RTO Business Coach

Simple 1% improvements for your RTO success

When it comes to streamlining work and reducing waste in a business, the continuous improvement business strategy is lauded for its effectiveness. So I’ve put together some ideas for you to consider how it can be applied to your business.

Read More »
RTO health RTO Mentor

Your health is pivotal to your own business

As an RTO owner you know only too well that your health impacts the business, the people, and operations. People say one of the hardest things you can do is run your own business. There is no time to get sick. Here are tips that you can implement immediately to support you and your team.

Read More »
RTO Business review

Why Do We Need a Business Review? The Importance of Regularly Assessing Your Business Performance

A Business review provides essential data for strategic decision-making. By regularly assessing performance metrics within your RTO, you can identify areas of strength and weakness, enabling informed decisions on resource allocation, expansion, diversification, or any necessary course corrections. Running an RTO business can be challenging, and it can be easy to get caught up in day-to-day operations without taking a step back to assess your business performance. However, regularly reviewing your business is essential to ensuring its long-term success.  Running any business is a complex process, let alone brining extra compliance needs into the mix. The ongoing process requires ongoing attention and evaluation. Regularly reviewing your business performance can help you to identify areas of strength, as well as areas that may need improvement. I’ve seen too many RTOs who don’t take a step back to look at their business from a different view. So I’ve put togther some points on the importance of conducting regular business reviews. 1. Identify Strengths and Weaknesses: Conducting a business review allows you to identify the strengths and weaknesses of your business. his could include areas such as sales growth, customer satisfaction, or employee engagement. Understanding your strengths can help you to build upon them and continue to grow your business. You can capitalise on areas of strength and address areas of weakness. By identifying weaknesses, you can develop strategies to improve your business performance and remain competitive in your industry. 2. Highlight Areas for Improvement: Conducting a business review can also help you to identify areas of your business that need improvement. This could include areas such as low sales, high employee turnover, or ineffective marketing strategies. Identifying these areas can help you to take action to improve your business and ensure its long-term success. It also could highlight areas your clients or industry need.  3. Make Informed Decisions: A business review provides you with data and insights that can help you make informed decisions. By analysing market trends and staying up-to-date on industry developments, you can adapt your business strategy to remain competitive and meet the evolving needs of your customers. Strategic decisions can be made about the direction of your business. 4. Stay Competitive: Regularly reviewing your business performance can help you to stay competitive in your industry. By staying up-to-date on industry trends and customer needs, you can ensure that your business is offering the products and services that your customers want. 5. Monitor Progress: My final reason for conducting regular reviews is monitor your progress over time. By setting benchmarks and tracking your progress towards achieving your goals, you can ensure that your business is moving in the right direction. Conducting a regular business review is essential to the long-term success of your business. By identifying strengths and weaknesses, making informed decisions, monitoring progress, and staying ahead of the competition, you can ensure that your business remains competitive and profitable. So, take the time to regularly assess your business performance and make adjustments as needed to keep your business thriving. Get your Business Checklist   Ready to elevate your business to new heights? Take the first step towards success by using our comprehensive Business Checklist. Streamline your operations, identify growth opportunities, and ensure sustained success. Download the checklist now to embark on a journey of strategic planning and operational excellence.   Your business’s future starts with a single click – act now! Click here

