Tamara Simon's Weekly Blog
Business Insights for RTOs
from my favourite Movies, TV Shows and Books
(and some other bits and pieces)
Facts or Emotion: What’s driving your RTO?
People are overlooked for a variety of biased reasons and perceived flaws. Age, appearance, personality. Bill James and mathematics cut straight through that.
There are so many reasons why we connect with or disconnect from people. I love in Moneyball, Peter (as the unbiased statistician) was able to use mathematics to show Billy Beane that the way the Club had been buying players wasn’t working for them.
How often have you recruited someone for your RTO and either
- Hired them because you liked them and that connection overrode any limitations they may have regarding the knowledge, skills and experience needed for the position?
- Not hired someone who maybe was shy, introverted, blunt or came across in some other perceived negative way, BUT had the knowledge, skills and experience your RTO really needed?
Emotions can cloud our judgements, both positively and negatively; and although they are powerful and necessary, we can balance our emotions more effectively if we have clarity about what we want and need, and then clearly document this for transparency and relevance.
So when was the last time you clearly determined, before the interview, the type of person who would best fit into the culture of your RTO AND the necessary skillset?
Or did you simply fill a gap?
And if you did this, is it any wonder you are possibly now quite frustrated with your staff?
It’s about getting things down to one number. Using stats the way we read them, we’ll find value in players that nobody else can see.
I’m a big believer in building on a person’s strengths rather than highlighting their weaknesses.
And I know this probably contradicts many recruitment practices because there’s always the stock standard interview questions like:
- Describe the last situation when you had to manage conflict?
- What is your biggest weakness and how do you manage this?
Now look at the questions again and think about when you may have asked these questions in an interview. What do you get as a response? I bet you got the standard answer which the applicant has practised numerous times because they know it’s coming.
Now think about whether they are practising the strategies they said they used to manage conflict, improve themselves etc.
My experience tells me – probably not.
When I’m called in to help RTO Managers reset their team, one of the first things I do is find out why someone is not operating in their sweet spot – you know the place where you’re happy at least 80% of the time, doing the work you love and is easy to complete.
So have you found the value in every single one of your team (including yourself) so you can build a simple, profitable (and compliant) RTO business which everyone loves to be part of?
Now it may be hard to find the true value in your team if you haven’t first really looked at the knowledge, skills and abilities of everyone so you can then determine if their value is being leveraged for the best outcome – for them, for you, for your students/clients, and for your RTO.
And here’s my final tip:
Peter Brand said, ‘Ok, think in terms of buying players. Your goal shouldn’t be to buy players, it should be to buy wins. And in order to buy wins, you have to buy runs.’
So what team members (players) do you need in your RTO business so you’re always buying the wins; and not just filling a gap or settling for what you can afford?
Want some help from Tamara – Australia’s only dedicated RTO Business Coach?
If you would like some help to find out what value is in your team, please check out my coaching services on my website.
Or contact me direct:
0438 262 727 or email@example.com