Those Who Can, Teach

For all the good the rapid growth of the trucking industry has brought in the past 10 years, it’s tapped the limited human resources of most truck fleets. As a result, the trucking industry is not blessed with an abundance of talent in any area of operations: mechanics, professional drivers, experienced managers, and administrators aren’t easily found. It’s only going to get worse: as much as 30% of everyone in our industry will reach retirement age in the next 10 years.

As someone who manages drivers and driver trainers, that thought gives me chills. The trucking industry has long relied, for better or worse, on drivers passing on knowledge on to other drivers. It’s an informal type of instruction that supplements what less experienced drivers learn in training schools, skills upgrading courses, and in-house learning programs.

When those experienced drivers disappear, who will fill the void?

The fact is, you don’t need grizzled veterans in your fleet to promote a driver-to-driver learning environment. Any driver-young, old, experienced, green-can be a trainer. Better still, any driver will benefit from being a trainer, even if it’s just for one day a year.

One way to do it is to formalize the process of drivers teaching other drivers.

In 1993, I recall meeting with our first five drivers and I explaining how I wanted to create a “continuous learning culture” at our operation, one where they felt challenged to develop skills that would help them improve not only as truck drivers, but as people.

As part of this culture, I told them I was going to depend on them to teach each other at times. At our driver meetings, a driver would give the presentation a trainer or manager otherwise would lead. Maybe it’s about how to chain up, or to safely use a propane heater. He’d have his assignment far in advance-about a month-so he’d have plenty of time to prepare. When the day came, he’d be in charge of that part of the meeting.

You can imagine some of the looks we got. (To this day, we still get the odd, “Yeah, right,” when we introduce our company to potential new hires.) But I’m proud to say it’s an idea that’s working. Here’s how:

o First, drivers are transformed from passive learners into active participants in your training program. Being a teacher is a valuable learning experience. To stand up with confidence in front of group requires preparation, organization, and a state of mental readiness. The driver who gives a 10-minute talk may have spent hours getting ready and learning the topic inside and out.

o Second, you’ll strengthen ties between your trainers and drivers.The driver may be responsible for the presentation, but the trainer should lend whatever support he needs, whether it’s use of the photocopy machine or a guiding hand if he gets in a little trouble during his talk. Some guys are going to be pretty uneasy about having to stand up in front of a crowd; be sensitive about that and don’t push it if someone doesn’t want to do the exercise. This should be fun and challenging, not terrifying and traumatic.

o Third, drivers with better communications skills are more promotable, and better able to deal with customers and the public.

At our company, our truck drivers represent us at industry functions, participate in customer sales meetings, host customers at customer service meetings, complete all our telephone surveys, participate in hiring new staff, and organize our customer appreciation breakfasts. We need drivers who aren’t shy about speaking up-guys with strong self-esteem. Being a coach promotes that.

Drivers will contribute to the success of our industry if we allow them to participate. Drivers need to be active in the training process, and working as trainers even in a limited role will create an abundance of good will and pride in the whole organization. And that equates to profitability and an enjoyable place to work.