Read More »
RTO business coaching RTO Mentor

Building a positive culture within an RTO

Creating a vibrant and supportive culture within a Registered Training Organisation (RTO) is about fostering learning and staff contentment and also about building the foundation for business success. A positive culture cultivates an environment where employees thrive. This results in the satisfaction and dedication they bring to their roles. As this satisfaction permeates every aspect of the RTO, it directly translates into improved student experiences and outcomes. This ripple effect extends to market demand, driving up the appeal of your courses and ultimately boosting profitability. When the culture within an RTO turns sour, the consequences can also be far-reaching yet this time they are detrimental. A negative culture breeds discontent among staff, leading to decreased morale, motivation, and productivity. This, in turn, adversely affects the quality of education and support provided to students. As dissatisfaction spreads, it tarnishes the reputation of the RTO, leading to a decline in enrolment and revenue. It’s not a good look or feel. So often though I feel it when I walk in the door to undertake training, an audit or assist with compliance. The toxic culture may also foster conflicts, resistance to change, and high staff turnover, exacerbating the RTO’s challenges and jeopardizing its sustainability and relevance in the competitive training arena. Therefore, recognising and addressing signs of a deteriorating culture within an RTO is crucial to prevent further damage and facilitate a turnaround toward a more positive and constructive environment. Where does the RTO CEO start? Even when an RTO has a documented framework detailing the mission, vision, and goals, underneath lies an elusive entity – the ‘unwritten’ culture. This intangible aspect is the deeply entrenched beliefs regarding the rationale behind operational actions. I often describe it to clients as the golden spiders web thread. The thread so fine that no one can see it, yet they can feel it; when it’s there, and when it’s broken.   When you suspect the culture is broken, start small. Don’t try to change the world. Spend the first 6 months building relationships and getting to know the truths of the workplace. Being heavy handed is not going to achieve anything more than further resignations. Start by asking critical questions: How do we define our organisational culture currently? What are its strengths and weaknesses? What cultural shifts are necessary to remain competitive? Which systems, structures, processes, and behaviours require adjustment to drive desired cultural change? How can culture changes facilitate specific organisational goals?     A positive RTO culture is characterised by an environment that fosters trust, collaboration, and innovation. It cultivates a thriving workplace where individuals can reach their full potential, driving organisational success and sustainability. How can other RTO leaders assist? Firstly, leaders must have a clear understanding of the type of culture they aim to cultivate within the RTO. Whether it’s fostering innovation, prioritising collaboration, or promoting diversity and inclusion, having a well-defined vision of the desired culture is essential. Once the desired culture is identified, leaders must embody the values they advocate for. They serve as role models for employees and students alike, setting the tone for acceptable behaviours and attitudes within the organisation. Consistency between values and actual behaviours is crucial for building trust and credibility. In their interactions with both employees and students, leaders must exhibit open and positive behaviours that allows empathy, and fairness. Open communication fosters trust and ensures that everyone is well-informed and aligned with the organisational goals and objectives. To foster a conscious organisational culture within your RTO, consider the following principles: Lead by Example: Demonstrate honesty, accountability, and transparency in your actions and interactions, setting the standard for others to follow. Cultivate a Culture of Care: Value individuals’ contributions and treat them with dignity and respect, fostering a sense of belonging and mutual support. Foster Loyalty: Recognise and appreciate employees’ efforts, ensuring fairness and equity in all dealings. Embrace Equality: Treat all members of the organisation fairly and impartially, regardless of their position or rank. Embrace a culture of accountability, allow mistakes to serve as learnings and a catalyst for positive change. As a leader, this also involves owning up to mistakes and openly sharing the subsequent personal growth. This approach is incremental, yet very effective. Employee engagement Achieving 100% employee engagement requires a deliberate approach. Initiate open dialogues to understand employees’ needs and aspirations. Develop an organisational culture aligned with these needs, offering opportunities for growth, recognition, and well-being. Encourage collaboration and teamwork among staff members by creating opportunities for open communication, idea sharing, and mutual support. Celebrate team achievements to foster camaraderie and a sense of collective accomplishment. Acknowledge and reward employees for their contributions and achievements to boost morale, motivation, and engagement. Celebrating successes and milestones through verbal praise, awards, or other forms of recognition reinforces a positive culture within the RTO. While benefits such as educational opportunities and remote work options contribute to engagement, it’s crucial to embed engagement practices throughout the employee lifecycle, from on-boarding to off-boarding. Support the whole workforce by create a culture where existing leaders provide guidance in setting boundaries and mentoring the next generation of leaders. This nurturing environment, where such mentorship is an implicit expectation, is vital for the organisation’s growth and development. The most significant mistake is to overlook the importance of defining organisational values or assume that they are self-evident. Articulating and reinforcing organisational values are crucial for shaping a positive culture aligned with the RTO’s mission, fostering employee engagement, and driving organisational success. In summary, the significance of culture within an RTO cannot be overstated. It serves as the foundation upon which all aspects of the organisation thrive, from employee engagement and student satisfaction to market competitiveness and financial success. By implementing these strategies, RTOs can create a positive culture that fosters collaboration, innovation, and continuous improvement, ultimately enhancing the learning experience for students and the overall success of the organisation. Therefore, investing time and resources in cultivating a positive culture is not just beneficial but essential for the long-term prosperity of

