Today, we're going to have a debate about two ways of delivering an apprenticeship - through open and closed cohorts. First, we’ll define what open and closed cohorts are, and then we’ll discuss the benefits and potential limitations of each. As always, we’ll give examples of the types of organisations and learners that have used each format of apprenticeship and gained added value from either open or closed cohorts. 

What You’ll Learn: 

- What open cohort means in the context of an apprenticeship

- Why social learning experience is so valuable in an open cohort

- The limitations of open cohorts

- How an open cohort can support an individual on an apprenticeship programme  

- What a closed cohort is and what type of apprenticeships are suitable for this format

- How closed cohorts can support line managers in an organisation

- How learning in a closed cohort can bring a cultural shift to an organisation

- The value of closed cohort apprenticeships for continual upskilling of employees   

Both open cohorts and closed cohorts are great formats in which you can deliver an apprenticeship. You can balance between having a closed group that’s focused on a unique aspect of your business with an open group where the learners can benefit from other organisation’s best practices and experiences outside of your industry. So do your research and explore both as part of your apprenticeship strategy.

Resources: 

- Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/

- The Opportunity Group Website https://www.theopportunity.global/

- The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/ 

- Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney

- Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown