The Crucial Role of In-Salon Mentors for Hairdressing Apprentices

The Crucial Role of In-Salon Mentors for Hairdressing Apprentices

Whether it is the salon owner, manager or a senior stylist who is the key person, an insalon mentor serves as the guiding force in an apprentice’s journey towards becoming a skilled and accomplished hairdresser.

They bring a wealth of practical experience, expertise, and a profound understanding of the highs and lows that can’t be learned from formal education or online.

The in-salon mentor has a critical role to play in 3 key ways:

1. Skills Development

The apprentice skills development does not happen without a mentor. Skills are grown by:

Skill Transfer: An experienced mentor is like a living encyclopaedia of hairdressing. They share their insights into cutting, colouring, styling, and all the skills accumulated over years in the trade. This practical knowledge is priceless for apprentices as they embark on their learning journey.

Real-World Wisdom: Beyond technical know-how, mentors provide essential realworld insights. They teach apprentices about the etiquette and conduct expected in a salon, effective time management, and how to navigate the challenges and triumphs of the industry. This wisdom is crucial for a successful and sustainable career.

Instant Feedback: One of the most significant advantages of an in-salon mentor is the ability to offer instant feedback. They can spot errors or areas that need improvement and provide immediate guidance, helping apprentices grow rapidly and effectively in a way that is supported.

Building Confidence: Learning the craft can be a daunting experience, but with the support and encouragement of a mentor, apprentices can build their confidence. The mentor’s approval and trust serve as powerful motivators on the path to confidence and enjoyment.

Client Interaction: Successful hairdressing is not only about cutting and colour application; it’s also about effective client interaction. Working with and shadowing an in-salon mentor imparts essential communication skills, helping apprentices understand and fulfil clients’ unique needs and expectations.

Networking Opportunities: The mentor serves as a gateway to the wonderful world of hairdressing. Apprentices get to interact with other professionals in the industry, opening doors for future collaborations, job opportunities, and personal growth.

2. Relationship Building

The mentor-apprentice relationship in a salon is akin to the passing of a torch. It’s a partnership based on trust, respect, and mutual growth. Here’s why this relationship is invaluable:

One-on-One Guidance : A mentor dedicates their time and attention to the apprentice. This one-on-one guidance accelerates the learning process, allowing apprentices to ask questions, seek clarification, and receive tailored instruction.

Customised Learning: Every apprentice is unique, and a skilled mentor can customize the learning experience to suit the apprentice’s strengths and weaknesses. This adaptability ensures that the apprentice gets the most out of their education and training.

Professional Bond: The mentor-apprentice relationship goes beyond just skill transfer. It’s a professional bond where the mentor imparts not only technical expertise but also the ethics, values, and the essence of being a hairdresser.

Inspiration and Motivation: Mentors are often a source of inspiration for apprentices. Their journey, achievements, and passion for the craft can be a motivating force that drives apprentices to excel and see a life for themselves in Hair.

3. Career Impact

The mentor-apprentice dynamic profoundly influences an apprentice’s career. Here’s how:

Uptake of Skills: With the continuous guidance and mentorship, apprentices have the opportunity to master the art of hairdressing more rapidly and comprehensively. They learn not just what works but also the subtleties that make a haircut or colour truly exceptional.

Industry Relevance: A mentor’s real-world experience ensures that apprentices are well prepared to enter the competitive hairdressing industry. They learn the latest techniques, trends, and industry standards, making them relevant and sought-after professionals. www.migtraining.com.au

Self-Assurance: As apprentices gain proficiency under the mentor’s watchful eye, their self-assurance grows. This newfound confidence is essential for success in the salon and in building a loyal clientele.

Opportunities: The mentor introduces apprentices to a network of industry professionals, opening up opportunities for collaboration and career advancement. These connections can prove invaluable in the long run.

In the world of hairdressing, an in-salon mentor is not just a supervisor; they are the architects of a career. The mentor-apprentice relationship is the heart and soul of the apprenticeship journey. With their wealth of knowledge, real-world wisdom, and nurturing guidance, mentors pave the way for apprentices to master the art of hairdressing, develop their unique style, and thrive.

As an RTO assisting salons with the formal qualification and skills training, we see it daily and can hands down say that the significance of an in-salon mentor cannot be overstated; they are the key to unlocking an apprentice’s potential, instilling the skills and confidence needed to not only cut, colour, and style hair but to also create a truly transformative experience for clients.

In a busy salon, committing the time to mentor and grow your salon team can be difficult but hairdressing has a wonderful enduring tradition of care and mentoring the next generation that continues to shape the future of hairdressing.

Anthony Gray is a Director of MIG Training. MIG is the trusted apprenticeship education partner for many of the leading salons and barbershops in QLD. Anthony is the Education and Training Director for the Australian Hairdressing Council (AHC).

CLICK HERE TO SEE ARTICLE IN HAIRBIZ MAGAZINE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Hairbiz Year 17 Issue 6 Out Now

Hairbiz Year 17 Issue 6 Out Now

Check out this month’s HairBiz Magazine. Great articles by our very own Anthony Gray include “David Murry Salon – A Santuary for Creativity” on page 46 and “The Crucial Role of In-Salon Mentors for Hairdressing Apprentices” on page 78.

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

David Murry Salon – A SANCTUARY FOR Creativity

David Murry Salon – A SANCTUARY FOR Creativity

Located in the heart of South Brisbane, David Murry Salon is a sanctuary for creativity. David and his team have built a reputation of excellence that spans 13 years and he generously agreed to give us an insight into the DMS journey.

David, tell us a little about your salon. What made you take the plunge?

Taking the plunge into salon ownership was a natural progression, having been raised in a family of small business owners.

The conversations around the challenges of running a small business amongst my large family of 6 had an impact. I didn’t realise until later in life how impactful those conversations would be.

Purchasing a salon was a goal I wanted to achieve by age 30, and of course like many other people I was naive to the reality of how much hard work goes into running a business. I thought I could do it better.

Little did I know what it would involve, and I found myself having to learn very quickly. Fortunately, asking for help was something I was comfortable with, and I sought the advice of many influential people in my life, including many clients and of course my partner Lloyd.

My late father was very black and white and the best advice he gave me was “as long as you have more money coming in than going out, you’ll be able to pay people to do the things you do not know how to do”. It’s a simple statement but often forgotten.

The salon opened on the 30 June 2013. The salon was created because at that time there were many large super salons trying to deliver a bougie boutique experience in pumping spaces and I wanted to cinch that into a smaller more personal environment. The remaining history of DMS is still being written.

What is the make up of your team?

Our team has expanded and contracted numerous times over the past 13 years, but we generally have 3 seniors and 3 assistants. A couple of years ago I transitioned my role into reception and administration for the salon.

The running of the business was something I enjoyed, and it required more of my attention, and I found trying to juggle both roles very challenging. Business coach and industry legend Antony Whitaker once said to me at a seminar, “the definition of a successful small business is to make oneself redundant”.

I have never forgotten this and was so proud to have grown my business to a level where this was a possibility for me. Stepping off the floor was a huge risk, but it worked. Moving into this role also created opportunities for my team to step up into salon management and education roles which they did with commitment.

We have found 3 seniors and 3 assistants to be the sweet spot not only from a financial point of view but also from a client experience point of view. Recently we’ve decided to go back to a full team four-day work week from Wednesday through to Saturday.

Staff have opted for this kind of roster to have three consecutive days off a week, allowing them to really rest so they can pump it out in four consecutive days.

What is the DMS Philosophy?

The philosophy of DMS is very simple and it is our statement of belief:

Create an experience where guests spend with a heart, not their head. Create a connection and be memorable in a positive way.

We truly believe that if a client is happy with their experience, you will create loyal longterm client. It’s not just about being happy with their hair.

When you have a hairdresser in your team that gives only good hair, they won’t create a loyal long-term client. When you have a hairdresser in your team that makes a client happy with their hair but also with their experience, you’ve got the winning combination.

How do you attract and retain great people?

Like everyone now, recruitment is really challenging at the moment. I have a group of employees that are long-term and a group of employees that come and go. The long-term staff, one of which we’ve purchased a second salon with, have had good communication with me.

We’ve had conversations over the years that have been difficult and have required us both to reflect on our behaviour and actions and we’ve respectfully worked our way through differences.

A growing trend amongst employees is to leave when they come up against a challenge in the workplace but the art of working through problems within a workplace will benefit you greatly and turn into far more than you realise.

My focus is to provide a safe, respectful and nurturing workspace with opportunities for staff to achieve attractive financial remuneration for their efforts and of course have fun together.”

The role education plays and how important is it to your business?

Well, we wouldn’t have a business without education. In January every year, we have a huge focus on planning the education for the year ahead.

How you train and educate your team?

From July 2023 onwards, we are trying something very different with education. We are facilitating one paid professional development day a month for our assistants, and this will either be with one of our senior staff or a guest artist.

This dedicated day will not only strengthen the skill set of our assistants but help them to grow closer as a unit. Of course, throughout the week, we will take advantage of every opportunity when we are not with a client.

When an apprentice has a training session a senior is marked out to be with them, no one goes it alone.

What is your education approach to apprentices?

Assistants and emerging stylists are the secret sauce of our business. Without them the recipe would be underwhelming. The biggest thing we do for our apprentices is implement a commission structure.

They, like seniors, need to feel like they’re working toward something. They need to feel like at the end of the week when they’ve busted their arse to help make the salon deliver a great experience, they have a little bit of cream at the end of the week.

The hardest thing for me as a salon owner is allowing an apprentice to do a service that I know is a stretch. They must be given the opportunity to mess it up and to then have a conversation as a result of that experience which leaves them feeling empowered, not deflated.

