Raving about The Rickter Scale!


Develop-meant Training Consultants has worked with The Rickter Company for a number of years. Manager Adrian Pitt talks about his relationship with the organisation and The Rickter Scale® assessment tool.

My association with “the brilliant blue board” goes back well over a decade. I’m never far from The Rickter Scale®! There’s a demonstration board in my car, a couple under my bed and one in my office, where inquiring minds often ask: “What on Earth is that?!”

I was fortunate to be put forward by Black Country Connexions as a fully-fledged Rickter Scale® trainer almost 12 years ago. I’ve never looked back. I’ve lost count of the number of training sessions I’ve facilitated, however, one thing’s for certain, those all-important feedback forms suggest that practitioners instantly fall in love with the super Scale.

Before I tell delegates about the power behind the plastic, they say: “It’s very colourful and easy on the eye…It looks like an abacus…It’s extremely tactile…” and, the strangest comment yet: “It smells like celery!” Cue 16 participants with the Rickter board glued to their noses.

I became hooked on The Rickter Scale® (not the smell of celery!) during my time as an Adviser working in schools and community bases. The young people on my caseload had never seen anything like the board. Most of them had been assessed, assessed and assessed again. Endless forms, meaningless questions, very few solutions.

Then, I’d come along with my “secret weapon”. I’d leave a Rickter board on my desk and curiosity would get the better of them. A great technique for getting clients to engage. People ask me: “What do you like most about the Rickter Scale®?” I always say, what appears to be quite a simple tool at face value is underpinned by a range of fascinating theories and concepts around motivation, learning styles, solution-focused work, to name but a few.

I love the fact that the Rickter Scale® instigates what I call “Light Bulb Moments”. Suddenly, when clients realise how different aspects of their lives impact on each other, it’s like a switch is flicked. They see the bigger picture and are motivated to change.

The Rickter Company has a lot to celebrate! Everywhere I go people talk about the Rickter Scale® with the utmost respect. I’m sure the team will have loads to tell you on The Rickter Company website how the board continues to change lives in this country and beyond.

On a scale of 0 to 10, how happy am I being a Rickter Associate? I’d say “9”. How can I get from a 9 to 10 – well; that would be telling!

To find out more information and to book a place on the next Rickter Scale training course, click here: Course information

Adrian Pitt is the Manager of Develop-meant Training Consultants – learning and development how it’s MEANT to be! Accredited training for staff in the Advice and Guidance, Careers Guidance, Education and Training, Children and Young People workforce sectors. Find him and the team at www.develop-meant.com


Level 3 Education and Training course goes down a storm!

PTLLS Shropshire

Our recent Level 3 Award in Education and Training course in Shropshire went down a storm with delegates. A thoroughly enjoyable and interactive workshop, covering legislation, roles and responsibilities, learning styles, facilitating group work and effective use of resources.

The next course on the timetable is the Level 5 Diploma in Education and Training with induction and introductions taking place at 1:30pm on 14th July at Always Consult’s Upton Magna (Shrewsbury, West Midlands) training centre. Please note that you may know this course by its old name, DTLLS (Diploma in Teaching in the Lifelong Learning Sector).

Please call 07979 525 708 or email adrian@develop-meant.com as soon as possible if you are interested in booking a place on the Level 5 Diploma as the start date grows nearer.

Here is some of the feedback received from delegates on the Level 3 day:

Excellent resources. Good balance of taught and practical activities throughout the day invaluable and practical knowledge gained.

I think both trainers were open, honest and approachable this makes the day easier and less confusing as I feel comfortable in the fact that if I am stuck help is available.

Excellent delivery which kept me engaged and interested throughout. Looking forward to the next instalment! After 3 failed attempts to start this qualification with other providers, I am already further ahead than I previously was!

I have been given a lot to reflect on and will incorporate this into my daily activities.

Business babble


Adrian Pitt ponders the use of business speak in the corporate world, how it clutters communication channels and hampers our ability to learn and develop. Let’s run this article up the flagpole and see who salutes it…

Do you ever wish you were ‘singing from the same hymn sheet’ as your colleagues, but find you’re more Mozart than ‘morning has broken’? Maybe you fancy indulging in a spot of ‘blue sky thinking’, however the skies where you are remain grey and overcast? Perhaps your boss has given you a project to manage that’s ‘not rocket science’ but requires you to ‘think outside of the box’ that you keep tripping over in the corridor?

