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Steve Rose, our Group Learning & Development Manager, recently took part in the RHA (Road Haulage Association) Future Forum. He was invited to discuss the role training can play in helping the transport sector evolve. Steve is the perfect person for this conversation because his career has seen him reach new milestones through the learning and development opportunities he’s utilised. We spoke to him to understand more about his passion for learning & development.

First, tell us a bit about your career journey to date

I left school with very little in terms of qualifications and followed my Dad and Grandad into driving jobs. I started as a van driver and when I was made redundant, I took a training bursary to find my class 2 licence. I then moved into a new job driving rigid vehicles and self-funded my artic licence.

Over the next few years, I was offered, and took, several training opportunities which led to me becoming a driving assessor in 2006. I then volunteered for an opportunity to be trained to teach Driver CPC (Certificate of Professional Competence) in 2009. That opened the door to deliver more training – this time outside of the cab. I went on to gain a couple of level 3 qualifications and gained experience training DCPC around the country before joining Gregory Group in 2015.

At Gregory Group I have continued to harness development opportunities – passing two level 5 qualifications and I’m looking forward to starting my level 7 course in the near future.

Why is learning and development so important to you?

As you can see from my career story, without learning & development opportunities, I wouldn’t be in a job that I absolutely love today.

For me L&D helped me find my career, but that isn’t always the case. Sometimes an individual has already found their perfect job and with training, it makes them even better at it… and in many cases, helps them enjoy their job even more.

But in all scenarios, L&D doesn’t just develop the individual, it also benefits the company in equal measures. Using my own experience as an example, through the training I did at the start of my career I discovered that I was interested in helping people develop their careers. Then, with the training I received, it helped me become good at it! That investment in me has benefited all the companies I’ve worked for. And by investing in me, I am encouraged even more to give back to the company.

What should other transport companies consider when thinking about learning & development?

People are our biggest asset, L&D is fabulous at nurturing natural talent and by investing in your people, you will increase loyalty in your business. With training you can also weave in your company’s vision and help your people feel part of that bigger picture.

In terms of funding, the apprentice levy is hugely valuable. For us, we have used it to develop our supervisors via the level 3 Transport Operations Supervisor Apprenticeship and the level 5 Departmental Manager Apprenticeship.

I’d also recommend casting your net wide when looking for training partners. Speak to local colleges and training providers to see what courses are available to ensure you find a course that best supports your business.

Why is training important for the future of the transport sector?

I don't think the learning and development function has ever been more critical than it is now.

In years gone by, it was commonplace for our driving workforce to know from a young age that lorry driving was for them. These were mostly young men, and they would gain their licence off their own back and find a job. But times have changed. Trucking isn’t as attractive as it once was. We need to reach a wider demographic and nurture the next generation of talent. The way to do this is through training and development at every stage of their career. From licence acquisition where we can support them through driver apprenticeships and local funding arrangements (replacement for boot camps), through to developing existing employees using a range of funded and non-funded routes. This will fill our skill gaps and encourage our next business leaders through the ranks.  

What key takeaway would you like people to note after reading this interview?

Complete as much training as you can and be inquisitive with your employer. There will be some training that you feel didn’t offer much value, but other training will inspire you and potentially nurture a passion you didn’t know you had.

 If like me, you didn’t start off in a great place, learning and development opportunities are the way forward. Show willing, be open, and see where it takes you!