You’ve done the training. What happens next?
You’ve completed The Oliver McGowan Mandatory Training. Your team showed up, engaged with the content, and likely had some honest, reflective conversations along the way.
That matters. It is not a small thing.
But we know from delivering over 2,000+ sessions, that you still have questions, like:
What do we do with this now?
Real life applications of valuable conversations
Oliver’s Training plays a critical role. It builds awareness, centres lived experience and gives teams a shared starting point.
At the same time, it is not designed to reshape your organisation by itself. It does not rewrite policies, change supervision structures, or equip every role with the depth of skill they need in complex situations.
That is not a flaw, it’s simply not its purpose.
At The Good Consulting Company, we often describe it as a starting point rather than a solution. It creates the conditions for change, but it does not carry that change through on its own.
What people tell us after training
Once the session ends and teams return to their day-to-day work, there is often a mix of energy and uncertainty.
“I had a better understanding of Autism and Learning Disabilities, but I wasn’t sure how to apply it practically”. Nurse, Latton Bush Hospital
This reflection is not unusual. In fact, they highlight something important. Awareness without a clear route into action can only go so far.
Or even, people enthusiastic to continue the journey:
“I’d love to learn Makaton to better support my patients”
Why good intentions are not enough on their own
Without a clear and supported next step, even meaningful training can begin to fade into the background.
This does not happen because people stop caring. It happens because systems stay the same while expectations shift.
Teams are asked to apply new thinking in environments that have not quite caught up yet. Leaders are expected to translate insight into action without a clear roadmap. Staff are left knowing more, but not always feeling more confident.
Over time, familiar habits start to return.
This is what CQC is paying attention to
The CQC noticed. They saw your feedback after sessions, your desire to learn more.
There has been a clear shift in focus: It is no longer enough to demonstrate that training has taken place.
The expectation now is about what has changed in practice, in confidence, and in people’s experience.
“You must ensure that all staff receive training… at a level appropriate to their role. Staff must receive appropriate supervision… to ensure they demonstrate and maintain competence.” Care Quality Commission
The question now is about impact.
This is where many organisations realise that Oliver’s Training is only part of the picture.
The Code of Practice makes this even more explicit:
“Further training… is proportionate and tailored to the requirements of staff at different levels and in different roles.” Oliver McGowan Code of Practice
You’re left with questions:
- What has changed in the way care is delivered?
- How has communication improved for the people using your service?
- Where can you see evidence that understanding has translated into action?
They show up in everyday interactions, in decision-making under pressure, and in how safe and understood people feel. They show up for the nurse supporting an Autistic patient, or the support staff making a care plan with a learning disabled adult.
Moving from awareness into action
The next stage is not about adding more general training. It is about building confidence, depth, and consistency in the right places.
This often means focusing on three areas.
Going deeper where it matters
There are specific areas where teams benefit from more detailed, applied learning:
- Positive Behavioural Support
- Mental Capacity Act and DoLS
- STOMP STAMP approaches
- Tackling health inequalities in practice
These are not stand-alone topics. They help staff understand the reasoning behind decisions and give them practical ways to respond in complex situations.
Making communication work in real life
Culture is shaped in everyday moments. The way people ask questions, check understanding, and respond to concerns has a huge impact on experience.
Developing confidence in:
- Accessible communication methods such as Makaton and visual supports
- Approaches like Ask Listen Do
can make a noticeable difference.
“This training was one of the best I have attended during my nursing career.” Izabela Siemienkiewicz
“It’s really useful having people who live with these conditions doing the talk.” Nurse from Latton Bush & Princess Alexandra Hospital
Making training relevant to the role
Different roles require different levels of knowledge and confidence. A one-size approach can only take people so far.
Support staff need practical tools they can use straight away. Clinical staff need more complex, scenario-based understanding. Leaders need to know how to embed change so it lasts beyond individual training sessions.
The Code of Practice reflects this clearly. Training should be appropriate to the role, not just consistent across the organisation.
What it looks like when things start to work
When organisations begin to move beyond compliance, the changes are often subtle but significant.
Teams speak with more confidence. Decisions become clearer and more consistent. People using services feel more understood, not just accommodated.
There is also a shift in mindset. Accessibility starts to become part of how people think, rather than something added on afterwards.
A question worth sitting with
If you paused and asked your team today:
What would they say? And would the answers be consistent across roles?
There is no perfect response. But the question itself is often the starting point for meaningful progress.
Making the next step practical
If you are at the stage where awareness is there, but you are still working out how to turn it into action, this is exactly where to focus next.
How to Make Your Workplace More Accessible
When? Tuesday 9 June 2026 from 3:00 to 5:00 PM BST
Where? At 60 Station Rd, Redhill RH1 1PE (Door is opposite of Connells Estate Agent). Seminar room, 2nd floor.
This session takes a practical approach. It looks at what accessibility means in real environments, with real constraints, and real people.
In this 2-hour session, Heike J. Knip, CEO of The Good Consulting Company will talk about this and will present how organisations can make their workplace more accessible for everyone. You will explore how small, realistic changes can build momentum, how teams can move forward without becoming overwhelmed, and where organisations often get stuck after training.
