Why structured training matters: Lessons from my first driving lesson

I still remember my very first driving lesson.

Before we even started the engine, my instructor taught me the DSSSM “cabin drill”—a simple, step-by-step checklist: Doors, Seat, Steering, Seatbelt, Mirrors. Then—handbrake on, gear in neutral—and only then, we were ready to go.

It was calm, structured, and methodical. My instructor had a clear plan—and more importantly, the training to teach, not just drive. He guided me without pressure, building my confidence step by step.

The dual controls helped too. If I made a mistake, he could step in. It was reassuring—and it let me focus on learning.

Now, on the flip side—have you ever tried to give someone a driving lesson?

No plan. No dual controls. Maybe a few white-knuckle moments. Even great drivers struggle to teach without the right tools or training. You skip over basics, react instead of guide—and forget what it’s like to be new.

Sound familiar?

It’s exactly what happens in hospitality when we rely on experience alone to train others.

Sure, some people learn to drive without an instructor. But it’s usually harder, riskier, and slower—and the same is true in hospitality.

Why we need more than just “show them how it’s done”

Hospitality is full of talented, experienced people. The bartender who can free-pour five drinks at once. The waiter who can manage a 10-table section on a Friday night without breaking a sweat. The manager who’s seen it all and done it twice.

These are our subject matter experts (SMEs). They’re invaluable. But experience doesn’t always translate into effective training. SMEs can unintentionally skip over key steps, assume too much, or pass on shortcuts that don’t align with best practice.

Let’s take pouring a beer. An experienced bartender might do it without thinking—but do they explain why you should never touch the top half of the glass? It’s not just about presentation—it’s hygiene.

Or in the middle of a busy service, someone might scoop ice with a glass to save time—without realising the risk. It seems quicker—until that glass shatters in the ice well and service grinds to a halt.

Mistakes like this often happen not because people don’t care—but because they haven’t been properly taught why it matters. The right training doesn’t just show how to do something—it explains the reasons behind it, so the learning sticks.

These aren’t just little slip-ups—they’re costly mistakes that the right training can prevent.

A better way to train: combine structure, people, and real-world experience

At Allara Global, we believe the best hospitality training is built on a blended approach:

• Online learning provides structure and consistency. Everyone learns the same steps, with the same explanations, no matter which venue or trainer they work with. It covers critical knowledge—like hygiene, service standards, and safe practices—in a clear, accessible way.
   
• Face-to-face facilitation brings it to life. Whether it’s delivered by a qualified trainer or a well-prepared team leader, in-person sessions create space for questions, feedback, and hands-on practice.
   
• On-the-job mentoring rounds it out. This is where experienced team members play their part—guiding, reinforcing, and supporting new staff as they apply what they’ve learned in real-world settings.

The key is that each stage plays a role. Online learning makes sure nothing important gets missed. Facilitation reinforces that learning and helps it stick. And mentoring builds confidence and capability in the workplace.

Training is an investment, not an interruption

Too often, training is seen as something that gets in the way of work. But in reality, it’s what enables great service, safer venues, and better customer experiences. When new team members are trained properly, they make fewer mistakes, feel more confident, and start contributing faster.

And when training is structured, it doesn’t mean sacrificing flexibility. A short online course can be completed before a shift or during induction. Facilitated sessions can be built into quieter days or onboarding blocks. Mentoring happens on the floor, in real time.

It’s not about slowing things down. It’s about doing it right from the start.

Final thoughts

Learning to drive taught me more than how to operate a car. It showed me the power of good instruction—calm, clear, structured—and how much easier it is to learn when someone’s actually trained to teach you.

In hospitality, we have no shortage of experts. But to create confident, capable teams, we need more than just experience. We need structure. We need support. And we need to build a culture where learning is planned, practical, and ongoing.

Because tasks like pouring a beer, carrying three plates, or managing a busy shift might feel second nature to you—but to someone new, they can be just as challenging as learning to drive for the first time.