Continuous improvement of RTO systems is an area that RTO’s often fall down in according to my conversations with accrediting bodies. It is about taking a really hard look at your practices and relating them back to the RTO Standards.
What Works for LLN video library This is a valuable website with some great ideas, templates. The What Works for LLN is an online library of free language, literacy and numeracy (LLN) training and professional development videos. The What Works for LLN videos are for: 💡 VET practitioners 💡 supporting the delivery of LLN specific units such TAELLN411 Address Adult Language, Literacy and Numeracy skills 💡 LLN professional development for RTOs and their non-training staff 💡 learners undertaking qualifications such as TAE40110 Certificate IV in Training and Assessment/TAE40116 Certificate IV Training and Assessment 💡 trainers, managers, team leaders and supervisors in the workplace. What Works for LLN was funded under the now closed Workplace English Language and Literacy (WELL) Program by the Australian Government Department of Education and Training. All the What Works for LLN videos were produced by Ideas That Work. These LLN videos are freely available to trainers and learners to view online, download or embed into e-learning software or a Learning Management System. https://www.ideasthatwork.com.au/lln/practical-lln-tips-for-trainers-and-assessors/ Practical LLN tips for trainers and assessors
It’s Not Just Policy, It’s About People. Business has always been personal for me. I grew up witnessing the triumphs and tribulations of a family business, experiencing firsthand the rollercoaster of success and the gut-wrenching impact of unforeseen challenges. My parents would discuss business at the dinner table – strategies, the state of the market, customer service, the staff issues, risks, tough decisions. We all knew it, we felt it, we lived it. Those conversations shaped me. I learned that business isn’t just about numbers; it’s about people, leadership, and building that personal resilience. In my journey of leading teams, I’ve seen firsthand the frustration of having a disconnected, disengaged team – the long hours spent picking up the slack, the missed opportunities, and the weight of carrying it all alone. I understand the pressure of making tough decisions, the sleepless nights worrying about cash flow, and the constant push to keep things moving forward, even when it feels like you’re running on empty. So when I started my own business, I carried those lessons with me; the importance of adaptability, the weight of responsibility, and the reality that success isn’t just about working hard, but working smart. Frankly, that’s why I’m passionate about helping Registered Training Organisations (RTOs) understand and move with the complexities of legislation and compliance in a way that protects the business but actually enhances it. To share ideas with RTO Leaders so that they can turn regulatory requirements into opportunities for growth, efficiency, and meaningful impact. Because when the foundation is strong, the business can thrive. An RTO is more than just a compliance checklist and a series of training courses; it’s about building connection with learners, creating meaningful collaboration amongst staff, and deeply understanding what drives your people – both trainers and learners alike – to achieve exceptional outcomes. In my business, I wear many hats, allowing me to see the RTO industry from multiple perspectives. As a business coach, I work with RTO owners who often feel overwhelmed by the regulatory environment – an environment that seems to constantly shift – but who are, at their core, driven by a passion for providing quality education and empowering others to achieve their full potential. They’re not just struggling with the sheer volume of compliance requirements; they’re deeply concerned about the impact that these requirements have on their people – the stress on trainers, the administrative burden, and the student experience. For years, I’ve worked in training, marketing and operations, but what truly captivates me is the human element within business. Understanding how people learn, what motivates trainers to deliver exceptional instruction, and how staff connect to create a supportive learning environment are the keys to genuine success in vocational education. That’s why I focus on understanding the decision-making processes of both learners and RTO staff, and how an RTO can be structured and managed in a way that feels authentic, sustainable, and ultimately beneficial, rather than forced and draining. Running an RTO isn’t simply about ticking compliance boxes and churning out qualifications. It’s about creating a strong sense of purpose, and knowing your and your team’s strengths and needs. It’s about operating in a way that aligns with your core values while still encouraging continuous improvement. Let’s be honest, many compliance-driven approaches feel like a blunt instrument, designed to meet regulatory requirements without truly understanding the underlying challenges and opportunities. But what if you could build an RTO that: Significantly improved learner engagement and completion rates? Developed a team culture that inspired and boosted staff morale? Strengthened your reputation within the industry and community? That’s where a thoughtful, people-centric approach comes in. And it doesn’t need to be complicated. Simple, clear, and built to last – that’s what truly effective person centred RTO strategies are made of. Here is a way to approach leading an RTO in a way that works: Understand Your Workforce: Take the time to truly understand your employees’ needs, concerns, and preferences. What are their challenges? How are the trainers ensuring that they have a positive impact on the learner? are they inclusive, or demonstrating bias in their work? Surveys, focus groups, and one-on-one conversations can provide invaluable insights. Self-Awareness and Awareness of Impact: This is key for effective leadership and team dynamics. How do you show up as a leader? What impact does your communication style have on your team and learners? Are you creating a culture of trust and open communication? Self-reflection, 360-degree feedback, and leadership training can help you become more aware of your strengths and areas for improvement. Develop a Compelling “Why” – Beyond Compliance: Don’t just tell people what to do; explain why it matters. Why is quality training important for the industry you serve? How does achieving a qualification impact learners’ lives and career prospects? How does a commitment to excellence benefit the entire RTO community? Clearly articulate the RTO’s mission, vision, and values, and demonstrate how every action aligns with these principles. Meet Them Where They Are – Support Well-being and Professional Growth: Acknowledge the challenges and pressures faced by RTO staff, particularly trainers and assessors. Provide flexible work arrangements where possible to support work-life balance and well-being. Offer professional development opportunities to enhance their skills and knowledge. Create a supportive and collaborative work environment where staff feel valued and respected. Ensure they have the resources and tools they need to effectively perform their roles. Communicate, communicate, communicate – Clearly, Consistently, and Ethically. Open and honest communication is vital. Keep staff and learners informed about changes in policies, procedures, and industry standards. Provide regular updates on RTO performance and progress toward strategic goals. Establish clear channels for feedback and address concerns promptly and fairly. Actively solicit input from both staff and learners to improve the RTO’s operations. In addition, make sure you are actively demonstrating ethical and honest communications, to build confidence across your operations. There’s a natural flow to things when you stop forcing square pegs into round holes – when
We are all seeking connection and we need leadership in the crisis. We care to care, have compassion, and not buy into the limiting beliefs of others.
Managing an RTO business comes with many areas of expertise; you’ve got staffing, business strategy and compliance to be concerned about. All of these aspects involve the need to communicate.
In relation to RTO compliance our primary responsibility is to deliver high-quality vocational education and training (VET) that meets the needs of our learners and industry stakeholders. First and foremost it is about our students and their journey. That is why we have systems and RTO Standards. Compliance and quality assurance are not just regulatory requirements – they are the foundation of a successful and reputable training provider. While many RTOs focus on addressing issues as they arise, the most effective approach is one of prevention. By proactively implementing strategies to ensure compliance and maintain high standards, RTOs can avoid many common pitfalls and create a culture of excellence. Maintaining compliance with the Standards for Registered Training Organisations (RTOs) and ensuring consistent quality across all aspects of our operations can be a daunting task, especially with regulatory requirements and industry demands.One of the most effective strategies for addressing this challenge is to adopt a preventative approach to compliance and quality assurance. Rather than reactively addressing non-compliances or quality issues after they have occurred, RTOs should proactively implement measures to prevent these problems from arising in the first place. The Benefits of a Preventative Approach So often it’s about perspective, and when we look at something in a different light, it is still the same, yet different. Embracing a preventative mindset offers numerous benefits for RTOs such as: Cost and Time Savings Reputation and Stakeholder Confidence Quality from Continuous Improvement Risk Mitigation All valid reasons why implementing a preventative approach to RTO compliance matters. So here are some ideas for you to consider: 1. Develop and implement comprehensive systems and processes that govern all aspects of training and assessment, from resource development and validation to learner support and assessment practices. These systems should be regularly reviewed and updated to ensure their continued effectiveness and alignment with regulatory requirements. Proactive Risk Management: Regularly assess potential risks to compliance and quality Develop and implement strategies to mitigate these risks before they become issues Create a risk register and review it periodically Addressing non-compliances or quality issues after they have occurred can be costly and time-consuming, often requiring extensive rectification efforts and potential disruptions to training delivery. By preventing these issues from occurring in the first place, RTOs can avoid the associated costs and time investments. 