Who are your education partners and how do those partnerships work for you?

Obviously working with a training organisation like “MIG Training” has been hugely helpful., especially last year, where we fully embraced every form of education, e.g., being at the college, in the salon, via Zoom and the one day workshop education program. This filled almost 3/4 of our education plans for 2023.

Over the last couple of years, we’ve really tapped into the incredible talents of Belinda Keely and have welcomed her on numerous occasions and have utilised her in salon Zoom education.

I love everything about Belinda‘s brand and her style of teaching. We also rely on the incredibly talented senior staff which we have in salon.

@davidmurrysalon

CLICK HERE TO SEE ARTICLE IN HAIRBIZ MAGAZINE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Evolution of A Dream: URBAN CHIC’S 18 YEARS OF EXCELLENCE

Evolution of A Dream: URBAN CHIC’S 18 YEARS OF EXCELLENCE

Nestled in the heart of Brisbane’s inner west, Urban Chic isn’t just a salon; it’s an embodiment of a dream, with a whole lot of style thrown in for good measure. For the past 18 years, Urban Chic has been redefining hair care, styling, and empowerment.

MIG has had the pleasure of supporting owner and founder Amy Gaudie with the training of her team, and we have been lucky enough to have had front row seats to witness the journey of this thriving salon. Watching the passion, innovation, and camaraderie that have fuelled its success first-hand.

A Journey of Passion and Growth

“I was 22 years old and naive to be honest, and thought I could take on the world,” reflects Amy, whose dedication is evident in every facet of Urban Chic. “What a rollercoaster it has been,”, reminiscing about the day she decided to venture into the world of an entrepreneur and salon owner.

With an entrepreneurial spirit and a fierce determination, Amy set out to create a space where people not only received incredible hair care but also felt empowered. Opening its doors in 2005, Urban Chic began as a humble dream. The sole goal was to provide hair services that resonated with clients. Over the years, the salon has evolved, not only offering top-notch hair transformations but also cultivating a salon culture that resonates with clients and stylists alike.

Behind the Scenes of Urban Chic

Urban Chic’s team is a carefully curated blend of talents, each contributing to the salon’s vibrant atmosphere. The roster includes Amy, the award-winning visionary owner herself, Manager/Master Stylist, Annie, Master Stylist, Sass, Senior Stylist, Tilly, Apprentice Ynez and even a furry friend – the Salon Puppy, Winny. This team’s harmony and camaraderie play a pivotal role in fostering the salon’s distinctive style and feel.

At the heart of Urban Chic’s philosophy lies the belief in the power of education. “Education is the key to our future,” Amy emphasises. This philosophy extends to both hair styling excellence and a commitment to empowering each other. With an unwavering belief in providing the Urban Chic team “endless opportunities to grow”, Urban Chic doesn’t just create beautiful hair; it creates opportunities for growth and learning for its team.

Creating a Legacy Through Education

A salon’s true mark of excellence often lies in its ability to attract and retain exceptional staff. “Attracting and retaining great staff is really hard right about now,” Amy acknowledges. Yet, Urban Chic excels in this department by fostering an environment of constant learning, growth, and mutual support. The salon’s secret sauce lies in its unwavering commitment to supporting and empowering one another.

But what truly sets Urban Chic apart is its dedication to education. “Education is everything for a business,” Amy asserts. With clients constantly seeking trendsetting colour and styling, the team stays ahead through continuous learning. From winning competitions in both the creative and business space to creating a salon culture that resonates with the community, Urban Chic has become a beacon of excellence.

A Symphony of Education and Empowerment

The salon’s education approach is unique and effective. The owner believes in harnessing industry experts to impart knowledge. Featured guest artists frequently grace the salon, providing diverse insights and techniques. For Urban Chic, education isn’t a one-size-fits-all concept. Instead, it’s a collection of tools and tricks that empower stylists to excel in any situation. The education approach is nimble, current and tailored to the individual.

This commitment to education extends particularly to apprentices and emerging stylists, who are considered the foundation of the industry. “I take Apprentices and Emerging Stylists very seriously,” Amy notes. By nurturing and guiding these budding talents, Urban Chic ensures the longevity and quality of the hairdressing profession.

Powerful Partnerships for Lasting Impact

Behind Urban Chic’s education success are strong partnerships. One such vital collaborator is L’Oréal, an education partner that provides unwavering support. “Every single day, I have them on speed dial,” Amy smiles. L’Oréal’s partnership elevates Urban Chic’s hair care prowess, empowering the team to deliver exceptional transformations.

Amazing Hair is another key partner, providing all the long hair needs for clients, editorial work, and the team itself. And when it comes to styling, GHD’s products enable Urban Chic to craft trendsetting looks that captivate.

A Legacy of Empowerment and Beauty

As Urban Chic celebrates its 18th year, it’s not just about hair – it’s about the remarkable journey, the education-driven philosophy, and the community of empowered women it has fostered. Urban Chic is a testament to the resilience of dreams and the power of education. With the heart of a dreamer and the skills of an industry expert at the top of her game, Amy continues to shape Urban Chic into a haven of beauty, empowerment, and education, leaving an indelible mark on our industry and beyond.

@urbanchichairsalon

CLICK HERE TO SEE ARTICLE IN HAIRBIZ MAGAZINE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

The Alarming Threat of Low Apprenticeship Completion Rates – Article from Hairbiz Year 17 Issue 5

The Alarming Threat of Low Apprenticeship Completion Rates – Article from Hairbiz Year 17 Issue 5

Apprenticeships have long been considered a cornerstone of skill development in hairdressing. The hairdressing industry, known for its creativity and innovation, heavily relies on these apprenticeships to nurture and sustain its workforce.

However, a pressing concern has emerged in recent years: the persistently low completion rates in hairdressing apprenticeships.

Statistics paint a grim picture. The National Centre for Vocational Education Research (NCVER) reported completion rates for hairdressing apprenticeships hovering at an alarming low of around 40% in recent years. This trend poses challenges to the industry, threatening both the supply of skilled professionals and the sector’s overall reputation.

FACTORS CONTRIBUTING TO LOW COMPLETION RATES:

Several interrelated factors contribute to the low completion rates in hairdressing apprenticeships:

Financial Constraints: Apprenticeships often come with financial struggles, including low wages and the cost of education. Many aspiring hairdressers find it difficult to support themselves financially during their apprenticeship, leading them to abandon their training.

Inadequate Support: A lack of adequate mentoring and guidance can lead to feelings of isolation and discouragement among apprentices. The absence of experienced mentors impacts skill development and can diminish an apprentice’s motivation to continue.

High Workload and Stress: The hairdressing industry demands are well known, and the pressure to perform flawlessly in a fast-paced environment can take a toll on apprentices’ mental and physical well-being.

Changing Career Aspirations: As young adults grow and develop, their career aspirations may evolve. Some apprentices may discover that hairdressing is not aligned with their long-term goals, leading them to drop out.

Perception of the Industry: The perception of hairdressing as a low-skilled or temporary profession can dissuade potential apprentices at the outset.

THE THREAT:

The low completion rates in hairdressing apprenticeships pose a substantial threat to the industry’s future:

Skills Shortage: With a shrinking pool of qualified professionals, the industry is in the grips of a skills shortage. This scarcity not only affects service quality but also stunts the sector’s potential for growth and creative innovation.

Reputation Damage: The hairdressing industry’s reputation is under threat when a significant portion of apprentices fail to complete their training. This leads to a perception of mediocrity. Partly or underqualified people who continue to work in industry deter consumers from seeking professional hairdressing services.

Lack of Diversity: Low completion rates can exacerbate the lack of diversity in the industry. When a narrow demographic persists due to recruitment challenges, the industry misses out on fresh perspectives and talents.

Stifled Innovation: The world of hairdressing is constantly evolving, demanding innovation and creativity. A shortage of skilled hairdressers could hinder the industry’s ability to adapt to changing trends and technologies.

The potential for withdrawal of government funding: By far the most immediate and greatest threat is the very real possibility that state governments could interpret these low completion rates as a sign that the industry does not value the qualification, and subsequently withdraw funding for apprenticeship programs. Government funding plays a pivotal role in supporting apprenticeships.

These funds assist in providing quality education, mentorship, and training facilities for aspiring hairdressers. However, the link between funding and completion rates could prompt state governments to reconsider their investment if they perceive low completion rates as an indication of the industry’s lack of commitment to apprenticeships.

A withdrawal of funding would exacerbate the already critical skills shortage in the hairdressing industry. A reduced pool of trained professionals would strain the industry’s ability to meet demand, compromising the quality of everything we do. It could inadvertently reinforce the perception that the hairdressing apprenticeship is not a valuable or viable career path.

Which could then dissuade potential candidates from pursuing a career in the field, leading to a further decline. The hairdressing industry contributes significantly to the Australian economy through salon revenues and related services. A shortage of skilled professionals resulting from funding withdrawal could lead to revenue loss and reduced economic growth in the sector.

ADDRESSING THE ISSUE:

To mitigate the threat posed by low completion rates in hairdressing apprenticeships, a comprehensive approach is needed:

Improved Support Structures: Creating mentorship programs and providing emotional support can help apprentices navigate the challenges of the industry and their training.

Financial Incentives: Offering competitive wages and financial incentives can make apprenticeships more attractive to the apprentice and employer to alleviate financial stress.

Promoting Industry Value: Emphasizing the artistry, skill, and professionalism of hairdressing can reshape public perceptions and encourage more individuals to pursue the field.

Flexible Training Models: Skills based, holistic and flexible training models that accommodate different learning styles and paces can increase completion rates.

