RTO Mentor

Facebook-f Youtube Linkedin Envelope

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.

RTO Business leadership coach RTO mentor

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.

rto mentor business coach perth

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
RTO Employee Roles

Is it Time for a Job Description Makeover?

March 13, 2025 No Comments

The Power of Reviewing RTO Employee Roles Let’s be honest, when was the last time you really reviewed your RTO employee roles and their job descriptions? Not just a quick glance, but a deep dive into what your employees are actually doing versus what their job descriptions say they should be doing. If it’s been a while, you might be in for a surprise. Many of the business owners I work with recently went through this process and discovered significant gaps. Over time, roles naturally evolve – new tasks are added, responsibilities shift, and suddenly, your team is operating in a way that no longer matches the original plan. The most surprising finding? Some roles were duplicated, creating unnecessary overlap and confusion, while others – though still necessary – had been forgotten altogether, leaving critical tasks unassigned! A job description review isn’t just about updating paperwork; it’s about looking at the full potential of your team and positioning your business for long-term success. Think of it as a strategic audit of your human capital, ensuring you’re maximising the value each employee brings to the table. The Benefits of Reviewing Employee Roles Taking the time to reassess job descriptions brings several key advantages: Boosting Morale and Engagement When employees feel their skills are valued and their contributions make an impact, they’re more engaged and motivated. A role review helps align tasks with individual strengths and passions, leading to a happier and more productive workforce. Imagine an employee stuck doing data entry when they excel at client communication. A review could uncover this talent and shift their responsibilities to a more fulfilling role. Streamlining Workflows and Efficiency Are there bottlenecks in your processes? Are tasks being duplicated? A role review can highlight inefficiencies and help you streamline workflows, making your team more agile and responsive. By eliminating redundant tasks and clarifying responsibilities, you can free up valuable time and resources, leading to faster turnaround times and reduced errors. Keeping Your Team Ahead of the Curve The business world is constantly evolving. New technologies, market trends, and industry demands emerge all the time. Reviewing employee roles allows you to spot skills gaps and ensure your team has the training and development opportunities they need to stay competitive. This proactive approach prevents your business from falling behind and ensures your team is equipped to handle future challenges. Improving Compliance & Reducing Risk Outdated job descriptions can expose your company to legal risks. Clear and accurate job descriptions are essential for performance management, disciplinary actions, and legal compliance. Having clearly defined roles can help prevent misunderstandings, reduce liability, and ensure you’re adhering to labour laws. Enhancing Recruitment & Onboarding Up-to-date job descriptions allow you to attract top talent and ensure a smooth onboarding process. By clearly outlining the responsibilities and expectations of each role, you can attract candidates who are a better fit for your company culture and business goals. A well-defined role helps new hires quickly understand their responsibilities, contributing to faster integration and increased productivity. How to Conduct a Job Description Review This doesn’t have to be a daunting task! Having templates helps, and here are some simple steps to guide you: Start with a Conversation: Talk to your employees. Ask them what they enjoy most about their work, what challenges they face, and what skills they’d like to develop. Use open-ended questions like “What does a typical day look like for you?” or “What are the biggest obstacles you face in completing your tasks? Map Out Current Workflows: Identify bottlenecks, redundancies, or gaps in responsibilities. Consider using flowcharts or process mapping software to visually represent how work flows through your team. This will make it easier to identify areas for improvement. Compare Job Descriptions to Reality: Assess whether current job descriptions align with actual daily tasks. Create a side-by-side comparison of the documented responsibilities and the actual tasks performed. Highlight any discrepancies. Consider Employee Aspirations: Where would your employees love to grow? What roles or responsibilities excite them? This demonstrates that you value their career development and can lead to identifying internal candidates for future promotions. Identify Skills Gaps: Determine what new skills are needed for the future success of your organisation. Look beyond current needs and anticipate future trends. Will your team need training in AI, data analytics, or social media marketing? Develop a Plan: Update job descriptions, create training opportunities, and align roles with both individual strengths and business goals. This plan should include specific timelines, budgets, and assigned responsibilities. Ensure that all stakeholders are aware of the plan and their roles in its implementation. Templates & Tools to Help You Don’t reinvent the wheel! Here are some resources to streamline the process: Job Description Templates: Search online for industry-specific job description templates. Sites like SHRM and Indeed offer a variety of free and paid templates. Skills Assessment Tools: Use online skills assessment tools to evaluate your team’s current skill sets and identify areas for development. Workflow Mapping Software: Consider using workflow mapping software like Lucidchart or Visio to visualise your team’s processes. Employee Survey Platforms: Platforms like SurveyMonkey or Google Forms can be used to gather feedback from employees regarding their roles and responsibilities. Make Role Reviews an Ongoing Practice Reviewing employee roles should be a regular part of your HR practices. By making it an ongoing process, you ensure your team remains aligned, engaged, and well-equipped to drive business success. Regular check-ins help prevent role confusion, keep responsibilities clearly defined, and ensure employees are supported in their career growth. A well-structured team leads to better performance, improved job satisfaction, and a business that runs more smoothly. Addressing Potential Concerns: “What if I don’t have time for this?” Answer: Dedicate a small amount of time consistently. Start with one department or team and roll it out gradually. The time invested upfront will save you time and resources in the long run. “What if employees resist the process?” Answer: Communicate clearly and transparently about the benefits of the review. Emphasise that it’s about