2. Quality assurance in VET should not be viewed solely through the lens of regulatory compliance but rather as a shared responsibility and a continuous process of improvement. By engaging diverse stakeholders and considering their unique perspectives, training providers can gain a more comprehensive understanding of the needs, expectations, and challenges faced by different groups. Robust Quality Management System: Implement a comprehensive quality management system that covers all aspects of RTO operations including stakeholder engagement. Regularly engage with students, industry partners, and employers Use feedback to identify areas for improvement and potential compliance risks Demonstrate how feedback is used to drive continuous improvement Ensure the system is well-documented and understood by all staff Regularly review and update the system to reflect changes in regulations or best practices This approach can create a culture of continuous improvement, where quality assurance is not merely a box-ticking exercise but a collaborative effort to enhance the overall quality and relevance of VET programs. 3. Invest in ongoing training and professional development for all staff, ensuring they have a thorough understanding of compliance requirements, quality standards, and best practices in VET delivery. This includes providing opportunities for staff to stay up-to-date with changes in the regulatory landscape and industry trends. Continuous Staff Training: Provide ongoing training to staff on compliance requirements and quality standards Ensure all staff understand their role in maintaining compliance and quality Pay for there time whilst doing their PD. Afterall it is a service to you as well as them. Implement a culture where staff feel comfortable raising potential issues or suggesting improvements It brings them into current workplace practices, and they learn from differing perspectives. PLUS Regular team meetings and activities engage your team. (But that is another topic for discussion) 4. Conduct regular internal audits and quality reviews to identify potential non-compliances or quality issues before they become significant problems. These audits should be conducted by qualified personnel and should cover all aspects of the RTO’s operations, from marketing and recruitment to training and assessment delivery. Regular Internal Audits: Conduct regular internal audits of all aspects of RTO operations Use these audits to identify potential issues before they become non-compliances Act promptly on audit findings to address any areas of concern Working with an RTO consultant gives a third party point of view. Allows you to consider other possibilities. As an external party, RTO consultants can offer an unbiased, fresh set of eyes on an RTO’s operations, processes, and compliance approach. They are not entrenched in the organisation’s way of doing things, allowing them to identify potential blindspots or areas for improvement more objectively. 5. Implement processes for continuous monitoring and evaluation of the effectiveness of preventative measures. This includes regularly reviewing and updating systems, processes, and practices based on feedback, audit findings, and changes in regulatory requirements or industry standards. These RTO compliance areas are all things you can do within your RTO or through working with RTO consultants. And I might be a little biased here, yet they bring specialised knowledge and up-to-date expertise in areas like regulatory compliance, training/assessment practices, and quality assurance. This depth of knowledge can help RTOs consider possibilities for enhancing their systems and aligning with best practices. Through their experience working with multiple RTOs, consultants gain exposure to a range of strategies, tools, and methodologies used across the industry. They can suggest possibilities that have proven effective for other RTOs, which the organisation may not have been aware of or considered. Additonally when the RTO Consultant has business and leadership experience, they can provide a future-focused perspective, helping RTOs anticipate and prepare for upcoming changes in regulations, industry trends, or learner expectations. This forward-thinking view allows RTOs to consider possibilities for adapting and staying ahead of the curve. All great
ASQA and TAC are looking to see that an RTO can demonstrate its commitment to identifying and supporting the student well-being needs of your RTO. This includes young learners, older learners and promoting a safe and supportive learning environment. The Draft Revised Standards for RTOs have introduced a focus on Learner Support as it relates to “wellbeing”. Lets explore some ways to do this. Identifying Student Well-being Needs Embrace the opportunity to make a positive difference in the lives of your learners. Conduct pre-enrolment assessments or interviews to understand individual learners’ circumstances, support needs, and potential barriers to learning. Observe learners during training for signs of requiring additional support, such as disengagement, absenteeism, or personal issues impacting their studies. Implement processes for learners to request support services. Provide Training for Staff Offer professional development opportunities