In a rapidly evolving sector like the automotive aftermarket, staying competitive hinges on the industry’s ability to adapt, empower, and upskill its workforce. Recognising this imperative, the Motor Industry Workshop Association (MIWA) — a proud affiliate of the Retail Motor Industry Organisation (RMI) — has launched a pioneering short skills training programme, set to transform practical learning across small and medium-sized workshops nationwide.
Open to MIWA’s 2,500-strong membership base, the programme is already being hailed as a vital stepping stone in professionalising the aftermarket workforce. Among the early adopters is Teresa Spenser Higgs, a respected MIWA National Executive Committee (NEC) representative and RMI Board Member, based in the Eastern Cape. For her, participation was never in question.
“The only way to know how a programme works is to experience it at ground level,” says Spenser Higgs. “If we expect our members to engage, we have to lead by example and be prepared to share the journey — challenges and all.”
Currently enrolled in the Customer Service module, Spenser Higgs describes the experience as deeply enriching. The real magic, she says, lies in the peer-to-peer learning taking place within the programme.
“It’s been incredibly rewarding to witness students learning from each other and sharing ideas from their own workshop environments. That spark — that shared insight — is powerful.”
A Flexible Model for a Demanding Industry
The programme is delivered in a blended learning format, marrying online theory with in-person assessments — a model designed with real-world workshop constraints in mind.
“It’s flexible enough to integrate into our daily operations,” notes Spenser Higgs. “Some students do struggle with time management, but the recorded sessions and second-chance options really help. It’s designed to work in the real world.”
Still, she’s candid about areas needing refinement.
“Some content still needs to be tailored more closely to our sector, and rollout timelines may need revisiting. But that’s the nature of a pilot. We’re learning as we go — and that’s a good thing.”
Louis van Huyssteen, RMI’s National Training Director, echoes this sentiment. He explains that the short skills model is intended to address pressing skills gaps in a scalable, inclusive way.
“It allows employees to earn nationally recognised credits without needing to leave their jobs. For smaller workshops, particularly in remote regions, that’s a game-changer.”
Empowering Underserved Talent
Spenser Higgs sees tremendous value in the programme’s ability to bring formal training to traditionally underserved sectors of the workforce — especially women in non-technical roles.
“Women are the backbone of many businesses, handling everything from HR to compliance and customer relations. These courses offer formal recognition for skills they’ve built on the job, often without acknowledgement.”
This accessibility and inclusivity are part of what make the initiative so groundbreaking. In areas like the Eastern Cape, where formal training facilities can be scarce, this programme offers a critical bridge between experience and accreditation.
“It gives people a sense of self-worth and validation,” she says. “And that confidence translates directly into improved service delivery and business performance.”
Looking Ahead: A More Professional Future
For Spenser Higgs, the benefits of the programme go far beyond certification. It’s about raising industry standards and securing long-term relevance in a shifting landscape.
“Vehicles, customer expectations, and technology are evolving fast. If we want to stay competitive, we need to keep learning. This kind of upskilling boosts problem-solving, enhances customer service, and lifts team morale. The returns are enormous.”
Of course, meaningful transformation requires effort.
“It’s not always easy. It takes commitment from employers and a willingness to be flexible. But the payoff — in capability, confidence, and customer satisfaction — is worth every bit of it.”
Van Huyssteen agrees.
“This is just the beginning. Feedback has been overwhelmingly positive, and our next step is to broaden the course offerings. We’re committed to ensuring that no business — no matter how small or where it’s located — gets left behind.”
Investing in the Long Game
As the automotive aftermarket braces for continued evolution, MIWA’s short skills programme signals a bold investment in its most valuable asset: its people.
“If we want a sustainable, adaptive, and future-focused industry,” concludes Spenser Higgs, “we have to invest in the people who keep it running. And that starts with training.”
With leaders like her championing the cause from the front lines, the industry is in gear for meaningful, inclusive, and lasting change.
