# Gareth Lock

Gareth Lock works in human factors and non-technical skills training. Through The Human Diver, they apply lessons from diving to teamwork, communication and safety in other high-risk settings, using simulations, performance data and structured debriefs.

- Profile: https://b2binfluencer.marketing/creators/gareth-lock/
- LinkedIn: https://www.linkedin.com/in/garethlock
- LinkedIn followers: 13,760
- Based on 11 dated posts, latest 2026-10-06

## Summary

Gareth Lock is most useful for simulation-based human factors and non-technical skills training for safety-critical teams.

- Best for: A human factors or safety training company wanting a webinar or simulation workshop.
- Not for: A mass-market online learning brand buying sponsored posts measured on impressions.
- Check first: Confirm sponsorship policy, audience demographics, and independent evaluations of effectiveness.

### Takeaways

- Teams run timed simulations with information split across participants, then review data and perspectives.
- German firefighters and railway managers saw the point after a debrief and repeat runs.
- Training works as part of a capability depending on people, equipment, information, organisation and integration.

## Main ideas

- **Training works only when the wider system supports it**: Lock distinguishes buying a course from building a capability. Training, equipment, staffing, information, guidance, organisation, infrastructure, logistics and integration all affect whether people can put learning to work. When those parts do not fit together, staff end up compensating for the gaps.
- **Make teamwork problems visible through realistic pressure, not technical complexity**: Lock favours simulations with cognitive fidelity over literal replicas of a workplace. A fictional setting can expose communication and coordination problems when people have to act under time pressure with incomplete, distributed information, without letting specialist knowledge conceal those behaviours.
- **Let teams examine evidence and practise again**: Lock argues that feedback based only on impressions can be shaped by rank and dismissed as subjective. They combine participants’ reflections, observer input, performance data and replay, then repeat the exercise so a team can compare what changed. The point is not just to identify a problem, but to give people a way to test a different behaviour.
- **Use diving as a starting point for learning across fields**: Lock presents human factors and non-technical skills as relevant beyond diving and other traditionally high-risk work. Their posts connect the approach to fire and rail operations and describe developing instructors to teach it. A career retrospective traces this interest partly to a close-call dive and to noticing that diving lacked some of the incident-learning practices they knew from aviation.

## Work to read

- [Jetlag, San Diego and the road to The Human Diver](https://www.linkedin.com/posts/garethlock_jetlag-sucks-but-it-does-provide-opportunity-activity-7513203148275138560-qgIW)
- [A course is not a capability: TEPIDOIL and military procurement](https://www.linkedin.com/posts/garethlock_a-system-should-be-able-to-do-something-greater-activity-7508898262007963648-oi7Z)
- [Why firefighters and rail managers went into 'space'](https://www.linkedin.com/posts/garethlock_humanfactors-crm-crewresourcemanagement-activity-7494660394888720384-3qNw)
- [You cannot argue with your own data: measurement and debrief in the LAB](https://www.linkedin.com/posts/garethlock_humanfactors-nontechnicalskills-psychologicalsafety-activity-7495019169273319424-sJDC)
- [Assessing a facilitator: how Human Diver training is passed on](https://www.linkedin.com/posts/garethlock_interpersonalskillslab-alwayslearning-activity-7476005756748693505-FNtP)

## Brand relationships

- **The Human Diver** (owned_business)
- **Human in the System** (disclosed_partnership)
- **interpersonalskillsLAB** (disclosed_partnership)
- **Royal Air Force** (employment)
- **American Academy of Underwater Sciences** (mention)

## Partnerships

Gareth Lock’s posts do not mention a sponsorship policy, rate card, audience specification or partner enquiry route. The commercial activity they do describe is their own training and education work: The Human Diver delivers diving-focused crew resource management and human factors courses, including a two-day classroom programme and an eLearning course, while Human in the System applies the same non-technical skills training to non-diving organisations such as firefighting and rail operations. Both names appear at the end of several posts alongside a course link. For a buyer, a partnership is most plausibly a commissioned training, workshop or conference engagement arranged directly, rather than a sponsored-content placement with published terms. Ask Gareth Lock what a partner receives, what it costs and whom to approach before building a plan around it. The posts describe recurring formats a partner could realistically attach to: simulation-based workshops run through an interpersonal skills lab, data-backed debriefs, an instructor development and assessment programme whose team spans Australia, Egypt, Poland, the UK, Mexico, the USA and Brazil, and the Human Factors in Diving Conference. None is presented as an open sponsorship property. A publisher-style listing of the book *Under Pressure: Diving Deeper with Human Factors* and a documentary and workbook also appears in the same career post; these are their own outputs, not sponsor inventory.

## Alternatives

- Brandon Williams: Consider Brandon Williams if the campaign is primarily a safety-leadership keynote for high-consequence organizations. Williams frames leadership around clear intent, situational awareness, mutual support and debrief culture, and asks leaders to make priorities and acceptable tradeoffs clear so teams can act when conditions change. That gives an event focused on leadership decisions a direct message to build around.
- Robbie Christian: Consider Robbie Christian if the buyer’s main objective is to improve instructional design and learning experience design. Christian’s post draws on returning to teach an introductory scuba course after years of teaching at a more advanced level, using the experience to argue that learning designers benefit from stretching beyond their specialties. That perspective could suit a webinar for learning professionals redesigning training.
- Steve Radford: Consider Steve Radford if the buyer’s problem is specifically inconsistent sales-team performance after training. Radford’s posts argue that workshops alone do not sustain behaviour change: teams also need shared language, clear behavioural expectations, regular manager conversations and reinforcement built into business routines. That is a more direct choice for a sales-enablement webinar or programme about sustaining training on the job.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/