The role of a workplace transport or mobile equipment Instructor is so much greater than just training operators or drivers to acquire practical skills. A good Instructor will also help to instil confidence in candidates, inspire safer behaviour, and help deliver measurable business benefits.
At the RTITB Safety Summit 2025, a panel discussion, chaired by Logistics Recruitment and Training consultant Mick Skerrett, addressed the important topic of how to identify great Instructors. The expert panel consisted of John Boocock from Fleetmaster Group, Jim French MBE from Road to Logistics, Matt Hopkinson from Transport Training Academy Ltd, and RTITB Managing Director, Laura Nelson.
Finding the right Instructor can truly make the difference when it comes to safety, compliance, and more. So here are the key considerations from this panel discussion plus five top tips to help you to identify, recruit, and retain Instructors that strengthen your training team.
In-house Instructors vs outsourced training – what’s best?
The panel discussed whether in-house or external instructors offer companies the best value. Laura Nelson (RTITB) highlighted that external trainers can bring the benefit of a higher level of expertise and consistency. That’s because training is their core profession. They can bring fresh perspectives gained from working in different companies and industries. They are also often highly committed to their own continuous professional development, keeping standards high.
Though company size also matters. “If you don’t have huge numbers, then external training, probably will always certainly be more cost effective,” she explained.
However, in-house trainers offer their own benefits. Such as in-depth knowledge of the specific operation, and familiarity with company-specific processes and standards. Although internal Instructors may be delivering training alongside a ‘day job’, making it harder for them to keep their training skills up to date.
John Boocock (Fleetmaster Group) noted that in-house Instructors can be particularly effective if supported properly. “It’s the environment you create for the training, that makes them flourish,” he says. And that a helpful solution may be to use in-house Instructors for the “day to day” with external support. For example, having in-house Instructors to cover regular training needs, and outsourced expert Instructors to cover specialised, less frequent training.
Tip 1 for Employers: Evaluate your in-house or outsourced training needs based on scale, complexity, and budget. A hybrid model, leveraging both internal and external expertise, may also be worth consideration.
The best operator or driver isn’t the best Instructor
A common mistake in Instructor recruitment is assuming that the most skilled or experienced LGV/HGV driver or lift truck operator will naturally excel as a trainer.
Jim French (Road to Logistics) illustrated this with a scenario: The top forklift driver gets promoted to supervisor, but often ends up on a truck doing the job instead of supervising others because they can do it better or quicker. Just because the individual has great practical skills on a forklift, it doesn’t mean they have the required attributes of a successful supervisor. The same is true when it comes to Instructors.
John Boocock said: “You can promote someone to a trainer. They are a great driver, but may not make a good trainer. We had sites where we lost a lot of time, and … the reason was that we promoted a driver to a supervisor who couldn’t talk to other drivers. That’s the same with a trainer.”
RTITB’s Laura Nelson agreed that the biggest assumption that shouldn’t be made is that the best driver or best operator will make a good instructor. Being a skilled driver or operator doesn’t mean that person is able to stand up in front of a room of people, and communicate, coach, or challenge people effectively. That also makes Instructor selection processes really important.
Jim French added: “Most of instructors I’ve worked with get a buzz in seeing the person that they’ve trained actually get their certificate at the end of the week.” While at the same time stating that it can also be important for trainers to earn respect by showing they know what they are talking about because they have “walked the walk”.
Tip 2 for Employers: Look for candidates with strong people skills and a genuine interest in developing themselves and others. Use structured assessments to evaluate their potential as Instructors, don’t just look at their record as a driver or operator.
Personality, curiosity, and communication matter
Training leaders require a different skill set. Of communication, empathy, patience, and the ability to coach and mentor. The panel agreed that technical excellence and practical aptitude alone is not enough.
John Boocock described trainers as coaches, mentors, and doctors. “A trainer listens, feels what the environment is, and then adapts to get the best from the learners,” he said, stating that supporting the team is key to building trust.
Matt Hopkinson from Transport Training Academy added that enthusiasm and engagement are key to effective knowledge transfer and emphasised that Instructors need the ability to talk to and empathise with people to deliver integrity.
A good Instructor sparks belief in others. They can turn nervous learners into confident professionals, and make safety second nature. The positive impact a good Instructor can have goes far beyond the classroom. They influence decisions made every day on the job, helping to avoid risks.
Tip 3 for Employers: Design a recruitment process that goes beyond CVs and interviews. When appointing an Instructor, assess how candidates connect with others, not just whether they have completed a training course, or perform well in a formal interview.
Support and retain Instructors
The retention and performance of valuable Instructors are both closely tied to how they are treated within the organisation. Laura Nelson emphasised that Instructors should be seen as professionals, not just operational staff pulled into training roles. Structured development plans, mentoring, and regular feedback are essential for identifying areas for improvement.
John Boocock shared Fleetmaster’s model, which includes monthly performance reports, candidate feedback forms, and standardisation meetings to ensure quality and consistency across their large training network. Their long-term retention of trainers is a testament to the effectiveness of this approach.
The best Instructors are lifelong learners. Laura Nelson shared that curiosity and a desire to grow are common traits among top trainers. Exposure to real-world operations is one way to help trainers stay relevant and empathetic to the challenges learners face.
Tip 4 for Employers: Invest in Instructor development to create a culture of learning that extends beyond the classroom. Provide clear career pathways, have regular check-ins with managers, and give clear recognition for their contributions. A supported Instructor is a motivated and loyal Instructor.
Accreditation and standards – choose wisely
While there is no mandatory national register for workplace transport and mobile equipment Instructors, voluntary schemes like the National Register of LGV Instructors (NRI) offer credibility and assurance. John Boocock described Instructor accreditation as a “badge of honour” that boosts confidence for both employers and learners.
Laura Nelson cautioned against choosing accreditation based solely on cost or convenience. Each scheme offers different strengths, and employers should align their choice with business goals and values.
“There’s a place for all different approaches to everything,” she said, “because employers and training providers need different things, so make sure that whoever you pick will actually help you achieve what you want to achieve.”
Tip 5 for Employers: Conduct thorough due diligence when selecting accreditation bodies. Look for schemes that offer robust standards, ongoing support, and alignment with your operational needs.
Finding the right instructors is not a one-time task… or a straight-forward one
As Mick Skerrett, noted, it’s a journey that requires commitment, but with the right approach, it’s absolutely achievable. By focusing on Instructors trained with the correct mix of skills and knowledge, alongside the right personality, corporate employers can build a training team that not only meets compliance requirements but drives operational excellence.
However, as the industry changes, different skills will be needed going forward. More than ever, appointing and developing the right Instructors will be about making a strategic investment in your workforce and safety culture.
If you need support in identifying, selecting, or sourcing the right Instructor for your organisation, please contact the RTITB team.
Author: Laura Nelson, Managing Director, RTITB
Laura Nelson, has worked with RTITB, the leading workplace transport training accreditation body, for more than 20 years. She has been Managing Director for 8 years.
Laura champions the development of innovative training programs, training quality standards, and software. She aims to empower the transport, warehousing, and logistics industries to achieve safety excellence.
Her approach to leadership reflects her belief in the importance of the RTITB mission to save lives.
Laura is a qualified Transport Manager and ISO9001 Lead Auditor. She has also completed Cranfield University’s Business Growth Program.
Connect with Laura on LinkedIn