PHAM NEWS | JUNE 2026 Training& Education 27


Why diversifying your skills is no longer optional


Widespread concerns about the disruptive impact of artifi cial intelligence may not have as much relevance to the plumbing and heating sector, but there is no denying that technology is moving at a rapid pace. Tony Maus from Access Training highlights the importance for professional installers to continue to update their knowledge and skills.


T


here’s been no shortage of suggestions that AI and automation pose a threat to skilled trades. Much of this is overstated. The practical,


hands-on nature of plumbing, heating and air movement work makes it among the most defensible categories of employment in the modern economy. No algorithm is going to diagnose a fault in a customer’s airing cupboard or commission a heat pump in a property. That being said, that doesn’t mean you can sit back on your laurels. The work itself is evolving, and the tradespeople who recognise this early are going to thrive in the future. Consider how rapidly the technology


landscape has changed in recent years. Heat pumps, once a niche consideration, are becoming a mainstream installation choice driven by both consumer demand and government policy. Smart controls, hybrid systems combining gas with renewable technologies, and integrated home energy management are all moving from the margins to the mainstream. The traditional plumber or heating engineer who built a career on gas competence alone is fi nding that the scope of expected services is broadening. This is where the question of upskilling


becomes a practical commercial concern rather than an unrelatable one.


Time challenge Traditional training pathways, while excellent at producing new entrants to the trades, have not historically been designed around the needs of experienced professionals seeking to add qualifi cations mid-career. A working tradesperson with a business to run, a vehicle on the road, and customers to serve cannot easily commit to multi-year college routes structured around apprentice-level learners. The opportunity cost is signifi cant, and for many, prohibitive. This is one of the reasons private


training providers have become an important part of the industry’s infrastructure. Organisations such as Access Training have developed course structures specifi cally suited to working tradespeople. Intensive, condensed programmes allow professionals to gain new qualifi cations in weeks rather than years, with assessments and practical components that refl ect real-world working conditions. The format is designed around minimising disruption to existing businesses while delivering genuine, accredited competence in new disciplines. For those weighing up whether such


investment is worthwhile, it’s worth examining where the work is heading in their local market. Plumbers turning down bathroom jobs because they lack confi dence with wet underfl oor heating systems are leaving revenue on the table. Each unquoted job represents not only


providers, such as Access Training, which can off er one of the more practical routes for achieving diversifi cation. The model is built around the realities of running a trades business, and the qualifi cations obtained are recognised across the industry. For tradespeople considering how to position themselves for the next ten to fi fteen years of their working life, investing in additional skills is no longer a nice-to-have, it is becoming a necessary element of running a sustainable, future- proof business. The work isn’t going anywhere, but the


Tony Maus Director of quality and education at Access Training


lost income but also a strengthening of competitors who can off er the broader service. Over time, these gaps compound. There is also a strong argument


to be made for resilience. Market conditions, government policy on heating decarbonisation, regional development patterns and shifts in consumer preference can all aff ect demand in ways that are diffi cult to predict. A tradesperson with three or four


genuine competencies is better positioned to weather these fl uctuations than one with a single specialism. When one category of work slows, another often grows to compensate. Diversifi cation of skills creates new income, and that is a meaningful form of business protection.


Streamlined admin The question of artifi cial intelligence deserves a brief consideration here. The most likely impact of AI on the trades is not replacement but integration. Administrative tasks such as quoting, scheduling and customer communication are being streamlined. Customers are arriving with more information at their fi ngertips, which presents both opportunities and challenges. Those who can speak the language of modern building services, including renewable technologies and integrated systems, will be better placed to win the work that comes with these developments. The trades have always rewarded those


willing to invest in their own professional development – that principle has not changed. What has changed is the speed at which the technical landscape is moving and the breadth of competencies now expected within a single trade. Continuous professional development, once considered optional for experienced practitioners, is increasingly central to maintaining a competitive position in the market. I’d be remiss not to mention the


benefi ts of working with private training


nature of the work is changing, and the tradespeople who change with it will be the ones still leading their markets when the next shift arrives.


Find out more If you’re interested in upskilling, contact Access Training on 0800 345 7492 or use the online reader link service below. ◼ phamnews.co.uk/626/28


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40