Showcasing Success Stories: Highlighting success stories of apprentices who have completed their training and achieved career success can demonstrate the positive impact of apprenticeships on individuals’ lives and the industry as a whole.

Advocacy and Collaboration: Industry associations such as the Australian Hairdressing Council (AHC) can actively engage with government officials to provide data and communicate the efforts being made to improve completion rates, emphasizing the industry’s commitment to fostering skilled professionals.

The hairdressing industry’s future hinges on addressing the challenge of low completion rates in apprenticeships. By recognizing the factors contributing to this issue and implementing solutions, the industry can safeguard its supply of skilled professionals, maintain a strong reputation, and continue to thrive.

The hypothetical withdrawal of government funding for hairdressing apprenticeships due to low completion rates carries severe consequences for the industry, consumers and the Australian economy. It is crucial for Salons, industry associations, policymakers, and educators to work collaboratively in addressing the challenges that contribute to low completion rates.

CLICK HERE TO SEE ARTICLE IN HAIRBIZ MAGAZINE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Australia’s Jack Horton Hair Announced As Finalist In 2023 International Hairdressing Awards

Australia’s Jack Horton Hair Announced As Finalist In 2023 International Hairdressing Awards

Drumroll please! The 18 finalists through six categories of the International Hairdressing Awards (IHAs) have been named, selected by an esteemed judging panel amidst hundreds of entrant collections. Finalists represent eight countries, including Australia, where our own Jack Horton Hair has been recognised in the title of International Artistic Team of the Year. Finalists otherwise come from the UK, Spain, the Netherlands, France, USA, Sweden and Malaysia, and include some of the world’s most renowned hairdressers, such as Angelo Seminara, Cos Sakkas and Antoinette Beenders.

The finalists were announced over the weekend on February 19, with a global live broadcast from the city of Pamplona, in Spain. The awards will take place on May 8th in Palma de Mallorca (Spain). In March, Mikel Luzea, IHA director and founder, and Sergi Bancells, global ambassador of the awards, will travel around the world together to surprise and personally announce the awards to the winners, which will be streamed live online. The seven winners will then attend the awards gala in May, which will include the awards’ iconic purple carpet, as well as a hair fashion show and the crowning of the winners.

The finalists were chosen by an illustrious group including Robert Lobetta (USA), Dobrawa Piekos-Szymanska (Poland), Dove Palmer (UK), Beatriz Matallana (Spain) and Alexis Continente (Spain). The awards’ fifth year saw almost 500 entries from 38 countries submitted in the categories of Best International Women’s Collection, Best International Men’s Collection and Best International Avant-Garde Collection, while the titles of International Hairdresser of the Year and International Artistic Team of the Year were by invitation only.

Congratulations to the finalists!

Best International Women’s Commercial Collection

Pierre Ginsburg (France)
Rebecca Jacques (United Kingdom)
Robert Masciave (United Kingdom)

Best International Men’s Commercial Collection

Arjan Bevers (Netherlands) 
Bayleigh Peace & Laura Scott – Mark Leeson (United Kingdom)
Brian Sanchis – Salón Carlos Valiente (Spain)

Best International Avant-garde Collection

Dicksum Low (Malaysia)
Emmanuel Esteban (France)
Enrica Russo (United Kingdom)

International Artistic Team of the Year

HOB Creative Team (United Kingdom) 
Jack Horton Hair (Australia)
Mark Leeson (United Kingdom)

International Hairdresser of the Year

Angelo Seminara (United Kingdom)
Antoinette Beenders (USA)
Cos Sakkas (United Kingdom)

International Film & TV Hairdresser of the Year

Erika Okvist (Sweden) – ‘Bridgerton’
Teresa Hill, Yvonne De Patus, Kupka Lindy Dunn and Kim Santantonio (USA) – ‘Being the Ricardos’
Stephanie Ingram (USA) – ’The Eyes of Tammy Faye’

For more information visit www.ihawards.com

Meet the winners of the Australian Hair Industry Awards

Meet the winners of the Australian Hair Industry Awards

Sunday October 9 saw the winners of the illustrious Australian Hair Industry Awards 2022 – Business named at a beautiful gala awards evening on the Gold Coast.

Launched in 2011 by esteemed trade visionary, Linda Woodhead, and the Mocha Group team, the AHIA’s – Business are renowned as the definitive awards program of business excellence for Australia’s leading hairdressers, salons, specialist businesses, educators and professional products. These accolades come as a welcome reprieve after challenging years with salons and hairdressers ready to look ahead and celebrate their achievements with one another.

The big winners were announced at the Gold Coast Convention and Exhibition Centre as over 600 guests enjoyed a night of dinner, drinks and dancing. The highlight of the evening was the vibrant and action-packed dance and laser performance created and produced by the incredible multi-hyphenate Adam Williams. The stunning show brought burlesque into the now, drawing inspiration from the resurgence of Club-Kid culture, the heritage of Harlem Ballroom and the vivacious volume of authentic vogue. Guests then ventured to Nineteen at the Star for the afterparty to end all afterparties.

Combining opportunities for individuals of all levels as well as categories for salons, specialist businesses, educators and professional products, the awards provide an exciting snapshot of the impressive quality of the industry. The awards were launched due to industry demand for a platform to highlight business achievement and are judged by an independent panel of judges, media, PR and business specialists.

The AHIA’s – Business were proudly sponsored by Timely, Redken, Kitomba, Sustainable Salons, Excellent Edges, Matrix, Schwarzkopf Professional, Goldwell, L’Oreal Professionnel, Revlon Professional, HairBiz, Shortcuts, DNA, The Zing Project, KMS, EVY Professional, Comfortel and Wella Professionals.

“These awards truly showcase the best that the hair industry in Australia has to offer and I can assure everyone – it is in excellent hands,” Woodhead said. “The quality of the entries exceeded all of our expectations and we are so proud of how the industry has gone from strength-to-strength post-COVID. We are excited for our local communities to celebrate their local hair experts and to recognise the amazing impact these individuals and businesses have on us all.”

2022 AHIA CARE TREAT AND STYLE PRODUCT AWARDS

BEST IN CARE

Semi di Lino Smooth Shampoo and Mask By Alfaparf Milano

BEST IN TREAT

Hydrating Mask By Arvo Haircare

BEST IN STYLE

Colorful Glow Beyond Anti Fade Serum By Joico

Salon Team Member of the Year

Evie Golding – Rokstar

Salon Manager/Co-Ordinator of the Year

Kim Hazelton – Jack Horton Hair

Business Director/Owner of the Year

Brodie Tsiknaris – Rokstar

Sole Operator of the Year

Amberley Macpherson

Best Eco Salon

Little Birdie Hair Co

Best Business Newcomer of the Year

Mamawest

Best Salon Design

RocaVerde

Best Marketing

SJ Establishment

Best Customer Care

Elysium Hair Brisbane

Salon Team of the Year

Jack Horton Hair

Best In Salon Training

Co and Pace Salons

Educator of the Year – Individual

Dario Cotroneo

Educator of the Year – Organisation

Total Coaching Academy

Educator of the Year – Product or Equipment Company

L’Oréal Professionnel Education Team

Best Business Performance of the Year

EVY Professional

AUSTRALIAN WHOLESALER OF THE YEAR

Salon Cosmetics

State Salon Business of the Year NSW/ACT

DiMattia & Co.

State Salon Business of the Year QLD

Elysium Hair Brisbane

State Salon Business of the Year SA/TAS

SJ Establishment

State Salon Business of the Year VIC

AMD Hairdressing

State Salon Business of the Year WA/NT

George & Ivy Hairdressing

SPECIAL RECOGNITION AWARD

Anthony Gray – MIG Training

VIDAL SASSOON HUMANITARIAN OF THE YEAR

Brendon Mann – Epic Hair Design

AUSTRALIAN SALON BUSINESS OF THE YEAR

Elysium Hair Brisbane

For further information, please contact Kristy at Lily Blue Communications: KRISTY@LILYBLUE.COM.AU

By Tiarne Blackwell

A Plan For Education and Training Success

A Plan For Education and Training Success

Meeting with salon owners, Registered Training Organisation (RTO), company, and independent educators across the industry over the last few months has highlighted how segmented and disconnected the training and education space can be at times. There is no clearer example of this than in the education journey of the apprentice.

Quite rightly the responsibility for the apprentice’s education is shared around. Salon mentors take on the heavy lifting, educating, nurturing and growing their apprentices through the ups and downs of employment and the apprenticeship. The formal training for the apprentice to become qualified is delivered by a TAFE or private RTO. Companies also play a huge role in educating young stylist. From colour to equipment, hair extensions and retail, the education offering from companies that support the salons is world class. Rounding out the education support that is available to apprentices are the independent educators and business coaches that provide skillsbased education and training across the industry.

While access to a wide range of quality training is never a bad thing it can appear at times that the apprentice, with all good intention can be pulled in a number of directions at the same time. This can lead to confusion and not always the outcomes you would expect from such a substantial investment in time and resources.

Iconic salon education models link Sassoon’s and Toni & Guy point the way, and in our experience as an RTO we also see those salons that have greatest success in apprentice education. This best practice confirms what is required to navigate the landscape and to bring all parties together to create an incredible education experience. There are two key ingredients that the best in apprenticeship education systems have in common. It is a salon led training structure combined with a plan that coordinates all parties. Firstly, it requires the salon to have a structured set up for training. Namely:

• Dedicated in-salon training time

• A dedicated person in the salon who takes on the role of in-salon educator or mentor.

