Coaching on the job: Tools for trainers building the next generation

Every apprentice remembers their journey from novice to tradesperson and the individuals that had an impact along the way.

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For trainers, mentors, and workplace leaders, their influence extends beyond passing on technical skills — it’s about the incremental steps growing confidence, motivation, and initiative that will carry learners through their careers.

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The Competenz 2025 Train the Trainer workshop series explored how coaching on the job can unlock this potential. Facilitated by Kevin Withell, the sessions offered fresh perspectives and practical frameworks designed to elevate workplace training from routine instruction to transformational learning.  Below are the key insights that emerged throughout this series as a blueprint for anyone committed to developing the next generation of tradespeople.

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Competence comes from Confidence

Apprentices don’t just need skills although these are obviously important, they need the confidence to try, grow and engage with their hands on work and their learning. Understanding what each individual learners motivations are enables coaches to keep learners engaged.

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A workplace with a supportive culture really supports the growth in confidence. Trainers who encourage effort, share their own mistakes, are approachable, understanding of learners mistakes and focus on progress (not perfection) build learners who are willing to take risks and grow.

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Effective Coaching

Telling someone what to do is easy, teaching someone to think for themselves is harder but ultimately this is the foundation of a good tradesperson. Coaching may involve demonstrating the task, stepping back to observe, giving timely feedback, asking guiding questions and encouraging reflection. One of the tools introduced at the workshops is the GROW model (Goal, Reality, Options, Will). This is a simple framework that helps trainers structure coaching conversations that actually stick. The key is the learners involvement and their agreement to what they WILL do to make change. This can be a simple conversation or a structured meeting, the model works well in either situation.

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Learning by doing

Work-based learning works best when it is hands on. It happens in the workshop, on the tools and on real jobs. The more ways they engage with the task, the more likely it will work. Using blended communication styles including diagrams, clear explanations, hands-on practice and simple notes ensures the message is more likely to be understood.

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Start with “I do it → we do it → you do it.”  

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Let apprentices explain things back to you, if they can teach it, they’ve mastered it.

Assessment, the key to gaining the qualification.

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Supervisors and verifiers within workshops play a pivotal role in learners achieving unit standards which accumulate to become an NZQA recognised qualification. While the assessment is often done by Competenz Training Advisors, supervisors and verifiers are our eyes and ears in the workplace ensuring the learner is working to the required standard, safely and accurately completing tasks.

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Evidence is the supporting material that confirms this competence. Photos, job sheets and direct observation are all valid.Trainers should encourage apprentices to gather evidence as they go so their work naturally achieves the assessment requirements.

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Learning through life’s challenges

Learners are not immune to the challenges of life any more than we are. Some may be juggling more than we know.

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We also need to acknowledge and support the unique strengths and needs of each individual learner. This may include literacy & numeracy needs, English as a second language, dyslexia, ADHD and more.

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The best trainers are able to adapt their style to support different needs in ways such as:

• Breaking tasks into steps.

• Using visuals and real examples.

• Encouraging questions and normalising needing help.

Competenz offers a range of support systems to help learners who are struggling with their learning needs.

The lasting impact of Trainers

Every skilled tradesperson can name the coach, mentor, or boss who shaped their career. By focusing on coaching, not just instructing, trainers have the chance to be remembered as the one who showed the right way — and built a confident, capable tradie for life.

If you’d like to learn more click to see the full presentation from these events.