for trainers and support staff to enhance their skills in identifying and responding to well-being concerns among learners and other staff. This could include mental health first aid training, trauma-informed practices, or cultural awareness training. As you implement well-being initiatives, celebrate the successes, no matter how small. Recognising and sharing positive outcomes can motivate further efforts and inspire others within the RTO to contribute to the cause. At the same time, approach challenges with a growth mindset. Analyse setbacks or ineffective strategies to identify areas for improvement and adapt your approach. Learner well-being is a complex area, and continuous learning is essential. Conduct Well-being Surveys Implement regular well-being surveys or questionnaires for learners to self-report any concerns, challenges, or support needs they may have. This can be done during enrolment, at regular intervals throughout the course, or upon request. Establish a Well-being Committee Form a well-being committee comprising staff members, learner representatives, and external experts (if applicable). This committee can review feedback, identify trends, and recommend strategies to address well-being needs within the learner cohort. Providing Well-being Support Services Develop a Well-being Resource Hub Create a centralised online or physical resource hub that provides information on available well-being support services, both internal and external. This could include contact details, service descriptions, and self-help resources. Remember, even small steps towards supporting learner well-being can have a profound impact. Implement Peer Support Programs Establish peer support programs where learners can connect with trained peer mentors or support groups. Extending the well-being focus beyond individual learners cultivates a supportive and inclusive community within the RTO. Encourage peer support networks, promote diversity and inclusion, and create opportunities for learners to connect and build meaningful relationships.A strong sense of community can provide a valuable safety net, where learners feel understood, valued, and empowered to seek help when needed. Collaborate with Community Organisations Partner with local community organisations, health services, or counselling providers to offer on-site or referral-based well-being support services tailored to the needs of your learner cohort. Reach out to other RTOs, or industry associations to share best practices and learn from their experiences in supporting learner well-being. Collaboration and knowledge-sharing can provide valuable insights and inspire new approaches. Conduct Child Safety Risk Assessments Develop and enforce a clear code of conduct that outlines expected behaviours and responsibilities for staff and learners when interacting with young learners, promoting a safe and respectful learning environment. Regularly assess potential risks to the safety and well-being of young learners, considering factors such as course content, delivery modes, physical environments, and staff-learner interactions. Implement Child Safety Training Provide mandatory child safety training for all staff, covering topics such as recognising signs of abuse or neglect, reporting procedures, and creating a child-safe culture within the RTO. RTO Policies & procedures And finally develop and review your RTO policies and procedures to identify relevant support services that can assist learners, such as counselling, disability support, financial aid, or mental health resources. Each RTO is unique, and it’s student cohorts vary, so these suggestions may not be suitable for your learners. While the specific strategies may not be a perfect fit, the key is to approach learner well-being with an open mind and a willingness to adapt and experiment. Even implementing one or two initiatives tailored to your learners’ needs could make a significant difference in supporting their well-being and potentially preventing or addressing challenging situations. Rather than attempting to implement a comprehensive well-being program from the outset, consider starting small and iterating based on learner feedback and observed outcomes. Pilot a well-being initiative, gather data on its effectiveness, and refine or expand it as needed. Engage your learners in the process of identifying well-being needs and developing support strategies. Their insights and perspectives can be invaluable in ensuring that the initiatives resonate with their experiences and address their specific concerns. Happy well-being 🌸😊
Who are you listening to? There are many different people saying they are experts. Expert guidance seems to be everywhere. Yet there are pitfalls. We live in a business world of information-saturation. We’re bombarded with opinions, advice, and “expert” guidance from every direction. Social media, podcasts, blogs, and even well-meaning friends and family all contribute to a cacophony of voices telling us how to live, work, and succeed. But in this sea of opinions, whose voice should you really be listening to? I see and have had opinions from so many people – people who want to share their thoughts onto me and that is OK. Now, I don’t make it an issue. Yet when I wasn’t so wise to see it as “their opinion” I did allow it to become an issue. When I was younger, I fell into the trap of trying to please everyone. I listened intently