• A plan for communication in order to manage and review progress The second key ingredient is the need for leadership by the salon in coordinating all parties and dictating the flow of the apprenticeship. This is the piece around which quality training is built. Without this type of structure in place what can result is:

• Apprentices that lack clear direction in the salon and feel they are just support staff.

• Apprentices that attend their RTO and work through there college work which may or may not line up with what they are working on in the salon. An example of this common disconnect is when a student might be working on their cutting structures at the RTO but do not practice or build skills in the salon resulting in a long and protracted cutting journey.

• Apprentices that attend external company education that they may not be ready for or who attend education that repeats or is different to what they are learning in the salon or at their RTO.

For a salon, setting up dedicated training time and an in-salon mentor is one thing but putting a plan in place to coordinate all aspects of the training can be a more daunting prospect. What it boils down to is the salon creating a training plan for the apprentice journey. And by training plan I do not mean the RTO’s training plan that lists all of the units of competency from the qualification, but a skills-based plan set up by the salon.

To be effective and understood by all the plan needs to include:

• A list of the practical skills that you want the apprentice to achieve and a timeline for when you want to achieve them. For an apprentice first starting out this could be: o Massage techniques o Shampoo and Treatment services o Basic Blowdry’s •

A plan for the practice of these skills, i.e. How many times and on what type of clients?

• In-salon assessment of these skills. The best in-salon education models have a structured way of assessing if the apprentice has the skills listed to then either work with clients or move on to the next block of skill development.

• Aligning the formal units delivered by the RTO with the skills the apprentice is learning, practicing and being assessed on in the salon. While the apprentice can work through the RTO learning and even some of the knowledge assessment as they are developing the skills in the salon ideally the salon should ensure that any RTO practical assessment does not happen until apprentice has been through in- salon training, practice and assessment. This ensures that the in-salon mentor is confident that the apprentice is ready to be assessed by the RTO.

• The final piece of the plan is to plug-in any company education and external education to support the apprentice’s practical skills plan. The best example is colour. Ideally when colour skills and consultation are introduced to the apprentice by the salon then the time is right to access quality company education to support that journey.

Taking care to ensure that all the training is aligned if it is coming from salon, company and RTO all at the same time.

A commitment to education is a wonderful thing and the level of education and support by all educators in our industry is world class. But without a salon led, coordinated approach to education the risk is that the apprentice’s education is disconnected and at times can be daunting or even worse, confusing for all involved. The right structures backed up with a plan to deliver creates confident and skilled professional ready to tackle their hairdressing careers head on.

Hairbiz Year 16 Issue 5 Out Now

Hairbiz Year 16 Issue 5 Out Now

Check out this month’s HairBiz Magazine. Great article by our very own Anthony Gray “A Plan For Education and Training Success” on page 50.

Happy reading! 📖🐛

CLICK HERE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Hairbiz Year 16 Issue 4 Out Now

Hairbiz Year 16 Issue 4 Out Now

New issue of HairBiz Magazine is out now. Another great read about our industry by MIG Director Anthony Gray on Industry Day 2022 on page 49.

Be creative. Have fun. Dare to be different.

CLICK HERE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

The Changing Face of Education and Training

The Changing Face of Education and Training

So much is currently happening in education and training and how trade skills training is managed in Australia.  Changes that in the coming years will have a significant impact on how hairdressers and barbers are formally trained and subsequently how the skills needs of industry are shaped well into the future.

The back story to this change is a little grim.  Our industry needs close to 5000 Hairdressers a year to meet ongoing demand.   Year-on-year apprenticeship commencements fallen well short of these numbers and subsequently the industry is now experiencing an acute skills shortage.

Change 1:  Boosting Apprenticeship Commencement incentive

After more than a decade of decline in terms of the number of people in training and the subsequent impact on the numbers of qualified hairdressers and barbers in industry we are finally seeing the number of apprenticeship commencements growing substantially.  This is primarily the result of the generous Boosting Apprenticeship Commencement (BAC) incentive which sees up to 50% of a first-year apprentices wage subsidised.  In a further hit of positive news the BAC incentive which was due to complete at the end of March 2022 has been extended to the end of June 2022 providing many more salons and barbershops the opportunity to add much needed people to their teams.   While the future of employer incentives beyond June is unclear with a federal election campaign underway the message is clear, strong support for employers through incentives have lit a fire under the demand for new people into our trade.

Change 2: Structural change to how skills training is managed nationally

An eye watering amount of investment has been made by the federal government to reshape how workforce and skills development is managed.  Currently we are in the middle of a process that will see us transition from the current skills service organisations who currently support hairdressing and Barbering to an industry cluster model which will take effect in early 2024. There are 9 clusters proposed and at this stage hairdressing and barbering are grouped into the Arts and Personal services cluster.  The initial tender process concluded in March. The next step will be the announcement of short-listed organisation which will then lead to the successful cluster organisation managing a transition through the later part of 2023 before taking the reins in 2024.  While this is bureaucracy at work and not particularly exciting for us as small business owners, the exciting part is how the cluster organisations will potentially be structured.  The mandate from the government is one that will allow us as an industry to contribute strongly.  It will allow hairdressers, barbers, employers, training organisations and industry associations to contribute to how we attract, train, develop and retain hairdressers and barbers in our industry moving forward.  This can only be a good thing in a landscape where competition to attract people to our industry is at an all time high.  The critical next step for us as an industry is to develop a national training framework that is flexible for salons and apprentices, allowing salons to train in the skills needed for their businesses while at the same time balancing the need that each apprentice has to develop the breath of skills to build diverse and rewarding careers in hair.

As an RTO member and board director of the Australian Hairdressing Council (AHC) I am proud of the strong steps the AHC is taking to actively engage across all the areas of change that will affect the industry and in particular the contribution to consultation and engagement with salons, barbershops, apprentices, industry educators, suppliers and stakeholders on what the best training experience looks like.   The transition to the industry cluster model is the perfect opportunity for the AHC to engage and be ready to contribute strongly to the training landscape over the next couple of years and in particular when the new cluster organisations come into being in 2024.

Along with the establishment of a truly national education and training committee the upcoming AHC education and training industry day on Friday the 10th of June ensures that as an industry, we are advocating for the best possible outcomes for the education of those who will sustain our industry going forward.

If you travelling to Sydney for Hair Festival the AHC education and training industry day is on the Friday before the Festival.  It would be wonderful to have as many voices as possible to inform the changing face of training and help us to answer the question “What does the Best Training Experience look like”.  All the details of the Industry day can be found at theahc.org.au

Change is constant and while sometimes the landscape appears complicated and difficult to navigate in the end providing meaningful work to someone is life changing.  The hair and barber industry through the education and training holds a special place where we help to build lives through the dignity of skills and work.  Regardless of where the apprentices we employ and train today go in their careers the opportunity we have to help them on their way is special.

 

Industry Day 2022

Industry Day 2022

Hair Festival 2022 and the AHIA Creative awards seemed like a coming out party for the industry after 2 long years of disruption and virtual events. 

The chilly long weekend was a showcase of education and collaboration.  Taking advantage of the hair community coming together, the Australian Hairdressing Council (AHC) ran two oversubscribed education events on the Friday and Saturday before Hair Festival.  The Industry Day on the Friday saw 95 educators from all over Australia come together at the Park Royal in Sydney.  A further 220 then attended the Leadership Summit on Saturday at the Hilton.

Industry day is absolutely unique on the Australian hair calendar.  It is the only industry event that brings educators together from across the entire industry and across the country.  Facilitated by the AHC’s national training committee the room was full of the who’s who of industry educators including: 

  • salon owners and in-salon educators,
  • company and supplier educators,
  • independent industry educators as well as
  • RTO management and teachers from both TAFE and private providers.  

The theme of the day focussed on “What does the best training Experience look like for our apprentice Hairdressers and Barbers”.  The hair industry is crying out for great people.  Like never before we need to attract, develop and retain new Hairdresser and Barbers.  To do this we need to offer the Best Training Experience possible. 

A full day of collaboration was interspersed with three incredible speakers.    AHC CEO Sandy Chong provided a snapshot of where we are headed as an industry before keynote speaker Mark Mackenzie helped the attendees to understand the changes on the horizon for skills training and how our hair and barber qualifications are managed from 2023 onwards.   Finally, Paul Frasca shared his sustainability story and in particular how he has been able to share his message through education, collaboration and connection. 

Spread throughout the day was a series of short and sharp workshops to firstly map out what the best training experience looks like before focussing in on how to build relationships between Salons, Registered Training Organisations (RTO’s), Independent and Company Educators to make the apprentice experience gold standard.  The room was abuzz as they worked through all aspects of the apprentice journey from how we best attract and engage new entrants before turning its attention to retention and development of apprentices as they progress through their training toward qualification and beyond.  The learnings from the day were incredible with the best thinking from the 95 attendees refined into a roadmap for the training system moving forward. 

The top priorities identified for attracting new entrants to our industry and apprenticeship system were:

  • To market what success looks like for school leavers through Social Media
  • To promote Hairdressing & Barbering apprenticeships to every secondary school by developing an information kit while Including opportunities to experience Hairdressing firsthand.
  • To develop inspiring content to showcase career diversity

In terms of engaging apprentices once they have made the decision to choose hair, the key outcomes included:

  • Developing individualised training designed to match the expectations and capabilities of the individual.
  • Developing induction programs with practical training that covers all salon skills.
  • Provide training for the owner on how to develop career plans and training programs, as well as positively mentoring apprentices on their journey.

