Helping avoid the skills gaps in construction

[edit] Mentoring to share knowledge with the next generation

[edit] Fighting construction’s brain drain

In a sector facing persistent skills shortages and an ageing workforce, mentoring is an effective tool for developing and retaining talent. Structured mentoring programmes offer measurable benefits for both new entrants and experienced professionals alike, improving retention, accelerating skills development, and strengthening organisational culture.

[edit] Early career benefits

The most visible impact of mentoring is among apprentices and new entrants, with mentoring programmes proven to boost retention by providing pastoral support and guidance, especially in the critical first year.

They can also accelerate skill development by giving apprentices access to experienced tradespeople’s tacit knowledge, and support diversity and inclusion by providing additional support to help women and under-represented groups navigate barriers.

There are also wider benefits to the organisation, with mentors reinforcing safe practices and efficient work methods on site improving safety and productivity.

[edit] Benefits for experienced professionals

Mentoring also delivers clear advantages for experienced professionals. Acting as a mentor can accelerate career progression, strengthen leadership skills, and increase job satisfaction.

A Wharton School study found that mentors were six times more likely to be promoted than non-participants, and their retention rates were significantly higher, demonstrating that mentoring benefits both sides of the relationship.

In the construction sector, structured mentoring helps senior staff transfer tacit knowledge — such as sequencing complex works or managing on-site challenges — before retirement or job changes.

Mentors also report improved communication and coaching abilities, broader professional networks, and greater understanding of diversity and inclusion issues.

As the industry shifts toward digital technologies and modern construction methods, mentoring provides experienced professionals with opportunities to reflect, learn and stay engaged, ultimately benefiting their careers, their teams, and their organisations.

[edit] Industry knowledge sharing

While mentoring is usually seen between senior and junior colleagues, finding mentors or mentees outside of your organisation can open up new opportunities, broaden your understanding of new technologies, and expand your network.

Programmes such as CIOB’s mentoring programme, which provides expert support for those working towards their Membership, Fellowship or Chartered Environmentalist applications, can provide an outside source of information and support.

Whilst the CIOB Mentoring Service does not provide a direct career-advice programme, many of our mentors and mentees find the experience builds valuable skills from communication and leadership to strategic thinking that contribute to their professional development. Using an updated online mentoring platform, users can connect with Chartered Members and Fellows who can mentor through a series of programmes.

Find out more about CIOB new mentoring programme here.

[edit] The CIOB Academy as a vital resource

[edit] CIOB Academy content reviews and updates

Ensuring CIOB Academy content is of the highest quality. The CIOB Academy prides itself on developing high-level courses that raise the standard of the construction industry by sharing best practices and key insights around specialised topics.

From the inception of a course to its delivery, there are multiple steps that ensure educational content is relevant and of the highest standard.

[edit] Course content is consistently updated

Whenever new legislation is introduced, the Academy’s offering is reviewed to ensure there are courses available that align with new codes and regulations, while existing courses are also regularly updated.

When the Building Safety Act 2022 was introduced, new courses such as the full-day cube workshop were developed, and old courses were updated to align with the terms, codes and regulations introduced in the act.

[edit] Teachers use real-world experience

As course content is being developed, trainers are chosen to deliver learning material based on their specific expertise relating to the course topic. Instructors are encouraged, both in online webinars and interactive learning forums, to share their real-world experiences from the construction field.

This real-world experience is crucial, creating a legitimate background and respect for the trainer, whilst validating everything they are teaching to the audience. Course content is delivered through an interactive medium, so individuals can ask questions and have discussions with course trainers as part of their learning experience.

[edit] Ongoing reviews

Six months after a course is published, a specialist from CIOB Academy and an industry subject matter expert will review all aspects of it to ensure it is fully achieving what it sets out to do. This means checking all information is up to date, the course is taking full advantage of innovative teaching techniques, and that academy trainers are maintaining a high level of passion for the subject.

Alongside this 6-month peer review process, course participants are offered feedback forms, giving academy team members insights into any learning material that needs to be edited to better suit the needs of the market.

Between high-quality trainers, real-world experience, keeping up with modern legislation and an ongoing review process, CIOB Academy courses are renowned for high-quality learning materials that deliver actionable information.

This article appears as two blog pieces on the CIOB news and blogsite: 'Fighting construction’s brain drain' written by Anna Cole Acting Member Engagement Manager, 21 November 2025 'Ensuring CIOB Academy content is of the highest quality' written by Luke Beardall Academy Solutions Consultant, 24 November 2025.

--CIOB

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