Idioms and impenetrable business speak are part and parcel of corporate life. We hear the phrases and we appear to accept them. Many of them just wash over us.

Have you ever stopped to think whether they actually hamper our ability to learn and develop? When I moved from the banking world to a career in training some 25 years ago, as part of my induction, I met a manager who could only be described as ‘Mr Mixed Metaphors’ and was pretty acronym-tastic. So bad was his babble that, as a ‘rookie’ trainer, I hadn’t the heart to stick up my hand and say: “Excuse me? What exactly do you mean?” As I got to know colleagues, many of us would sit in his briefings and notch up many a five-bar gate on our notepads listening out for his freaky phrases. Looking back, did we actually take on board a word the man said? Of course not! We were far too busy trying to determine when his next “We’ll put this on the back burner” was coming.

Let’s examine a time when you changed career or maybe moved departments: remember that first team meeting when the air was saturated with acronyms and initialisms? (a new word I’ve learnt). Did you get your KPIs mixed up with your KSIs? Did your KLOE take you on a wild goose chase? Did you know your ARS from your LBO? I felt as if I was on the set of Countdown trying to solve one of their conundrums. It comes to something when you have to make a list of these letters to take home and Google, yet again for fear of looking foolish in front of your workmates. Many a time I’ve heard staff say: “We should compile a table of these acronyms and their meanings so that everyone, new staff in particular, will understand what they mean.” Great idea: been there, done that. But by the time the list’s published, it’s often out of date.

So, why do our colleagues bamboozle us with this business speak that many of us abhor? Is it to sound ‘on trend’? Maybe they’re leading us into a false sense of security by brainwashing us? We’ll start to believe they do know what they’re talking about, when, in reality, they haven’t the foggiest. Whatever the reason, being barraged by sloppy one-liners, in my opinion, just clutters communication channels and hides what people are really thinking. Surely “with all due respect” translates as “I don’t really like you – it’s my way or no way!” and “I hear what you’re saying, but…” once deciphered means “What a ridiculous idea! You do the listening, I’ll do the talking”.

I’m not one to stand in the way of linguistic evolution, however, take half a dozen of these phrases, unpick them and what do we find? Many are empty, meaningless, designed to be dishonest or throw us off the scent.

Anyone who says: “We’ll park that there for later” usually means they have no intention of revisiting that particular piece of work, but they can tick it off their to-do list as having been mentioned!

I was at a multi-agency meeting once where a rather impertinent and obnoxious woman stood up and said: “We’ve just got to stop working in silos!” I looked at the other professionals round the table raising their eyes to the ceiling and wondered whether it was the case or if, with that attitude, they actually didn’t want to work with her and would prefer her to be buried head first in one of her silos!

We also get phrases dreamt up by the Political Correctness Police. I walked into a ex-colleague’s training session once; all her delegates were hard at work. “We’re thought showering,” she said. I looked at her sideways as she claimed: “…because we can’t say ‘brain storming’ any more, can we?” (even though you just said it).

‘Thought showering’? Put down your PC umbrellas. That expression sounds so namby-pamby. The Epilepsy Society clarified that if the word ‘brain storming’ is being used in the context of a group of people suggesting ideas, then it’s not offensive to people with epilepsy.

“At the end of the day”, “I’m not being funny, but…” by not challenging our colleagues, by not sticking up our hand and asking what exactly it is they mean, are we not colluding with them and just letting them get away with clogging up our grey matter with their verbal litter? I’d rather know where I stand, be given clear and concise instructions and information.

Come on, Mr Line Manager – tell me how it is! Don’t flower things up with your corporate clichés. It’s a no-brainer. See you around – I’m off for a rain check!

Adrian Pitt owns Develop-meant Training Consultants, delivering Careers, Advice and Guidance, Coaching and Mentoring, Leadership and Management, Education and Training and Assessment and Verification qualifications at all levels.

Find him at www.develop-meant.com


Does “email etiquette” exist?

email etiquette

Hi all,

As someone who runs his own business, I pride myself on my levels of efficiency and customer service. That’s why I’m often blown backwards by the way some folk handle themselves over email.

If a prospective client makes (what I believe to be) a genuine email enquiry about one of my company’s qualification programmes, I go out of my way to send them the details – way within 24 hours – putting myself in their shoes by answering the questions I think they may have.