When the delegates turned their attention to the next part of the student journey the best training experience the question posed to the collective was.  What is critical to developing skills and creating an incredible training experience from the 6 months to 2-year time frame?  The top responses were to:

  • Develop career plan to set goals and dedicate time to identify the training activities.
  • Define the training and development responsibilities for everyone in the salon.
  • Build confidence and esteem through consistent feedback including recognition and reward.

Rounding out the student journey workshops saw the delegates turn their attention to the final stages of training and development culminating in qualification as a Hairdresser or Barber.  The key messages from this workshop were to:

  • Identify skill areas of strength and develop specialised training programs.
  • Ramp up client skills including benchmarks, goal setting and growing their income.
  • Help build their profile within the salon and with their potential client’s.

The clear message across each of the accent points examined as part of the student journey was heard loud and clear.   Relationships are what matter.  An approach to training that includes all parties working together to make the apprentice experience the best possible.  This includes salon owners working hand in glove with their RTO, supplier /product companies and independent educators.  To this end the delegates were challenged to dig deep into the training relationships to unpack what are the key components of the training relationship.

The first step was to identify the critical components that make up an inclusive industry training plan that enriches the apprentice experience.  The components identified were:

  • Milestone check-ins between salon owner, aprentice and RTO to discuss the progress of the in-salon training.
  • Develop mutual respect by creating clear role responsibilities for each stakeholder.
  • Simplify the ‘training’ language to reflect company, supplier, industry and salon training.

Drilling in deeper into how the critical components identified should then be managed the delegates came together to identify the most important training plan management aspects to focus on:

  • Creating a central database for all stakeholders to access.
  • Provision of more ongoing support and active engagement from Apprentice Network providers.
  • To keep it flexible 

Not only did the delegates who attended walk away with a host of new connections to share their education journey with, but they also took away real ideas and solutions to implement in their own education and training businesses to improve the training experience of their students and clients.  Finally, everyone who attended left with a feeling that they had a strong input into the direction of hair education in this county.  The responses and outcomes captured by the AHC over the course of the Industry day will inform how the AHC engages with regulators to shape the training landscape now and in the future.

Hairbiz Year 16 Issue 3 Out Now

Hairbiz Year 16 Issue 3 Out Now

New issue of HairBiz Magazine has dropped. Another great read about our industry by MIG Director Anthony Gray on The Changing Face of Education and Training on page 70.

Be creative. Have fun. Dare to be different.

CLICK HERE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Hairbiz Year 16 Issue 2 Out Now

Hairbiz Year 16 Issue 2 Out Now

Check out this month’s HairBiz Magazine. Great story by MIG Director Anthony Gray on The Role of RTOs on page 46. Be creative. Have fun. Dare to be different.

CLICK HERE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

What is the Role of Your RTO?

What is the Role of Your RTO?

For a salon to successfully train an apprentice, a strong working relationship with your Registered Training Organisation (RTO) is critical. Invariably, like all partnerships, there will be times when you need to work with your RTO to resolve issues that arise and without a strong understanding of exactly what the RTO’s responsibilities are this can be difficult.

Particularly, because apprenticeships can be complicated for all the parties involved and at times the priorities of each of the parties may appear to compete. Juggling the priorities of the apprentice, the needs of the salon combined with the requirements of the formal training package requires a clear understanding of the roles and responsibilities of all involved. So again, the best advice would be to get to know exactly what your RTO’s role is, so that you can work with them to achieve the best outcomes.

The first responsibility for an RTO on the apprenticeship journey is to work with the employer to ensure that all the right conditions and support are in place for each and every apprentice. This will include ensuring there are qualified hairdressers in place to supervise and mentor the apprentice. That the salon has the range of work the apprentice needs to undertake to cover all aspects of the Certificate III qualification and that any learning, literacy and numeracy needs of the apprentice are identified in order to put in place support where required.

Secondly, the RTO is responsible for the delivery of the formal training and assessment. The first step of this process is to negotiate and develop a training plan with the salon and your apprentice. As part of that training plan there will be so timeframes that you will need to work towards. Depending on which state you are based in this could three or four years for a fulltime apprentice. The training plan is the centre piece of the induction process which will also cover your options for delivery and assessment. Will your apprentice attend college? If so, how often? Will you opt for workplace delivery and what might that look like? This plan will be put in place along with a time-line for review. This initial planning phase will also cover things such as any training costs or obligations.

Thirdly, the RTO will manage progress. Most colleges will do this by providing your apprentice and yourself with a training record that records each unit of competency as it is completed as you work through the qualification. Along with the training plan the training plan the training record book will sits within the salon and shows that you’re regularly moving and completing your work in line with your timeline. It also provides evidence that can be provided to state training authorities to demonstrate apprenticeship progression. The RTO will regularly check that with you and then manage your apprentices training plan in unison with the training record to make sure that the progression is happening. An important responsibility of and RTO is to notify and work with you if the apprentice is not progressing to plan. in the areas of numeracy and literacy the RTO is the first port of call. Having conducted literacy and numeracy assessment sat the outset the RTO can identify any issues that require support and either provide additional learning support themselves or work with external specialist agencies to support every apprentice through their journey.

Finally, there is completion. When it comes time to complete your apprentice a completion agreement is signed by all parties. Only once the salon, the apprentice and RTO are in agreement on completion is a qualification issued. Once a qualification has been issued your apprentice can move on in their career as a fully qualified Hairdresser or Barber in industry. For many this a life changing outcome and the result of more than 3 years of blood, sweat and tears. An amazing outcome built on the critical partnership between the salon and the RTO. Knowing the role that your RTO plays in developing your emerging stylists provides the salon and the apprentice the very best chance to not only last the journey but to be part of an incredible training experience.

A Kaleidoscope of Colour

A Kaleidoscope of Colour

Chroma is the Greek word for colour and Chroma Hair Studio was inspired by a kaleidoscope view into colour and creating a client service-centric salon. Kim and her husband George Astro opened Chroma Hair Studio in November of 2009. The desire was two-fold: introduce a new salon to the West End community and create a place where knowledge could be passed on.

As both Kim and George have roots in the area, setting up shop in Highgate Hill in Brisbane inner city suburb was a natural choice. “The West End culture is a very positive experience in our lives. Our children grew up in the beautiful surroundings of the multicultural West End.

Chroma Hair Studio is a team of nine, caring, talented and inspired hairdressers who create amazing looks for their clients. The team consists of six stylists, two apprentices and a salon assistant. As the name suggests Chroma are the colour experts with a reputation for amazing balayage.

In the 11 years since its opening, Chroma has drawn a loyal following. The sense of community, which is available in droves in West End is what rests at Chroma’s core. It is a place without hierarchy, where team members respect and care for each other, thriving in the art of hair styling. “We love coming to work every day because it’s the best feeling in the world to see how confident and happy our clients are because they know they look beautiful.”

Kim Astro does not understand the concept of a dull day — the hair guru has owned salons since she was 19 and education has always played a critical role. Kim is a member of the L’Oreal Matrix Australian Design Team working to provide education and inspiration for hairdressers across Australia while also engaging in photo shoots, stage work, and entering hair competitions. As part of the L’Oreal Australian design team Kim educates in her signature balayage techniques – Selfie lights, Glam lights and Sassy lights across the country

“My goal is to inspire and empower others,” said Kim. “To continue spreading the love of education through the hairdressing world, be the best educator, boss and mum I can be while running a very successful business and having a bloody fun time on the journey.”

As the AHIA “Best In- Salon Training” award recipient and QLD State Salon of the year finalist in 2016, education is fundamental to Chroma Hair Studio’s DNA. The education philosophy starts at the very beginning with a tailored and specific recruitment process. The key ingredient being a quest for personality and passion. An apprentice or stylist with personality and passion is key. “If the person has those attributes then the extra training and skills are easy to teach.”

The team follows an innovative training approach which is tailored to the needs of each individual stylists. Each team member completes a training planner at the beginning of the year. The planner focuses on skills and each member undertakes a detailed self-assessment where they rate themselves across the range of skills, highlighting areas where they would like extra education and training. From this self-assessment Kim designs an individual training plan for each team member for the year.

In addition to the individual training plans structured weekly training ensures everyone is up to date on styles, trends, and helping clients find what they did not even know they needed. To support the in-salon training program Chroma Hair Designs have important partnerships in place. “MIG Training are our main training partners. They have been looking after our apprentices since 2010. Before that, we were using a different provider but getting very little training and communication. Since partnering with MIG, training future superstars has become a much simpler process”

MIG + In-Salon + tailored extra education is the approach to apprenticeship training and the secret to the success in Chroma developing their own. The training approach incorporates a workplace model of delivery where MIG mentor, support and assess in-salon. This approach has been successful for many years. In recent times this approach has also been adapted to include a component of traditional college delivery at MIG. As always Chroma are constantly looking for the edge in building the skills of the team.

The structured approach to internal training and working closely with education partners and suppliers is rounded off with an incredible connection to industry and external educators. Team Chroma connect with the very best in education and training by networking and attending all major industry events.

A culture of education, growth and connection has delivered on Chroma’s founding desire to create a place where knowledge could be passed on. Combined with a passion for the industry and an incredibly positive, caring approach to the way they treat people, Chroma has built a much-loved brand that is respected by all who cross their path.

The Gold Standard in Education and Training

The Gold Standard in Education and Training

Once you have recruited an apprentice, one of the first decisions that you need to make is which Registered Training Organisation (RTO) to partner with. This partnership is important, as quality training will mean the difference between a profitable and valued team member and the struggle that comes with underperforming employees.

