Train existing employees? Invest in apprenticeships? Support professional qualifications? Focus on procurement? Project management? Leadership?
The answer starts with understanding your business rather than choosing a course.
Start with your business goals, not the training
One of the biggest mistakes businesses make is choosing training before identifying the problem they’re trying to solve. Every organisation has different priorities. Perhaps you’re:
- Expanding into new markets
- Winning larger contracts.
- Managing more suppliers.
- Delivering increasingly complex projects.
- Growing your workforce.
- Preparing the next generation of managers.
Each of these creates different skills requirements.
Professional development should support your business strategy, not exist separately from it.
When you understand where your organisation is heading, it’s much easier to identify the knowledge and capability your people will need to get there.
Audit your team before looking at training
Before exploring qualifications or courses, take a step back and assess where your business is today.
Ask yourself:
- Are people being promoted without receiving additional development?
- Are projects becoming more complex than your team feels confident managing?
- Is one employee becoming the person everyone relies on because no one else has the knowledge?
- Are procurement decisions relying on experience rather than recognised best practice?
- Are managers spending more time solving day-to-day problems than planning ahead?
- Are skills gaps beginning to slow down growth?
If several of these sound familiar, it’s usually a sign that investing in professional development will have a far greater impact than simply asking people to take on more responsibility.
At Aspire, these are exactly the conversations we have with employers before recommending a training pathway. Sometimes the answer is an apprenticeship. Sometimes it’s a CIPS qualification, APM training or a bespoke commercial programme. The starting point is always understanding the challenge you’re trying to solve.
Identify the people who will make the biggest difference
Not everyone needs training at the same time.
Rather than trying to develop your entire workforce in one go, identify the employees whose development will have the greatest impact on the business.
This could include:
- Employees who have recently been promoted.
- Team members taking responsibility for procurement.
- Staff beginning to lead projects.
- Future managers with leadership potential.
- Employees others regularly turn to for advice and guidance.
Developing these people first often creates a ripple effect across the wider organisation. As confidence grows, knowledge is shared more effectively and capability increases across the team.
The right development pathway will depend on the individual.
Someone moving into procurement may benefit from a Procurement and Supply apprenticeship or a CIPS qualification, developing expertise in supplier relationship management, negotiation, contract management and commercial awareness.
Someone beginning to manage projects may benefit from the Associate Project Manager Apprenticeship or an APM qualification, building skills in planning, governance, budgeting, stakeholder engagement and risk management.
Build skills for where your business is going, not where it is today
Professional development shouldn’t only solve today’s challenges, it should prepare your people for tomorrow’s opportunities.
Think about where your organisation wants to be in three to five years:
- Will you be managing more suppliers?
- Delivering larger contracts?
- Running more projects simultaneously?
- Expanding into new sectors?
- Developing new managers?
The skills your business will need in the future are often different from those it needs today.
Developing employees before those responsibilities arrive gives people confidence to step into new roles while helping the business continue growing without relying solely on external recruitment.
Build learning into career progression
The strongest organisations don’t wait until someone is struggling before investing in development.
Learning becomes part of career progression.
When an employee moves into a more responsible role, professional development should move with them.
A procurement professional may begin with the Level 3 Procurement and Supply Assistant Apprenticeship before progressing to the Level 4 Procurement and Supply Chain Practitioner Apprenticeship and eventually the Level 6 Senior Procurement and Supply Chain Professional Apprenticeship, working towards MCIPS as their career develops.
Someone working in project management may begin with the Associate Project Manager Apprenticeship before progressing to more advanced APM qualifications as they begin leading larger projects and managing increasingly complex programmes.
Creating clear development pathways gives employees confidence that they have opportunities to grow within your organisation while helping employers build future capability from within.
Don’t overlook the skills that make people effective
Technical knowledge is only part of professional development.
Successful procurement and project management professionals also need strong communication, negotiation, stakeholder management, commercial awareness, leadership and problem-solving skills.
These are often the qualities that separate someone who performs a role well from someone who is ready to lead.
Aspire’s programmes are designed to develop both technical expertise and the practical skills needed to apply that knowledge confidently in the workplace. Learners don’t simply gain a qualification. They develop the confidence to contribute more effectively within their organisation from day one.
Match the training to the business need
Every organisation has different priorities, which means the right development route will look different too.
| If your business needs… | Aspire can help with… |
|---|---|
| Stronger procurement capability | Procurement and Supply Apprenticeships or CIPS Levels 2 to 6 |
| Future procurement leaders | Level 6 Senior Procurement and Supply Chain Professional Apprenticeship and progression towards MCIPS |
| Better project delivery | Associate Project Manager Apprenticeship |
| Experienced project managers with recognised qualifications | APM Project Fundamentals Qualification (PFQ) and Project Management Qualification (PMQ) |
| Specialist procurement knowledge | Commercial CIPS qualifications |
| Flexible professional development | Commercial procurement and project management training tailored to your organisation |
Choosing the right route isn’t about selecting the most advanced qualification. It’s about choosing the programme that best supports both the individual and the organisation.
Measure the impact, not just the qualification
The success of professional development shouldn’t be measured by certificates alone.
The real value comes from the difference it makes to the business.
Consider whether training has led to:
- Better supplier relationships.
- More effective project delivery.
- Greater confidence when making commercial decisions.
- Employees taking on increased responsibility.
- More internal promotions.
- Improved staff retention.
- Stronger succession planning.
These are the outcomes that demonstrate a genuine return on investment.
Five steps to building a workforce development plan
If you’re not sure where to begin, keep the process simple.
- Decide where your business wants to be over the next three to five years.
- Identify the skills your workforce will need to support those ambitions.
- Review who has the potential to take on greater responsibility.
- Choose the right development pathway, whether that’s an apprenticeship, a professional qualification or commercial training.
- Continue reviewing development as your organisation grows.
Professional development isn’t a one-off exercise. It’s an ongoing investment in the future of your business.
Why employers choose Aspire
Choosing the right training partner is just as important as choosing the right qualification.
As a CIPS Centre of Excellence and APM Accredited Training Provider, Aspire supports organisations across procurement, project management and professional development. We don’t believe in recommending the same solution for every employer. We take the time to understand your organisation, your people and your ambitions before recommending the most appropriate development pathway.
Whether you’re developing future procurement professionals, strengthening project management capability or creating a long-term workforce development strategy, we’ll help you build the skills your organisation needs for the future.
Let’s talk
If you’re ready to invest in your people but aren’t sure where to begin, we’re here to help.
Whether you’re developing procurement capability, strengthening project management skills or planning long-term workforce development, Aspire can help you build the knowledge and confidence your organisation needs to grow.
Call: 0808 231 2477
Email: qualify@cips-training.com
Visit: www.cips-training.com
Frequently Asked Questions
How do I identify skills gaps in my business?
Start by looking at your business objectives over the next three to five years. Consider the knowledge, behaviours and technical skills your employees will need to achieve those goals. Performance reviews, project outcomes and succession planning discussions can all help identify where development is needed.
Should I recruit someone new or train existing employees?
Every organisation is different. Many employers find that developing existing employees builds capability more quickly while improving engagement and retention. In some cases, combining recruitment with professional development delivers the strongest long-term results.
What type of training is right for my team?
That depends on the role and the individual. Apprenticeships combine structured learning with workplace experience, while CIPS qualifications, APM qualifications and commercial training programmes help professionals develop specialist knowledge as their careers progress.
How can Aspire help my business?
We’ll work with you to understand your organisation, identify skills gaps and recommend a development pathway that supports both your people and your business objectives.