RTO Business Coach

5 RTO ideas to do right now

Normally I would ask for a breakdown of the next 90 days, yet at this point in time, I think that is too far ahead. 90 days can overwhelm you, so let’s break it down, and commence with 30 days.

So set a plan for what you wish to accomplish within the business, and for you.

💜💜 Purpose – know your why for doing what you intend – have a number 1 goal.

💜💜 Plan – plan your actions, remove the panic. Be clear on what it is to move forward.

💜💜 Passion – have passion, drive or energy. Be energised to conquer the way forward.

Focus on what’s your #1 goal for the next 30 days. Personally and professionally.

Here are 5 more things to help you along the way to your RTO success:

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RTO Set Up and RTO Business Coach

Speaking for our sector

It is my belief that skills-based training should be given a higher funding priority, to turbocharge its development to catch up with the current needs of industry. 

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RTO set UP Brisbane

RTO Assessments: Ensuring Quality and Compliance

In Vocational education and training (VET), the RTO assessments play a pivotal role in ensuring learners acquire the necessary knowledge and skills for their chosen industry. However, with evolving training packages and regulatory requirements, staying abreast of assessment best practices and transitioning to updated qualifications can be a complex endeavour for Registered Training Organisations (RTOs). In this blog post, we’ll explore key considerations for assessments, mapping and additional insights to help RTOs navigate these challenges effectively. RTO assessments serve as the cornerstone of the RTO, providing learners with opportunities to demonstrate their competencies. When designing assessments, it’s crucial to align them with Training Packages (TP) requirements and ensure they accurately measure the underpinning knowledge and skills outlined in the units of competency. Working closely with industry clients provides me with invaluable insights into the challenges they face when implementing training programs within their specific industry. Recently, I had the opportunity to collaborate with a client who expressed frustration over the inability to contextualize the resources they had acquired to meet their learners’ needs effectively. The client’s frustration stemmed from the disconnect between the resources provided by the commercial producer of the training and assessment resources, and the practical demands of their industry. Consideration of workplace activities will provide outcomes for students that aligns them to industry needs. Assessments should reflect real-world scenarios and tasks relevant to the learner’s industry. While RTOs are bound by the units of competency and training packages mandated by regulatory bodies, industry stakeholders operate within the complexities of real-world situations where adaptability and context-specific knowledge are paramount. Therefore, it is important to align to industry as much as possible. Collaborating with these stakeholders provides invaluable insights into industry needs, learner expectations, and emerging skills demands, enabling RTOs to tailor their assessments to meet real-world requirements. By fostering a collaborative approach that involves continuous communication and feedback loops with industry partners, RTOs can better understand the specific challenges and requirements of their clients. Assessing at the correct AQF level: It’s essential to consider the level of competency required for each assessment task and ensure alignment with the AQF framework. This alignment ensures that assessments effectively measure the intended learning outcomes and provide learners with opportunities to demonstrate their skills and knowledge at the appropriate level. Frequently, during validation activities, I see assessment questions that surpass the AQF level designated for the training course, potentially creating over assessing. Therefore, another consideration must be the alignment with the AQF to create fair and accurate assessments that truly reflect the course outcomes. Clear instructions are important for ensuring a smooth and effective assessment process for both learners and trainers alike. When learners receive clear guidance on assessment conditions, expectations, and available support, they are better equipped to approach their assessments with confidence and clarity. Having clear instructions includes details such as assessment tasks, submission deadlines, assessment criteria, and any specific requirements or resources needed. This transparency helps learners understand what is expected of them, reducing confusion and anxiety and enabling them to focus their efforts on meeting the assessment criteria. Assessment tools should be fair and impartial, ensuring that all learners have an equal opportunity to demonstrate their knowledge and skills. This requires careful consideration of factors such as language, cultural background, prior experience, and learning barriers that may impact learners’ performance. Fair assessment practices involve designing assessment tasks that are free from bias, discriminatory language, or cultural assumptions and providing clear guidance on assessment expectations to all learners. Quality assurance within the RTO are essential components in upholding the reliability and fairness of assessments. Through internal validation and moderation procedures, RTO’s can ensure that assessments accurately reflect the intended learning outcomes and are consistent across different assessors, and contexts. Clear marking guides and observation checklists further enhance assessment reliability by providing transparent criteria for assessment. Additionally, incorporating provisions for reasonable adjustments ensures that assessments remain flexible and accessible to all learners, regardless of their individual needs or circumstances. These quality assurance measures foster a learning environment where every student has the opportunity to demonstrate their skills and knowledge. Effective assessment design is an important part of successful VET delivery for RTOs. While it may present its challenges and frustrations, it is paramount for RTOs to remain informed, engaged with stakeholders, and committed to prioritising quality outcomes. This requires RTOs to actively monitor changes in training packages, keep abreast of industry trends, and engage in professional development activities to enhance their assessment expertise. By adhering to rigorous assessment principles and employing sound assessment practices, RTOs can uphold the integrity and credibility of their training programs. RTOs play a pivotal role in developing a skilled and competent workforce across various industries in Australia.  

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Embracing Vulnerable Leadership in an RTO

Managing an RTO can be challenging, and your leadership style can significantly impact the organisation’s culture, employee satisfaction, and overall success. One effective approach is vulnerable leadership, where leaders embrace transparency, admit their mistakes, and connect with their team on a deeper level. While it may seem counterintuitive, being a vulnerable leader can foster a supportive and productive workplace, benefiting both employees and the leaders themselves. “The courage to be yourself and drop your armour” is a profound statement. It captures the essence of authentic leadership, where being genuine and transparent can create a powerful connection with your team. The Essence of Vulnerable Leadership Vulnerable leadership is about authenticity and openness. It involves acknowledging one’s limitations, sharing personal experiences, and demonstrating genuine concern for others. This approach requires courage, as it goes against traditional perceptions of leadership as being invulnerable and always in control. However, by leading with vulnerability, leaders create an environment of trust and mutual respect. Behaviours and Likability: So often people just want to be liked. Being a leader can make this aspect really hard, because, as a leader you need to make change, make decisions, and convey information that not everyone likes. The way leaders behave and communicate plays a significant role in how they are perceived by others, and consequently, whether they are liked or disliked. However, embracing vulnerability and authenticity becomes easier with practice. Too often, we remain stagnant and comfortable because we’re afraid to try and fail. Being liked and respected is possible, but often likeability comes through courage, rather than likeability fostering respect. “Lead with a soft front and a strong back” is a powerful quote attributed to Brené Brown, emphasizing the balance between vulnerability and strength. Listen to this podcast for more insights: Brené on Strong Backs, Soft Fronts, and Wild Hearts. Being a vulnerable leader requires courage, particularly in maintaining the intent of good at the forefront of your actions. Good communication is key. The distinction between impact versus intent is vital. The best leaders I’ve worked with have communicated respectfully, even if their messages were unpopular. They maintained respect because of their honesty and integrity. Start small and give one or two of these practical steps to cultivate courage as a vulnerable leader a go: Embrace Authenticity – Be genuine in your interactions. Share your experiences and challenges openly, showing that it’s okay to be imperfect. Make an effort to understand things from others’ perspectives. Ask questions, show genuine interest in their concerns, and offer support when needed. Listen Actively – Focus on listening to understand rather than to respond.  Pay attention to verbal and non-verbal cues, and show empathy by acknowledging and validating others’ feelings. Acknowledge their feelings and perspectives, reinforcing that their voices matter.  Admit Mistakes: When you make a mistake, own up to it. Apologize if necessary and discuss what you’ve learned from the experience. This sets a powerful example for your team. Seek Feedback: Encourage and welcome feedback from your team. Use it as an opportunity to learn and grow, demonstrating that you value their input. At the end of the day, knowing what you stand for and what you’re willing to compromise on is essential. It starts with self-love and self-acceptance. Providing ourselves with feedback and learning from our decisions helps us build the skills and courage to lead effectively. Stay Committed to Good Intentions: Keep the well-being of your employees and the organization at the forefront of your actions. Your intent to foster a positive and supportive environment will guide your decisions and build trust. Behaviours and communication styles can influence likability and respect in leadership. Look at these styles and see if you can add them to your way of working: Authentic leaders are genuine and true to themselves, which fosters trust and likability among their team members. People are more likely to respect leaders who are authentic and transparent in their interactions. Leaders who show empathy and understanding towards others are generally more likable. Empathetic leaders take the time to listen, validate others’ feelings, and consider different perspectives, which fosters positive relationships. Leaders who are approachable and accessible are often more likable. Being open to feedback, willing to engage in conversations, and having a friendly demeanour makes it easier for team members to connect with their leader. Consistency in behaviour and decision-making builds trust and credibility. Leaders who are consistent in their actions and values are perceived as reliable and trustworthy, which contributes to their likability. Benefits for Employees Enhanced Trust and Transparency. When leaders are open about their challenges and mistakes, it encourages employees to do the same. This transparency builds a foundation of trust, making employees feel safe to express their ideas and concerns without fear of retribution. Increased Engagement and Motivation. Vulnerable leaders who show empathy and understanding can boost employee morale. When employees see their leaders as relatable and human, they are more likely to feel valued and motivated to contribute their best efforts. Fostering Innovation and Creativity. A culture of vulnerability allows employees to take risks and innovate without the fear of failure. Knowing that their leaders also encounter setbacks and learn from them can inspire employees to think creatively and push boundaries. Stronger Team Cohesion. Vulnerable leadership promotes open communication and collaboration. Teams are more likely to work cohesively when they feel their leader is approachable and supportive, leading to improved teamwork and a more harmonious workplace. In an RTO, your leadership is the courage to be authentic, transparent, and resilient. Embrace your vulnerabilities, create a safe environment for your team, and communicate with clarity and respect. These qualities foster trust and respect and also empower you to lead with integrity and strength. Remember, true leadership starts with self-awareness and self-love, providing the foundation for courageous and effective leadership. By embracing vulnerability, RTO leaders can enhance their own effectiveness and also create a supportive environment where employees feel valued and empowered. In turn, this leads to a more motivated, innovative, and cohesive team, driving the RTO towards greater

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RTO well being set-up

Well-being needs of the learner cohort

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 🌸😊

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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

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RTO Leadership

Introducing the New Era of RTO Leadership! 

RTO Leadership is changing.  RTO leadership is needing to undergo significant changes as vocational education and training continues to change. I’ve been writing about this for years, and finally we have it written in the RTO Standards. , Today’s RTO leaders are expected to adapt their strategies, moving beyond a sole focus on compliance to cultivate a culture of excellence and innovation. This shift means so much more than what ahs happened in the past with many RTO. It means prioritising a student-centric approach that meets regulatory standards and enhances the overall learning experience.  https://www.youtube.com/watch?v=cfr0fQdGYq8 With the recent updates to the RTO Standards, the role of RTO leaders is evolving, and we’re here to talk about what that means. What’s New?The new standards emphasise integrity, accountability, and a commitment to quality outcomes for students. As an RTO leader, you’re not just overseeing operations; you’re shaping a culture of excellence and continuous improvement. Key Responsibilities:   Why It Matters: Effective leadership is critical for delivering high-quality vocational education. By taking on these changes, you can empower your team and provide exceptional support for your students. Here’s why: Quality Assurance: With the increased focus on quality outcomes, your leadership directly impacts the standard of education your RTO provides. By embracing these changes, you’re ensuring that your students receive the training that truly prepares them for their careers. By focusing on risk management and continuous improvement, you’re building an RTO that’s surviving, and  thriving in a continuously changing sector. This resilience is key to long-term success. Industry Relevance: Your ability to create strong industry connections means your RTO can deliver training that’s compliant, AND genuinely valuable in the real world. This makes your graduates more employable and your RTO more reputable. As you navigate these changes successfully, you’re not just leading your RTO – you’re helping to elevate the entire VET sector. Your innovations and best practices can inspire others and contribute to the overall quality of vocational education in Australia. Student Success: The emphasis on student wellbeing and support means you have the power to create an environment where every student can thrive. Your leadership in this area can dramatically improve completion rates and student satisfaction. By championing these changes, you’re creating a culture of excellence that motivates and empowers your staff to deliver their best. Effective leadership in this new landscape isn’t just about ticking boxes – it’s about seizing the opportunity to redefine what quality vocational education looks like. By looking at these standards proactively, you’re positioning your RTO as a trusted, compliant organisation. This can lead to smoother audits and a stronger reputation with regulators. Win!  You have the chance to make a real difference in the lives of your students and the strength of your industry. This is your moment to shape the future of vocational education, creating a legacy of excellence that extends far beyond your own RTO. By welcoming these changes and leading with vision and purpose, you’re going to ensure meeting standards and you’re setting new benchmarks for what vocational education can achieve. Your leadership can transform lives, boost industries, and contribute to a more skilled and prosperous Australia. I challenge you to rise together and make a lasting impact on the VET sector!

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