In order to make the choice about which RTO to partner, there are a number of ways to look at what is the best fit for your business. The Federal Government’s Myskills website has information that helps make comparison, but outside of ensuring the RTO in complaint with government regulation – it can be difficult to know. As with all decisions, it is important to ask those who have used or have heard about the quality of the education of the RTO’s in your region. Alternatively, calling the RTO and arranging a visit to the facilities is a great way to get a feel for how the RTO is run. While the considerations are many, another way to feel confident about your choice of training provider is to look to an accreditation system that is quite unique to the Hair industry.

The Australian Hairdressing Council (AHC) through its RTO Select accreditation program assesses and benchmarks quality RTO against the gold standard of Hairdressing training. RTO Select recognises quality education and provides a signpost for employers. It provides comfort so that the employer can feel that the RTO they are about to choose is one of the very best in the country.

The AHC has a membership of salons, product companies, RTOs, individuals, associated industry suppliers and businesses that share a united vision to promote and protect the industry. The AHC is an important voice for industry with 4 central pillars:

  • Educate – raise industry standards
  • Connect – connecting our industry
  • Inform – voice to government
  • Support – supporting business.

RTO Select was born out of this mission to educate, connect, inform and support. It has a set of 7 standards that a Hairdressing RTO must reach in order to be accredited. The RTO accreditation stands alone with no other trade in this country offering a comparable accreditation process on which industry can rely. These standards have been developed by salon owners and industry to raise the standard of formal education in Hairdressing.

 

STANDARD 1: Education Leadership

This standard looks to ensure the RTO’s business strategy, vision and mission are aligned to the industry.

STANDARD 2: Recognition

The RTO provides recognition of in-salon, product company and prior training as part of the process when educating an apprentice.

STANDARD 3: Communication and Industry Engagement

Ensures quality communication with salons and apprentices which includes systematic and ongoing engagement with the Hair industry.

STANDARD 4: Training and Assessment Resources

Resources that are current and engaging and relate to the salon experience.

STANDARD 5: Currency of Trainers

A top level of Hairdressing skill combined with VET knowledge and skills.

STANDARD 6: Salon Design, Operation and Clients

The college is designed for high end professional training and provides a real salon experience.

STANDARD 7: Environmental and social responsibility

The college actively supports awareness and participates in environmental sustainability at the college and in industry and to the next generation.

 

As an education business to be recognised as gold standard by the industry, you train in the highest accolade you can hope for. MIG is one of 17 Registered Training Organisations in the country to have the gold star from the RTO select accreditation program. We have been RTO Select for the past 7 years – since its inception – and we proudly display this accreditation in all our digital media and on the glass as you enter our college.

The AHC and RTO Select are closely aligned to what we value the most – which is the growth of an industry which has given us so much. But most importantly, it is about enjoying the journey and providing comfort to the salons we work with that they are working with an RTO who is connected and has their best interests at heart.

Hairbiz Year 16 Issue 1 Out Now

Hairbiz Year 16 Issue 1 Out Now

Check out this month’s HairBiz Magazine.

Great story by Anthony Gray on boosting apprentice commencement funding on page 72 .

Also, check out MIG Training’s big win at the 2021 Australian Hair Industry Awards (AHIA) on page 33.

Happy reading! 📖🐛

Be creative. Have fun. Dare to be different.

CLICK HERE

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

“2021 Australian Hair Industry Awards- Business” Crowns Winners For Biggest Year Ever

“2021 Australian Hair Industry Awards- Business” Crowns Winners For Biggest Year Ever

As Australia’s hair industry finally starts taking steps to reopen, rebuild and recover, Sunday 28 November saw the winners of the 2021 AHIA- Business categories announced on social media livestream as entrants watched on with anticipation. After an incredibly challenging 18 months and the disappointment of the cancelled awards gala event due to continued border uncertainty, it was time for these talented creatives to celebrate with their teams closer to home.

Launched in 2014 by esteemed media company Mocha Group, the AHIA- Business are the trusted national award platform which provide a benchmark of excellence across specialist, group and individual categories. The 2021 awards marked the largest number of entries ever received in the AHIA history across the 27 awards demonstrating the importance that this program has within the hair industry framework, pushing each and every hairdresser and salon owner to be their best on set, backstage and behind the chair.

Sponsors included some of the biggest brands in the industry including EVY, Timely, Wella, L’Oreal, Salon Lane, Excellent Edges, Revlon, Redken, Zing Project, Schwarzkopf, Shortcuts, Sustainable Salons, Kitomba, KMS, Goldwell, Private Label Dynamics, Hot Tools and DNA. The comprehensive list of expert judges includes Charles Marcus (Canada), Ruth Hunsley (UK), Faye Murry and Julie Bellinger-Gibb (UK) as well as media including Nicole Healy – Melbourne Hair Blogger, Samantha McMeekin – Beautyheaven, Amy Starr – Freelance Beauty Journalist, Louise May – Hair Biz and Clare Lamberth – Beauty Biz. This year’s judges all agreed that the calibre of the entries was outstanding.

Mocha’s Linda Woodhead was proud to see the industry rally yet again to cheer on their peers,

“Yet another awards gala cancellation couldn’t dampen our excitement and keeping in touch with all of our finalists via social media during the livestream announcement really felt like we were all together again. My hugest congratulations to all our deserving winners and you best believe that we will all make up for it at the 2022 AHIA’s as the industry finally reconnects.”

2021 AHIA BUSINESS WINNERS

CARE TREAT AND STYLE PRODUCT AWARDS

CARE

Sponsored By HARBIZ

Pure Organic Goddess Shampoo & Conditioner

TREAT

Sponsored By HARBIZ

Heliplex One Step Bond Complex

 

STYLE

Sponsored By HARBIZ

DNA Antifrizz Hydro Crème

Best Business Performance of the Year

Sponsored By HARBIZ

Foil Me

 

Salon Team Member of the Year

Sponsored By Excellent Edges

Evie Golding, Rokstar

 

Salon Manager/Co-Ordinator of the Year

Sponsored By Wella Professionals

Meagan O’Connor, Oscar Oscar Salons – Broadbeach

 

Business Director/Owner of the Year

Sponsored By Kitomba

Amy Gaudie, Urban Chic

 

Sole Operator of the Year

Sponsored By Salon Lane

Nicole Kae

 

Salon Team of the Year

Sponsored By Goldwell

Togninis

 

Educator of the Year – Individual

Sponsored By Redken

Jules Tognini

 

Educator of the Year – Organisation

Sponsored By Sustainable Salons

MIG Training

 

Best In Salon Training

Sponsored By Zing Project

DiMattia & Co

 

Best Salon Design

Sponsored By KMS

Allure The Salon

 

Best Marketing

Sponsored By Shortcuts

The Fox & The Hair

 

Best Customer Care

Sponsored By Schwarzkopf Professional

Bond Hair Religion

 

Best Eco Salon

Sponsored By DNA Organics

Little Birdie Hair Co

 

Salon Business Newcomer of the Year

Sponsored By Revlon Professional

Etcher

 

State Salon Business of the Year NSW/ACT

Sponsored By Hot Tools

Bond Hair Religion

 

State Salon Business of the Year QLD

Sponsored By Wella Professionals

Tigerlamb Coorparoo

 

State Salon Business of the Year SA/TAS

Sponsored By Timely

SJ Establishment

 

State Salon Business of the Year VIC

Sponsored By EVY Professional

Oscar Oscar – Chadstone

 

State Salon Business of the Year WA/NT

Sponsored By L’Oreal Professionnel

Circles of Hair

 

AUSTRALIAN WHOLESALER OF THE YEAR

Sponsored By Private Label Dynamics

Salon Depot

 

Special Recognition Award

Sponsored By L’Oreal Professionnel

Leanne Cutler, Siren Marketing & Hair Shots 2 the World

 

AUSTRALIAN SALON OF THE YEAR

Sponsored By HAIRBIZ

Bond Hair Religion

 

Facebook:  Australian Hair Industry Awards

Instagram:  @aushairindustryawards

#ahia2021

 

 

 

 

 

 

 

Brisbane’s MIG Training Named Best in Australia at Australian Hair Industry Awards 2021

Brisbane’s MIG Training Named Best in Australia at Australian Hair Industry Awards 2021

Local Mt Gravatt business MIG Training have been recognised as leaders in hair education at the Australian Hair Industry Awards, being awarded AHIA Educator of the Year- Organisation 2021.

As Australia’s hair industry finally starts taking steps to reopen, rebuild and recover, Sunday the 28th November saw the winners of the 2021 AHIA – Business categories announced on social media livestream as entrants watched on with anticipation. After an incredibly challenging 18 months and the disappointment of the cancelled awards gala event due to continued border uncertainty, it was time for these talented creatives to celebrate with their teams closer to home.

Launched in 2014 by esteemed media company Mocha Group, the AHIA – Business are the trusted national award platform which provide a benchmark of excellence across specialist, group and individual categories. The 2021 awards marked the largest number of entries ever received in the AHIA history across the 27 awards demonstrating the importance that this program has within the hair industry framework, pushing each and every hairdresser and salon owner to be their best on set, backstage and behind the chair.

MIG Training is owned by Anthony Gray, a third-generation hair industry education pioneer. They celebrated a milestone 30 years in business in 2021. The Brisbane-based registered training organisation is a family business with a proud heritage of more than 60 years in Australian hairdressing and is one of only 17 RTOs in the country to hold gold standard accreditation as ‘RTO Select’ from the Australian Hairdressing Council. Located just 15 minutes from the Brisbane CBD, MIG Training delivers tailored apprenticeship training to 252 salon and barber businesses across Queensland and Tasmania and to fee-based students through their college which includes a busy street front salon and barber shop that is open to the public.

