In this episode of the HVAC School podcast, Bryan Orr sits down with Bert and Leanna to discuss Kalos’s first official cohort apprenticeship program, dubbed the “Launch Program.” What started as Bryan’s persistent idea—one that the team initially resisted as too expensive and logistically challenging—evolved into a transformative three-month training experience that brought 15 green apprentices through intensive classroom, lab, and field work across HVAC, electrical, and building automation systems.

Bert, who graded himself a B for his first attempt at leading the program, shares candid insights about the challenges of planning and execution. While he meticulously mapped out the first two weeks hour-by-hour, the remaining time was far less structured, leading to valuable lessons about the importance of ongoing planning and verification. Leanna, who came to Kalos with both teaching experience and a commercial HVAC background, brought crucial support that Bert initially didn’t think he needed. Her contribution proved essential in managing the group of 15 and ensuring hands-on engagement. Of the original cohort, nine graduated, with two additional apprentices added later who showed exceptional promise.

The conversation reveals critical insights about what makes training effective in the trades. Both trainers emphasize the importance of hands-on experience over lecture, with Bert noting his biggest mistake was spending an entire day lecturing on refrigerant circuits before showing apprentices actual equipment. The most successful exercises involved real-world scenarios, like Leanna’s mock dispatch day where apprentices handled service calls from start to finish, including customer communication. The program also incorporated broader trade skills beyond HVAC—carpentry, ladder safety, and tool confidence—recognizing that many young workers today lack the tactile experience that builds confidence in using tools and solving problems independently.

Perhaps most importantly, the discussion highlights the value of verification and confidence-building over knowledge dumping. Bert learned that making diagnostic exercises too complex early on destroyed apprentice confidence, while starting simple and building up created self-motivated learners. The cohort model’s unique advantage lies in its competitive yet supportive environment, where apprentices can gauge their progress against peers who started at the same level, creating natural motivation to improve. While expensive and demanding, the program represents a long-term commitment to developing well-rounded tradespeople who can think critically and solve problems—not just perform repetitive tasks.

Topics Covered:

• The origins and initial resistance to implementing a cohort-style apprenticeship program
• Structuring a 90-day training program with classroom, lab, and field components
• The critical importance of planning and having adequate instructor support
• Selecting apprentices: key traits including self-motivation, adaptability, and humility
• Balancing lecture, hands-on training, and real-world field experience
• The power of verification and skills checklists over pure knowledge transfer
• Teaching broader trade skills (carpentry, ladder work) to build overall confidence
• Creating realistic scenarios like mock service calls for soft skills development
• Managing group size and the challenges of keeping all apprentices engaged
• The role of confidence-building in safety and long-term success
• Starting simple with diagnostic exercises and building complexity gradually
• Using field feedback and peer comparison as motivational tools
• The cost and commitment required to run effective cohort training programs

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