Episode 5: Managing experienced tradespeople in training: Highlighting strategies for training people who ‘have always done it this way’.  

Duration: 6m39s

AUSMASA Intro: Welcome to the Train-the-Trainer Podcast, proudly brought to you by the Australian Mining and Automotive Skills Alliance. Empowering industry to develop essential workforce capabilities for today and tomorrow. 

Marc: Welcome back! My name’s Marc Ratcliffe and in this episode, we’re focusing on a challenge many trainers and assessors know all too well: how to work effectively with experienced tradespeople in training, especially when the attitude is, ‘I’ve always done it this way’. To help guide us through the journey today, I’m joined by Ben Stone. Ben How are you doing today? 

Ben: I’m great! And I’m looking forward to diving into this one with you.  

Marc: Awesome! So, let’s get started. 

Marc: ‘I’ve always done it this way’. Now, let’s be fair. That’s a phrase that doesn’t always come from arrogance. Sometimes it comes from a place of deep pride in hard-earned experience. Sometimes it reflects systems that have worked fine for years. Other times it’s born from frustration with change that feels unnecessary, badly explained, or disconnected from the realities of the job. 

Now Ben, how do we manage this as trainers? What are your first thoughts? 

Ben: So, this isn’t about treating experienced workers as a problem. It’s about understanding what’s going on and responding in a way that protects learning, workplace standards, and respect. 

Marc: Yeah. Experienced workers bring huge value to training environments. They often have practical, proven time savers, deep fault-finding ability, and a strong understanding of the work context.  

Ben: Yeah. Good trainers don’t ignore that. They use it. 

Marc: Right on!  

Ben: The problem often comes when experience is used to resist things like updated procedures, formal requirements, safer methods, or new technologies.  

Marc: I would agree, because the workplace constantly changes, particularly in mining and automotive environments. It’s a dynamic space. There’s updates to equipment, shifts in compliance expectations and safety systems are overhauled all the time.  

Ben: Yeah, the fact that something worked before doesn’t automatically mean it still meets the standard now. 

Marc: Absolutely! So, what works, Ben? 

Ben: It’s a simple thing. But it all starts with respect. If a trainer goes in trying to ‘put someone in their place’, the session becomes a power struggle. A better approach is to acknowledge experience openly. For example: ‘You’ve done a lot of this work, and that practical experience is valuable. What we need to look at today is how the current process and expectations apply now’. That recognises the person without surrendering the standard. 

Marc: That all makes sense Ben, but how do we get them to buy in? 

Ben: We have to take time to explain the ‘why’. Experienced workers are far more likely to engage when they understand the reason behind a change. If a new step has been introduced, connect it to risk, quality expectations, or lessons learned from recent incidents.  

Marc: Yeah, I can see how that works. People may still challenge it, but they’re more likely to take it seriously when the reason is clear. 

Ben: That’s right. Finally, separate useful experience from non-compliant habits.  

Marc: That’s an important distinction.  

Ben: Yeah. Not everything familiar is wrong. Some long-term workers have highly effective techniques that should be recognised and shared. But if a habit bypasses a control, skips a verification step, or relies on ‘getting away with it’, then experience can’t be used as a shield. 

Marc: No arguments here. I think another good strategy is to invite contribution within boundaries. For instance, we could ask experienced workers how they handle certain situations, then compare that to current procedure or expected evidence.  

Ben: That can create some strong discussions.  

Marc: It sure does and it also reduces the feeling that training is something being done to them, as opposed to ‘with them’. 

Ben: I like it. 

Marc: That being said, trainers need to hold the line where it matters. What are your thoughts? 

Ben: Well, if someone says, ‘That’s not how we do it in the real world’, it’s worth exploring whether there is a genuine gap between the written procedure and preferred industry practice. But if the required method is there for a reason, whether that be safety, quality, or compliance, then the conversation needs to come back to standard. 

Marc: It seems like in this case, questions can be more effective than arguments. 

Ben: Yeah.  Instead of saying, ‘you’re wrong’. Try asking, ‘what risk does that step control’ or “how would you explain that decision during an investigation or audit?’ Those questions move the discussion from opinion to accountability. 

Marc: Okay, so it’s about honouring their experience but making sure that it actually adds value.  

Ben: Nicely put. Another thing to remember is identity. For many skilled workers, being competent is central to how they see themselves. Training can feel threatening if it is experienced as a test of their credibility rather than a development process. This is why tone matters. Challenge unsafe or outdated practice, yes, but do it without humiliating people. 

Marc: And that can be a tricky balancing act. If I can extend upon that for a sec, I think where possible, we can give experienced workers a positive role within the training. We could Invite them to be a mentor, ask them to lead a demonstration, or contribute relevant workplace examples where appropriate. All of this can be done, while still requiring them to meet the current expectations.  

Ben: Yes, that approach often works really well. But it’s not always met with success. So we have to have multiple tools in the toolbox.  

Marc: Could you expand on that a bit more Ben? 

Ben: Sure. Let’s say we acknowledge the experience of a tradesperson in the room and kind of set them up as a subject matter expert. They could start pushing back more and even disagree with the trainer’s advice. And this would become counter-productive. 

Marc: Yeah, I can see how that could happen. So maybe the smart move here is to frame that Subject Matter Expert role with them before to the training so you can be on the same page regarding the expectations.  

Ben: Yeah. It doesn’t mean we shouldn’t honour their experience. It’s just about selecting the best time to draw it out. 

Marc. That’s good advice, Ben. Thanks for all your insights today. 

Ben: No problems, Marc. Thanks for having me. 

Marc: We’ve been up close and personal today with that common trainer challenge of managing an experienced person in the room. So, when you hear, ‘I’ve always done it this way’, don’t just hear it as resistance. Hear it as information. It may be a signal of pride, habit, fear of change, or a real concern about practicality. Your job as the trainer is to work out which one it is. 

Because effective training is not about defeating experience. It is about harnessing it while making sure it aligns with current standards. 

And when we get that balance right, you’ll earn both quality and trust. 

Thanks for joining us. We’ll catch you next time.  

AUSMASA Outro: Search AUSMASA Resources for more videos, guides, templates and checklists to support your role and help progress your Vet career. Check these out at: ausmasa.org.au/resources. 

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