So then, NOT to get a response, not even the slightest acknowledgement like: “Thanks Ade”, has a tendency to wind me up ever so slightly!

I’m sorry – no one is TOO busy or TOO important to spend a few seconds being courteous.

Does this get up anyone else’s nose? Are my expectations too high? Am I imposing my own values and beliefs? Is there such a thing as “email etiquette”?!



Stranger than strange contacts!


On Social Media, do you ever find a new Follower, or clock a new Contact and think: “Why on Earth have they chosen to link up with me?!”

Whether it’s a balloon-bender from Bolton, or a butler-in-the-buff from Brighton, there are times when the folk who want to be “part of my gang” make no sense whatsoever! To be fair, when I started out on Social Media, I probably did the same. I hadn’t a clue what I was doing and assumed that the more “Likes” or “Friends” I had, the more popular I’d appear and the more the phone would ring, or my email would ping with offers of work. Wrong!

Over the last couple of days, I’ve reflected on how I use Social Media and who I’d like to be in my troop. For a training and consultancy service such as mine, Linkedin has reaped rewards in terms of hooking-up with long-lost colleagues, showcasing what I do and bringing in business. I’ve happily sought out other professionals with a vested interest in careers guidance and working with children, young people and adults in the hope they’ll be just a wee bit interested in what I post.

My question is – what do you “do” with your list of contacts? Do they just sit there looking lovely, or, do you actively engage with them, promote and market what you do? Do they respond to that? I often worry it feels a bit like “cold emailing” and that gets up people’s noses.

I run a Linkedin Group for professionals in the Career Guidance sector. It’s very rare I shout from the rooftops what I do. I’ve seen other forums become choc-a-block full of self-promoting posts and I wouldn’t want that. However, of late, I HAVE promoted an exclusive qualification discount for staff who are members. Even THEN I felt a bit cheeky!

Am I just being overly sensitive? Some online gurus would say: “Well, these people CHOSE to be one of your contacts and it IS “social media”, therefore, they need to be sociable!”

Your thoughts  please?


“Thank you for flying Adrian Airlines!”

An ex-colleague of mine used to say that us trainers are a bit like actors. Regardless of how we’re feeling on the day, we stand at the front and perform! I regularly liken myself to an air steward when I’m delivering a training session. For up to seven hours on this long-haul “flight” I ensure I’m:

  • All “eyes and teeth, eyes and teeth”
  • Making my “passengers” aware of health and safety procedures
  • Fulfilling basic human needs
  • Keeping a keen eye on folk who are a little highly strung
  • Asking one or two bods to stop playing with their mobile phones
  • Dealing with people’s “baggage” !!

Can you relate to my analogy? Have you any of your own?

Our careers qualifications are causing a commotion!

Remember the days of NVQs? I can confidently claim that some national standards became SO “watered down” that, for many candidates, undertaking their qualification became nothing more than a box-ticking exercise. They were lucky if they saw their Assessor once a month!

Not the case with the Develop-meant and Always Consult team! We pride ourselves on “the personal touch”. Even though we use modern technology to support our delivery, the staff we train tell us there’s nothing more rewarding than attending our underpinning knowledge workshops and meeting their Assessor on a regular basis.

Take the OCR Level 6 Diploma in Career Guidance and Development, for example. Practitioners need a friendly face to guide them through. The standards require unpicking, there’s research to do and a lot of prep before assignments are written, or Professional Discussions are recorded.

It’s the first time in a while that a qualification in the careers sector has had an impact on practice. Staff claim the Unit on Labour Market Information has really made them consider how much they DON’T know about employment and trends locally, nationally and in Europe. The module on Careers Theory has reinforced that careers guidance isn’t just “a cosy chat” and there is some “science” behind what Advisers deliver. The programme also focuses, among other things, on reflective practice and Continuing Professional Development. Staff have the opportunity to take a step back and consider their role in the careers industry, recognise their skills and strengths and take action on how they can improve their practice.

It’s great to have a choice with the range of qualifications on offer at the moment. If the Level 6 sounds scary, newbie Careers Advisers can undertake the Level 4 Diploma in Career Information and Advice. For staff who don’t work in the careers sector yet still advise clients on a multitude of topics, we deliver the OCR Level 3 Certificate in Advice and Guidance and the Level 4 Diploma for more experienced professionals.