Read More »
rto standards, rto mentor

Bite-Sized Learning, Big Impact

March 6, 2025 No Comments

How Micro-Credentials are Reshaping Australian Training The training landscape across the world (including Australia) is changing. In your RTO it’s time to forget lengthy courses that take years to complete. The buzz is all about micro-credentials. These shorter, targeted training programs designed for rapid upskilling and reskilling. But are they just a passing trend, or a genuine game-changer for learners and employers? The answer, it seems, lies in the course strategic design and focus on real-world outcomes. The Power of Short and Sweet (But Smart) I recently spoke with a university about their facilitation methods, particularly how to help learners retain what they’re learning. It turns out that’s exactly what so many people want today—skills that stick, not just information that fades. Micro-credentials excel in this area. Here’s why: Speed and Flexibility: Gain new skills in weeks or even days without committing years to study. Targeted Learning: Focus on specific skills needed for your job or career path—no unnecessary content. Career Advancement: Add valuable credentials to your resume, showcasing your commitment to ongoing learning and adaptability. Seamless Integration: Often delivered online, these courses fit around work and life commitments.   Sequential Learning and Workplace Application As an RTO mentor, I constantly discuss the importance of students applying what they learn before being assessed. That’s where micro-credentials shine! But the real magic happens when they’re designed with intention. Think of it as a building block approach – a series of short courses that build on each other, creating a powerful learning journey. For example, in a communication skills series: Course 1: Fundamentals of Communication – Learn the essential principles and tools. Course 2: Agile Communication – Explore agile methodologies for improving team communication. Course 3: Contingency Management – Develop skills to adapt when things go wrong.   This structured approach helps learners build knowledge, step-by-step. And the amazing part is applying what you learn at work right away. By practising new communication skills on the job, learners retain knowledge more effectively and gain confidence faster. Focusing on Outcomes The Australian training sector is moving away from simply “delivering training” to ensuring tangible results. This means: Industry Engagement: RTOs are partnering with businesses to understand their specific skill needs and tailor micro-credentials accordingly. Practical Application: Courses should include hands-on exercises, simulations, and real-world case studies to ensure learners can apply their knowledge in the workplace. Real-World Skills: The training should equip students with skills to become useful in the current market, ensuring they can find the right job for them. Boosting Completion Rates: A Shared Responsibility Micro-credentials, while concise, naturally lead to higher completion rates compared to traditional long-term courses. Their shorter duration makes them more manageable for busy professionals, reducing dropout rates. Learners see progress quickly, keeping them motivated to complete their training. To maximise their impact, RTOs and learners must work together to sustain engagement and ensure success. Here’s how: Their success hinges not just on accessibility but on ensuring learners stay engaged and complete their courses. To maximise their impact, RTOs and learners must work together to improve completion rates. Provide Robust Support: Offer mentoring, tutoring to help students succeed. Address Barriers to Learning: Identify and address potential obstacles, such as financial constraints or learning difficulties. Ensure Relevance: Align training with students’ career goals and industry needs. Offer flexible learning: Allow learners to study at their own pace, balancing work, life, and education. The Future is Micro Micro-credentials aren’t just a trend – they’re a vital part of Australia’s strategy to address skills shortages and empower individuals to thrive in a rapidly changing world. By embracing this flexible, outcome-focused approach, and by remembering to design sequences that logically build on each other, RTOs can equip Australians with the skills they need to succeed, one bite-sized learning experience at a time. Imagine having a trusted partner by your side, someone who understands the ins and outs of the VET sector, not just the theory, but the practical realities. With RTO Mentor as your business coach, you gain access to expert guidance tailored to your specific needs. We’ll help you jump those compliance hurdles, streamline your operations, and develop winning strategies for growth – all while staying true to your mission of delivering high-quality training. Click the button to find out more. 👉🏻 Schedule a free discovery call today and let’s explore how RTO Mentor can help you thrive RTO Business Coach

