How the Mentorship of Seasoned Technicians Shapes the Future of Flight Simulator Support
- Sam Austin
- Aug 12
- 7 min read
"Behind every confident, capable simulator technician and engineer is someone who once said, 'Come, I will show you how.'"
When we talk about sustaining flight simulation programmes in a time of ageing hardware and dwindling OEM support, we tend to focus on spare parts, obsolescence management and systems integration. But there is another kind of support structure that is just as critical and far more human: mentorship.
As complex simulator systems grow older, the survival of the industry will depend not only on technical knowledge but on the deliberate transfer of knowledge gained through experience. Seasoned technicians and engineers hold years of accumulated insight, fault-tracing intuition and hard-won knowledge that no manual or course can replicate. When they share that wisdom with their younger, less experienced counterparts, they don't just teach skills; they ensure the continuity, confidence and resilience of the training centre, and our industry as a whole.
In this post, we explore the often underrated power of mentorship in simulator maintenance; why it matters, what it looks like in practice and how operators can nurture it.
Why Mentorship Matters in the Flight Simulator Industry
1. Many Simulator Systems Are Unique and Non Standardised
Unlike aircraft maintenance, where systems and documentation are standardised and tightly controlled, simulator systems, particularly older full flight models, often reflect years of custom modifications, hardware substitutions and (*gulp*) undocumented tweaks. A seasoned technician knows the quirks; which relay clicks a second late, which interface occasionally drops sync during power cycles, or how to finesse the system just right to get through that hard to set up and run motion system QTG validation test.
A mentor acts as the bridge between formal documentation and real-world operations. Without that guidance, newer technicians are left to learn through trial and error, which can lead to costly mistakes, longer downtimes and potentially even safety incidents.
2. The Retirement Wave Is Real
A significant portion of the simulator maintenance workforce is approaching retirement. Many began their careers in the 1980s and 1990s, when Level D simulators were just beginning to thrive. Every technician and engineer who leaves without mentoring a successor takes with them a trove of knowledge that was almost certainly never documented. Mentorship support both individual development, and preserves operational continuity; it's a highly efficient want to reduce business continuity risk.
3. You Cannot Search for Intuition
There is no search engine that can teach someone to recognise the subtle flicker in a projector that signals an impending lamp failure, or to sense when an instructor station issue is more than just a software glitch. These are instincts developed through hands-on exposure and the steady presence of someone who has seen it all before.
A good mentor shortens the learning curve by offering context, historical insight and real-time coaching. They transform the confusing into the clear, the intimidating into the manageable.
A Personal Note - The Mentors Who Set the Standard
In my early years working on full flight simulators, I was fortunate to be guided by several mentors who did far more than teach me how to troubleshoot, calibrate and test. They taught me how to think critically, act responsibly, and take pride in the purpose behind the work. They instilled curiosity, explained the reasons behind every procedure, and treated every fault as a teaching opportunity rather than a failure.
It's about becoming someone others can rely on and eventually someone who helps others grow in the same way.
One mentor in particular stands out. He had a way of letting me take the first attempt at solving a problem, watching patiently as I worked through it, before quietly offering a better approach or gently correcting a misstep. He never made me feel inadequate for not knowing something. Instead, he made me feel capable of learning anything, provided I stayed curious and committed.
More than anything, he set the expectation for high professional standards. He made it clear that our job is not just about keeping the simulator operational. It is about ensuring pilots receive the most accurate, reliable and safe training possible. In that sense, our work plays an essential role in the broader safety chain of aviation. That early mentorship shaped both my skills and my mindset, something that I carry with me to this very day. It showed me that success in this field is not simply technical. It's about becoming someone others can rely on and eventually someone who helps others grow in the same way.
The Benefits of Mentorship for New Technicians
1. Accelerated Learning
Learning by doing is effective. Learning by doing with a mentor alongside is transformative. There is a reason why throughout all of human history we have adopted instructor-led or mentor-led approaches to passing on skills and knowledge. With a mentorship approach, technicians and engineers gain confidence more quickly, reach independence sooner and are better prepared for everything that this diverse job can throw at them.
