About Goodwin Development Trust

In addition to regular supervisions, all staff have at least two personal development reviews (PDR) with their line manager per year. At these meetings, along with a review and assessment of objectives, their development needs are also discussed. Development can be in the form of formal training, e.g. training courses, attendance at events or conferences or informal training e.g. mentoring, coaching and shadowing. Staff are encouraged to take responsibility for identifying, planning and fulfilling their own learning and development needs through the appraisal process and highlight any training that would be beneficial in their development, whilst meeting their need for job satisfaction and career progression. Possibly the most successful employee development programme is their mentoring scheme. A number of managers have undergone mentoring and coaching training so that they can mentor new managers, but also any staff wishing to develop particular skills or progress into a management role. Mentoring is a learning and development process which allows a mentee to discuss any issues or development needs they have with a more experienced mentor.

As an organisation, they have been looking at a holistic approach to Healthy Workplaces and considering what effect health has on work and work has on health. They plan to run a series of educating campaigns around healthy hearts e.g. eating well, smoking cessation, encouraging 5 minute desk workouts etc. and healthy minds e.g. managing stress and anxiety, challenging behaviours, seeking support, etc. Examples of some of the things they already offer to enhance employee wellbeing are flexible working, independent counselling sessions and a cycle to work scheme. There are also healthy options within the Goodwin Café. They recently conducted a Healthy Workplace Survey to find out what improvements staff felt they could make. One of the suggestions included making it known what the ‘points’ values of meals served in the Goodwin Cafe are for those participating in Weightwatchers which has been put in place. Other suggested initiatives included pool bicycles to get to meetings and between sites, a fun group dance and sport leagues which are being considered.

Adelaide Primary Volunteer Mentoring Scheme is an example of how Goodwin strives to give back to the community. Goodwin’s head office is based on the Thornton Estate situated in a ward considered to be one of the most deprived wards nationally. There is Primary School for local children; however there are no secondary schools nearby meaning that pupils leaving Adelaide will go on to a variety of secondary schools across the city. The transition from primary to secondary school is hard enough, but even harder when you are separated from your friends and may not have had the same advantages as children from less deprived families. The Goodwin Mentoring Scheme started this year which involves Goodwin Staff volunteering to mentor pupils in Year 6 during their last year of school and throughout the summer holidays to help them in the transition to Secondary School. The mentors will remain in touch with the mentees throughout the rest of their school careers to offer support and guidance. Links have been made with the Children’s University and Goodwin pay for Year 6 pupils to undertake one of the Children’s University Modules, which includes a trip to London to see the historic sites and museums.