Read More »
Re-Thinking your RTO Business

Re-Thinking your RTO Business

February 26, 2025 No Comments

It’s Not Just Policy, It’s About People. Business has always been personal for me. I grew up witnessing the triumphs and tribulations of a family business, experiencing firsthand the rollercoaster of success and the gut-wrenching impact of unforeseen challenges. My parents would discuss business at the dinner table – strategies, the state of the market, customer service, the staff issues, risks, tough decisions. We all knew it, we felt it, we lived it. Those conversations shaped me. I learned that business isn’t just about numbers; it’s about people, leadership, and building that personal  resilience.  In my journey of leading teams, I’ve seen firsthand the frustration of having a disconnected, disengaged team – the long hours spent picking up the slack, the missed opportunities, and the weight of carrying it all alone. I understand the pressure of making tough decisions, the sleepless nights worrying about cash flow, and the constant push to keep things moving forward, even when it feels like you’re running on empty. So when I started my own business, I carried those lessons with me; the importance of adaptability, the weight of responsibility, and the reality that success isn’t just about working hard, but working smart. Frankly, that’s why I’m passionate about helping Registered Training Organisations (RTOs) understand and move with the complexities of legislation and compliance in a way that protects the business but actually enhances it. To share ideas with RTO Leaders so that they can turn regulatory requirements into opportunities for growth, efficiency, and meaningful impact. Because when the foundation is strong, the business can thrive. An RTO is more than just a compliance checklist and a series of training courses; it’s about building connection with learners, creating meaningful collaboration amongst staff, and deeply understanding what drives your people – both trainers and learners alike – to achieve exceptional outcomes. In my business, I wear many hats, allowing me to see the RTO industry from multiple perspectives. As a business coach, I work with RTO owners who often feel overwhelmed by the regulatory environment – an environment that seems to constantly shift – but who are, at their core, driven by a passion for providing quality education and empowering others to achieve their full potential. They’re not just struggling with the sheer volume of compliance requirements; they’re deeply concerned about the impact that these requirements have on their people – the stress on trainers, the administrative burden, and the student experience. For years, I’ve worked in training, marketing and operations, but what truly captivates me is the human element within business. Understanding how people learn, what motivates trainers to deliver exceptional instruction, and how staff connect to create a supportive learning environment are the keys to genuine success in vocational education. That’s why I focus on understanding the decision-making processes of both learners and RTO staff, and how an RTO can be structured and managed in a way that feels authentic, sustainable, and ultimately beneficial, rather than forced and draining. Running an RTO isn’t simply about ticking compliance boxes and churning out qualifications. It’s about creating a strong sense of purpose, and knowing your and your team’s strengths and needs. It’s about operating in a way that aligns with your core values while still encouraging continuous improvement. Let’s be honest, many compliance-driven approaches feel like a blunt instrument, designed to meet regulatory requirements without truly understanding the underlying challenges and opportunities. But what if you could build an RTO that: Significantly improved learner engagement and completion rates? Developed a team culture that inspired and boosted staff morale? Strengthened your reputation within the industry and community? That’s where a thoughtful, people-centric approach comes in. And it doesn’t need to be complicated. Simple, clear, and built to last – that’s what truly effective person centred RTO strategies are made of. Here is a way to approach leading an RTO in a way that works: Understand Your Workforce: Take the time to truly understand your employees’ needs, concerns, and preferences. What are their challenges? How are the trainers ensuring that they have a positive impact on the learner? are they inclusive, or demonstrating bias in their work? Surveys, focus groups, and one-on-one conversations can provide invaluable insights. Self-Awareness and Awareness of Impact: This is key for effective leadership and team dynamics. How do you show up as a leader? What impact does your communication style have on your team and learners? Are you creating a culture of trust and open communication? Self-reflection, 360-degree feedback, and leadership training can help you become more aware of your strengths and areas for improvement. Develop a Compelling “Why” – Beyond Compliance: Don’t just tell people what to do; explain why it matters. Why is quality training important for the industry you serve? How does achieving a qualification impact learners’ lives and career prospects? How does a commitment to excellence benefit the entire RTO community? Clearly articulate the RTO’s mission, vision, and values, and demonstrate how every action aligns with these principles. Meet Them Where They Are – Support Well-being and Professional Growth: Acknowledge the challenges and pressures faced by RTO staff, particularly trainers and assessors. Provide flexible work arrangements where possible to support work-life balance and well-being. Offer professional development opportunities to enhance their skills and knowledge. Create a supportive and collaborative work environment where staff feel valued and respected. Ensure they have the resources and tools they need to effectively perform their roles. Communicate, communicate, communicate – Clearly, Consistently, and Ethically. Open and honest communication is vital. Keep staff and learners informed about changes in policies, procedures, and industry standards. Provide regular updates on RTO performance and progress toward strategic goals. Establish clear channels for feedback and address concerns promptly and fairly. Actively solicit input from both staff and learners to improve the RTO’s operations. In addition, make sure you are actively demonstrating ethical and honest communications, to build confidence across your operations. There’s a natural flow to things when you stop forcing square pegs into round holes – when

Read More »
RTO Leadership

Introducing the New Era of RTO Leadership! 

October 3, 2024 No Comments

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!

Read More »

Navigating the Noise in a World of Self-Proclaimed Experts

September 12, 2024 No Comments

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

Read More »

Share this:

Need guidance with your RTO?
Book a free online consultation
Book NOW
RTO Mentor set up RTO Perth

Copyright © 2024 RTO Mentor - All Rights Reserved

Opening Hours:
Monday – Friday 8am – 5pm

Phone: 0439 544 105
Email: merinda@rtomentor.com.au