Companies who claim to be dedicated to continual learning often fail to live up to their own standards. Even when leading firms dedicate themselves to continual learning, some don’t actually follow through with their stated goals.
Companies struggle to learn because people act in ways that prevent them from doing so. We explore why these traits exist and how they can be overcome.
There are several reasons that can possibly cause a training organisation to be unsuccessful.
Let’s take a look at the reasons.
- A reason for this could be that the RTO has no clear focus or objectives and designed core values.
- The second reason may be that they cannot keep up with the latest learning trends and development. As a result, their education offerings may become out of date and/or irrelevant to the needs of businesses.
- One of the reasons could be that they are unable to meet legislative requirements.
- They are also unable to acquire students to make the RTO business sustainable.
- They only rely on one source of income for funding and for acquiring international students.
The RTO has no clear focus or objectives.
If they don’t have clear objectives, it may be hard to create and implement effective training programmes. If an organisation isn’t providing training for which there is high demand, then it’s likely that few people will enrol in its classes. This could lead to them not covering their expenses, and ultimately closing down.
The RTO is having trouble keeping up with the latest learning trends and development.
Those training organisations that cannot adapt to changes may struggle to compete. For example, if a new set of learning materials become popular, then those who don’t provide them to their learners could lose out.
If an organisation is not providing good quality training, then this may discourage potential students from enrolling, because they could hear negative feedback about the quality of their training. Likewise, people who take part in the training might pass negative comments about its quality onto others, which could lead to even fewer enrolment.
The training organisation could lack sufficient resources, including qualified instructors, to provide the training.
This can result in a lack of good employees, leading to a weak performance of their courses, which can further deteriorate their competitiveness. Additionally, companies may face financial difficulties because of rising expenses or decreasing revenue.
It is important to take into consideration all of these factors when creating training programmes for an RTO. To be able to create successful training programmes, companies need to plan and design them accordingly. By investing in high-quality resources and ensuring that the programmes are delivered properly, training providers can further enhance their chances of success.
Of course, ultimately, it is the motivation of the trainee and his/her ability to apply the new skills he/she learns that determines whether or not the program is successful. If they lack motivation or don’t know how to use the newly acquired skills in real life situations, then the program won’t be successful.
If you’re considering setting up a training business, it’s important to do your homework before starting out. You should also ensure that you have a good marketing plan ready so that people know about your RTO. Finally, you need to deliver quality training so that learners are satisfied with their experiences and will refer your organisation to friends and colleagues.
Training companies should therefore consider all of these factors during program development. If they do so, then there is an increased chance that their programs will succeed.
How to counter these reasons and do a 180-degree shift to change your RTO for the better.
Be open to new ideas and take risks.
Leaders must be willing to challenge their own thinking regarding whether people can improve. Tell your team members that you’re committed to helping them grow. You’ll do so by reinforcing the positive traits you’ve observed (e.g., persistence) and highlighting areas where improvement could occur (e.g., learning new skills). In addition, you should encourage them to share their own best practices with one another. By doing so, you’ll help them develop into better workers—and ultimately, your RTO will benefit too.
When deciding who to hire and promote, consider potential too.
Explaining to your staff why it is being done — can counteract stereotypes and bias and foster an environment where staff can feel comfortable trying out new roles and taking risks. It can also help motivate them to develop skills they might not otherwise be encouraged to pursue.
People who are taught a growth mindset see more opportunities for improvement.
Going above and beyond for VET learning materials in Australia
VET Resources continues to set a great example for providing quality and effective training materials to our learners with our comprehensive learning programmes. We’re committed to providing high-value training resources at affordable costs. We want to ensure that every resource we develop meets rigorous standards and is thoroughly tested before going live.
Our RTO training materials and resources are easy to navigate, designed to be aesthetically pleasing, and built for flawless delivery. They’re ideal for use at your RTO’s training sessions. They come with comprehensive assessments for both students and teachers so you know exactly where they stand before they walk out of class.
The information presented on the VET Resources blog is for general guidance only. While we strive for accuracy, we cannot guarantee the completeness or timeliness of the information. VET Resources is not responsible for any errors or omissions, or for the results obtained from the use of this information. Always consult a professional for advice tailored to your circumstances.