Read More »
Re-Thinking your RTO Business

Re-Thinking your RTO Business

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

Read More »
RTO Success reminder

Key strategies from the science of learning for your RTO

Helping other people to learn is a challenge we continually face in RTO’s. During your TAE training you would (well should) have learned many theories and ideas around getting the message across.  There is an art form in helping people to learn. Yet not many of us are taught to do it in a way that relates to the person you are teaching. Pooja Agarwal the co-author of a book called Powerful Teaching says there are three stages to learning. The three stages of the learning process are encoding, storage, and retrieval. Encoding is when we get information in and absorb knowledge, almost like a sponge. Storage is where we hope that once we encode information, our knowledge sticks around. Retrieval is when we reach back and bring something we previously learned into mind. We tend to think that most learning occurs during the encoding stage, but a wealth of research demonstrates that learning is strengthened during retrieval. We tend to focus too much on getting information into peoples’ heads (encoding) and not enough on getting it out (retrieval). Encoding means inputting information into our heads via a podcast, reading a book, or face to face training course. Retrieval Retrieval is the end process where we pull information out of our brain. You might be thinking, of this is the formative assessment part.  It isn’t. I am referring to the learning process, and how the person can recall that information at any given stage after they have been in the training. Retrieval in this context is actually about the learning process. We are wanting to know if the student learned something and did it stick. What Pooja says is we learn when we retrieve. I totally get this as I know that I learn most when I teach others, or tell a story about what I’ve learned. Pooja says the act of retrieving helps us to put the information into the future. She says “We learn when we use stuff.” The act of practice makes it more permanent. Key ways to get it to stick are: Get curious. This is what I love about this process is the fact of using coaching skills in the role of training. For me this being curious. Asking questions. This is when we consult our memory and consider what we know. As a trainer your role is to ask questions of your students so that they recall the information, share it and then they are more likely to remember it. Practicing retrieval has shown to boost learning by pulling information out of students’ heads (e.g., quizzes and flashcards), rather than cramming information into students heads (e.g., lectures). I know from my own facilitation of qualifications is the best reviews of my sessions is when I’ve really asked them to think about what has been said. Whilst initially people resist, in the end they love it, and really get value from the training. Brain Dumps. Pause your lesson, lecture, or activity. Ask students to write down everything they can remember. Continue with the learning activity.   Ask – get them talking in pairs or individually – tell me what you remember from this conversation? Get them to write a brain dump – What are the key things that you remember from this project that are deliverable? Write 3 points that stood out for you from the information so far. When we read books sometimes we highlight, write notes. What pays off in the long term, is to close the book and write down the top 3 points you’ve just read. You might feel this takes time, but you will benefit from this time of retrieving information so much more. Retrieval practice is a learning strategy, not an assessment strategy. Consider ways to incorporate retrieval practices into your training delivery. Conversations and sharing stories are a form of retrieval. As a trainer or coach you want others to do the work. You ask the questions, they unlock their own potential by responding with what they have learned. This way you’re helping them to learn, rather than teaching them. Short term learning doesn’t help us to learn that for the long term. As a leader you want to embrace long term learning. An example is cramming for exams. Cramming works, but only in the short-term. Spacing For things that really matter in our business consider ways to have a long-term retention, incorporating spacing is very effective. Spacing boosts learning, and is based on research. This rather than cramming information into a three hour lecture, try giving information over three one hour lessons over a period of time. Incorporate retrieval opportunities into the time frames. In a meeting ask someone to recall what they have done, or learned. Silence is a measure of success. Allowing the silence, allows the thinking to take place. This brings the neural connections and they are increasing their capacity. As an introvert this is a common practice, we need the time to process the information in our brain. So often people are uncomfortable with silence, and they jump in before we’ve had time to process. When we have silence, it gives us the right to measure out our answer. Metacognition Metacognition is thinking about our own learning. The awareness of our own learning. When someone is comfortable with their own metacognition, they ask for feedback and then become aware of what they know and don’t know. Let people be uncomfortable and find out if they know or not. This allows you to become more aware of your own learning. As a leader you can help raise their (the student) awareness of whether they have it or not. You can do this by being curious. Encourage an environment of people retrieving and making mistakes and be comfortable in making the mistakes. Ask questions that have no right or wrong answer to encourage your learners to realise they will not be told off or get it wrong. For example what is your least favourite