2. Fewer Mistakes and Less Downtime
A technician or engineer with a mentor is less likely to make avoidable errors that result in system outages, failed QTGs or customer dissatisfaction. When newer technicians can ask questions in real time, they learn more effectively and take better decisions. It's a win-win in that both short-term and long-term business outcomes can be positively impacted through a single way of working.
3. Improved Job Satisfaction and Retention
The simulator industry can feel overwhelming to newcomers, especially when placed on night shifts with minimal support. Mentorship provides reassurance and a sense of belonging, making newer technicians more likely to remain in the field long term. Job satisfaction is strongly correlated to staff retention, which is a long-term cost saver for this industry that sees a reasonably high turnover rate.
4. Development of Soft Skills
Mentors do not only teach technical systems. They also model professionalism, communication and calm problem solving under pressure. These soft skills are essential for technicians who will eventually work directly with customers, pilots or regulatory authorities. Never forget that your simulator technicians and engineers are the first point-of-contact for the end users of your training systems; they directly impact their customer satisfaction.
The Value for Mentors and Operators
It is not only the mentees who benefit. Teaching helps mentors reinforce their own understanding, reflect on best practices and remain engaged in their roles. It supports a strong team culture built on trust and mutual accountability.
For training centre operators, mentorship programmes:
Reduce the cost of extended training
Improve simulator availability through better prepared staff
Create succession plans for retiring employees
Strengthen safety, compliance and audit preparedness
How to Build a Mentorship Culture
1. Make It a Core Responsibility
Do not treat mentorship as an optional extra. Make it a formal part of senior technicians’ roles. Give them the time and recognition needed to do it well.
2. Pair People Thoughtfully
Not every skilled technician is suited to teaching. Choose mentors who are patient, communicative and genuinely interested in helping others grow. Pair them with mentees based on compatibility and learning styles.
3. Provide Clear Structure
Set clear goals, track progress and hold regular check-ins. Create a shared logbook or digital platform where mentors and mentees can document lessons, fixes and insights.
4. Recognise and Reward
Acknowledge excellent mentorship in meetings, newsletters or performance reviews. Provide meaningful recognition or incentives for those who go the extra mile.
5. Lead by Example
Leaders and managers must support and engage with mentorship initiatives, treating them as fundamental to the success of the operation.
What Mentorship Looks Like Day to Day
Shadowing on Faults - Let junior technicians observe senior staff as they diagnose faults, then reverse the roles when ready.
Post-Maintenance Debriefs - After resolving an issue, walk through the reasoning and method.
Supervised Tasks - Let mentees carry out preventative maintenance under guidance, encouraging questions.
System Rotation - Ensure exposure to all simulator subsystems including motion, visuals, host, instructor station and interfaces.
Deliberate Fault Training - Introduce intentional faults on non-operational training simulators and guide recovery procedures.
These approaches do not require significant budgets, just purposeful intent and time.
Stories Worth Sharing
Some of the best technicians I have met had no simulator background when they started. They came from automotive trades, IT roles or electronics shops. What set them apart was not what they knew at the beginning, but the presence of a mentor who believed in them and gave them room to grow.
These stories are not rare. They are simply underrepresented.
I once worked with a junior technician who had never been near a motion platform before his first shift. Six months later, he was calmly leading fault isolation during a high-pressure QTG period. Why? Because someone had taken the time to guide and support him from the beginning.
These stories are not rare. They are simply underrepresented. The future of simulator support is being built one technician and one engineer at a time, often in quiet moments of shared trust and patience.
Final Thoughts... Be the Person You Once Needed
If you are an experienced simulator technician or engineer, think back to your early days...
Who helped you feel confident?
Who gave you your first real opportunity?
Who explained the systems in a way that finally made sense?
Now ask yourself: Who are you doing that for today?
Mentorship is far more than simply about upholding a tradition. In it's most pure form it is about team-building, and personal growth, which has the desired effect of continuity. It is how we keep critical knowledge alive when systems age and external support dwindles. It is how we help the next generation thrive, not merely survive in our highly dynamic industry.
Be the mentor you once needed.
The impact you have will outlast any part you replace, any system you recalibrate or any QTG you help pass.
Would you like to strengthen mentorship within your simulator centre?
We offer mentorship planning, skills mapping and training pathway development tailored to your team. Contact us to learn how we can support your growth from the inside out.
Comments