Mocha’s Linda Woodhead was proud to celebrate these worthy winners:

“MIG Training are the perfect examples of industry leaders and will make excellent ambassadors for the awards program and their local area. As with all our 2021 winners they are now looked to both nationally and globally as an innovator in technique, trend and service. The Brisbane community should be so proud of this achievement!”

 

Hairbiz Year 15 Issue 6 Out Now

Hairbiz Year 15 Issue 6 Out Now

The latest edition of HairBiz is out now. Anthony Gray, MIG Training Director, has an article titled “Keeping your Apprentice on Track” featured on page 58. Happy reading! 📖  🐛

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

MIG Scorecard APP: How Do You Score?

MIG Scorecard APP: How Do You Score?

MIG has developed a really cool diagnostic tool for salon owners and managers to benchmark themselves against the best in industry.  

The Apprentice Builder scorecard consists of 20 questions designed to highlight a salon or Barbershops strengths and weaknesses in terms of building and developing great apprentices and great teams.

The scorecard provides instant feedback and actionable step on how to improve your salon through education and development of your people.

MIG’s Apprentice Builder Scorecard will score your business against the 4 key areas of:

  • Design
  • Professionalism
  • Technical Skills
  • Communication

Specifically, it provides a score on the following:

  • The design systems that are in place to create the space and educate the team
  • The Professionalism of the team and the standards that matter
  • The teams technical skills and knowledge
  • And finally the communication skills that demonstrate a clear identity, a sharing of ideas and a cohesive team

The scorecard is a great first step for those looking to venture into apprenticeship training or growing a team for the first time but it is also a great for those who have apprentices to get a snapshot of where their strengths and weaknesses lie. It takes 2 minutes. It is completely free and provides customised feedback instantly

To take the MIG Apprentice builder scorecard, click here.

Apprentice Communications

Apprentice Communications

Are you juggling all the balls at once? Working in and running your salon, while managing staff and finances. Marketing and operations can be a really difficult and all consuming job, and the life of a salon or barbershop owner can often feel like you’re working tirelessly for for little or no reward.

To combat this pain, the leading salons and barbershops we work with, build their teams in order to grow and accelerate both potential and profitability. At MIG, our signature method mentors apprentice hairdressers and barbers through a four step process.

This four step process is firstly –

1. Design. Efficient systems to create space to build your team.

2. Professionalism. Setting and living the standards that matter.

3. Technical Skills. Having team knowledge and skills that are on point. Finally,

4. Communication. A clear identity, a sharing of ideas and a really cohesive group of hairdressers and barbers.

The fourth principle of communication is really the glue that binds great teams together. At MIG, we guide each apprentice through four building blocks so that they’re incredible salon communicators.

Firstly, we develop a sense of an individual identity and confidence which is critical for any emerging stylist to be able to feel part of a team, to contribute and put their best foot forward. Secondly, communication skills to foster relationships with the broader team supports an individual’s growth, acceptance and harmony, which is what a lot owners are striving for. Thirdly, building communication and relationships with salon partners and the broader hair industry is incredibly important. And finally, and most importantly, communication and consultation skills with your clients.

The capacity to provide exceptional service, build and expand a client base while recommending products and services is gold standard for any apprentice. To be a great communicator can take many years to master, but when the fundamentals are instilled in emerging stylists, it goes an incredibly long way to developing a quality team that provides peace of mind and the time and space to work on your business and not in it.

Professionalism: The Standards That Matter

Professionalism: The Standards That Matter

Finding quality hairdressers and barbers is near on impossible at the minute and getting them to stay is even harder. In these uncertain times, it’s never been more critical to develop teams, culture, and a salon or barbershop that are profitable, can stand out and make an impact.

Our method for training teams and working with apprentices has four steps or four key principles. Firstly, design. So creating efficient systems so that you have the space to build and grow your team.

Secondly, professionalism. Setting and living the standards that matter to attract quality team members.

Thirdly, having technical skills that are really on point and a knowledge of hairdressing and the barber industry. That’s second to none.

Finally, communication. A clear identity of the business but also that of sharing ideas in a cohesive team.

Drilling into the principle of professionalism is one area where we really try and focus on when building teams and working with salons. Not only if you’re a professional in your environment, you attract a great clientele, but you also attract other hairdressers and barbers who want to live the standards you demonstrate and the way you carry yourself in industry. One key aspect of that professionalism when we start to deliver that training to teams and to apprentices is embracing sustainability.

At MIG we work with teams to educate and focus on being part of the solution. So showcasing best practice in sustainability, not only to their salons, but also to the broader industry and in the wider community at large.

We challenge apprentices to firstly identify resource use in their salon or barbershop to secondly seek opportunities to improve efficiencies in the way the salon does business. And then thirdly, we challenge teams to implement best practice in sustainability.

Awareness is key, and at MIG we also have leading partners we work with to showcase this best practice. We work very closely with sustainable Salons Australia. Sustainable Salons Australia has a network of collectors, recyclers, manufacturers and distributors to make sure that up to 95% of material from salons is diverted from landfill.

This is a wonderful story and a great way to showcase professionalism in the industry. Showcasing this best practice model helps to plant the seeds in the mind of the next generation of salon and barber shop owners as they move through their apprenticeship, with the view to make your industry one of the most professional and sustainable in the country.

If you’d like to understand more about our method, and how we develop professional barbers and hairdressers, it would be great to connect and talk to you about our principles.

 

Hairbiz Year 15 Issue 4 Out Now

Hairbiz Year 15 Issue 4 Out Now

The latest edition of HairBiz is out now. Anthony Gray has an article featured on page 51. The finalist for the AHIA Awards (including us!!) are also listed on page 31. Happy reading!

https://issuu.com/princess14/docs/hairbiz_year15iss5

HAIR BIZ is the only magazine of its kind which offers a comprehensive look at both the business and image side of the hair industry. It provides salon owners with tools and information to be more successful and knowledgeable when it comes to business skills as well as keeping them informed with trend forecasts, interviews, profiles, news, reviews and product info.

Australian Barbering Industry Welcomes Exciting New Awards Program with 2021 Finalists Named

Australian Barbering Industry Welcomes Exciting New Awards Program with 2021 Finalists Named

2021 marks the inaugural year for the Australian Modern Barber Awards (AMBA), Australia’s new premium awards program for the male grooming industry. These awards have been launched to provide men’s hairdressing trailblazers with a much needed and often requested benchmark of excellence and platform to showcase their creative and business skills.

Consisting of 13 categories including the AMBA Barber of the Year and the AMBA Barber Business of the Year, they have been judged by an independent panel of judges including media, PR and business experts, national and international barbering icons and specialists in the barbering industry including Sofie Pok (USA) AKA Staygold, Nieves Almarez (USA) and Rob and Leen, the Schorem Barbers (NL). Created by esteemed trade visionaries Mocha Group, owners of the Australian Hair Industry Awards and Australian Beauty Industry Awards, these are just the latest initiative revolutionising the way our hair experts are able to engage with consumers and show off their talents.

Individual categories are proudly sponsored by The Barbiere Company, Wahl Professional, Milkman Grooming Co, American Crew, Schwarzkopf Professional, The Male Tools and Co – Depot, Shortcuts, Excellent Edges, Babyliss Pro and Andis, with the Official After Party due to be held at the George On Collins St, sponsored By Hair Co. 

The awards will culminate in the first AMBA event in Melbourne at the Plaza Ballroom on Monday 6th December where winners will be announced and the industry will come together to celebrate.

2021 AMBA FINALISTS

Australian Modern Barber of the Year

Sponsored by The Barbiere Company

Danny Lazzarino – Barber Boys

Don De Sanctis – Barber Boys

Jan Yamacli – Barberjan

Jase Alpen – Zeppelin Barbers

Leigh Winsor – Area Studio

 

Australian Modern Barber Business of the Year

Sponsored by Wahl Professional

Attaboy

Barber Boys & Co, Newton

Memphis Barbers, Gympie

New York Barbers

 

Best Mens Collection – Classic

Sponsored by Milkman Grooming Co

Britt Westcott – MADE Barber & Barista

Don De Sanctis – Barber Boys

Johnny Georgiou – Barbery the Craft of a Barber

Lou Fimmano – Barber Boys

Leigh Winsor – Area Studio

Paul James Graham – Paul and Paul Salon

Sean Hayes – Backbone Barbershop

 

Best Mens Collection – Freestyle

Sponsored by Schwarzkopf Professional

Clint Wallace – Barber by Design

Con Niños – Largers and Barbers

Johnny Georgiou – Barbery the Craft of a Barber

 

Best Team Collection

Sponsored by American Crew

AREA Studio

Barbery the Craft of a Barber

ZAK Grooming for Men

 

Best Customer Care

Sponsored by Shortcuts

AREA Studio

Grand Royal Barbers

New York Barbers

 

Best Barbershop Design

Sponsored by Babyliss Pro

Barber Boys & Co, Newton

Made Barber & Barista

Memphis Barbers, Gympie

Mr. V & Co. Barbershop

New York Barbers

Platform 1 Barbershop

 

Best Business Director/Owner of the Year

Sponsored by Depot – The Male Tools & Co.