Read More »
RTO Business Marketing Coach

How to allow your RTO to thrive

By implementing a comprehensive marketing system, your RTO can effectively reach and engage prospective students, ultimately contributing to the growth and success of your educational institution. You are passionate about your industry, you want to help people. So you decided to have an RTO. You knew that by becoming an RTO you can help one person at a time. You got your registration and you started to deliver your training. Your clients come in small doses, and you still love helping others, yet are you still having fun? Maybe not, maybe it’s becoming too hard. Your business needs to pay you a profit, and when it doesn’t do that the fun dries up. You become stressed, and you stop loving your business. When you have a system in place to drive clients to your door, the fun keeps going and help more people. You can help more people for longer when your business is solvent. This reduces your stress, and allows you the time and energy to care about your business, your staff and stakeholders. Marketing your business is a key component of its operations. It is through your marketing consistently that your receive students. With all the systems required to set up in your RTO, so often marketing systems are missed. Marketing involves all aspects of someone never hearing about your services, to signing them up, delivering the course and then having those satisfied students telling others about your amazing courses. This of course is called word-of-mouth marketing – it’s free and when done well it can help your business to boom. One of the observations I’ve made whilst working with RTOs is this whole process of marketing is not being considered. The RTO Standards say your RTO must honour all commitments made in any marketing or advertising materials. All information on any advertising or marketing material referring to your RTO and training and assessment must be accurate. People manage to do this, mostly, yet they neglect having a marketing system. Another observation is RTO’s love to deliver their courses to ‘everyone”. Yet the reality is when you niche down and only deliver your courses to a specific sector, you actually become known for that, and get more clients. Let me explain, when you have a leadership qualification on scope you can market to everyone. Yet if you marketed just to the plumbing sector it enables you to be super clear about how you serve your audience. You then become known within the value you bring to the sector with your leadership courses. You market just to them, increase your profits because you are not marketing to everyone; and they talk about you – in a positive way. This reduces your marketing costs, increases your trust and credibility and reduces your competition. WIN, WIN, WIN. Market Research Communication with your stakeholders will help you find out where your niche is. Conduct thorough market research to understand the demand for training programs in your niche. Identify your target audience, their needs, and preferences. Analyze competitors to identify unique selling points. It also needs to be a part of your marketing system. You need to know what they want. You need to be regularly asking them simple questions like What do they actually want? What has changed since I last asked you? How long should the course be? What problems are they facing right now? What specifics do they need training in? Continuously improving your approach to regulation will help your clients, students and your RTO compliance. NCVER reports that micro credentials are on the rise. This means working with the qualifications you have already on scope, and maybe selecting just one or maybe two units and creating a course for your clients where their greatness needs are. Develop a system for your marketing that includes a process for this whole client experience will allow your RTO to be successful. Going from not knowing about you to having testimonials and word-of-mouth marketing. Include in your process how you cover off on all the requirements of your RTO Standards. Systematic monitoring and evaluation provides your RTO self-assurance. Branding and Positioning Establish a strong and memorable brand identity. Clearly communicate your RTO’s values, mission, and unique offerings. Position your organization as a reliable and quality-driven education provider. Managing your risk is about having a systematic approach and critically examining your approach. You need to demonstrate how you monitor your systems, and this includes your marketing. Give yourself a strategy that is going to move your RTO forward. Content Marketing Develop a content marketing strategy to showcase your expertise in your industry and to engage your audience. Create valuable content such as blog posts, articles, social posts of successful students, and videos that address industry trends, career advice, and relevant topics. (Make sure you meet the RTO Standards on photos and content). Leverage social media platforms to connect with your audience. Share educational content, updates, and success stories. Engage with your followers, respond to inquiries, and participate in relevant conversations.  Email list Build and maintain an email list to communicate directly with prospective students. Gather emails from your social posts. Send targeted newsletters to potential students, course updates, and promotional offers. Personalise your emails to enhance engagement. Attend Industry Events Participate in relevant conferences, trade shows, and networking events within your industry sector and within the education sector. These events provide opportunities to connect with potential students, industry professionals, and partners.  Looking for support?  If you need some help, then I can be there to support you. Book in for a discovery call – it’s a free 15 minute online call.   What are you going to do over the next 6, 12 months to ensure you are complaint, and have a sustainable business? If you need some help, then I can be there to support you. Book in for a discovery call – it’s a free 15 minute online call. BOOK HERE Strategy planning Move from being exhausted and lacking clarity and focus to

Read More »

Share this: