Reflections And Insights

The key benefits of watching the webinar, aligning them with the new RTO standards and emphasising the importance of technology in meeting these standards.

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

I like to think of a successful RTO manager as being akin to an architect; developing the educational blueprint that shapes the learning experience. They must possess a keen eye for industry relevance, whilst staying attuned to the needs of students and industries. They need

The Key to RTO Success is providing an exceptional student experience. When students encounter excellence at an RTO, they naturally become ambassadors, sharing their positive experiences with others. Conversely, subpar experiences can lead to negative word-of-mouth, potentially damaging an RTO’s reputation. Sadly, humans have a tendency to remember negative experiences more vividly than positive ones. This psychological phenomenon, known as negativity bias, suggests that negative RTO experiences might be more easily recalled and shared. Both positive and negative experiences are shared through word-of-mouth. The power of word-of-mouth marketing for RTOs relies on students remembering and communicating the quality of their experiences, not just the fact that they had an experience. These authentic endorsements carry significant weight in influencing potential students’ decisions. Positive experiences shared by peers are perceived as more trustworthy than traditional marketing materials, making them a powerful and cost-effective promotional tool. Positive testimonials amplify an RTO’s reputation, making it more attractive to potential students and employers. This can lead to increased enrolments and partnerships So how do we harness this power? Delivering Relevant and Aligned Content Create an experience that is worth talking about Encourage students to share their experiences on social media platforms. Regularly collect and act on student feedback to continuously improve your offerings.   Delivering Relevant and Aligned Content A key aspect of creating an exceptional student experience is providing content that is directly applicable to learners’ needs and aligned with industry objectives. This ensures that students receive education and training that meet industry needs, making them more employable. I recall a leadership training session, where the facilitator, Sarah, began speaking, and I knew the course was going to be different. Her energy was infectious, and she immediately engaged us with a thought-provoking question about our biggest leadership challenges. The room lit up with everyone contributing. As I listened to my peers share their experiences, I realised I wasn’t alone in my struggles. As the course continued we didn’t just learn theories; we practiced them in real-time through role-playing exercises and case studies based on our actual work situations. Everyone loved it and there was always a high energy vibe in the room. What truly made this training valuable was the follow-up. We weren’t just sent back to our jobs with a binder full of notes. Instead, we were paired with accountability partners and had monthly check-ins with Sarah to discuss how we were implementing our new skills. Six months after the course, I noticed a significant improvement in my team’s performance and morale. I was communicating more effectively, delegating with confidence, and fostering a more collaborative environment. My supervisor noticed too, and I was given additional responsibilities as a result. I raved about this training session to anyone who would listen. I am sure I sent at least 50 students to them. This is what I am talking about, an experience that people rave about. To achieve this: Regularly update course materials to reflect the latest industry trends and technologies. Involve industry professionals in content development to ensure relevance. Clearly connect course content to learning objectives and real-world applications. Incorporating e-learning into your RTO’s offerings can significantly enhance the student experience. E-learning has been shown to increase student performance, with research indicating that students retain 25-60% more information through online learning compared to traditional classroom settings. Key benefits of e-learning include: Higher student engagement through multimedia materials. Flexibility for students to learn at their own pace. Better data and analytics tracking for continuous improvement.   Creating Engaging Learning Environments To create an exceptional student experience, focus on : Providing personalised learning that caters to different learning styles. Provide opportunities for students to apply new skills in real-world scenarios. Incorporate teamwork and peer-to-peer learning. Include follow-up activities to support long-term retention.   This approach helps bridge the gap between theoretical knowledge and practical application, leading to better learning outcomes and improved performance in the workplace. From a faciliators perspective it is always wonderful to see those lightbulb moments as participants connected theory to practice. Watching people discover new techniques and immediately apply them in mock scenarios are often a highlight of the day. Gathering and Acting on Feedback Great training programs are regularly evaluated and updated based on feedback and changing needs. This can be done through: Surveys at different stages of the student journey. Focus groups to gain deeper insights. An open-door policy encouraging students to share their thoughts and concerns. All of these areas will assist you to get that valuable student feedback – the one where they market your RTO and it’s services to others. By focusing on creating exceptional student experiences, RTOs can build a strong reputation, increase enrolments, and create a community of satisfied learners who become brand ambassadors. Remember, the student experience is not just a nice-to-have – it is a critical factor in your RTO’s success.

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.

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 🌸😊

To some, an RTO due diligence audit when purchasing a Registered Training Organization (RTO) may seem time-consuming, a waste of energy, and sometimes complicated. However, the time spent now will ensure a successful acquisition. These audits help you understand so much more about what you are interested in acquiring, including financial statements, operational procedures, and regulatory compliance of the RTO. Understanding the Purpose of Due Diligence Before diving into the process, it’s important to grasp the purpose of due diligence. It involves a systematic examination of a business’s records and operations to evaluate its quality, compliance, and efficiency. For an RTO, this means assessing the business you intend to purchase and looking at areas such as: Regulatory Compliance – Ensuring the RTO adheres to the standards and regulations, and the scope of operations. Governance – Evaluating and ensuring there are no hidden non-compliances or illegal operations that you may inherit and which you will be responsible for. Training Programs – Reviewing the training programs offered, the strategies, teaching methods, and any accreditation of courses offered. Systems – Policies and procedures and their compliance with the standards.  Student Support Services – Assessing the support provided to students, such as counseling, career guidance, and academic assistance. Including reviewing complaints and appeals.  Graduate Outcomes – Analysing the success rate of graduates. How to Conduct Due Diligence When considering purchasing an RTO, it’s advisable to engage an expert in RTO due diligence to minimise risks. A due diligence audit is an internal assessment of a business’s readiness to be sold. It aims to identify potential problems and issues that may arise during the acquisition process. Professional RTO consultants can assist you in conducting this audit to ensure that you’re well-informed before making a purchase decision. And because regulatory bodies have the power to take action against non-compliant organisations, including suspending or cancelling their registration. Steps to Perform Due Diligence on a Private Company To perform due diligence on a private company, follow a structured approach: Understand the financial health and potential of the RTO. Understand the educational sector and the specific niche of the RTO. Assess how the RTO stands in comparison to its competitors. Look into the RTO’s longevity and resilience in the market. Look into the compliance matters Consider if you can add to scope in the immediate future Examine the efficiency of existing revenue generation and management. Consider how the RTO will integrate with your existing operations post-acquisition. Verify the assets owned by the RTO, including property, equipment, and intellectual property. Check for any legal issues, including ongoing or past litigation. Assess relationships with key stakeholders. Other aspects to consider Identifying legal and financial risks associated with the acquisition. When due diligence is conducted against these risks, a detailed report on the company’s assets and operations, can help you make informed investment decisions and mitigate risks. Essential to move forward  When acquiring an RTO or changing a Registered Training Organisation’s ownership, due diligence is important. By thoroughly conducting due diligence, you can uncover critical information that will help you make an informed decision about purchasing an RTO. Allocating resources to this process now is far more effective than dealing with problems later. This approach helps identify potential risks and ensures that the acquisition aligns with your strategic goals and objectives. RTO Mentor help you to ensure you’ve taken the right steps to reduce your risk and make the change a beneficial one. With the conclusion of the audit, we will provide you with a comprehensive report on what we have found and contrive prudent methods to preclude any shortcomings in the future. We further assist with the smooth transfer of ownership forms and complete submission of forms to the regulator.

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.  

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

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

n the past few months, I’ve embarked on a remarkable journey, completing a contract writing project for a client, and today, in I’m in project reflection mode.

In 2024 the journey of an entrepreneur is constantly being filled with challenges that allow us to think differently, or look from a different perspective creating opportunities. In a recent survey encompassing 341 business owners both in Australia and globally, findings indicate that a considerable portion of small business proprietors remains optimistic about their sales prospects in 2024, despite encountering diverse challenges. The study sheds light on the ambitious goals of entrepreneurs, placing particular emphasis on their intentions to establish new partnerships, systemize and scale their enterprises, and elevate overall sales. The surveyed business owners, a majority of whom fall within the 43-58 age range (59%), express enthusiasm about their future endeavours, eagerly anticipating the opportunities that the year 2024 holds for their businesses. Recognizing the benefits of forging new partnerships, streamlining operations, and expanding the business as fundamental is a testament to entrepreneurship. The journey encompassing these strategies indeed presents challenges, but it is in overcoming these obstacles that businesses uncover their genuine capacity for growth and innovation. Creating New Partnerships and Collaborations One of the standout findings from the survey is the eagerness of entrepreneurs to explore new partnerships and collaborations. Through strategic alliances, businesses can tap into diverse expertise, share resources, and co-create innovative solutions. Maybe you want to add training to your business. If this is the case you could partner with an RTO that has the scope you need. For those considering setting up their own RTO, forging strategic alliances can be a game-changer. Partnering with industry leaders, educational institutions, and other businesses can provide access to valuable resources, networks, and expertise. These collaborations not only enhance the credibility of your RTO but also open doors to new opportunities and markets. These partnerships enrich the business and contribute to the broader community impact, fostering a culture of collaboration and collective growth. Beyond the immediate business gains, the partnerships become a catalyst for positive change, promoting a collaborative ethos that benefits both the involved enterprises and the communities they serve. Systematising for Success The significance of systematising and expanding your operations cannot be emphasised enough. Systemisation, in essence, entails the development of efficient and repeatable processes that can be consistently applied, thereby mitigating the risk of errors and streamlining workflows. Recently, in a conversation with a consultant specialising in this field, she underscored the importance of helping small business owners systematise their operations to enhance the potential for selling their businesses. Despite her recommendation to implement this strategy from the outset, many clients tend to address it only when contemplating a sale. The drawback of delaying systemisation until the decision to sell arises lies in the lack of solidified systems and the absence of a history of continuous improvement. Taking proactive steps to implement such systems from the inception of the business ensures a more robust foundation and facilitates smoother processes, ultimately contributing to the overall success of the enterprise. Looking at scaling options Scaling refers to expanding your business to reach new markets and capitalise on growth opportunities. If you believe that an RTO (Registered Training Organisation) could play a pivotal role in helping your business scale and capturing untapped markets, it’s essential to explore this avenue. An RTO can provide specialised training programs, certifications, and educational resources that not only enhance your workforce’s skills but also position your business as a credible player in new markets. By leveraging the capabilities of an RTO, you not only invest in the professional development of your team but also demonstrate a commitment to quality and expertise in your industry. This can be particularly advantageous when venturing into new markets where establishing trust and credibility is crucial for success. Incorporating an RTO into your scaling strategy allows you to align your business with industry standards, adhere to best practices, and foster a culture of continuous learning. This, in turn, enhances your competitive edge and opens doors to previously unexplored opportunities. Consider the strategic integration of an RTO as a proactive step toward not only scaling your business but also solidifying its presence in emerging markets. Overcoming Challenges: While the survey revealed the optimistic outlook of business owners, it’s essential to acknowledge the challenges they face. Business environments are constantly evolving, and adaptability is key to overcoming challenges. Being flexible in your approach allows you to adjust to unforeseen circumstances, market shifts, and changes in consumer behaviour. This is where the presence of a mentor or a coach becomes invaluable. While mentors bring experience and wisdom from their own journeys, coaches specialise in facilitating structured growth and development. A mentor serves as a guiding force, providing a wealth of experience, wisdom, and insights that can significantly impact your personal and professional growth. Their perspective, shaped by years of industry expertise, can prove invaluable in shaping your own strategies and approaches. Through collaborative discussions, a coach can help you define clear, achievable objectives and create a roadmap to attain them. This process ensures that your efforts are aligned with your overarching vision and that each step taken contributes meaningfully to your success. Creating new partnerships, systemising operations, and scaling the business are recognised as pivotal strategies for success. The journey may be challenging, but with the right mindset and strategic approach, the rewards are boundless. In summary, the recognition of creating partnerships, systemising operations, and scaling the business as pivotal strategies for success is a testament to the entrepreneurial spirit that thrives on adaptability, collaboration, and strategic thinking. With the right mentorship, to stay the course, face the storm, and do it afraid you can realise your dream. Whether you choose to set up your own RTO or simply collaborate for success you can embark on a journey, where challenges become the fuel for growth, and the rewards are indeed boundless. If you think you need a business mentor or to set up your RTO connect with RTO Mentor to discuss your situation.  

VET graduates are more than sought after in todays marketplace. In the ever-changing landscape of the job market, Vocational Education…

Instructional design is the process of designing effective learning experiences that help learners acquire new knowledge, skills, and attitudes. Instructional designers use a variety of techniques and tools to create educational materials that are engaging, effective, and relevant to the needs of the learners.  This means in the land of RTO’s we need to create resources that are effective and efficient learning experiences. A huge part of the process involves identifying the learning needs of your target audience. Then from there you can design and develop instructional materials, in a format that meets their needs, implement and delivering the instruction, and evaluate the effectiveness of the instruction.  1. Identify Learning Needs: The first step in instructional design is to identify the learning needs of the target audience. This critical phase involves conducting a comprehensive needs analysis to determine what knowledge and skills learners require to achieve their goals effectively. Needs analysis gathers information about the learners, their background, existing knowledge, skills, and competencies, as well as their learning preferences and motivations. This information is crucial for tailoring the instructional design to meet the specific needs and characteristics of the learners. Various methods can be employed to gather this information, including surveys, focus groups, interviews, and observation. Additionally, analysing existing data, such as performance metrics or feedback from previous training programs, can provide valuable insights into learning needs. Once the learning needs are identified, instructional designers can proceed to develop clear and measurable learning objectives that align with the identified needs and goals of the learning experience. These objectives serve as a roadmap for designing effective instructional materials and activities that address learners’ needs and support their learning journey. 2. Design Instructional Materials: The next step in instructional design is to design instructional materials that meet the learning objectives. This includes creating a plan for the learning experience, including the learning objectives, instructional strategies, and assessment methods. During this phase, the aim is to carefully select and develop materials and resources that facilitate effective learning. These materials may include textbooks, handouts, multimedia presentations, interactive simulations, and online learning modules. Additionally, designers consider factors such as accessibility, learner engagement, and alignment with instructional goals to ensure the effectiveness of the instructional materials. The ultimate goal is to create engaging and informative resources that support the specific learners in achieving their learning objectives and acquiring new knowledge and skills. The instructional materials should be accessible and inclusive, ensuring that all learners have equitable opportunities to succeed. By incorporating interactive elements, multimedia content, real-world examples, and opportunities for practice and feedback, instructional designers can create effective learning resources that inspire learners to actively participate in their learning journey. Additonally, ongoing evaluation and feedback mechanisms can help refine and improve the instructional materials, ensuring their relevance and effectiveness in supporting learners’ attainment of their learning objectives. 3. Development: From the plan, you commence using the appropriate instructional strategies, developing the content, designing assessments, and creating any necessary visuals or multimedia. Create instructional materials, such as videos, interactive activities, and assessments, to make the learning experience engaging while meeting the specific needs of the training. This phase often involves collaboration with subject matter experts, instructional designers, multimedia specialists, and other stakeholders to ensure that the instructional materials are aligned with learning objectives and instructional strategies. By incorporating real-life scenarios, case studies, and examples that resonate with the learners’ experiences, instructional designers can enhance learner motivation and promote deeper understanding of the subject matter. Additionally, leveraging technology approaches can enhance interactivity and engagement in the learning process. This may include using gamification elements, simulations, virtual reality, and social learning platforms to create immersive and interactive learning experiences that captivate learners’ interest and promote active participation. Providing opportunities for learner collaboration and peer interaction can enrich the learning experience and foster a sense of community among learners. Group discussions, collaborative projects, and peer feedback activities encourage knowledge sharing, critical thinking, and problem-solving skills development. When the instruction is delivered in a way that is engaging and interactive it maximises learner engagement, motivation, and retention of key concepts and skills.  4. Evaluate Instructional Effectiveness: The final step in instructional design is to evaluate the effectiveness of the instruction. This involves collecting feedback from learners and assessing the learning outcomes to determine whether the instructional materials were effective in meeting the learning objectives. Based on the evaluation results, instructional designers can make any necessary revisions to the instructional materials. Instructional design is a complex process that requires a deep understanding of the learners, the subject matter, and the goals of the learning experience. By following a structured approach that includes analysis, design, development, implementation, and evaluation, instructional designers can create effective and engaging learning experiences that help learners achieve their goals.  The design of your training is a critical process for creating effective and efficient learning experiences. If you base your RTO on the quality of it’s service, then this is a great way to promote your RTO. Your RTO and it’s training will be flush with word of mouth advertising when you create engaging and relevant instructional materials that meet the learning needs of the target audience. Whether designing classroom instruction or e-learning, instructional designers must carefully consider the needs of the learners and the desired learning outcomes to create effective instructional materials. How RTO mentor can help RTO Mentor can provide you with valuable insights and advice based on what they see within your RTO and their own experiences. They can share their successes and failures, and teach you how to avoid common pitfalls. This can save you time and effort, and help you make better decisions in your business. CLICK the button to book a FREE 30 minute call and find out how.  Click here

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

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

I find these are common questions so wanted to assist where I can.

The first one, “How long will it take?” has been answered by ASQA recently; the ASQA Application processing times are shorter if the RTO is compliant, and everything is done correctly.

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