to every piece of advice: “You need to speak more assertively.” “Your appearance isn’t professional enough.” “You’re too young to be taken seriously.” “You need more qualifications before you can succeed.” I tried to conform to these expectations, moulding myself into what I thought others wanted me to be. The result? I found myself running in circles, exhausted and no closer to my goals than when I started. Then I woke up and became conscious. The turning point came when I realised that in trying to please everyone, I had lost touch with the most important voice of all – my own. For me this message was the way to my freedom. To be just me and learn from my own experience. Building Meaningful Connections Getting to know the people you work with is so important. Whether they are industry stakeholders, regulatory bodies, students, clients or staff. Try these tips: Understanding Individual Contexts. Take time to learn about each person’s background, goals, and challenges. Tailored Support. Offer guidance that’s relevant to their specific situation and aspirations. Building Trust. Genuine interest and understanding create and encourage trust, making your advice more impactful. Encouraging Self-Reflection. Help others develop their own critical thinking skills rather than just providing answers. Are you listening to people who have no idea as to what it is like to be you? Everyone is unique, we all have different experiences, different ideologies. Therefore others cannot understand what it is like to be uniquely you. They don’t know you ideals, or goals. Other people’s opinions are real, for them. They have not been through your experience. They do not know what your heart says. No one should say that you shouldn’t do whatever it is you want to do. They are judging your life, by their own life. Are we paying attention to people who have no idea what you are about? This is advice you can apply now. Filter the advice. Not all advice is created equal. I learned to consider the source and how it aligned with my values and goals. Trust my instincts. Our gut feelings are often more insightful than we give them credit for. Learn from experience. Instead of relying solely on others’ opinions, I started valuing my own experiences as a source of wisdom. Seek diverse perspectives. While not accepting every opinion, I made an effort to expose myself to diverse viewpoints to broaden my understanding. Seeking Mentors, Not Just Advisors Mentors invest in understanding your unique situation and aspirations. They offer insights based on relevant experience, not just theoretical knowledge. Good mentors recognize and respect your individual journey, offering guidance without imposing their path on you. Unlike advisors who might offer quick fixes, mentors consider your long-term growth and development. For me, the people who I work with, I get to know them. Recognising Limiting Beliefs Have you ever heard someone say: “You don’t have the money” “It’s hard work” “It’s not worth it” “If you earn that much, you’ll be taxed more” These statements often reflect the speaker’s own limitations rather than your potential. Many successful RTO owners and entrepreneurs have achieved their goals by ignoring such naysayers. Be cautious of taking advice from those with poor track records, especially in specialised fields like setting up RTOs. Their experiences may not align with best practices or current industry standards. When receiving advice: Listen actively Consider the source Reflect on how it resonates with your inner wisdom Evaluate its relevance to your specific situation The Fitness Analogy I wouldn’t seek fitness advice from an overweight personal trainer. Similarly, in business, seek guidance from those who embody the success you aspire to achieve. Surrounding Yourself with Inspiration Choose associates who inspire rather than expire you Seek out those who understand and support your vision Align yourself with individuals who represent your aspirational self For those looking to set up an RTO, the support of an experienced RTO mentor is essential. Look for someone who: Has a proven track record Possesses extensive audit experience Understands the current regulatory landscape Can provide practical, actionable advice Making decisions can be challenging, but remember, you are the expert on your own life and business. Seek advice, but trust your instincts Align yourself with those who support your vision Don’t be afraid to seek specialised help when needed When you’re ready to take your RTO journey to the next level, consider working with a mentor who has been there before. We’re here to support you with the experience and knowledge you need to thrive in the RTO sector. Remember, those who truly support your growth will offer guidance that empowers you to make your own informed decisions, rather than trying to make decisions for you. So let me leave you with this knowledge and consider if you are being true to yourself and listening to the people who truly want to support you and your goals. And whilst you’re in this journey, strive to be that kind of supportive presence for others as well. So if you want to work with me, send me a message
Quality reviews conducted by humans can ensure that the training remains relevant and aligned with industry requirements. This in itself is a huge advantage to your RTO as it can enhance an RTO’s reputation among employers and industry partners.
RTO complaints in your RTO are not the worst thing that can happen. Sometimes you could consider them as negative and unwelcome, and they certainly can create stress a bad feeling. Consider you complaints as an opportunity to put things right and learn for the future too. It is the way you look at them that counts.
Setting up an RTO starts with planning. The foundation of a successful RTO service is really understanding the demographics that the service appeals to. Who are the people you will attract into your RTO? Where do they live, who do they interact with; are they old, young, men, women; do they enjoy certain activities?
Leading by Example: The Power of Self-Leadership In leadership, one often hears the phrase, “lead by example.” It’s a timeless principle that highlights the importance of demonstrating the behaviours and values you wish to instil in others. But what if we take it a step further? What if the key to effective leadership lies not only in leading by example but also in leading oneself first? This is key right here… “By leading yourself first, you demonstrate how to help others learn.” When I was younger, I barged through life, saying things I’d been learned through school, family and community and shooting from the hip. I come from the country, and things are real out there. The weather, the flies, and the straight-shooting words that flow from people’s mouths. When I moved to different countries and worked in large cities I continued. Yes, I got promoted, probably because I was good at my job. But the issue was my emotional intelligence was low. I didn’t fully understand the impact of my words and actions on others. It wasn’t until I was forced to stop and reflect on my experiences that I realised the importance of self-leadership. This is when I truly began to grow as a leader. Through self-awareness and continuous learning, I recognised the need to improve my emotional intelligence and develop a more empathetic and inclusive leadership style. By leading myself first, I was able to create a more positive and supportive work environment. An environment where people loved to come to work, and the team thrived. Self-leadership can be hard as we often don’t know what we are projecting out into the world. It involves understanding strengths and weaknesses, setting clear goals, staying disciplined, and constantly striving for personal growth. When you lead yourself well, you set a powerful example for others to follow. Leaders in Registered Training Organisations (RTOs) play a pivotal role in shaping the culture, values, and practices within their organisations. When RTOs are dedicated to providing high-quality training and education, they are impacted by their leaders. Leaders who exhibit a commitment to continuous learning and self-improvement inspire their teams to do the same. By leading by example in this regard, they create an environment where staff and students are encouraged to seek out opportunities for growth and development. Enhancing Training Delivery: RTO leaders who lead themselves effectively demonstrate a commitment to continuous learning and improvement. This mindset can be infectious, inspiring trainers and instructors within the organisation to adopt a similar approach. By prioritising their own development, RTO leaders set a precedent for trainers to invest in their professional growth, ultimately leading to higher quality training delivery and improved outcomes for learners. Building a Positive Learning Culture: Leaders who embody self-awareness and emotional intelligence foster a positive and inclusive learning environment within their organisation. They understand the importance of empathy and respect in interactions with both staff and learners. Modelling behaviours such as active listening, constructive feedback, and conflict resolution sets the tone for a supportive culture where everyone feels valued and motivated to excel. Driving Organisational Growth: RTO leaders who lead themselves first are better equipped to set strategic goals and navigate challenges effectively. Their clarity of purpose and disciplined approach to decision-making inspire confidence and trust among stakeholders. By demonstrating resilience and adaptability in the face of change, RTO leaders encourage staff to embrace innovation and contribute to the organisation’s growth and success. Embracing the principles of self-leadership and leading by example can profoundly impact RTO leaders’ ability to drive excellence, foster innovation, and promote continuous improvement within their organisation. By prioritising their own growth and development, RTO leaders inspire their team members to do the same, ultimately enhancing the quality of training delivery and empowering learners to achieve their goals. Read more from RTO Mentor