Cameron McFadyen – The Blacksmith Barbers

Don De Sanctis – Barber Boys

Frank & Helen Ciccone – Hair by Ciccone

Sam Squires – Backbone Barbershop

 

Best Mens Educator of the Year – Individual or Organisation

Sponsored by Excellent Edges

AREA Academy

Barbery the Craft of a Barber

Fraser Forsey – Barber Education Australia

Jules Tognini – lil’ off the top

MIG Training

Mikail Dasko

The Barber Academy Australia

 

 

CARE STYLE AND BEARD PRODUCT AWARDS

Sponsored by Barbershop Magazine

BEST IN CARE

Depot – Sports Hair + Body Shampoo

Justice Professional – Cool Mint Shampoo & Conditioner

Juuce – Peppermint Shampoo & Conditioner

Mr Muk – Hair, Beard & Body Wash

Pure – Uplift Shampoo & Conditioner

 

BEST IN STYLE

Hanz De Fuko – Claymation

Justice Professional – Firm Clay

Juuce – Messed Up

Muk Haircare – Filthy Muk Styling Paste

Pure – Forming Paste

 

BEST IN BEARD

Depot – Conditioning Beard Oil

Juuce – Botanic Oil Serum

Mr Muk – Beard Oil

Pure – Walnut Scrub

 

SPECIAL RECOGNITION AWARD

Sponsored by Andis

To Be Announced on the Night of the Awards

The RTO’s Role

The RTO’s Role

When training an apprentice a strong working relationship with your training organisation is critical. Invariably, like all partnerships, there’s times when you need to work with your RTO to resolve issues that arise.

So I suppose understanding exactly what the RTO’s responsibility is, really helps with that. Particularly, because apprenticeships can be complicated. There’s competing priorities. There’s the priorities of the apprentice, the needs of the salon and then there’s also the requirements of the formal training package, which can be quite complicated at times. So again, the best advice would be really get to know exactly what your RTO’s role is, so that you can work with them to achieve the best outcomes. Namely, the RTO needs to conduct a workplace assessment and a plan with you.

So as an RTO, we will assess your capacity to supervise and train your apprentice. And that’s all around having people that are qualified inside the salon, but then also the resources and the time, and the rosters that help to make everything happen.

Secondly, we deliver training and assessment so we’ll negotiate and develop a training plan with yourself and your apprentice. Within that, there’ll be some strict timeframes, for full time apprentice is is 36 months.  We work to make sure that training and assessment of your apprentice happens over that duration. We talk about what the training costs will be, the funding implications, and then all the training and assessment requirements that come every step of the way.

Thirdly, we’ll manage progress. We do this by providing your apprentice and yourself with a training record. And that train record book sits within the salon and it shows that you’re regularly moving and completing your work as you go. We will regularly check that with you and then manage your training plan in unison with the training record to make sure that the progression is happening. We notify and work with you if the apprentice is not progressing fast enough.

Fourthly learning support. So if needed additional support, particularly for numeracy and literacy is something that we can really help with, or work with other support services to make that happen. Then there is completion, when it comes time to complete your apprentice, there’s a completion agreement that’s signed. Once all are agreed, and everybody says that the completion has happened, then we issue qualifications. Once those qualifications are in place, it means that your apprentice is now fully qualified and they can move about life as a senior hairdresser or barber in industry.

An amazing outcome and an amazing partnership between three parties over what can be a three, four or five year duration. At MIG we work with many leading names is the hairdressing and barber industry to walk through that process from cradle to grave of apprenticeships, to ensure that the industry has qualified seniors and really skilled technical people in the industry.

If you’d like to talk about how we deliver apprenticeship training, and how to train your team, it’d be wonderful to connect. Give a call. Thanks very much.

 

Is Your Apprentice Falling Behind?

Is Your Apprentice Falling Behind?

 

So your apprentice is falling behind, what should you do?

A full time hairdressing or barbering apprenticeship can be a really intense journey, with each apprentice having to complete 28 units in hairdressing and 26 units in barbering to complete their apprenticeship over the 36 months duration.

So when you take on an apprentice, you can experience issues and these can be with the apprentice or trainee themselves in relation to motivation and getting the job done. It could be with your supervising training organisation, or it could also be with the apprenticeship support network that helps you.

The key part to making sure that your apprentice stays on track is managing progression. This is a really important partnership between the apprentice, your training organisation and yourself. But it’s important really to know that you have an obligation to put plans into place to manage progression, and if progression falls too far behind then you need to notify the education department to put mediative action into place.

In the difficult world of work and study, oftentimes things may need to be put in place and we recommend five key steps to make sure that when you’re sitting down with the apprentice, you get the right outcomes when you’re trying to manage progression.

Firstly, you need to identify the issue. So you need to really work out exactly what the issue is. Express it in words, so that you can make it something that’s solvable. And I suppose focusing on the issue, and not the emotion is the most important tip that we’ve seen from our experience.

Secondly, identify what’s causing the issue. So who or what or how are things contributing to that, who’s being affected and what are the consequences. I suppose the best tip that we have is to listen without judgment, and brainstorm solutions with the apprentice and all parties.

Thirdly, make a list of all the possible solutions that you could go for, you could look at a range of possibilities that are both sensible and some that aren’t. But by doing that, you will avoid judgment, and you can debate all the ways that you could possibly move forward

Fourthly, choose a solution. So look at the solutions in turn, assess them all positives and negatives, and choose one that’s right for you. So that you can put it into practice and you can solve the issue. Consult with others, and plan the details. Once you’ve agreed on that plan, put it into play and ask these questions. Who’s going to do what and when you will do it by and finally, what is needed to put the solution into action.

Finally, once you put a solution into managing the progression of your apprentice to get them back on track, after a reasonable period of time, you need to evaluate that solution. So you’ll need to give it time you’ll need to let it work through, you’ll need everyone to be able to settle into their place.

To evaluate it you can again go through a series of questions. What’s worked well, what hasn’t worked well, and what could be done differently to improve it. It’s important to note that this partnership and communication are really important, balancing work and study is a difficult thing for many apprentices. It has its ups and downs over a long period of time, which can be three plus years of apprenticeship.

At MIG, we work really closely with many salons to help them manage the ups and downs of the apprenticeship and we’d love to work with you. If you’d like to reach out and discuss how we can help to build your signatures salon team and work to create happier harmonious staff that are completing their apprenticeship on time.

Give us a call. Thank you.

The Origin of MIG Training

The Origin of MIG Training

Often times, when we show people around the college, they ask about this wallpaper that is in our barber shop. This really tells a story of, I suppose, my family and then really the history of our business. So this is a photograph of my grandfather’s two chair barber shop.

Now, it was traditional in every sense of the word, you can just see in the background, the pool hall out the back. The barber shop was the tobacconist, and as family legend goes, my grandfather was also the SP bookmaker. So this photograph has my Grandfather and Dad in it.  Dad’s 76 now, but he was probably 14 or 15, in this photograph, just starting out his apprenticeship with my grandfather. So leaving school after year eight and then moving into apprenticeship, he really started to build his career from an early age.

From there, it took him to Brisbane. He opened on the smell of an oily rag his own barber shops and build his own barber businesses and growing up we used to love to go into the barber shops, and to be able to interact with all the other barbers and have such a wonderful time. And Dad also was at the forefront of the industry. He was Queensland hairdresser the year in 1971. And then, as hair went long, and the unisex salon offering really took off, he retrained himself, and then owned hairdressing salons all through the 70s while I was growing up.

It was one of those things really, though that, education was always a big part of what he did. He always had apprentices, always employed apprentices, and was always keen to impart that knowledge on to the next generation, just like his father had done for him.

I suppose that’s where the seed of education came and obviously raising a family, growing a business in hairdressing has its ups and downs. So following winning a service award, Dad then thought then here is opportunity to do some education. So he started with his brother to sort of work up and down the eastern seaboard, delivering education in retail and service and those types of things.

That really was the, I suppose the catalyst for for MIG as it is today. Once that all took off, and the TAFE system in Queensland opened up to private providers, it was his opportunity to really jump into the unknown and start to build a college.  So having a salon currently operating and taking one to three apprentices.

Now some 30 years later, with my involvement, probably for the last 17 years helping to direct and run the business, MIG is what it stands at today. And and we’re really proud of our history. And it’s something that that I suppose is just part of our DNA. We really love working with all the apprentices and the salons and barbershops that we that we now work with and seeing them do what our family have been able to do for others. And that’s really build people’s lives and careers through a career in hairdressing. We’d really love the opportunity to work with you.

And if you’d like to find out about our method and how we do things, it’d be great to connect and great to have a chat.

Thank you.

Strengths & Results

Strengths & Results

We are often asked the question as a hair educator, ‘What are your strengths and how do you measure success?’

The strength question is impossible to answer without really first talking about why we’re passionate about delivering education in the hair industry. The hair industry has given us everything. Hairdressing been the cornerstone for multiple generations of my family, and it’s built the lives of the team and provided security and supported all our dreams.

We believe that every person who joins the industry deserves the same opportunity to be able to build amazing successful careers. And our goal is for anyone with a passion for hair to have the same opportunities our family has been so fortunate enough to have been afforded through access to incredible education and mentors, so that they can make their own dreams a reality.

In saying that, we try and do things a little differently than other RTO’s. Our apprentice builder program is fully digital, and includes an industry first apprentice video assessment upload capability. We have an online education presence unrivaled in formal training.

MIG’s YouTube channel has a million views, and over 10,000 subscribers. We publish content and education thought leadership by our industry media and our social platforms in order to try and attract the next best and brightest.

But how do we measure success, we measure it by our results. We’re blessed to be working with Australian Apprentice of the Year Paige Cameron from Cobelle Creative. We work closely with Queensland Hairdresser of the Year Amy Gaudie training her Urban Chic team. We’ve qualified 3000 industry professionals over the past 30 years. And we’ve twice been education organisation of the year finalist, once at Hair Expo and once at the Australian Hair Industry Awards.

At MIG, we work with many great salons and barbershops to train their people. We’d love to be your trusted education partner. And if you’d like to find out how we can work with you, it would be great to connect. Thank you.