If you’re interested in one of our qualifications, get in touch! Together we’ll determine the programme that’s right for you and bespoke our delivery to meet your learning style. With payment options available if you’re self-funding and a boatload of glowing testimonials to our name, you’ve come to the right place!

Drop us a line at adrian@develop-meant.com

Do employers expect too much of young people?

I’ve worked with young people for the last 20 plus years. When I ask fellow business bods what they want to see from the youngsters they employ, interestingly enough good literacy, numeracy and IT skills rarely crops up! What I AM hearing is: there’s a lack of self-awareness and confidence, poor verbal communication skills, the inability to confess: “I haven’t any more work to do, what would you like me to do next?” or: “I’m stuck, can you help me?”

I’ve burrowed down into these comments over the last few years and this whole discussion can be flipped on its head. More often than not – particularly with some smaller employers (although the big boys don’t get away scot-free!) it’s the lack of induction into company policies, procedures and protocols that have tripped up many young ‘uns.

I spoke to one boss who said: “We had this lad, good kid, bit shy. He was with us for three days, didn’t turn up on Thursday. I had to ring him. Turns out he was sick…” Mr Employer, did you inform him he had to contact you before 9am? The answer was in the negative!

I also found that several Managers weren’t particularly good Mentors – very little time, patience or empathy with their newbie recruits.

I still haven’t sussed out a confident answer to the original question! Do you think employers have this assumption that young people are learning all about themselves, the world and careers at school? I know, to some degree, they are. Some schools better than others. Should employers take more responsibility for making links into education AND mentoring, training and developing the school leavers they employ?

Some Year 11 pupils have no interest in “careers”

I often work in schools with Careers Advisers observing them in action for their careers qualifications. Some of them choose a Unit on delivering group work sessions to clients.

From my experience, careers staff work really hard on the preparation and planning for this module. Group work delivery is usually outside their “comfort zone”. They’re keen to develop a programme that meets all learning styles, keeps students engaged and – most important – is fun. Often Advisers will invite employers to get involved in an attempt to keep things “real”.

So, why is it that – particularly when I’m sat in a room with Year 11 students – I want to crawl into a corner and die?! I’ve worked with children and young people for nearly 25 years and it’s very rare I “knock” youngsters, however, it can be NO coincidence that I often observe absolutely appalling and disrespectful behaviour from young people.

Put it this way, I went to a school in Wolverhampton that didn’t have the best of best reputations, however, I don’t remember ANY of my classmates behaving so badly, particularly if someone from the “outside world” had taken the trouble to visit and present.

I wouldn’t still be working in this amazing sector if I couldn’t relate to young people and share my experiences with the staff who support them. However, if my collective experience of late is anything to go by then – blimey!

The teachers present in these sessions- who are ultimately responsible for monitoring behaviour – do their utmost and are usually no “push over”. The attitude of some young people I see is bordering on arrogant with a complete lack of interest, i.e. “This means nothing to me!”

Can you fathom out what’s going on here? I’m not sure I can! Is it a society thing? Behavioural? Education not prepping young people for “the real world”? Lack of importance given to careers? Careers IAG delivered in more innovative ways?


Careers Guidance staff focus on the future!

December was the month when Develop-meant with Always Consult helped inspire Telford and Wrekin careers professionals with a mini-conference called “Count Me In!”

Future Focus offers information, advice and guidance to young people so they make well-informed, realistic career decisions. The conference was designed to help staff recognise their achievements, plan for the future and move the service forward.

The day started with a celebration of success! Staff were asked to identify what Future Focus had achieved since its transition from the Connexions service and what they valued most about each other. There was a real buzz in the air! The team found that taking time out for this kind of recognition was not only enjoyable, it helped boost morale which would have a marked effect on future performance.

One of the objectives of the day was to investigate “The Circle of Influence”. The Advisers had to consider the facets of the business they could change and improve. As a result, a “Future Focus Action Plan” evolved. The group also contributed to the design of their new Mission Statement. Everyone was delighted the service now had a clearly-defined statement to help promote the organisation’s goals.

Future Focus Team Leader, Tara Foran, said: “I’m extremely pleased with the input from the group and the results from the day.” Service Delivery Manager, Sue Marston commented: “It’s the best away day I’ve ever been on!”

Based on feedback from the delegates – a great day was had by all!

future focus

Future Focus staff writing nice things about each other on their away day