Mentorship Matters More Than Ever

Industry veteran Bob Smith has built a long career in moldmaking, spending decades on the shop floor and in leadership roles. Over the years, he's developed a passion for mentorship. In a recent consulting project, he worked with companies to address what he considers the industry's greatest challenge: the skills gap. His solution is straightforward — mentorship.

Bob has witnessed firsthand the disruptions caused by staff turnover and offshoring. His focus is on knowledge transfer, helping shops capture expertise before it disappears. “Passing on what we’ve learned is personal and patriotic,” he says. “It’s about leaving a legacy and ensuring this industry has a future.”

One of his biggest concerns is trade school education. Too many graduates, he notes, enter the workforce lacking foundational math skills and safety awareness. Students are often rushed through programs to meet immediate production needs instead of being prepared for long-term careers in advanced manufacturing.

The answer, Bob argues, lies in structured, intentional mentorship. He points to companies like Eden Tool and Neu Dynamics, where apprentices are paired with veteran mentors and monitored closely. In his own consulting work, Bob spent four weeks training two EDM operators, even designing written assessments to tailor lessons to individual needs.

“You don’t just teach someone to run a machine. You help them build a career.”

He stresses that successful companies think long-term. “It’s not about how fast you can fill a role,” he explains. “It’s about finding the right people and giving them time to grow.” That support, he adds, should extend well beyond formal training.

As the retirement of baby boomers accelerates, Bob sees urgency in formalizing mentorship programs. It takes about 10 years to develop a fully skilled worker, yet the industry doesn’t have that kind of time. He recommends building clear training roadmaps that define what trainees should know at each stage, often with the help of outside consultants.

Bob also sees technology playing a supporting role. AI, automation and 3D metal printing, he believes, hold promise — but only if applied by skilled workers. “These aren’t replacements,” he emphasizes. “They’re amplifiers of human talent.”

Looking ahead, Bob proposes creating a local training consortium to connect experienced machinists with shops in need of mentorship. He encourages manufacturers to stop viewing employees as mere operators and instead invest in them as professionals by offering career paths, advancement opportunities and practical training.

For Bob, the message is simple: “You don’t just teach someone to run a machine. You help them build a career.”