Perhaps. 

But what kind of leaders does the Apprentice foster? And what kind of leaders should we be championing? 

“Everything I touch turns to sold”  - my favourite Apprenticeism from the past is equally as meaningless as my favourite from this years' upcoming series - "I know everything. Call me 'Google' ... it's my middle name."

The troubling thing about the Apprentice and widespread attitudes on how to get ahead as a young leader is the encouraging of vitriolic, self-serving and uncollaborative behaviour. 

Every season, without fail, candidates turn on each other as soon as something goes wrong, are rude and unprofessional, demonstrate poor communication, conflict management and leadership skills and seem nonchalant to the notion of collaboration. If you were Lord Sugar, would you work with them?

At the other end of the spectrum is CEDR's New Dialogues young leadership programme. 

New Dialogues embodies progressive and collaborative 21st Century skills. We teach young leaders to understand how they and others respond to conflict so they are better able to work together, have difficult conversations and move past deadlock. 

The programme brings together young leaders from all sectors of society, from law to government to big business to not-for-profit and all walks of life. It is this diversity of experience and sharing that enhances the learning for delegates. 

Having taken part in this programme in 2017, I know first hand the value of this training and the impact it has made on my professional and personal life. Now managing New Dialogues, I am excited about the group of 45 young leaders we have coming for the 2018 training. A fantastic mix of young professionals from whom I'm sure the Apprentice 'stars' would be able to learn a lot!


Ben Thomson is a Communications Analyst at CEDR and is the project manager for the New Dialogues programme. To learn more about this programme and how CEDR can help young talent and leaders in your organisation, email Ben at bthomson@cedr.com.